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A
PROJECT STUDY REPORTOn
Training Undertaken atCompany Name
(Chambal Fertilizer Chemical Ltd)
TitledldquoA Study On Process Of Recruitment In CFCLrdquo
Being submitted in partial fulfillment of the two yearFull time course in MBA
Session 2009ndash11
Submitted By - Submitted To-Anushree Tiwari Ms Neha SharmaMBA Part III
Apex Institute of Management amp Science Jaipur(Approved by AICTE New Delhi amp Affiliated to Rajasthan Technical University Kota)
(2009-2011)
1
Table of Content Table of Content
TABLE OF CONTENT PAGE NO
2
1)Topic 1
2)Preface 5-6
3)Acknowledgement 7-8
4)Executive Summary 9-10
5)Introduction 11-12
6)An Overview of Fertilizer Industry 13-17
a Company Profile b Product Of The Company c Corporate Social Responsibility
7)Research Methodology 18-21
a Data sources b Title of the study c Duration of the study d Sample size amp method of selecting sample e Organizational guide f Area of study g Objectives of the study h Limitation of the study
8) Topic Analysis 22-48
a)Recruitment The Concept
b) Recruitment process
c) Recruitment Methods
d)Outsourcing recruitment process
e)Managing recruitment
9) Analysis amp Interpretations 49-54
10) SWOT Analysis 55-57
11) Inferences 58-59
3
12) Conclusion 60-61
13) Appendix 62-64
14) Bibliography 65-66
4
PrefacePreface
5
PREFACE
As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it
In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR
After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project
6
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Table of Content Table of Content
TABLE OF CONTENT PAGE NO
2
1)Topic 1
2)Preface 5-6
3)Acknowledgement 7-8
4)Executive Summary 9-10
5)Introduction 11-12
6)An Overview of Fertilizer Industry 13-17
a Company Profile b Product Of The Company c Corporate Social Responsibility
7)Research Methodology 18-21
a Data sources b Title of the study c Duration of the study d Sample size amp method of selecting sample e Organizational guide f Area of study g Objectives of the study h Limitation of the study
8) Topic Analysis 22-48
a)Recruitment The Concept
b) Recruitment process
c) Recruitment Methods
d)Outsourcing recruitment process
e)Managing recruitment
9) Analysis amp Interpretations 49-54
10) SWOT Analysis 55-57
11) Inferences 58-59
3
12) Conclusion 60-61
13) Appendix 62-64
14) Bibliography 65-66
4
PrefacePreface
5
PREFACE
As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it
In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR
After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project
6
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1)Topic 1
2)Preface 5-6
3)Acknowledgement 7-8
4)Executive Summary 9-10
5)Introduction 11-12
6)An Overview of Fertilizer Industry 13-17
a Company Profile b Product Of The Company c Corporate Social Responsibility
7)Research Methodology 18-21
a Data sources b Title of the study c Duration of the study d Sample size amp method of selecting sample e Organizational guide f Area of study g Objectives of the study h Limitation of the study
8) Topic Analysis 22-48
a)Recruitment The Concept
b) Recruitment process
c) Recruitment Methods
d)Outsourcing recruitment process
e)Managing recruitment
9) Analysis amp Interpretations 49-54
10) SWOT Analysis 55-57
11) Inferences 58-59
3
12) Conclusion 60-61
13) Appendix 62-64
14) Bibliography 65-66
4
PrefacePreface
5
PREFACE
As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it
In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR
After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project
6
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
12) Conclusion 60-61
13) Appendix 62-64
14) Bibliography 65-66
4
PrefacePreface
5
PREFACE
As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it
In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR
After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project
6
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
PrefacePreface
5
PREFACE
As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it
In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR
After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project
6
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
PREFACE
As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it
In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR
After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project
6
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
AcknowledgementAcknowledgement
7
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
AcknowledgementAcknowledgement
I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness
to all who helped me in one or the other way in the successful completion of this project
My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who
allowed me to carry out this study at CFCL I shall be failing in my duty if I do not
express thanks to my project coordinator esteemed MrKaushik Kumar who really took
a lot of pains and gave me his valuable guidance and constant encouragement on the
basis of which I could carry it out very confidently
I extend my sincere thanks to all the employees of CFCL Gadepan for their kind
cooperation of the various functional department of CFCL for providing me general
insight knowledge about their respective departments
I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for
his constructive criticism and guidance
Last but not least my loving gratitude to my parents who helped me in many
ways in completion of this Endeavour
Thanks to all once again
ANUSHREE TIWARI
8
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Executive SummaryExecutive Summary
9
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
EXECUTIVE SUMMARY
Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the
private sector It is the flagship company of the 5000 crore professionally managed
Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric
acid Agri Input amp seeds Agri Biotechnology and shipping
Being a student PGP (HR) it was great pleasure for me there I was assigned the most
relevant title as regarded summer training ie ldquoRecruitment and Selection process at
CFCLrdquo
Before Understanding the work of recruitment and selection firstly I have to understand
that what is the HR department the Role of the HR department and why it is so
important for any organization
So At first the work is given to me is a little introduction of each part of the HR
department like Recruitment Recruitment as a human resource management function
is one of the activities that impact most critically on the performance of an organization
While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement This report discusses some of
the strategies that organizations can and do employ to ensure the existence of the best
possible pool of qualified applicants from which they can fill vacancies as and when
required
This exercise gives me an insight in the general functioning amp practical problem handled
by difference department
At last I complete my project under supervision of my guide MrKoushik Kumar I am
very thankful to my guide for giving me this opportunity
10
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
IntroductionIntroduction
11
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
INTRODUCTION
India is the third producer and consumer of fertilizer placed USA and China India being
Agro based economy is fifth largest in the world due to its fertilizer Industries These
fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer
industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate
nutrient is one of the largest in the world and has over the years played a significant
role in the development of agriculture in the country Fertilizer consumption in India is
among the highest in the world though we rank low in comparison to most of
developing and some of developed countries in terms of intensity of consumption
Fertilizer consumption in India has been stagnant in the last few years But with
increased focus of the government towards agricultural growth consumption levels are
expected to pick up Successful implementation of government programmes like the
Bharath Nirman programme etc which aims at an additional 10 million hectares under
irrigation could help increase fertilizer consumption in the long run
This is small introduction about fertilizer Industry
The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment
and Selection is the part of Human resource which is the strongest part of any
organization Recruitment is the process of identifying and attracting potential
candidates from within andoutside an organization to begin evaluating them for future
employment Once candidates are identified an organization can begin the selection
processThis includes collecting measuring and evaluating information about
candidatesrsquo qualifications for specified positions Organizations use these processes to
increase the likelihood of hiring individuals who possess the right skills and abilities to
be successful at their jobs
12
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
AN Overview of FertilizerIndustry
13
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
AN OVERVIEW OF FERTILIZER INDUSTRY
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples The Government Of India from time to time has taken
considerable steps for the upliftment of Agriculture Sector
India is third largest producer and consumer of fertilizer placed after USA and China
India being an agro-based economy is the fifth largest due to its fertilizer Industries
These industries plat vital role in bringing prosperity to the country Agriculture Industry
is the only one in India that has acknowledged conformity to global standards of
performance
COMPANY PROFILE
Chambal Fertilizers and Chemicals Limited (CFCL)
Location
14
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Corporate office International trade Tower 3rd Floor Block F
Nehru Place New Delhi -110019
Registered office Gadepan District Kota Rajastahn-325208
Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow
PUNJAB 1 Chandigarh
HARYANA 1Hissar 2 Karnal
RAJASTHAN 1 Jaipur 2 Udaipur
GUJARAT 1 Ahmedabad
MADHYA PRADESH 1 Bhopal
Agriculture Development Laboratories Agra amp Sri Ganganagar
Products of the company
The company is in the business of producing high quality urea Its product has earned n
inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast
gaining among farmer community throughout the country
The product mix of CFCL is having four products line as bellow-
FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL
Uttam Veer Urea Insecticides Uttam phos Uttam
soybean
15
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Uttam DAP Uttam
sunflower
Single Super Monoveer Uttam
sorghum
Phosphate Endoveer Uttam
maize
Cyperveer Uttam
sudan Grass
Aceveer
Quinaveer
Uttam Neem
Weedicides Butaveer Isoveer
SEEDS - Wheat Paddy Mustered Soya been Cotton
CORPORATE SOCIAL RESPONSIBILITY
Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal
has started the Uttam Bandhan program a community welfare initiative Crop and
product demonstrations field demonstrations and farmer meets are conducted Farmers
are given ongoing training on specialized services that vary from crop diversification
Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water
sampling and testing are also conducted for free Clinics set up by the Company and at
Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras
Chambal has set up Hello Uttam Call Centres where agriculture experts respond to
farmer queries on the phone
Chambalrsquos commitment towards environment has been paramount
16
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Even before the plants were put up it took on tree plantation around the proposed site
A number of roads around the plant have been lined with trees It has created a green
cover on what was a rocky wasteland and where the Gadepan complex stands today
Within the campus it has created a forest area In the village schools it takes up a
number of programmes to bring awareness on environmental issues It supports
environmental groups and government initiatives for a cleaner atmosphere
Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer
is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural
background have been trained as Uttam Krishi Sewaks to provide best practices in
agriculture and specialized services to farmers They are self-employed and earn from
commission on the sale of specialized products Uttam Krishi Sewaks try and ensure
that the farmers follow agricultural best practices
Through proper training demonstrations expert opinion quality inputs and non-farm
income the Uttam Bandhan farmer has been a gainer in terms of not just increase in
income but also quality of life
Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are
conducted regularly to educate farmers on latest farm practices Farmers are given
training on specialized services that vary from cultivation of medicinal and horticulture
crops vermi-culture and the use of bio-fertilisers A dedicated farmer website
uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo
are important channels to share information with farmers Chambal also actively
partners Government Departments Agriculture Universities Agriculture Research
Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the
farmers
17
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Research Research
MethodologyMethodology
18
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management
trainee for a period of 45days and get to learn the operations of the organization and
there systematic amp sequential processing CFCL has witness a meteoric rise right from
its inception and has enlisted itself among top fertilizer companies of the country
Research methodology is a systematic process where collection analysis and the
interpretation of the data so collected from the survey must be interpreted
DATA SOURCES Primary data
Secondary data
PRIMARY DATAProfile of data collection as under
a Sample profile company employees which includes supervisors and workmen
b Sample size 100 employee
SECONDARY DATAa company record
b industrial directory
TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo
DURATION OF THE STUDY
45 Days
19
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element
or a group of elements selected from the population Although it is a subset it is
representative of the population and suitable for research in term of cost convenience
and time The sample group can be selected based on a probability or a non-probability
approach A sample usually consists of various units of the population The size of
sample is sample is represented by ldquonrdquo
SAMPLE SIZEFor this management thesis I have taken sample size n as 100
Sampling is the act process or technique of selecting a representative part of a
population for the purpose of determining the characteristics of the whole population In
other words the process of selecting a sample from a population Using special
technique is called sampling
ORGANIZATIONAL GUIDE Mr AK SAXENA
(HR Manager)
AREA OF STUDY GADEPAN (Rajasthan)
OBJECTIVES OF THE PROJECT REPORT
The main objectives for doing this project are as follows
20
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1) To acquire practical and theoretical knowledge about how the different department
doing work together why the HR department is important and how an organization is
going on
2) To acquire practical and theoretical knowledge about recruitment amp selection in an
organization
3) Last but not the least the overall view of HR department
LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)
Some data was confidential and not disclosed as per the companyrsquos policy
Time limitation was the major factor for the study
21
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Topic AnalysisTopic Analysis
22
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
RECRUITMENT ndash THE CONCEPT
Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the
job market becomes increasingly competitive and the available skills grow more diverse
recruiters need to be more selective in their choices since poor recruiting decisions can
produce long-term negative effects among them high training and development costs to
minimise the incidence of poor performance and high turnover which in turn impact
staff morale the production of high quality goods and services and the retention of
organisational memory At worst the organisation can fail to achieve its objectives
thereby losing its competitive edge and its share of the market
Traditionally Public Service organisations have had little need to worry about market
share and increasing competition since they operate in a monopolistic environment But
in recent time the emphasis on New Public Management Public Sector Management
approaches has forced public organisations to pay closer attention to their service
delivery as consumers have begun to expect and demand more for their tax dollars No
longer are citizens content to grumble about poorly-produced goods and services and
the under-qualified untrained employees who provide them As societies become more
critical and litigious public service organisations must seek all possible avenues for
improving their output and providing the satisfaction their clients require and deserve
The provision of high-quality goods and services begins with the recruitment process
Recruitment is described as ldquothe set of activities and processes used to legally obtain a
sufficient number of qualified people at the right place and time so that the people and
the organisation can select each other in their own best short and long term interestsrdquo1
In other words the recruitment process provides the organisation with a pool of
potentially qualified job candidates from which judicious selection can be made to fill
vacanciesSuccessful recruitment begins with proper employment planning and
forecasting
23
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
In this phase of the staffing process an organisation formulates plans to fill or eliminate
future job openings based on an analysis of future needs the talent available within and
outside of the organisation and the current and anticipated resources that can be
expended to attract and retain such talent Also related to the success of a recruitment
process are the strategies an organisation is prepared to employ in order to identify and
select the best candidates for its developing pool of human resources
Organisations seeking recruits for base-level entry positions often require minimum
qualifications and experience These applicants are usually recent high school or
university technical college graduates many of whom have not yet made clear
decisions about future careers or are contemplating engaging in advanced academic
activity At the middle levels senior administrative technical and junior executive
positions are often filled internally The push for scarce high-quality talent often
recruited from external sources has usually been at the senior executive levels Most
organisations utilize both mechanisms to effect recruitment to all levels
24
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
PURPOSE amp IMPORTANCE OF RECRUITMENT
25
The Purpose and Importance of Recruitment are given below
Attract and encourage more and more candidates to apply in the organisation
Create a talent pool of candidates to enable the selection of best candidates for
the organisation
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities
recruitment is the process which links the employers with the employees
Increase the pool of job candidates at minimum cost
Help increase the rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants
Help reduce the probability that job applicants once recruited amp selected will
leave the organization only after short period of time
Meet the organizations legal amp social obligations regarding the composition of
its workforce
Increase organization amp individual effectiveness of various recruiting techniques
amp sources for all types of job candidates
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organization is affected amp governed by a mix of
various internal amp external forces The internal forces or factors are the factors that can
be controlled by the organization The external factors are those factors which cannot
be controlled by the organization The internal amp external forces affecting recruitment
function of an organization are
FACTORS AFFECTING RECRUITMENT
26
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
THE RECRUITMENT PROCESS
Successful recruitment involves the several processes of
1 development of a policy on recruitment and retention and the systems that give
life to the policy
2 needs assessment to determine the current and future human resource
requirements of the organisation If the activity is to be effective the human
resource requirements for each job category and functional divisionunit of the
organisation must be assessed and a priority assigned
3 identification within and outside the organisation of the potential human
resource pool and the likely competition for the knowledge and skills resident
within it
4 job analysis and job evaluation to identify the individual aspects of each job and
calculate its relative worth
5 assessment of qualifications profiles drawn from job descriptions that identify
responsibilities and required skills abilities knowledge and experience
6 determination of the organizationrsquos ability to pay salaries and benefits within a
defined period
7 identification and documentation of the actual process of recruitment and
selection to ensure equity and adherence to equal opportunity and other laws
Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all
the steps in the recruiting process is as necessary in the seemingly informal setting of in
house selection as it is when selection is made from external sources Documentation
satisfies the requirement of procedural transparency and leaves a trail that can easily be
followed for audit and other purposes Of special importance is documentation that is in
conformity with Freedom of Information legislation (where such legislation exists) such
as
1048707 criteria and procedures for the initial screening of applicants
1048707 criteria for generating long and short lists
27
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1048707 criteria and procedures for the selection of interview panels
1048707 interview questions
1048707 interview scores and panelistsrsquo comments
1048707 results of tests (where administered)
1048707 results of reference checks
RECRUITMENT PROCESS RECRUITMENT PROCESS
28
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
RECRUIMENT METHODS
Recruitment may be conducted internally through the promotion and transfer of existing
personnel or through referrals by current staff members of friends and family
members
Where internal recruitment is the chosen method of filling vacancies job openings can
be advertised by job posting that is a strategy of placing notices on manual and
electronic bulletin boards in company newsletters and through office memoranda
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of
recruiting
Internal recruitment does not always produce the number or quality of personnel
needed in such an instance the organisation needs to recruit from external sources
either by encouraging walk-in applicants advertising vacancies in newspapers
magazines and journals and the visual andor audio media using employment
agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the
use of college recruitment
POSTING VACANCIES
As indicated earlier job posting refers to the practice of publishing an open job to
employees (often by literally posting it on bulletin boards) and listing its attributes such
as criteria of knowledge qualification skill and experience The purpose of posting
vacancies is to bring to the attention of all interested persons (inside or out of the
organisation) the jobs that are to be filled
Before posting a vacancy management needs to decide whether
1048707 it intends to retain the job in its present form and with its present title
remuneration and status
1048707 selected attributes of the job for example skill or experience will change
29
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1048707 there are sufficient qualified potential applicants serving in other positions within
the organisation who may be potential candidates for that job
1048707 the existing organisational policy on recruitment is still applicable (for example
whether referrals by staff members of friends and family are still an acceptable
way of filling vacancies)
1048707 the organisations stands to benefit more in the long-term from recruiting
applicants from external sources
RECRUITING FROM INTERNAL SOURCES
There are sound reasons for recruiting from sources within the organisation
1048707 The ability of the recruit is known so it is easy to assess potential for the next
level By contrast assessments of external recruits are based on less reliable
sources such as references and relatively brief encounters such as interviews
1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and
most of all its people
1048707 Promotions from within build motivation and a sense of commitment to the
organisation Skilled and ambitious employees are more likely to become
involved in developmental activities if they believe that these activities will lead
to promotion
1048707 Internal recruitment is cheaper and quicker than advertising in various media and
interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced
At the same time several disadvantages exist
30
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation
may settle for an employee who possesses a less than ideal mix of competencies
1048707 If the vacancies are being caused by rapid expansion of the organisation there
may be an insufficient supply of qualified individuals above the entry level This
may result in people being promoted before they are ready or not being allowed
to stay in a position long enough to learn how to do the job well
1048707 Infighting inbreeding and a shortage of varied perspectives and interests may
reduce organisational flexibility and growth and resistance to change by those
who have an interest in maintaining the status quo may present long term
problems
RECRUITING FROM EXTERNAL SOURCES
External recruiting methods can be grouped into two classes informal and formal
Informal recruiting methods tap a smaller market than formal methods These methods
may include rehiring former employees and choosing from among those ldquowalk-inrdquo
applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals
also constitutes an informal hiring method Because they are relatively inexpensive to
use and can be implemented quickly informal recruiting methods are commonly used
for hiring clerical and other base-level recruits who are more likely than other groups to
have submitted unsolicited applications Former students who participated in internship
programmes may also be easily and cheaply accessed
Formal methods of external recruiting entail searching the labour market more widely for
candidates with no previous connection to the organisation These methods have
traditionally included newspapermagazinejournal advertising the use of employment
agencies and executive search firms and college recruitment More often now
31
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
jobcareer fairs and e-Recruiting are reaching the job seeker market
Of course it is possible to for an organisation to reduce the risks and high costs of
recruitment by maintaining a small cadre of full-time permanent employees and
meeting an unexpected and temporary need for staff through the use of ad hoc and
short-term contract workers who come to the position already trained
It is frequently said that the best jobs are not advertised their availability is
communicated by word of mouth Networking therefore continues to be a viable
mechanism for recruiting especially at the senior management level in certain
industriesIn many instances networking is a strategy used by the recruitment
firmsemployment agencies
ON-LINE APPLICATIONSRECRUITING ON THE INTERNET
Using the Internet is faster and cheaper than many traditional methods of recruiting
Jobs can be posted on Internet sites for a modest amount (less than in the print media)
remain there for periods of thirty or sixty days or more - at no additional cost - and are
available twenty-four hours a day Candidates can view detailed information about the
job and the organisation and then respond electronically
Most homes and workplaces are now using computerised equipment for
communication the Internet is rapidly becoming the method of choice for accessing and
sharing information First-time job seekers are now more likely to search websites for
job postings than to peruse newspapers magazines and journals The prevalence of
advertising has made it easier
The Internet speeds up the hiring process in three basis stages
1048707 Faster posting of jobs
o The wait for a suitable date and a prominent place in the print media is
eliminated The time lag that exists between the submission of
32
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
information to the media house and its appearance in print disappears On
the internet the advertisement appears immediately and can be kept alive
for as long as the recruiter requires it
1048707 Faster applicant response
1048707 Faster processing of reacutesumeacutes
Companies that are likely to advertise on-line usually have a website that allows
potential candidates to learn about the company before deciding whether to apply thus
lowering the incidence time-wasting through the submission of unsuitable applications
The website can be used as a tool to encourage potential job seekers to build an
interest in joining the organization Internet Recruiting Power Opportunities and
Effectiveness CareerJournalcom Taken from Job websites offer unlimited space
which can be used by management to sell the organization The site can then be used
not only to post vacancies but also to publicise the organisation That will allow
candidates to become more familiar with the company know what skills the company is
looking for and get to know about its culture Most importantly the system will provide a
proper path to securing quick responses to job openings On-line recruiting facilitates
the decentralisation of the hiring function by making it possible for other groups in the
organisation to take responsibility for part of the function
Internet recruiting is not all positive though there are drawbacks for unwary users
1048707 Some applicants still place great value on face-to-face interactions in the hiring
process Such applicants are likely to ignore jobs posted impersonally on-line
1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet
This can in fact lengthen the short-listing process If the screening process is not
well done the quantity of applicationsreacutesumeacutes logged-on may be more of a
hindrance to the process that an aid to selection
33
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1048707 Job seekers who demand confidentiality in the recruitment process may be
reluctant to use the Internet as a job search mechanism
For effectiveness in the use of the strategy of e-Recruiting companies are advised to
1048707 use specialised Job Sites that cater to specific industries
1048707 thoroughly assess the service level provided by Job Sites to ensure that they
maintain the level they claim to provide
1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to
become interested in joining the company
1048707 take advantage of the fact that Internet job advertisements have no space
limitations so recruiters can use longer job descriptions to fully describe the
company job requirements and working conditions offered
1048707 use valid Search Engines that will sort candidates effectively but will not
discriminate against any persons or groups
1048707 create attention-grabbing newspaper advertisements that prompt people to visit
the companyrsquos website They will then see all vacancies that are advertised
1048707 encourage employees to e-mail job advertisements to friends
1048707 design and implement a successful e-Recruitment strategy
COLLEGE RECRUITMENT
College recruiting ndash sending an employerrsquos representatives to college campuses to
prescreen applicants and create an applicant pool from that collegersquos graduating class ndash
34
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
is an important source of management trainees promotable [entry-level] candidates
and professional and technical employees To get the best out of this hiring strategy the
organisation and its career opportunities must be made to stand out Human resource
professionals are aware that few college students and potential graduates know where
their careers will take them over the next fifteen to twenty years Therefore many of the
criteria used by students to select the first job may be quite arbitrary The organisation
that will succeed then is one can show how the work it offers meets studentsrsquo needs
for skill enhancement rewarding opportunities personal satisfaction flexibility and
compensation
Two major advantages of this strategy are the cost (which is higher than word-of-mouth
recruiting but lower than advertising in the media or using an employment agency) and
the convenience (since many candidates can be interviewed in a short time in the
same location with space and administrative support provided by the college itself)
Unfortunately suitable candidates become available only at certain times of the year
which may not always suit the needs of the hiring organisation Another major
disadvantage of college recruiting is the lack of experience and the inflated expectations
of new graduates and the cost of hiring graduates for entry-level positions that may not
require a college degree
College recruitment also offers opportunities for internships These programmes may
provide the organisations with quality employees at low cost per hire Some interns are
hired at low cost (perhaps minimum wage) and are offered work experience Interns are
able to hone business skills check out potential employers and learn more about
employersrsquo likes and dislikes before making final career choices Some of the better
interns are recruited after graduation
College recruitment is relatively expensive and time consuming for the recruiting
company The process involves screening the candidate that is determining whether
heshe is worthy of further consideration and marketing the company as a preferred
place of employment
35
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
An alternate strategy for college recruitment is the career planning workshop These
activities are usually (but not exclusively) associated with adolescent school leavers
They do not immediately produce ready candidates for the job market but provide the
opportunity for an organisation to present itself as an employer worthy of consideration
Co-ordinators of career planning workshops co-opt professionals and organisations to
present career options to potential school leavers in a controlled setting so as to lay out
the range of possibilities to young job seekers Career planning workshops are used
mainly as information-giving tools which the school leaver can use to make informed
career choices Some organisations use the workshops as a base for internships
Recruiters may not be employees of the company but paid professionals who have
been trained to perform the function
JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those
companies who are searching for applicants Job fairs are open fora at which employers
can exhibit the best their companies have to offer so that job seekers can make
informed choices They are considered one of the most effective ways for job seekers to
land jobs
At the job fair employers have a large pool of candidates on which to draw while job
seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of
employers all in one place
Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an
interview employers are still on the look out for qualified potential employees who have
interest dedication and initiative
MAINTAINING EQUITY IN THE RECRUITMENT PROCESS
It is often difficult to ensure and maintain fairnessequity in the recruitment process
36
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
although in every jurisdiction there are laws that protect individuals and vulnerable
groups from the negative impact of discriminatory practices Where necessary systems
detailed procedures and processes exist or must be established to minimise
discrimination
The usual format of job fairs is to have several companies set up information stations at
an expo with at least one representative of the company present to provide information
The fairs usually have a common theme or are specific to a certain field or area of
interest Interested individuals browse through the information provided by each
company and then decide which company if any they would like to apply to They have
the opportunity to talk with a current employee of specific companies to learn more
about the employment experience
Each country designatesidentifies a group or groups for special notice women visible
minorities and the disabled are usual targets The Government of Canada in
articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated
groups as employment equity targets women Aboriginal people members of visible
minority groups persons with disabilities In the legislation managersrsquo responsibilities
for employment equity are stated as
bull Ensuring effective overall performance and continuous progress of the
employment equity goals within the operation
bull Achieving fostering and maintaining a representative workforce
bull Showing leadership in employment equity and demonstrating commitment to it by
ensuring that discrimination and stereotyping are not tolerated and
bull Informing and educating employees in the organisation about employment equity
and diversity
37
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
OUTSOURCING RECRUITMENT
OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice
being followed by middle amp large sized organizations It is being witnessed across all the
industries In India the HR processes are being outsourced from nearly a decade now
Outsourcing industry is growing at high rate
HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the
expert services of a third party ( generally professional consultants) to take care of its HR
functions while HR management can focus on the strategic dimension of their function The
functions that are typically outsourced are the functions that need expertise relevant
experience knowledge amp best methods amp practices This has given rise to outsourcing the
various HR functions of an organisation HR Consultancies such as Ma Foi and Planman
Consulting provide such services through expert professional consultants Human resources
business process outsourcing (HR BPO) is a major component of the worldwide BPO market
Performance management outsourcing involves all the performance monitoring measurement
management being outsourced from a third party or an external organisation
Many organizations have started outsourcing its recruitment process ie transferring all or
some part of its recruitment process to an external consultant providing the recruitment
services It is commonly known as RPO ie recruitment process outsourcing More and more
medium and large sized organizations are outsourcing their recruitment process right from the
entry level jobs to the C-level jobs
The present value of the recruitment process outsourcing industry (RPO) in India is estimated
to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next
couple of years According to a recent survey only 8-10 per cent of the Indian companies are
complete recruitment processes However the number of companies outsourcing their
recruitment processes is increasing at a very fast rate and so is the percentage of their total
recruitment processes being outsourced
38
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Outsourcing organizations strive for providing cost saving benefits to their clients One of the
major advantages to organizations who outsource their recruitment process is that it helps to
save up to as much as 40 per cent of their recruitment costs With the experience expertise
and the economies of scale of the third party organizations are able to improve the quality of
the recruits and the speed of the whole process Also outsourcing enables the human
resource professionals of organizations to focus on the core and other HR and strategic
issues Outsourcing also gives a structured approach to the whole process of recruitment with
the ultimate power of decision making of recruiting with the organisation itself The portion of
the recruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews the activities that consume almost 70 per cent of the time of the whole recruitment
process
Outsourcing the recruitment processes for a sector like BPO which faces an attrition of
almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and
focus on other issues like retention The job seekers are also availing the services of the third
parties (consultants) for accessing the latest job opportunities
In India the trend of outsourcing recruitment is also catching up fast For example Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)
Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to
outsource 50 per cent of its recruitment processes
ADVANTAGES OF OUTSOURCING RECRUITMENT
Traditionally recruitment is seen as the cost incurring process in an organization
HR outsoucing helps the HR professionals of the organization to concentrate on
the strategic functions of amp processes of human resource management rather
than wasting their efforts time amp money on the routine workOutsourcing the
recruitment process helps to cut the recruitment costs to 20 and also provide
economies of scale to the large sized organizatons
39
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
The major advantages of outsourcing recruitment performance management
are
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates Apart from increasing their revenues outsourcing Process provides
business opportunities to the service providers enhancing the skill set of the
service providers and exposure to the different corporate experiences thereby
increasing their expertise
The advantages accruing to the corporate are
turning the managements focus to strategic level processes of HRM
accessibility to the expertise of the service providers
40
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
freedom from red tape and adhering to strict rules and regulations
optimal resource utilisation
structured and fair performance management
a satisfied and hence highly productive employees
value creation operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow
and perform better
41
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
OUTSOURCING PROCESS
42
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
MANAGING RECRUITMENT
ROI ON RECRUITMENT
Before making any investment every organisation would want to evaluate the
investment by answering the following questions in quantifiable terms
What are the costs and the corresponding and related risks on the
investment
What are the expected returns of the investment
What is the expected pay-back period of the investment
An organisation makes a tremendous amount of investment in its recruitment
processes
A lot of resources like time and money are spent on recruitment processes of an
organisation But assessing or quantifying the returns on the recruitment process
or calculating the return on investment (ROI) on recruitment is a complicated task
for an organisation Indeed it is difficult to judge the success of their recruitment
processes Instead recruitment is one activity that continues in an organisation
without anyone ever realizing its worth or measuring its impact on the
organisationrsquos business
According to a survey 38 of organisations do not prepare or produce any kind
of documents or reports on their The recruitment processes and there is no
accountability of the HR department for the costs incurred and the opportunities
missed
With the increasing strategic focus on the human resources more and more
organisations are adopting one or the other way for calculating the ROI on its
recruitments Many organisations are examining their HR functions and
43
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
processes and are trying to quantify their results and returns
A recruitment professional or manager can calculate and maximize the return on
investments on its organisationrsquos recruitment by
Clear definition of the results to be achieved from recruitment
Developing methods and ways measuring the results like the time ndash to ndash
hire cost-Per-Hire and effectiveness of the recruitment source etc
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization including
the payback period of the recruitments
Providing and ensuring proper training and development of the recruitment
professionals
Assessing the ROI on recruitments can assist an organisation to strengthen its
HR processes improving its recruitment function and to build a strategic human
resource advantage for the organisation
HR CHALLENGE IN RECRUITMENT
Recruitment is a function that requires business perspective expertise ability to
find and match the best potential candidate for the organisation diplomacy
marketing skills ( as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organizationThe HR professionals ndash
handling the recruitment function of the organization ndash are constantly facing new
CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN
RECRUITMENT for such professionals is to source or recruit the best people or
44
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
potential candidate for the organisation
In the last few years the job market has undergone some fundamental changes
in terms of technologies sources of recruitment competetion in the market etc In
an already saturated job market where the practices like poaching and raiding
are gaining momentum
HR professionals are constantly facing new challenges in one of their most
important function- recruitment They have to face and conquer various
challenges to find the best candidates for their organisations
The major challenges faced by the HR in recruitment are
Adaptability to globalization ndash The HR professionals are expected and
required to keep in tune with the changing times ie the changes taking
place across the globe HR should maintain the timeliness of the process
Lack of motivation ndash Recruitment is considered to be a thankless job
Even if the organisation is achieving results HR department or
professionals are not thanked for recruiting the right employees and
performers
Process analysis ndash The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment The process should be
flexible adaptive and responsive to the immediate requirements The
recruitment process should also be cost effective
Strategic prioritization ndash The emerging new systems are both an
opportunity as well as a challenge for the HR professionals Therefore
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals
45
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy
should cover the following elements
RECRUITMENT us the most crucial roles of the human resource professional
The level of performance of amp organisation depends on the effectiveness of its
recruitment functionOrganisations have devloped and follow recruitment
strategies to hire the best talent for their organisation amp to uilize their resources
optimallyA successful recruitment strategy should be well planned amp practical to
attract more amp good talent to apply in the organisation
1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost
a never-ending process It is impossible to fill all the positions immediately
Therefore there is a need to identify the positions requiring immediate
attention and action To maintain the quality of the recruitment activities it
is useful to prioritize the vacancies whether to focus on all vacancies
equally or focusing on key jobs first
2 Candidates to targetThe recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation This covers the
following parameters as well
o Performance level required Different strategies are required for
focusing on hiring high performers and average performers
o Experience level required the strategy should be clear as to what is
the experience level required by the organisation The candidatersquos
experience can range from being a fresher to experienced senior
professionals
46
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
o Category of the candidate the strategy should clearly define the
target candidate Heshe can be from the same industry different
industry unemployed top performers of the industry etc
3 Sources of recruitmentThe strategy should define various sources (external and internal) of
recruitment Which are the sources to be used and focused for the
recruitment purposes for various positions Employee referral is one of the
most effective sources of recruitment
4 Trained recruitersThe recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct
the activities They should also be aware of the major parameters and
skills (eg behavioural technical etc) to focus while interviewing and
selecting a candidate
5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire
recruitment process should be planned in advance Like the rounds of
technical interviews HR interviews written tests psychometric tests etc
RECRUITMENT MANAGEMENT SYSTEM
RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the
recruitment processes of an organisationIt is one of the technological tools facilitated by
the information management system to the HR of organisationsJust like performance
managementpayroll amp other systemRecruitment management system helps to contour
the recruitment processes amp effectively managing the ROI on recruitment
47
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
The features functions and major benefits of the recruitment management system are
explained below
Structure and systematically organize the entire recruitment processes
Recruitment management system facilitates faster unbiased accurate and
reliable processing of applications from various applications
Helps to reduce the time-per-hire and cost-per-hire
Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the company
the unsolicited applications outsourcing recruitment the final decision making to
the main recruitment process
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes
Recruitment management system provides and a flexible automated and
interactive interface between the online application system the recruitment
department of the company and the job seeker
Offers tolls and support to enhance productivity solutions and optimizing the
recruitment processes to ensure improved ROI
Recruitment management system helps to communicate and create healthy
relationships with the candidates through the entire recruitment process
The Recruitment Management System (RMS) is an innovative information system tool which
helps to sane the time and costs of the recruiters and improving the recruitment processes
48
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
Analysis amp interpretationsAnalysis amp interpretations
ANALYSIS AND INTERPRETATION
49
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
1 Reason for Joining this organization-
Culture
Company reputation
Working environment
Pay scale
any other
INTERPETATION-IN CFCL employee are joining the company many reason like
culture working environment company reputation pay scaleamp any other reason The
main reason of joining the organization is company reputation
2 Percentage of employees leaving the organization (In the Year )
of leaving employee 0-5 5-10 10-15 15-20 above 20
NO of person 35 20 15 28 2
50
Categories
Culture
company
reputation
working
Environment pay scale any other
No of person 5 90 40 80 20
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
0-5
5-10
10-15
15-20
ABOVE 20
INTERPRETATION
In CFCL employee leaving the organization are placed at different position In every year
employee leaving the organization in different percentage
3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15
NO of person 30 35 20 15
0-5
5-10
10-15
above 15
INTERPRETATION
51
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
In CFCL employee join the organization at different levels In every year employee
joining the organization in different percentage
4 Satisfied with training programs in this Organization-
YES NO
INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is
not satisfied So in this company have better training programmes
5 Satisfied with the recruitment process-
52
Position Yes No
No of person 95 5
Position Yes No
No of person 90 10
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
YES NO
INTERPRETATION
90 employees are satisfied with recruitment process in this company 10 employees
are not satisfied So in this recruitment process is better
6 Recruitment can be done through-
Categories Online
recruitment Job fair
Campus
selection promotions
Any
other
All
Above
No of
person 75 15 2 10 5 40
online recruitment
job fair
campus selection
promotins
any other
all above
53
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
INTERPRETATION
The recruitment involves different method like campus selection job fair online
recruitment promotions etc in different promotion
7 Satisfied with Development Activities in this Organization-
no of person
yesno
54
Position Yes NoNo of person 90 10
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
SWOT AnalysisSWOT Analysis
55
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
SWOT ANALYSIS
A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT
analysis is an abbreviation for strength weakness opportunities and threats SWOT
analysis is an important tool for auditing the overall strategic positions of a business and
its environment Once key strategic issues have been identified they feed into business
objectives particularly marketing objectives SWOT analysis can be used in conjunction
with other tools for audit and analysis
Strength and weakness are internal factors Strength could be a firmrsquos specialist
marketing expertise A weakness could be the lack of a new product
Opportunities and threats are external factors An opportunity could be a developing
distribution channel such as the internet or changing consumer lifestyle that potentially
increase demand for a companyrsquos products A threat could be a new competitor in an
important existing market or a technological change that makes existing products
potentially obsolete
The external factor environment be it the macro environment customer or competitor
groups is contently in a state of flux A change by itself is neither an opportunity nor a
threat It only becomes so in relation to an organization strength or weakness What
may represent an opportunity for a particular firm May infact pose a serious threat to
the survival of yet another firm in the industry For instance deregulation of the telecom
industry was an opportunity for private sector firms which had the monetary and
managerial resources to leverage this opportunity Existing public sector units saw this
threat as it meant the end of their protected monopolies
SWOT analysis can be very subjective--- two people rarely come-up with the same
version of a SWOT analysis even when given the same information about the same
56
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
business and its environment Accordingly SWOT analysis is best used as a guide and
not a prescription Adding and weighing criteria to each factor increase the validity of the
analysis
AREAS TO CONSIDER-
Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention
Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them
Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position
Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost
Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology
Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies
57
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
InferencesInferences
58
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
INFERENCE
As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also
SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities
SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern
At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market
59
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
ConclusionConclusion
60
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
CONCLUSION
CFCL is a multinational company where all the employees of the organization are very
well aware about the training program occurring in the organization
At the outset I would like to mention that the topic allotted to me is very interesting the
various procedures adopted by the organization for taking up this initiative made me to
accept this assignment day by day I developed lot of interest amp the understanding
became clearing I worked seriously on the subject
The response from different category of employees appeared to be very genuine these
people were very open a transparent while expressing their views
To the interest of the employees for making a recruitment program effective we have to
put to me interesting things with the recruitment program to that they can learn from it
In CFCL recruitment is done through different methods-job fair online recruitment
campus selection etcBut mainly emphasis is given on online selection Employees of
CFCL are satisfied with recruitment process
Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides
satisfactory training programmes to its employee for enhancing their knowledge and
skills
61
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
AppendixAppendix
62
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
APPENDIX
QUESTIONNAIRE
Name of the personAgeSexDesignation
1 What are the criteria of employees joining this organization
Culture Company reputation Working environment Pay scale Any other
2 Percentage of employees leaving the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
3 Percentage of employees joining the organization (in a year )
0-5 5-10 10-15 15-20 Above 20
63
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above
5 Are employees satisfied with the company recruitment process Yes No
6 Are the employees satisfied with the training programmes in the organization
Yes No
7 Are the employees satisfied with the development activities in the organization
Yes No
64
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
BibliographyBibliography
65
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66
BIBLIOGRAPHY
BOOKS
Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003
Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001
Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998
French W Alan Recruitment amp Selection Houghten MiffinBoston1999
Graham HT and R Benet Human Resource ManagementPitmanLondon1995
Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001
Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978
Storey Human Resource Management Thompson Learning New Delhi2001
Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000
Kothari CR Research Methodology New Delhi Vikas Publishing House 1999
WEBSITESwwwcfclcoin
httpenwikipediaorgwikirecruitment process
66