SUMMEER INTRENSHIP PROJECT

ON

Selection and recruitment

IN PARTIAL FULFILMENT OF FULL TIME, MBA PROGRAM

(2013-2015)

SUBMITTED TO:

Dipak Hadiya (project coordinator)

BK School of Business Management

Gujarat University, Navrangpura,

Ahmedabad-380009

Phone: +917926304811

info@bkschool.org.in

SUBMITTED BY:

Najeebullah Walijan hemat

(11327)

0

ACKNOWLEDGEMENT

“AS we can see the world is in progressing and development day by day it is all about helping each other human being’ no one is completed in this world, but all knee people try to learn something from the other in sample language the person who is our guide known as teacher

The project report and this topic HUMAN RESOURCE PROCESS which I have selected was tough for me because it was my first project on HR so I collect information by the help of some people.

There are those who help me to make this report and I am really appreciate o them who train me to takeover this project. i got the opportunity to thank all those who have help me to learn and got so money experience which will help me in my future life.

First and the most honest person, I would like to say thank Mr. Ahmanduulah Tanha Noori the main manager of eagle vision for not only providing me the information and advice in my work, but he also motivating me during my training I really want to express my sincere and happiness for his gridline and support. He was always with me during the training process, and I am r1eally happy from the staff of eagle vision which they always welcome me a beach of thank to the staff of eagle vision.

And I am also thankful from the staff of B K School of Management Studies and all the faculties which provide us such opportunities, specially Dipak Hadiya the project Coordinator.

Najeeb Hemat

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Table of content: page no.

1. Chapter1. Introduction to the recruitment and selection …………………………… 3

2. Objective, scope, mythology, source of data, limitations ………………………….. 3 to 6

3. Chapter2. Company introduction and profile………………………………………… 6 to 9

4. Chapter3 introduction and explanation of recruitments……………………………… 10 to 26

5. Selection and selection process and all related issues ………………………………... 26 to 36

6. Chapter4. Finding and analysis ………………………………………… 37 to 44

7. Suggestion and recommendation ……………………………………………………. 45

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Chapter1:

INTRODUCTION

IMPORTANCE OF RECRUITMENT & SELECTION PROCESS:

Human Resources Management is concerned with human beings, who are the energetic elements of management. The success of any organization or an enterprise will depend upon the ability, strength and motivation of person’s working in it. The Human Resources Management refers to the systematic approach to the problems in any organization. It is concerned with recruitment, training and Development of personnel. Human resource is the most important asset of an organization. It ensures sufficient supply, proper quantity and as well as effective utilization of human resources. In order to meet human resources needs, and organization will have to plan in advance about the requirement and the sources, etc. The organization may also have to undertake recruiting selecting and training processes. Human Resources Management includes the inventory of present manpower in the organization. In cases sufficient number of persons is not available in the organization then external sources are also identified for employing them. Human Resources. Management lays emphasis on better working condition and also ensures the employment of proper work force. A part of Human Resources Management is assigned to personnel who perform some of the staffing function. The staffing process is a flow of events, which result in a continuous managing organizational position at, all levels from the top management to the operative’s level. This process includes manpower-planning, authorization for planning; developing sources of applicant evaluation of applications employment decision (selection) offers (placement) induction and orientation, transfers, demotions, promotions and separations. Manpower’s planning is a process of analyzing the present and future vacancies as a result of retirement, discharges, transfer, promotion, absence or other reasons. Recruitment is concerned with the process of attracting qualified and components personnel for different jobs. This includes the identification of existing sources of the labor market, the 14 development of new sources and the need for attracting large number potential applications so that good selections may be possible

Selection process is concerned with the development of selection policies and procedure and the evaluation of potential employees in terms of job specifications. This process includes the development of application blanks, valid and reliable tests, interview techniques employee reversal systems, evaluations and selections of personnel in terms of jobs specifications the making up of final recommendations to the hire management and the sending of offers and rejection latter’s.

OBJECTIVES OF THE STUDY

To understand the current recruitment policies being followed at eagle vision Reconstruction Company

Conducted this study to know how effectively it is being implemented in the organization

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1. To study the present recruitment policies at vision Reconstruction Company2. To study different method of recruitment and selection depending on the requirements of the

organization.3. To find the relation weather jobs offered based on qualification to the employee in the

organization.4. To study the level of job satisfactions in the organization.5. To study the changes of recruitment policies in recent time in the organization.6. To know how the company fulfills its manpower requirement

Scope of study:

1. The research is done to know the process of the HR on the eagle vision.2. The study may help the company to improve the HRD process in the organization 3. Through the study we will get why some people going for foreign remonstration companies.

Research mythology:

Data collection

Primary data:

A detailed and well-structured questionnaire was presented to the managerial staff at the eagle vision company. Copy of the questionnaire being distributed to the employees at random to obtain their views

Further discussion regarding recruitment policies were held with the HRD manager.

Secondary data:

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The secondary data was gather from academic texts and company profile from company website.

Sample design:

Sample design is the most important aspect. All the findings and conclusions will stand out

authentically only when the sampling in correct. Various criteria of sampling for my research survey

is as follows

Sampling Area Kabul city

Sampling population 600

Sampling size 200

The study was conducted with size of 200 employees selected at random from both supervisory and management staff of the eagle vision Reconstruction Company.

Research design:

1. Data source : primary 2. Research method : survey method 3. Research technique : interviews, questionnaire4. Types of questionnaire : structure and unstructured 5. Types of question : opened and closed ended 6. Place : kabul

Source of data:

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The research is conducted with the help of questionnaire therefore the main source of information is the response of the respondents. In added to that I have taken help of the previous study conducted on this project topic or similar to this topic and I have also refer to the internet as well and collected the data.

Analysis:

The data collected through questionnaires distributed to the employees was analyzed

and

Limitations of the study:

Every study and reached face some problem some of the problem which my study faced as follow .

1. The study conducted is restricted to the “Eagle vision Reconstruction Company.kabul” only 2. Data accuracy of the study is based on the information given by the respondents.3. Data collected cannot be asserted to be free from errors because of bias on behalf of the

respondents.4. As the sample size consisted of only 200 employees its accuracy has its limitation

Chapter2:

Company Introduction:-

Eagle Vision Construction Company has been established by a group of renowned businessmen in a bid to help the rehabilitation process of the country that has left behind more than thirty years of war and civil unrests. The owners of EVCC enjoy good reputation due to their past and present careers, both professional – as shareholders in companies and businesses and personal –as respected members of the community.

EVCC has all resources needed, financial capability, manpower and equipment and modern technology to provide construction and logistical services throughout the country. EVCC presently has two well-equipped offices providing construction and logistical services in Kabul and Kandahar Provinces and aims to expand the rich of its operations to other parts of the

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Country. EVCC will soon be establishing its presence, initially, in the remaining five regional capitals, Jalalabad, Herat, Mazar-e Sharif, Gardiz and Kunduz.

The construction and logistics activities are currently handled by and controlled from the two mentioned offices. Our services include, but are not limited to, provision of clean water, treatment of water plants, construction of offices and commercial building, road construction and construction of highway sand causeways as well as of schools hospitals and other specialized buildings; supplying all kinds of fuel directly from the major Russian and Central Asian refineries, supplying food and non-food commodities and providing all kinds of logistical services.

EVCC is run by a team of well experienced and professional engineers, managers and other support staff. It owns heavy machinery, construction equipment, transport vehicles and MHE Staff to implement any kind of construction and logistic projects.

EVCC is working in the private sector and is a private owned for-profit organization. The company is led by a group of innovative and experienced board of directors and has sufficient financial capacity to work on any kind of medium to large volume projects. The services of an experienced management and of technical professionals are a key driver for the company’s growth. The details of the organizational structure, capabilities, technical professionals, management staff, equipment, machinery and human resources have been provided in this profile for a better assessment of the organizational and operational capabilities.

The strategies objective of the government is capital works management framework are to ensure.

1. Greater cost certainty award stage.

2. Better value for money at all stages during project delivery, particularly.

3. More efficient delivery of a project.

7

Provided there is a comprehensive definition of client s requirement in term of output specification, and adequate pretender details design input, the new public works contract will enable the key objectives outlined above be achieved.

Mission statement:

Eagle vision Construction Company is a leader in providing value-added construction services to the customers by creating a successful partnership with them throughout the construction process. Mission of the company is to establish lasting relation with the customer by exceeding their expectations and gaining their trust through exceptional performance by every member of the construction teams.

Vision statement:

The eagle vision, vision is to be the preeminent provider of superior construction services by consistently improving the quality of the product; to add value for clients through innovations, foresight, integrity, and aggressive performance, and to serve with character and purpose that brings honor to God

SWOT Analysis:

Regardless of whether you develop a full-blown strategic plan or not, you certainly want to do some planning for your businesses. Planning is about setting objective, prioritizing, allocating resource and establishing milestones to better manage your business. SWOT analysis techniques as strategic planning tool. The concept is simple and easy to apply to any business. SWOT stand for Strengths, Weakness, Opportunities and Threats usually the following questions can be asked in term of SWOT analysis.

1. Does your company have strengths that are an advantage over your completion?2. Are weaknesses unnecessarily holding you back?

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3. Are there opportunities within your market that you might pursue?4. Are there some unknown threats to your company that need to adderss?

Strengths:

The company has certain strengths such as dominant market share, a highly skilled labor force or e can say that strong balance sheet.

Whenever we want to know about the strengths of the company we should know the answer of the following questions.

What is the company market share? What are the company most successful lines of business? Does the company have a pool of skilled employee? Dose the company have strong financial position?

Weakness:

There are some weaknesses that the eagle vision facing.

Lack of financial resource, they have not enough finance to improve their mission in a proper way as they settled.

Lack of technology the way they need they do not have.

Opportunity:

There are more opportunities that let the eagle vision enjoy

As we said that the company is leader in Afghanistan in constricting. There is more market share that they can enjoy. Huge supplier it has more supplier who can supply raw material for them

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Threat:

There are more threat for the company which it has to deal with it following are some of the threat which eagle vision facing

The political condition Dynamic situations Threat of competitors

Chapter3:

Recruitment:-

Introduction:

Recruitment forms the first in the process, which continues with selection and

ceases with the placement of the candidate. It is the next step in the procurement function,

the first being the manpower planning, Recruitment makes it possible to acquit the number

and types of people necessary to ensure the continued operation of the organization.”

Recruitment is the discovering of potential applicants for actual or anticipated organizational

vacancies”.

Recruitment has been regarded as the most important function of personnel administration,

Because unless the right type of people is hired, even the best plans, organization charts

and control systems would not do much good.

Definition:

“Recruitment is a process to discover the sources of manpower to meet the requirement of the

Staffing schedule and to employ effective measures for attracting that manpower in

adequate number to facilitate effective selection of an efficient working force”.

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Is the process of searching the candidates for employment and stimulating them to apply for job

in the organizations recruitment is the activity that links the employers and the job seekers

Purpose and importance

Determine the present and future requirements Increase the pool of job candidates at

minimum cost. Reduce the probability of employee turn

over Increase the success rate of the selection process Increase organizational and individual’s effectiveness

Effect:

Positive Recruitment Process

Attract highly qualified and competent people

Ensure that the selected candidates stay longer with the company Make sure that there is match between cost and benefit

Help the firm create more culturally diverse work-force

Negative Recruitment Process

Failure to generate qualified applicants

There is no match between cost and benefit

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Extra cost on training and supervision

Increases the entry level pay scales

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Recruitment process

1. Planning 2. Strategy development 3. Searching 4. Screen in 5. Evaluation and control

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Objective of recruitment

To attract people with multi-dimensional skills and experiences that suit the present

and future organizational strategies so as to obtain a pool of suitable candidates for

vacant posts.

To induct outsiders with a new perspective to lead the

company To infuse fresh blood at all levels of the

organization.

To develop organizational culture that attracts competent people to the

company. To use a fair process.

To ensure that all recruitment activities contribute to company

goals. To search for talent globally and not just within the company.

To conduct recruitment activities in an efficient and cost effective manner.

Employees’ recruitment

In the working place is essential to a company’s long term success. By hiring

correctly, an organization adds the talent it needs and can enjoy the benefits in increased

productivity and morale. However this process is not simple and if the careful process of

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selection is not followed: you can be mired with poorly skilled, unmotivated and un-loyal

labor force which can impact future profits as well as other employee behavior.

Recruitment, Quite often this word stands alone when some gaming companies develop a

human resources management strategy. An organization cannot develop a recruitment strategy

without simultaneously for mulcting an employee retention plan. Simply stated, it is one thing

to attract workers, but quite another to retain them.

Factors affecting recruitment process

All the organizations either its small or big size engaged to the recruitment process some of the factors which influence the recruitment process are as follow.

1) The size of the organization.

2) The employment conditions in the community where the organization is

located. 3) Working conditions, salary and benefit packages offered by the

organization.

4) The rate of growth of the organization.

5) Future expansion program of the organization. And

6) Cultural and legal issues.

7) Organization’s ability to find and retain good performing people.

Factors and source

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There are two source employees to recruit in the organization which will be discuses as follow, and

also two sources of factors which influence the process

Internal factors

Employees from within the organization are hired to fill a job vacancy. It is

normally used for higher level jobs.

The internal factors are:

1 Company’s pay packages

2 Quality of work life

3 Organization culture

4 Career planning and growth

5 Company’s size

6 Company’s products/services

7 Geographical spread of the company’s operations

8 Company’s growth rate

9 Role of trade unions

10 Cost of recruitment

11 Company’s name and fame.

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External factors

The external factors are those which effect the organization externally

The external factors are:-

1 Socio-economic factors

2 Supply and demand factors

3 Employment rate.

4 Labor market conditions.

5 Political, legal and governmental factors

6 Information systems like employment exchanges /Tele-recruitment like internet.

Advantages:

• Benefits of new skills, new talents and new experiences to

organization • Compliance with reservation policy is easy

• Scope for resentment, jealousies and heartburn are avoided

Disadvantages:

• Better morale and motivation associated with internal recruiting is denied to

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the organization

• It is costly

• Chances of creeping in false positive and fake negative errors

• Adjustment of new employees to the organizational culture takes longer time.

Evaluations and control

• Salaries for Recruiters

• Management & professional time spent on preparing job description, job

specification advertisements, liaison etc..

• Cost of advertisement

• Cost of producing supporting literature

• Recruitment overheads & administrative expenses

• Cost of overtime & outsourcing

Philosophies of recruitment

• Traditional philosophy – to get as many people to apply for a job as

possible • Waiting in queues

• Job dissatisfaction & employee turnover

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• Emphasis is on matching the needs of the organization to the needs of the

applicants • Minimize employee turnover & enhance satisfaction

Realistic job previews:

• Provides complete job related information to the applicants so that they can make

right decision before taking up jobs

• Lower rate of employee turnover

• High level of job satisfaction & performance

• Beneficial for organizations hiring at the entry level

Sources of recruitment:

The various sources of external recruitment are:

1. Advertising

2. Employment agencies

3. Employee referrals

4. Schools, colleges and professional

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institutions 5. Labor unions

6. Casual applicants

7. Professional organizations or recruiting firms or executive

recruiters 8. Indoctrination seminars for college professors

9. Unconsolidated applications

10. Nepotism

11. Leasing

12. Voluntary organizations

13. Computer data banks

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Recruitment policies

A recruitment policy is concerned with quantity and qualifications of manpower. A

well considered and pre-planned recruitment policy, based in corporate goals, study of

environment and the corporate needs may avoid hasty of ill-considered decisions and may go

a long way to man the organization with the tight type of personnel.

The most commonly adopted practice in an organization is to centralize the recruitment

and selection function.

A “recruitment policy” in its broadest sense involves a commitment by the employer to

such general principles as:-

1 To find and employ the best qualified persons for each

job. 2 To retain the best and most promising to those hired.

3 To offer promising opportunities for the life-time working careers.

4 To provide programs and facilitates for personal growth on the

job.

The following factors should be taken into considerations in formulating recruitment

policy. They are

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1. Government policies

2. Personnel policies of other competing organization

3. Organization personnel policies

4. Recruitment sources

5. Recruitment need

6. Recruitment costs

7. Selection criteria and preferences etc.

Methods of recruitment:

Recruitment can be broadly categorized under three namely, direct method, indirect method, and third party method.

Direct method:

One of the widely used direct methods is that of sending of recruiters to colleges and

technical schools. Most college recruiting is done in co-operation with the placement office

of a college. The placement office usually provides help in attraction students,

arranging interviews, furnishing space, and providing student resumes. For managerial

professional, and sales professional, campus recruiting is an extensive operation. Persons

reading for MBA or other technical diplomas are picked up in this manner. Many companies

have found employees contact with the public a very effective method. Other direct

methods include sending recruiters to conventions and seminars, setting up exhibits at

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fairs, and using mobile offices to go to the desired centers.

Indirect method:

Indirect method usually involves advertising in news papers, on the radio, in trade and

Professional journals, technical magazines and broachers. Advertising in newspapers

and magazines, is the most frequently used methods, when qualified or experienced personnel

are not available from other sources. Senior posts are largely filled by such methods when

they cannot be filled by promotion from within.

Advertising is very useful for recruiting blue-collars and hourly workers as

well as scientific, professional, and technical employees. Local newspapers can be a good

source of blue-collar workers, clerical employees, and lower level administrative employees.

Third party method:

These include the use of commercial of private employment agencies, placement offices

of schools colleges and professional associations, recruiting firms, management consulting

firms, indoctrination seminars for college for college professors and friends and relatives.

Private employment agencies:

They are the brokers who bring employers and employees together. The specialization of

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these

Agencies enhances their capacities to interpret the needs of their client, to seek out

particular

Types of persons, and to develop proficiency in recognizing the talent of specialized personnel.

State public employment agencies:

Also known as labor exchanges, they are the main agencies of public employment. They

provide a clearing housing for jobs and job information. These agencies provide a wide range of

services-counseling, assistance in getting jobs information about labor market, labor and wage

rates.

Professional organization of recruitment firms:

They maintain complete information records about employed executives. These firms are looked

Up on as ‘headhunters’, ‘raiders’ and pirates by organizations which loose personnel

through their efforts. However, these same organizations may employ “executive search

firms” to help them find executive talent. These consulting firms recommend persons of

high caliber for managerial, marketing and production engineer’s posts.

Trade union:

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Also provide manual and skilled workers in sufficient numbers.

Tele-recruitment:

The technological revolution in telecommunication helped the organization to

Use internet as a source of recruitment. Organization advertises the job vacancies

through the World Wide Web (WWW) internet. The job seekers send their applications

through e-mail or internet. Alternatively, job seekers place their CV’S in the

world wide web/internet, which can be drawn by the perspective employers

depending upon their requirements.

Employee leasing

Often called Staff outsourcing

Useful to small & medium sized firms

Reference check:

1. The reference of the person should be checked before making a final decision.

2. Check through a personal visit or a phone call directly to the applicant’s immediate

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Former supervision, if possible.

3. Verify that the information given to you is correct.

4. Consider, with judgment, any negative comments you hear and what is not said.

5. Checking references can bring to light significant information which may save you

. Money and future inconvenience

Recruitment Strategies:

Findings Overview

Organizations were asked what strategies they use to recruit both managerial/professional and

Non- management candidates. For recruiting managerial/professional candidates, the Internet

is the most popular advertising medium, used by 76 percent of the organizations

surveyed. Organizations regularly utilize internal resources (e.g., internal job postings

and employee referrals) when recruiting both internal and external candidates. Different

kinds of agencies are used to recruit for positions at different levels. — Temporary and

government agencies are used mainly to recruit non-management candidates. —

Employment agencies, colleges, and professional organizations are used more often to

recruit managerial/professional

candidates.

Organizational Offerings

The quality of an organization’s offerings affects its ability to attract job

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candidates. Organizations believe they offer candidates a strong company reputation (69

percent) and

high-quality benefits packages (65 percent) and learning opportunities (55 percent).

Many organizations do not offer stock options (37 percent) or child care options (36 percent).

Best Practices

Organizations with the most effective recruiting strategies were 15 to 19 percent more likely

to offer candidates high-quality options such as:

Barriers to Effective Recruitment and Selection:

Findings Overview The surveyed organizations report that the top

barriers to effective recruitment of candidates are:

Shortage of qualified applicants

(62 percent).

Competition for the same applicants

(62 percent).

Difficulty in finding and identifying

applicants (48 percent).

Selection:

“Selection is the process of examining the applicants with regard to their suitability for the given

job or jobs, and choosing the best candidate and rejecting the others.”

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Good recruitment practices are only one key to generating a pool of top job candidates.

Equally important is having a strong basis from which to recruit. If an organization’s

policies and practices are unattractive to candidates, the organization’s ability to generate

good candidates will be limited regardless of he specific recruitment practices they employee.

But what policies and practice do “good” applicants find attractive? Unfortunately, there is

no easy answer to this question because not all “good” applicants are alike, and research shows

that organization’s policies and the individual’s characteristics.

Financial considerations, supply and demand, and other variables impact the recruitment

process. Looking for a qualified person for the IT department is likely to require a broader and

possibly more expensive search. Recruitment indicate that there is an increase in the use of

the internet and interactive employment websites, such as searching web databases, placing

online ads at various career sites, purchasing candidate information from resume services,

sending recruitment materials, to targeted individuals, and placing ads in newspapers can all

yield positive results. Selection is the process in which candidates for employment are

divided in two classes-those application of these tools. Qualified applicants go on to the next

hurdle, while the unqualified are eliminated”. Thus, an effective selection Programe is a

non-random process because those selected have been chosen on the bases of the assumption

that they are more likely to be “better” employees than those who have been rejected.

Selection process

The organizations can make use of more than one source for carrying out the recruitment

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Procedure. Once the recruiting sources are identified, suitable candidates are called for the

Selection process.

Significance of selection process:

Definition: It is the process of differentiation between applicants in order to identify (and

hire) those with a greater likelihood of success in a job. Selection of personnel to man the

organization is a crucial, complex and continuing function. The ability of an organization to

attain its goals effectively and to develop in a dynamic environment largely depends upon the

effectiveness of its selection program. If right personnel is selected the remaining

functions of personnel management becomes easier, the employee contribution and

commitment will be at an optimum level and employee- employer relations will be

congenial. In an opposite situation where the right person is not selected, the remaining

functions of personnel management, employee-employer relations will not be effective. If

the right person is selected, he becomes a valuable asset to the organization. In case of faulty

selection, the employee will become a liability to the organization.

who are to be offered employment and those who are not. The process might be called

rejection, since more candidates may be turned away than hired. For this reason, selection is

frequently described as a negative process, in contrast with the positive program of recruitment.

According to Yoder:-“the hiring process is of one or many ‘go, no-go’ gauges. Candidates are

screened by the

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The selection process chart:

30

Steps involved in the selection process:

A scientific selection procedure completes in 10 basic steps which are as follows:

1. Application Form.

2. Written Examination.

3. Preliminary Interview.

4. Group Discussion.

5. Tests.

6. Final Interview.

7. Medical Examination.

8. Reference Checks.

9. Line Manager’s Decision, and

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10. Employment

Testing in the selection process:

Testing represents an additional tool in the kit of the employment office. It

supplements direct personal contracts in interviews of various types with a wide range

of tests. All operate on the general theory that human behavior can best be forecast

by sampling it. The test creates a situation in which the applicant reacts; reactions are

regarded as useful samples of his behavior in the work he is applying.

Formal testing programs have becomes increasingly common in modern selection. A

major reason is their convenience. Another is their relatively low cost. Perhaps

unfortunately, test results appeal to many managers because they provide quantitative

measures of something. They ate, for this reason, more easily compared. They seem to

bring the personalities of applicants down to a common denominator. Another reason for

the growing use of tests is the fact that they have been and are the subject of extensive

research.

Types of employment tests

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A simple classification of the tests used in selection would distinguish five principal

types, including achievement, aptitude, interest, personality, and combination

tests.

Achievement Tests: sample and measure the applicant’s accomplishments and

developed abilities. They are performance tests; they ask the applicant’s

accomplishments and developed abilities. They are performances tests; they ask the

applicant to demonstrate certain knowledge skills.

Aptitude tests:

Measures an applicant’s capacity, his potential. Their simples form is the intelligence test, which

Is intended to measure the ability to learn, to remember, and to reason.

Interest test:

Use selected questions or items to identify patterns of interests-areas in which the

individual shoes special concern, fascination and involvement.

Personality test:

Probe for the dominant qualities of the personality as a whole the combination of

aptitudes, interests, and usual mood and temperament. Whole the combination of

aptitudes, interests, and usual mood and temperament.

33

Guides to test:

Dale s. Beach suggested the following guidelines for the employment test.

1. Tests should be taken in addition to other selection techniques as entire can only

provide information about a part of total behavior of a candidate.

2. Test information should be taken into consideration to find out candidate’s weakness

rather than strength.

3. Tests are helpful in pocking a most likely successful group from a larger group

rather than successful individuals.

4. A test should be tested in one’s own organization as “a valid test in one that measures.

5. Tests can be held only in case of failure of other selection devices in providing

satisfactory. 6. Test administrators should not heavily depend upon test score in

making decision regarding selection of a candidate.

Relationship between tests score and job success is not always linear. Hence, decision-

makers should use the test score judiciously.

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Outcomes of selection decision:

• Mainly four different

types •

True positive

• True negative

• False positive error:

Results in cost for training, transfer or terminating the service of employee.

Costs of replacing an employee with a fresh one-hiring, training, and

replacement. • False negative error:

Costs associated difficult to

estimate

Environmental factors:

External

Supply and demand in labor

market Unemployment rate

Legal and political

considerations Company’s

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image

Internal

Company’s

policy Cost

of hiring

Concept of testing:

1. Job analysis

2.

R

eliabilit

y 3.

Validity

TYPES OF TESTS:

Intelligence tests include: sample learning, ability, the adaptability tests etc.

1. Aptitudes test:

Intelligent test

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Mechanical aptitudes

Psychomotor test

Clerical aptitude test

2. Achievemen

Job knowledge test

Work sample test

3. Situational

Group test

Discussion test

4. Interest test

5. Personality

(a) Objective

Test (b)

Projective Test

(b) Mechanical

aptitude (c)

Psychomotor

(d) Clerical aptitude test

Final interview:

APPLICATION OF INTERVIEWS

TYPE TYPE OF QUESTIONS USUAL APPLICATIONS

37

Structured A predetermined checklist Useful for valid results,

if questions, usually asked especially when dealing

of all applicants. with large number of

applicants.

Unstructured Few, if any, planned Useful when the interview

questions are made up tries to probe personal

during the interview. details of the candidate

analyzes why they are not

right for the job.

Mixed A combination of structured

A realistic approach that

and unstructured questions, yields comparable answers

which resembles what is a plus in depth insights.

usually done in practice.

Behavioral Questions limited to Useful to understand

hypothetical situations. applicant’s reasoning and

Evaluation is based on the analytical abilities under

solution and approach of the

modest stress.

applicant.

Stress A series of harsh, rapid fire Useful for stressful jobs,

question intended to upset such as handling

the applicant. complaints.

Chapter4:

38

My finding from eagle vision:Some of the eagle vision which I got as following

Work Cost

Pluming material

Concrete rods

Paint

Flooring material

Electrical equipment

Glass windows

Wood

Cement

Bricks

Labor

"afg794,000.00"

"afgRs316,000.00"

"afg420,000.00"

afg,030,500.00"

afg,328,892.00"

"afg32,500.00"

"afg2,086,288.00"

afg,086,200.00"

"afg1,673,500.00"

"afg2,310,147.00"

Total Cost

Human

Afg”14,078,027

Afg”187,020

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Reserve “afg”100,000

Total Price “afg14,365,047

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Project quality management plan:

Plan qualityInputs

Scope baseline

The scope contains the project description, major project deliverables and acceptance criteria.

Description:

The duration decided for this project is one year with basement, ground floor and first floor. And the cost for this project is 15,254,350. All this description is written in the contract and both of the parties signed this agreement.

Main Deliverable Complete house

Documents/reports About the monthly progress

In this part we base line (fix) our project its requirements, deliverables, and the acceptance criteria

Stakeholder register

Stakeholder name Role Involvement Priority impact

Ahmad Wali Customer High Main Positive

Supplier/vender Supplier Medium Main Positive

ZadranConstruction

Contractor High Main Positive

Noori Project Manager Very High Main Very Positive

Cost Performance baseline

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The cost performance is an authorized time phased budget at completion used to measure, monitor and overall cost performance on project.

Schedule Baseline

This is the accepted schedule performance measures including start and finish dates.

Tools and Techniques

Cost benefit analysis

The benefit of meeting quality requirements can include less rework, higher productivity, lower cost and increased stakeholder satisfaction.

Outputs

Quality management plan

The quality management plan describes how the project management team will implement the performing organization’s quality policy.

Perform Quality approach

Planning quality and performing quality control will be used to analysis the work of the management processes continuously, and the product related processes to alleviate negative impacts and check the cost and schedule variances. The reports will also make and these reports will show the project’s performance and quality standard.

Quality control approach

Weekly cost performance reports will be issued and help will be sought from Finance department to reduce costs on project. Inspection, Control Charts and Scatter plot will be made to analyze project, team members and schedule performance.

Quality improvement approach

To improve the quality of the project’s processes many steps will be used like:

Weekly meeting will be called between the project manager and project team so that difficulties which might be affect the project will be removed.

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Reports on cost performance will be issued weekly to analyse the cost against quality. Control Charts and Scatter plot will be made to analyze project, team members and schedule

performance.

PROJECT HUMAN RESOURCE MANAGEMENT PLAN

Develop Human Resource Plan

Project Human Resource Management includes the processes that organize, manage, and lead the project team.

Inputs

Activity resource requirementsThe resources will be provided according to the need. And the resource requirement documentation for each activity will include the estimated resources for each activity.

OPA Enterprise environmental factors

Tools and techniques

NetworkingNetworking is the formal and informal interaction with others in an organization, industry, or professional environment.For this project we will call the meetings weekly with the project manager and with company CEO monthly.

Organizational theoryOrganizational theory will provide us information regarding the way in which people, teams, and organizational units behave.

Outputs

Human Resource plan Projects teams

Roles, Responsibilities, and Authority of project team:

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Role: Authority: Responsibility:

1. Miss Arooj Shahid (Project Manager).

2. Mr Arsalan ahmed

(Team Leader)

3.Mr Ali (Human Resource

Manager)

4.Mr Sahir (Finance

manager)

5. Hafiz Rana. (Quality

manager)

1. Has the authority to do change in

project management plan.

2. Will lead the team.

3.Has a authority to over see the work

of labours

4. Has a authority to check the cost of

every task

5.Has a authority to check the quality

of materials use in construction

1. Will monitor the whole work and

guide the team about any difficulty.

Also make sure that all the tasks

performed are with in budget.

2. Show all results to the project

manager and solve issues between

team members.

3.Will give reports to the higher

authority

4.Will record all balances against costs

5.If any change will occur he will

report to the team leader

Selection of workers:

After mentioning the roles of the project team, the worker team will be selected based upon the needs of the project. In the project of construction the worker team will be selected on the basis of experience.

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PROJECT COMMUNICAYION MANAGEMENT PLAN

Plan CommunicationPlan Communications is the process of determining the project stakeholder information needs and defining a communication approach.

Inputs

Stakeholder register

Stakeholder name Role Involvement Priority impact

Ali Hamza Customer High Main Positive

Supplier/vender Supplier Medium Main Positive

Royal Construction Contractor High Main Positive

Arooj Shahid Project Manager Very High Mail Very Positive

Stakeholder management strategy

Stakeholder name Information given to the stakeholders Ali Hamza Monthly progress of the project.

Project performance. Information about the risks involved in project.

A.G supplier Monthly progress of the project. Project performance. Information about the risks involved in project.

OPA Enterprise environmental factors

Tools and Techniques

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The analysis of the communication requirements determines the information needs of the project stakeholders.

Stakeholders Communication Schedule Medium Mr Ali Hamza Monthly Face to face/EmailSuppliers Monthly Face to faceRoyal Construction Weekly with the Project

ManagerFace to face/ Presentations

Arooj Shahid Weekly Face to face/ Email/ Presentations

Communication Technology

We will use different mediums for communication like face to face, Email, telephone etc

Outputs

Communication Management Plan

Stakeholders Communication Schedule Medium Mr Ali Hamza Monthly Face to face/EmailSuppliers Monthly Face to faceRoyal Construction Weekly with the Project

ManagerFace to face/ Presentations

Arooj Shahid Weekly Face to face/ Email/ Presentations

In these meetings we will inform our stakeholders about the progress of the project on weekly and monthly basis. If any change will occur in the project we will inform our stakeholders in time. Reports will also give to the stakeholders so that they will get the information about the project. Cost and the schedule will not be shown to the customer.

Communication with in the project team

The project team will communicate with the team leader through face to face meeting. The team leader will interact with the Project Manager through meetings, presentations and emails telling him about the current situation of the project. The Project Manager will bring in notice the cost and schedule performance to the CEO. The customer will not be briefed about the cost and schedule performance of the project at all.

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Suggestions and recommendation:

As we know that eagle vision is one of the greatest constriction company in Afghanistan. And operating successfully in term of making houses, roads, dams and etc..And also that I know that they are the market leader also, so some of my suggestion to the company and mangers of the organizations is as flowing.

1. As the world is changing and improving so the organization must concentrate more on HRD and provides the different types of training for the employees.

2. Up gradation of new technology the company must bring the new technology from abroad.

3. Contact with new supplier sources and fining the raw material easy and less prices.4. The company must improve the logistic process.5. The company should make strong the supply chin management.

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