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ACKNOWLEDGEMENT
Success of every project depends largely on the self encouragement and guidance of many
others.
I take this opportunity to express my gratitude to the people who have been instrumental in the
successful completion of this study project.
First of all I would like to thank the Management at AstroWix india project solutions
private limited for giving me the opportunity to do my Six Weeks Summer Training in their
esteemed organization, my Internal Guide Mr.Ashish Trivedi for providing me with valuable
advice and endless supply of new ideas and support for this project.
I would also like to thank Mrs. Nischal Goswami (HR -HEAD) for providing practical
exposure for the project and his valuable guidance during the project work.
And last but not the least I would like to thank my parents who have given me life to feel this
beautiful world and made me able to fulfill my work and responsibilities and I also like to thank
the almighty for the invisible and spiritual support.
PRATIKSHA SINGH
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PREFACE
As an essential and obligatory part of my course, I underwent 45 days Summer Training Program
of Master in Business Administration (M.B.A) degree, in “Head office of AstroWix India”
situated in NOIDA. This training has helped me to get a practical knowledge as an important
suffix to the theoretical knowledge into the business environment. One cannot merely rely on
upon the theoretical knowledge. Classroom Lectures make the fundamental concept of
management clear. They also facilitate the learning of the practical things. However, class
lectures must be correlated with the practical training situations. It is in the sense that the
practical training in a company has a significant role to play in the subject of business
management. To develop healthy, managerial and administrative skills in potential managers and
non-managers, it is necessary to contribute to combine the classroom learning with the practical
knowledge of real business environment.
I shall feel suitably rewarded if this project proves helpful to the organization. I have sincerely
worked on the project and hope that at several places this report presents some interesting facts,
which HRD professional will certainly like to explore.
PRATIKSHA SINGH
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DECLARATION
I, Pratiksha Singh, hereby declare that the project report entitled “Employee Satisfaction
With Recruitment And Selection Policy In AstroWix india project solutions private
limited” has been Written by me in the basis of my summer training at “ AstroWix India
project solutions private limited.” during 25th June 2011 to 12th August 2011 . And has not
submitted anywhere in any manner. It is report, which is based on various interviews and
surveys of the employees of the AstroWix India, conducted during my summer training period
in NOIDA as a student of M.B.A. from:
“Institute of Co-Operative & Corporate Management Research & Training (ICCMRT),
Lucknow.”
PRATIKSHA SINGH
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Table of contents:-
A- Part-1
(i) Introduction about topic
(ii) Introduction about company
B- Part-2
(i) Objective of study
(ii) Research problem
(iii) Problem of study
(iv) Research design
(v) Sampling technique
(vi) Data collection
8- Data interpretation
9- Findings
10- Conclusion and Recommendation
11- Limitations of study
12- Bibliography
13- Annexure
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INTRODUCTION:-
“RECRUITMENT”
Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job.For some components of the recruitment process, mid- and large-size organizations often
retain professional recruiters or outsource some of the process to recruitment agencies.The
recruitment industry has four main types of agencies:employment agencies, recruitment websites
and job search engines, "headhunters" for executive and professional recruitment, and niche
agencies which specialize in a particular area of staffing. Some organizations use employer
branding strategy and in-house recruitment instead of agencies. Recruitment-related functions
are generally carried out by an organization's human resources staff.
The stages in recruitment include sourcing candidates by advertising or other methods, screening
potential candidates using tests and/or interviews, selecting candidates based on the results of the
tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role
effectively.
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A formal definition states,
“I t is the process of f inding, at tracting, screening and selecting capable
applicants for the employment. The process begins when n ew recruits are
sought and ends when their applicants are submitted. The result is a pool of
applicants from which new employees are selected” . In this , the available
vacancies are given wide publici ty and suitable candidates are encouraged to
submit applications so as to have a pool of el igible can didates for scientif ic
selection.
Meaning:-
Recruitment means to est imate the available vacancies an d to make suitable
arrangements for their selection and appointment. Recruitment is understood as
the process of searching for and obtaining applicants for the jobs, from among
whom the r ight people can be selected.
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Definition:-
According to EDWIN FLIPPO , “Recruitment is the process of searching for
prospective employees and st imulating them to apply for jobs in the
organization.”
“The process of identifying and hiring the best-qualified candidates from within or outside of an
organization for a job vacancy, in a most timely and cost effective manner.”
PROCESS OF RECRUTMENT:-
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or
intended requirement of the job to be performed. This information is captured in a job discription
and provides the recruitment effort with the boundaries and objectives of the search.
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Sourcing:-
Sourcing involves 1)advertising, a common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job ad newspapers, professional
publications, window advertisements, job centers, and campus graduate recruitment programs;
and 2)recruiting research, which is the proactive identification of relevant talent who may not
respond to job postings. This initial research for so-called passive prospects, also called name-
generation, results in a list of prospects who can then be contacted to solicit interest, obtain a
resume/CV, and be screened.
Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and
computer skills. Qualifications may be shown through resumes, job applicants interviews,
educational or professional experience, the testimony of references, or in-house testing, such as
for software knowledge, typing skills, numeracy, and literacy, through psychological tests or
employment testing. Other resume screening criteria may include length of service, job titles and
length of time at a job. In some countries, employers are legally mandated to provide equal
opportunity in hiring. Business management software is used by many recruitment agencies to
automate the testing process. Many recruiters and agencies are using an applicant tracking
system to perform many of the filtering tasks, along with software tools for psychometric testing.
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On boarding
"On boarding" is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new employees
become fully operational quickly and is often integrated with a new company and environment.
On boarding is included in the recruitment process for retention purposes. Many companies have
on boarding campaigns in hope to retain top talent that is new to the company; campaigns may
last anywhere from 1 week to 6 months.
Internet recruitment and websites:-
Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job
boards allow member companies to post job vacancies. Alternatively, candidates can upload a
résumé to be included in searches by member companies. Websites capture candidate details and
then pool them in client accessed candidate management interfaces (also online). Key players in
this sector provide e-recruitment software and services to organizations of all sizes and within
numerous industry sectors. The online software provided by those who specialize in online
recruitment helps organizations attract, test, recruit, employ and retain quality staff with a
minimal amount of administration.
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Online recruitment websites can be very helpful to find candidates that are very actively looking
for work and post their resumes online, but they will not attract the "passive" candidates who
might respond favorably to an opportunity that is presented to them through other means. Also,
some candidates who are actively looking to change jobs are hesitant to put their resumes on the
job boards, for fear that their companies, co-workers, customers or others might see their
resumes.
Job search engines
The emergence of meta-search engines allows job-seekers to search across multiple websites.
Some of these new search engines index and list the advertisements of traditional job boards.
These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many
other job search engines which index solely from employers' websites, choosing to bypass
traditional job boards entirely. These vertical search engines allow job-seekers to find new
positions that may not be advertised on traditional job boards, and online recruitment websites.
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Recruiting the wrong kind of people can become a serious issue for any company. A definedrecruitment process needs to be followed to ensure that the right person reaches the right place.
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“SELECTION”
Selection is defined as the process of differentiat ing between applicants in
order to identify (and hire) those with a greater l ikelihood of success in a job.
Selection is basically picking an applicant (from a pool of applicants) who has
the appropriate qualif ication and competency to do the job.
The difference between recruitment and selection:-
Recruitment is , identifying and encouraging prospective employees to apply for
a job.
And
Selection is , selecting the r ight candidate from the pool of applicants.
Selection is along process, commencing from the preliminary interview of the
applicants and ending with the contract o f employment.
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Selection is influenced by several factors. More prominent among them are
supply and demand of specif ic skil ls in the labor market , unemployment rate,
labor- market condit ions, legal and poli t ical considerations, compan y’s image,
company’s policy, human resources planning and c ost of hir ing. The last three
consti tute the internal environment and the remaining form the external
environment of selection process.
Meaning:-
Selecting a suitable candidate can be the biggest challenge for any organization.
-Selection is the process of discovering the qualification & characteristics of the top applicant in
order to establish their likely suitability for the job position.
-A good selection requires a methodological approach to the problem of finding the best matched
person for the job.
Definition:-
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“The process of interviewing and evaluating candidates for a specific job and selecting an
individual for employment based on certain criteria. Employee selection can range from a very
simple process to a very complicated process depending on the firm hiring and the position.
Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection.”
“Selection is the process of gathering information about candidates on the staff and the most
suitable choice for the vacant position. Selection is made among the candidates obtained as a
result of recruitment carried out.”
RECRUITMENT AND SELECTION, BOTH ARE SIMULTANEOUS PROCESS.
PROCESS OF SELECTION:-
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STEP 1: -
PRELIMINARY INTERVIEW:-
The applicants received from job seekers would be subject to scrutiny so
as to el iminate unqualif ied applicants. This is usually followed by a
preliminary interview the purpose o f which is more or less the same as scrutiny
of application, that is , el iminate of unqualif ied applicants. Scrutiny enables the
HR specialists to el iminate unqualif ied jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand,
helps reject misfi ts for reason, which did not appear in the application forms.
Besides, preliminary interview, often called ‘courtesy interview’, is a good
public relat ion exercise.
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STEP 2: -
SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called for
tests . Different types of tests may be administered, depending on the job and
the company. Generally, tests are used to determine the applicant’s abil i ty,
apti tude and personali ty.
The following are the type of tests taken: -
1). Ability tests: -
Assist in determining how well an individual can perform tasks related to
the job. An excellent i l lustrat ion of this is the typing tests given to a
prospective employer for secretarial job. Also called as ‘ACHEIVEMENT
TESTS’.
I t is concerned with what one has accomplished. When applicant claims
to know something, an achievement test is taken to measure how well they
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know it . Trade tests are the most common type of achievement test given.
Questions have been prepared and tested for such trades as asbestos worker,
punch-press operators, electr icians and machinists . There are, o f course, many
unstandardised achievement tests given in industr ies, such as typing or
dictat ion tests for an applicant for a stenographic posit ion.
2). Aptitude test: -
Aptitude tests measure whether an individuals has the capacity or latent abil i ty
to learn a given job if given adequ ate training. The use of apti tude test is
advisable when an applicant has had l i t t le or no experience along the l ine of
the job opening. Apti tudes tests help determine a person’s po tential to learn in
a given area. An example o f such test is the general management apti tude tests
(GMAT), which many business students take prior to gaining admission to a
graduate business school programme.
Aptitude test indicates the abil i ty or f i tness of an individual to engage
successfully in any number of specialized activit ies. They cover such areas
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clerical apti tude, numerical apti tude, mechanical apti tude, motor co-ordination,
f inger dexteri ty and manual dexteri ty. These tests help to detect posit ive
negative points in a person’s sensory or intel lectual abil i ty. They focus
attention on a part icular type of talent such as learning or reasoning in respect
of a part icular f ield of work.
Forms of aptitude test:-
1. Mental or intelligence tests:
They measure the overall intel lectual abil i ty of a person and enable to know
whether the person has the mental abil i ty to deal with certain problems.
2.Mechanical aptitude tests:-
They measure the abil i ty of a person to learn a part icular type of mechanical
work. These tests helps to measure specialized technical know ledge and
problem solving abil i t ies if the c andidate. They are useful in selection of mechanics, maintenance workers, etc.
3.Psychomotor or skills tests: -
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They are those, which measure a person’s abil i ty to do a specif ic job. Such
tests are conducted in respect of semi- skil led and repeti t ive jobs such as
packing, test ing and inspection, etc.
3). Intelligence test:-
Now days G.K. Tests are very common to f ind g eneral awareness of the
candidates in the f ield of sports , poli t ics, world affairs , current affairs .
4). Perception Test:-
At t imes perception tests can be conducted to f ind ou t beliefs , at t i tudes, and
mental sharpness.etc.
5). Graphology Test:-
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I t is designed to analyze the handwrit ing of individual . I t has been said that an
individual’s handwrit ing can suggest the degree of energy, inhibit ion and
spontaneity, as well as disclose the idiosyncrasies and elements of balance and
control . For example, big let ters and emphasis on capital let ters indicate a
tendency towards domination and competi t iveness. A slant to the r ight ,
moderate pressure and good legibil i ty show leadership potential .
6). Polygraph Test:-
Polygraph is a l ie detector , which is designed to ensure accuracy of the
information given in the applications. Department store, banks, treasury offices
and jewellery shops, that is , those highly vulnerable to theft or swindling may
find polygraph tests useful .
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7). Medical Test:-
I t reveals physical f i tness of a candidate. With the development of technology,
medical tests have become diversif ied. Medical servicing helps measure an d
monitor a candidate’s physical resi l ience upon exposure to h azardous
chemicals .
This test helps to evaluate trai ts of intel l igence. Mental abil i ty, presence of
mind (alertness) , numerical abil i ty, memory and such other aspects can be
measured.
The intel l igence is probably the most widely administered standardized test in
industry. I t is taken to judge numerical , skil ls , reasoning, memory and such
other abil i t ies.
8). Interest Test:-
This is conducted to f ind out l ikes and disl ikes of candidates towards
occupations, hobbies, etc. such tests indicate which occupations are more in
line with a person’s interest . Such tests also enable the company to provide
vocational guidance to the selected candidates and even to the exist ing
employees.
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These tests are used to measure an individual’s activity preferences. These
tests are part icularly useful for students considering many careers or
employees deciding upon career changes.
9). Personality Test:-
The importance of personali ty to job success is undeniable. Often an individual
who possesses the intel l igence, apti tude and experience for certain has fai led
because of inabil i ty to g et along with and motivate other people.
I t is conducted to judge maturi ty, social or interpersonal skil ls , behavior under
stress and strain, etc. this test is very much essential on case of selection of
sales force, public relat ion staff , etc. where personali ty plays an important
role.
Personali ty tests are similar to interest tests in that they, also, involve a
serious problem of obtaining an honest answer.
10). Projective Test:-
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This test requires interpretat ion of problems or si tuations. For example, a
photograph or a picture can be shown to the candidates and they are asked to
give their views, and opinions about the picture.
11). General knowledge Test:-
CHOOSING TESTS:-
The test must be chosen in the cri ter ia of rel iabil i ty, validity, objectivity and
Standardization. They are: -
1. RELIABILITY: -
I t refers to standardization of the procedure of administering and scoring the
test results . A person who takes tests one day and makes a certain score should
be able to take the same test the next day or the next week and make more or
less the same score. An individual’s intel l igence, for example, is generally a
stable characterist ic. So if we administer an intel l igence test , a person who
scores 110 in March would score close to 110 if tested in July. Tests , which
produce wide variat ions in results , serve l i t t le purpose in selection.
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2. VALIDITY:-
I t is a test , which helps predict whether a person will be successful in a given
job. A test that has been validated can be helpful in differentiat ing between
prospective employees who w ill be able to perform the job well and those who
will not . Naturally, no test wil l be 100% accurate in predicting job success. A
validated test increases possibil i ty of success.
There are three ways of validating a test . They are as follows:-
1). Concurrent Validity :-
This involves determining the factors that are Characterist ics of successful
employees and then using these factors as the Yardsticks.
2). Predictive Validity:-
I t involves using a selection test during the selection process and then
identifying the successful candidates. The characterist ics of both successful
and less successful candidates are then identif ied.
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3). Synthetic Validity:-
I t involves taking parts of several s imilar jobs rather than one complete job to
validate the selection test .
3. OBJECTIVITY:-
When two or more people can interpret the result of the same test and derive
the same conclusion(s) , the test is said to be objective. Otherwise, the test
evaluators’ subjective opinions may render the test useless.
4. STANDARDRIZATION:-
A test that is s tandardized is administered under standard condit ion to a
large group of person who are representatives of the individuals for
whom it is intended. The purpose of standardization is to obtain norms or
standard, so that a specif ic test score can be meaningful when compared
to other score in the group .
STEP 3:-
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INTERVIEW:-
The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to ev aluate the applicant’s acceptabil i ty. I t is
considered to be excellent selection device. I t is face-to-face exchange of
view, ideas and opinion between the candidates and interviewers. Basically,
interview is nothing but an oral examination of candidate s. Interview can be
adapted to unskil led, skil led, managerial and p rofession employees.
Objectives of interview:-
Interview has at least three objectives and they are a follows:-
1) Helps obtain addit ional information from the applicants.
2) Facil i tates giving general information to the applicants such as company
policies, job, p roducts manufactured.
3) Helps build the company’s image among the applican ts.
Types of interview: -
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Interviews can be of different types. There interviews employed by the
companies.
Following are the various types of interview:-
1) Informal Interview:-
An informal interview is an oral interview and may take place anywhere. The
employee or the manager or the personnel manager may ask a few almost
inconsequential questions l ike name, place of b ir th, names of relat ives etc.
ei ther in their respective offices or anywhere outside the plant of company. I t
not planned and nobod y prepares for i t . This is used widely when the labor
market is t ight and when you need workers badly.
2) Formal Interview:-
Formal interviews may be held in the employment office by he employment
office in a more formal atmosphere, with the help of well s tructured questions,
the t ime and place of the interview will be st ipulated by the employment
office.
3) Non-directive Interview: -
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Non-directive interview or unstructured interview is designed to let the
interviewee speak his mind freely. The interviewer has no formal or directive
questions, but his al l at tention is to the candidate. He enco urages the candidate
to talk by a l i t t le prodding whenever he is s i lent e.g. “Mr. Ray, please tel l us
about yourself after you’re graduated from high school”.
The idea is o give the candidate complete freedom to “sell” himself , without
the encumbrances of the interviewer’s question. But the interviewer must be of
higher caliber and must guide and relate the information given by the applicant
to the objective of the interview.
4) Depth Interview:-
I t is designed to intensely examine the candidate’s background and thinking
and to go into considerable detai l on pa rt icular subjects of an important nature
and of special interest to the candidates. For example, if the can didate says
that he is interested in tennis, a series of questions may be asked to test the
depth of understanding and interest of the can didate. These probing questions
must be asked with tact and through exhau stive analysis; i t is possible to get a
good picture of the candidate.
5) Stress Interview:-
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I t is designed to test the candidate and his condu ct and behavior by him under
condit ions of stress and strain. The interviewer may start with “Mr. Joseph, we
do not think your qualif ications and experience are adequate for this posit ion,’
and watch the reaction of the cand idates. A good candidates will not yield, on
the contrary he may substantiate why he is qualif ied to handle the job. This
type of interview is borrowed from the Mili tary organization and this is very
useful to test behavior of individuals when they are faced with disagreeable
and trying si tuations.
6) Group Interview: -
I t is designed to s a v e busy executive’s t ime and to see how the ca ndidates may
be brought together in the employment office and they may be interviewed.
7) Panel Interview:-
A panel or interviewing board or selection committee may interview the
candidate, usually in the case of supervisory and managerial po sit ions. This
type of interview pools the collective judgment and wisdom of the panel in the
assessment of the candidate and also in questioning the facu lt ies of the
candidate.
8) Sequential Interview: -
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The sequential interview takes the one-to-one a step further and involves a
series of interview, usually uti l izing the strength and knowledgebase of each
interviewer, so that each interviewer can ask questions in relat ion to his or her
subject area of each candidate, as the candidate moves from room to room.
9) Structures Interview:-
In a structured interview, the interviewer uses preset s tandardized questions,
which are put to al l the interviewees. This interview is also called as ‘Guided’
or ‘Patterned’ interview. I t is useful for valid results , especially when dealing
with the large number of applicants.
10) Unstructured Interview: -
I t is also known as ‘Unpatterned’ interview, the interview is largely unplanned
and the interviewee does most of the talking. Un guided interview is
advantageous in as much as i t leads to a fr iendly conv ersation between the
interviewer and the interviewee and in the proce ss, the later reveals more of
his or her desire and problems. But the Unpatterned interview lacks uniformity
and worse, this approach may overlook key areas of the applicant’s skil ls or
background. I t is useful when the interviewer tr ies to probe personal detai ls o f
the candidate i t analyze why they are not r ight for the job.
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11) Mixed Interview:-
In practice, the interviewer while interviewing the job seekers uses a blend of
structured and structured and unstructured questions. This approach is called
the Mixed Interview. The structured questions provide a base of interview more
conventional and permit greater insights into the unique differences between
applicants.
12) Impromptu Interviews :-
This interview commonly occurs when employers are approached d irectly and
tends to be very informal and unstructured. Applicants should be prepared at
al l t imes for on-the-spot interviews, especially in si tuations such as a job fair
or a cold call . I t is an ideal t ime for employers to ask the candidate some basic
questions to determine whether he/she may be interested in formally
interviewing the candidate.
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13) Dinner Interviews:-
These interviews may be structured, informal, or social ly si tuated, such as in a
restaurant. Decide what to eat quickly, some interviewers will ask you to order
f irst (do not appear indecisive) . Avoid potential ly such as spaghett i . Be
prepared for the co nversation to abruptly change from friendly chat to direct
interview questions, however, do not underestimate the value of casual
discussion, some employers place a great value on i t . Be prepa red to switch
gears rapidly, from fun talk to business talk.
14) Telephone Interviews:-
Have a copy of your resume and any points you want to remember to say
nearby. If you are on your home telephone, make sure that al l roommates or
family members are aware of the interview (no loud stereos, barking dogs etc.) .
Speak a bit s lower than usual . I t is crucial that you convey your enthusiasm
verbally, s ince the interviewer cannot see your face. If there are pau ses, do not
worry; the interviewer is l ikely just taking some notes.
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15) Second Interviews:-
Job seekers are invited back after they have passed the f irst ini t ial interview.
Middle or senior management generally conducts the seco nd interview,
together or separately. Applicants can expect more in-depth questions, and the
employer will be expecting a greater level of preparation o n the part of the
candidates. Applicants should continue to research the employer following the
first interview, and be prepared to use any information gained through the
previous interview to their advantage.
STEP 4:-
REFERENCE CHECK:-
Many employers request names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining
addit ional background information on an applicant. Although l is ted on the
application form, references are not usually checked un ti l an applicant has
successfully reached the fourth stage of a sequential selection process. When
the labor market is very t ight , organizations sometimes hire applicants before
checking references.
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Previous employers, known as public f igures, universi ty professors, neighbors
or fr iends can act as references. Previous employers are preferable because
they are already aware of the applicant’s performance. But, the p roblem with
this reference is the tendency on the part of the previous e mployers to over-
rate the applicant’s performance just to get r id of the person.
Organizations normally seek let ters of reference or telephone references. The
latter is advantageous because of i ts accuracy and low co st . The telephone
reference also has the advantage of solici t ing immediate, relat ively cand id
comments and att i tude can sometimes be inferred from hesitat ions and
inflections in speech. I t may be stated that the information gathered through
references hardly influence selection decisions.
The reasons are obvious:-
1. The candidate approaches on ly those persons who would speak well
about him or her .
2. People may write favorably about the candidate in order to g et r id of
him or her .
3. People may not l ike to divulge the truth about a candidate, lest i t might
damage or ruin his/her career .
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STEP 5:-
SELECTION DECISION:-
After obtaining information through the preceding steps, selection decision- the
most cri t ical of al l the steps- must be made. The other stages in the selection
process have been used to narrow the number of the candidates. The f inal
decision has to be made the pool of individuals who pass the tests , interviews
and reference checks.
The view of the l ine manager will be gen erally considered in the f inal selection
because i t is he/she w ho is responsible for the performance of the new
employee. The HR manager plays a crucial role in the f inal selection.
STEP 6:-
PHYSICAL EXAMINATION:-
After the selection decision and before the job offer is made, the candidate is
required to undergo a physical f i tness test . A job offer is , often, contingent
upon the candidate being declared f i t af ter the physical examination.
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The results of the medical f i tness test are recorded in a statement and are
preserved in the pe rsonnel records.There are several objectives behind a
physical test. Obviously, one reason for a physical test is to detect if the
individual carr ies any infectious disease . Secondly, the test assists in
determining whether an applicant is physically f i t to perform the work.
Thirdly, the physical examination information can be used to d etermine if
there are certain physical capabil i t ies, which differentiate successful and less
successful employees . Fourth , medical check-up protects applicants with
health defects from undertaking work that could be detr imental to them or
might otherwise endanger the employer’s property. Finally, such an
examination will protect the employer from workers compensation claims that
are not valid because the injuries or i l lness were present when the employee
was hired.
STEP 7:-
JOB OFFER:-
The next step in the selection process is job offer to those applicants who have
crossed al l the previous hurdles. Job offer is made through a let ter of
appointed. Such a let ter generally contains a date by which the appointee must
report on duty. The appointee must be g iven reasonable t ime for reporting.
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This is part icularly necessary when he or she is already in employment, in
which case the appointee is required to obtain a rel ieving cert if icate from the
previous employer. Again, a new job may require movement to another ci ty,
which means considerable preparation, and movement of property.
The company may also want the individual to delay the date of reporting on
duty. If the new employee’s f irst job upon joining the company is to go on
company unti l perhaps a week before such training b egins. Naturally, this
practice cannot be abused, especially if the individual is unemployed and does
not have sufficient f inances.
Decency demands that the rejected applicants be informed about their non-
selection. Their applicants may be preserved for future use, if any. I t needs no
emphasis that the applications of selected candidates must also be preserved
for the future references.
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STEP 8:-
CONTRACT OF EMPLOYMENT:-
After the job offer has been made and cand idates accept the offer , certain
documents need to be executed by the employer and the candidate. One such
document is the at testat ion form. This form contains vital detai ls about the
candidate, which are authentic at tested by him/her. Attestat ion form will be a
valid record for the future reference. There is also a need for preparing a
contract of employment. The basic information that should be included in a
writ ten contract of employment will vary according to the level of the job, but
The following checklist sets out the typical headings:-
1.Job tit le
2. Duties , including a parse such as “The employee will perform such du ties
and will be responsible to such a person, as the co mpany may from time to t ime
direct”.
3. Date when continuous employment starts and the basis for calculating
service.
4. Rate of pay, allowance, overt ime and shif t rates, method of payments.
5. Hours of work including lunch break and overt ime an d shif t arrangements.
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6. Holiday arrangements: -
i) Paid holidays per year.
ii) Calculation of holiday pay.
iii) Qualifying period.
iv) Accrual of holidays and holiday pay.
v) Details of holiday year.
vi) Dates when holidays can be taken.
vii) Maximum holiday that can be take at any one t ime.
viii) Carry over of holiday enti t lement.
ix) Public holidays.
7. Length of notice due to and from employee.
8. Grievances procedure (or reference to i t) .
9. Disciplinary procedure (or any reference to i t) .
10. Work rules (or any reference to them).
11. Arrangements for terminating employment.
12. Arrangements for union membership ( if applicable) .
13. Special terms relat ing to r ights to patents and designs, confidential
information and restraints on trade after termination of employment.
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14. Employer’s r ight to vary terms of the contract subject to proper
notif ication being given. Alternatively called employment agreements or
simply bonds, contracts of employment serve many useful purposes. Such
contracts seek to restrain job-hoppers, to protect knowledge an d information
that might be vital to a company’s healthy bottom line and to preve nt
competi tors from poaching highly valued employees. Most employers insist on
agreements being signed by newly hired employees. But high turnov er sectors
such as software, advert ising and media are more prone to use contracts . The
drawback with the contracts is that i t is almost to enforce them. A determined
employee is bound to leave the organ ization, contract or no contract . The
employee is prepared to pay the penalty for breaching the ag reement or the new
employer will provide compensations. I t is the reason that several companies
have scrapped the contracts al together.
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STEP 9:-
CONCLUDING THE SELECTION PROCESS:-
Contrary to popular perception, the selection process will not end with
executing the employment contract . There is another step – amore sensit ive one
reassuring those candidates who have not selected, not because of any serious
deficiencies in their personali ty, but because their profi le did not match the
requirement of the organization. They must be told that those wh o were
selected were done purely on relat ive merit .
STEP 10:-
EVALUATION OF SELECTION PROGRAMME:-
The broad test of the effectiveness of the selection process is the quali ty of the
personnel hired. An o rganization must have competent and committed
personnel. The selection process, i f properly done, w il l ensure availabil i ty of
such employees. How to evaluate the effectiveness of a selection programme?
A periodic audit is the answer. People who work independ ent of HR department
must conduct audit .
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Four Approaches to Selection:-
1). Ethnocentric Selection:-
In this approach, s taff ing decisions are made at the organization’s
headquarters . Subsidiaries have l imited autonomy, and the employees from the
headquarters at home and abroad fi l l key jobs. Nationals from the p arent
country dominate the organizations at home and abroad.
2). Polycentric Selection:-
In polycentric selection, each subsidiary is treated as a dist inct national enti ty
with local control key f inancial targets and investment decisions. Local
cit izens manage subsidiaries, but the key jobs remain with staff from the parent
country. This is the approach, which is largely practiced in our cou ntry.
3). Regiocentric Selection:-
Here, control within the group and the movements of staff are managed on a
regional basis, reflecting the particular disposition of business and operations
within the group.
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Regional managers have greater discretion in de cision. Movement of staff is
largely restricted to specific geographical regions and promotions to the jobs
continue to be dominated b y managers from the parents company.
4). Geocentric Staffing:-
In this case, business strategy is integrated thoroughly on global basis . Staff
development and promotion are ba sed on abil i ty, not nationali ty. The broad and
other parts of the top management structure are thoroughly international in
composit ion. Needless to say, such organisations are uncommon.
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INTRODUCTION OF COMPANY:-
ASTROWIX, India project solutions
private ltd.
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Since inception on April 1999 in Pennsylvania, USA, AstroWix; has been exclusively working
in Project, Program and Portfolio Management domain. Our decade long journey has led us to
deliver world class business solutions to some of the leading global Fortune 500 companies to
overcome organizational challenges and deliver success on the most complex and critical
programs.
Success has been witnessed by clients like the Aero jet Corporation, California Casualty,
Cupertino Electric, Stanford University, Payment One, Jelly Belly Candy Company,
Cisco, Dell, IBM, Microsoft, HP, Oracle, Wipro, Reliance, Robert Bosch, Ford, Hero
Honda, Airtel, Aircel, MTS, NSN, Nokia, ONGC, HPCL, NISG and various other private and
public sector organizations. Our core competencies include: Project, Program and Portfolio
Management; Business Analysis; ITIL® / IT Service Management and Lean Six Sigma.
AstroWix founder, Upendra Giri, recipient of prestigious Eric Jennet Project Management
Excellence Award from the Project Management Institute, USA, had a vision not only to
deliver excellence in project management but deliver business excellence by leveraging portfolio
management framework. Our services range from helping organizations select and execute right
Projects based on a qualified set of business requirements to effectively Drive Business value
and achieve Measurable Competitive Advantage. Our services are designed to architect the right
process, provide you the right people, and implement the right tool for improved business
execution. AstroWix is a Gold Certified Partner of Microsoft and a Registered Education
Provider of PMI®,, USA since 2002.
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The name AstroWix has been derived from the fact that the current era is been driven and
influenced by technology. AstroWix stands for Astronomical World Wide Information
Exchange. Our Logo reflects the importance of technology in empowering the work.
CORE VALUES
At AstroWix, we believe, that “FOCUS " is essential for success of any business initiative. Our
approach keeps that focus on outcome, keeping in mind your current program status and the
desired state which results in performance improvement strategies tailored specifically to your
unique business needs.
“INTEGRITY” is foremost in our corporate philosophy and an AstroWix employee's word is
our corporate bond. So when an employee speaks for AstroWix, the company delivers on that
promise
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HISTORY:-
AstroWix was founded in the year 1999, in Philadelphia, Pennsylvania USA by Upendra Giri,
PMP®, the Trustee and Founder of Project Management Institute (PMI®) North India Chapter and
the recipient of Eric Jennet Project Management Excellence Award by PMI® in 2009 for
outstanding contribution in Project Management. Today with its Global Corporate office in
Virginia, headquarter in Noida and branch offices in Bangalore and Mumbai. AstroWix, is
one of the most trusted Program and Project Management Solutions Company worldwide.
Throughout the past decade, we have been providing our clients with business driven solutions
for sustainable results on a large number of projects and programs. Through our creativity and
vision, we have brought out alteration and revolution on the project management front. By
designing innovative processes and helping execute them with the right technology, we have
helped organizations excel in the changing economic and business scenarios. Over the years
AstroWix has diversified its portfolio to drive the overall improvement of organizations with a
strong adherence to the project management principles and norms.
SERVICES:-
1- Project management.
2- Business analysis.
3- Service management.
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RECRUITMENT PROCESS OF
COMPANY:-
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PART-II:-
OBJECTIVE OF STUDY:-
1-To analyze the awareness and job related satisfaction level of employees.
2- To study the various source of recruitment.
3-To find out the important factors of job related satisfaction
B. RESEARCH PROBLEM:-
(a)-Does the recruitment process, followed in organization, provide most appropriate person
for the particular job OR not?
It’s very necessary to have right person at right job/place for the success of any organization. It
means, the person, company is recruiting, must fulfill the eligibility criteria of that particular job,
must have the skills needed for the job and most above, interest, So that it can increase the
productivity of organization.
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(b)-Are employees satisfied with the recruitment process of organization?
Employee satisfaction is a very important aspect for every firm, because if employees are
dissatisfied with the by-laws and processes, followed in the organization, they will lack
their interest in organization and their efficiency will be affected. They will either leave
the organization or will not concentrate on the organizational motive.
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Research Methodology
Research in common refers to a search for knowledge. Research can also define as a
systematic & scientific search for pertinent information on a specific topic. In fact it is
art of scientific investigation.
“Systematic effort to gain new knowledge”
Introduction:-
Research methodology is a careful investigation or inquiry in systematic manner and finding
solution to a problem under investigation. It accompanies of defining and redefining problems
formulating hypothesis or reaching conclusion and at last carefully testing the conclusion to
determine whether they fit the formulating hypothesis. My research methodology has a specific
framework for collecting the data in an effective manner. I have taken two types of data into
consideration e.g. Primary data and secondary data.
My major emphasis is on gathering the primary data. The secondary data will be used to more
things clear.
Research in common parlance refers to a search for knowledge. One can also define research as a
scientific and systematic search for pertinent information on a specific topic.
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Research can be classified as:
1-Exploratory research 2- Constructive research 3- Empirical research
Exploratory research
Exploratory research provides insights into and comprehension of an issue or situation. It should
draw definitive conclusions only with extreme caution. Exploratory research is a type of research
conducted because a problem has not been clearly defined. Exploratory research helps determine
the best research design, data collection method and selection of subjects. Given its fundamental
nature, exploratory research often concludes that a perceived problem does not actually exist.
Exploratory research often relies on secondary research such as reviewing available literature
and/or data, or qualitative approaches such as informal discussions with consumers, employees,
management or competitors, and more formal approaches through in-depth interviews, focus
groups, projective methods, case studies or pilot studies. The Internet allows for research
methods that are more interactive in nature.
Constructive research
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Constructive research is perhaps the most common computer science research method. This type
of approach demands a form of validation that doesn’t need to be quite as empirically based as in
other types of research like exploratory research.
Empirical research
Empirical research is research that derives its data by means of direct observation or experiment,
such research is used to answer a question or test a hypothesis (e.g. "Does something such as a
type of medical treatment work?"). The results are based upon actual evidence as opposed to
theory or conjecture; as such they can be replicated in follow-up studies.
Other Types of Researches:
Primary Research
Primary research (also called field research) involves the collection of data that does not already
exist, which is research to collect original data. Primary Research is often undertaken after the
researcher has gained some insight into the issue by collecting secondary data. This can be
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through numerous forms, including questionnaires, direct observation and telephone interviews
amongst others. This information may be collected in things like questionnaires and interviews.
There are basic approaches to data collections using primary methods:
1- Qualitative research
2- Quantitative research
QUANTITATIVE RESEARCH:-
Quantitative research refers to the systematic empirical investigation of quantitative properties
and phenomena and their relationships. The objective of quantitative research is to develop and
employ mathematical models, theories and/or hypotheses pertaining to phenomena. The process
of measurement is central to quantitative research because it provides the fundamental
connection between empirical observation and mathematical expression of quantitative
relationships.
QUALITATIVE RESEARCH:-
Qualitative research is a method of inquiry appropriated in many different academic disciplines,
traditionally in the social sciences, but also in market research and further contexts. Qualitative
researchers aim to gather an in-depth understanding of human behavior and the reasons that
govern such behavior. The qualitative method investigates the why and how of decision making,
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not just what, where, when. Hence, smaller but focused samples are more often needed, rather
than large samples.
Secondary Research:-
(Also known as desk research) involves the summary, collation and/or synthesis of existing
research rather than primary research, where data is collected from, for example, research
subjects or experiments.
The term is widely used in market research and in medical research. The principal methodology
in medical secondary research is the systematic review, commonly using meta-analytic statistical
techniques.
Research Design:-
Introduction:-
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“Research design is an arrangement of conditions for collections and analysis of data in a manner
that aims to combine relevance to the research purpose with economy in procedure.” The design
includes an outline of what the researcher will do from writing the hypothesis and its operational
implications to the final analysis the data.
Data Collection Method:-
Data collection is a basic step and of vital importance. On which success or failure of the study
depends. All researchers can tap into two sources of data.
Primary Data
Secondary Data
Primary Data:-
Primary data are obtained by a study specifically designed to fulfill the data needs of the problem
at hand. Such data are original in character. These data are raw material. They are the
measurement observed and recorded as a part of original study. They are original in character.
The investigator or researcher directly collects this data. The basic form of obtaining this data is
by observing and questioning.The Primary data was a detailed interview schedule with the help
of a detailed questionnaire. The samples were drawn purposively from various areas for the
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relevance of study. Discussions were held with the general, branch manager and executives of
the company to design and execute the research.
SECONDARY DATA:-
Secondary data is readymade data. It is always ready to use. It is gathered by the sources like
books, internet and the research conducted in past.
RESEARCH DESIGN:-
Areas : AstroWix India project solutions private limited
Research Design : Exploratory and descriptive
Sources of Information : Primary Data, Secondary Data
Data collection Method : Structured Non Disguised
Questionnaire:-
Types of questions Used : Open Ended, Multiple Choice
Target Group : Employees of AstroWix india.
Sampling Method : Judgemental and convenient Sampling
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Sample Size : 50 respondents
The primary data was collected by using the questionnaire method.
Statistical Tools Used:-
Data is collected and analyzed by using:
Pie chart
DATA INTERPRETATION:-
1- Awareness with recruitment policy.
Yes No
No. of respondents 25 25
percentage 50% 50%
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Interpretation:-
According to the survey, I have found that only 50% of respondents know about the recruitment policy. Although they know about the recruitment process but not about the policies of company
regarding recruitment.
2- Employee satisfaction with recruitment policy.
Hig
satis
No. of
respondents
15
percentage 30%
Highly
satisfied30%
Satisfied40%
Neutral
20%
dissatisfied
10%
Highly
dissatisfied0%
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Interpretation:-
40% of employees are satisfied with recruitment policy.
30% of employees are highly satisfied with recruitment policy.
20% of employees are neutral.
10% of employees are dissatisfied.
3- Recruitment policy is able to select suitable candidates for company.
Yes No
No. of respondents 40 10
Percentage 80% 20%
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Interpretation:-
80% of respondents say that recruitment policy of company is able to select suitable candidatefor company. But here, 20% are not in the favor of recruitment policy.
4- Internal sources of recruitment will stop the introduction of fresh talent in organization.
Strongly
agree
agree neutral Disagree Strongly
disagree
No. of
respondents
10 20 10 5 5
percentage 20% 40% 20% 10% 10%
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Interpretation:-
60% of respondents are agree on the statement that internal recruitment will stop the introduction
of fresh talent in organization, in which 20%- strongly agree. 40%- agree. And 20%- neutral.
10%- disagree. 10%- strongly disagree.
5- Employees are aware about the job obligation and responsibilities.
Strongly
agree
Agree neutral Disagree Strongly
disagree
No. of
respondents
5 25 15 5 0
Percentage 10% 50% 30% 10%
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Interpretation:-
All the employees of organization are aware with their job obligations and responsibilities.
60% respondents are agree with this statement. In which, agree- 50%. Strongly agree- 10%.
Neutral- 30%. Disagree- 10%.
6- HR department is able to solve problems of employees.
Strongly
agree
agree neutral Disagree Strongly
disagree
No. of
respondents
5 35 10 0 0
Percentage 10% 70% 20% 0% 0%
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Interpretation:-
As the result of the survey i have found that HR department of company is very sound and able
to solve the problems of employees.
Agree- 70%. Strongly agree- 10%. Neutral- 20%
7- Important factors for doing good job in AstroWix India.
Factors Ranking
Increased pay and
benefits
1
Support from
management
2
A crew that work
well as a team
3
Effective leadership 4
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Safe working
environment
5
Interpretation:-
Factors Respondents responses
1st Rank 2nd Rank 3rd Rank 4th Rank 5th Rank
Increased pay
and benefits
31 11 5 4 0
Support frommanagement
9 33 3 3 1
A crew that
work well as
a team
5 3 39 2 11
Effective
leadership
4 2 2 40 9
Safe workingenvironment
0 1 1 1 29
RESULT:-
62% of respondents gave 1st rank to pay and benefits.
66% of respondents gave 2nd rank to support from management.
78% of respondents gave 3rd rank to crew that work well as a team.
8-a- Important factors of job related sources of satisfaction.
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60% of respondents gave 1st rank to job security and working condition.
50% of respondents gave 2nd rank to pay and benefits.
42% of respondents gave 3rd rank to recognition for work.
b- Important factors of job related sources of dissatisfaction.
Factors Ranking
Job security 1
Fringe benefits and salary 2
Too much work 3
Lack of status 4
Promotion opportunity 5
Interpretation:-
Factors Respondents responses
1st Rank 2nd Rank 3rd Rank 4th Rank 5th Rank
Job security 30 12 10 9 0
Fringe benefits and
7 25 9 11 1
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salary
Too much
work
5 6 21 10 11
Lack of status 5 4 6 19 9
Promotionopportunit
3 3 4 1 29
RESULT:-
60% of respondents gave 1st rank to job security.
50% of respondents gave 2nd
rank to fringe benefits and salary.42% of respondents gave 3rd rank to too much work load.
9- Career development is important for employee satisfaction.
Yes No
No. of respondents 45 5
Percentage 90% 10%
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Interpretation:-
90% of respondents say that career development is the important aspect of employeesatisfaction.
Yes- 90%. No- 10%.
10- Career opportunities at AstroWix.
Excellent Good No opinion Average Poor
No. of
respondents
5 25 10 10 0
Percentage 10% 50% 20% 20% 0%
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Interpretation:-
Career opportunities are really fine at AstroWix, India
Good- 50%. Excellent- 10%. No opinion- 20%. Average- 20%.
11- Job is giving sense of accomplishment.
Stronglyagree
Agree Neutral Disagree Stronglydisagree
No. of
respondents
4 30 11 5 0
Percentage 8% 60% 22% 10% 0%
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Interpretation:-
According to the survey, employees feel the sense of accomplishment with their job at AstroWix,India.
Agree- 60%. Strongly agree- 8%. Neutral- 22%. Disagree- 10%.
12- Employees receive recognition for their work.
Stronglyagree Agree Neutral Disagree Stronglydisagree
No. of
respondents
2 5 13 25 5
Percentage 4% 10% 26% 50% 10%
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Interpretation:-
After the survey, I have found that employees sometime receive recognition for their work.
So it can be the cause of dissatisfaction.
Disagree- 50%. Strongly disagree- 10%. Neutral- 26%. Agree- 4%. Strongly agree- 4%.
13- Absence from work in the month of may.
Zero 1 - 2 2 - 3 3 – 4 4 and above
No. of
respondents
20 23 5 2 0
Percentage 40% 46% 10% 4% 0%
Strongly
agree4%
Agree
10%
Neutral
26%
Stronglydisagree
10%
Disagree 50%
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Interpretation:-
Employees are satisfied and love their work in this company. So there are less no. of absentees.
Zero times- 40%. One-Two times- 46%. Two-Three times- 10%. Three-Four times- 4%. Four and above- 0%.
14- Extent till, top level management understand the problems of employees.
1 2 3 4 5 6 7
No. of
respondents
0 2 5 15 25 3 0
Percentage 0% 4% 10% 30% 50% 6% 0%
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Interpretation:-
According to the study, I have found that top level management understand the problems of
employees. 50% of respondents opted the 5 at scale.
30%- 4. 10%- 3. 4%- 2. 6%- 6.
15- Extent till, communication of superiors and sub-ordinates motivates employees for
meeting organizational goals.
1 2 3 4 5 6 7
No. of
respondents
0 3 8 25 12 2 0
Percentage 0% 6% 16% 50% 24% 4% 0%
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Interpretation:-
Company communication motivates the employees for increasing the productivity of organization. But not for the standard extent.
50%- 4. 24%- 5. 16%- 3. 6%- 2. 4%- 6.
Findings:-s
1- Only 50% employees know about the recruitment policy of company.
2- Most of the employees are satisfied with the recruitment policy.
3- 60% of respondents think that internal recruitment will stop the introduction of fresh
talent in organization.
4- HR department of company is very sound and always ready to solve the problems of
employee.
1
0% 2
6%
316%
4
50%
5
24%
6
4%
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5- Increased pay and benefits is the most important factor for doing good job in
company.
6- Top three sources of job related satisfaction among employees are-
1- Job security and working condition.
2- Pay and fringe benefits
3- Recognition by others.
7- Top three sources of job related dissatisfaction among employees are-
1- Job security.
2- Pay and fringe benefits.
3- Too much work
I have found by this report that monitory incentives play very important role in employee
Satisfaction.
CONCLUSION:-
This presents the summary of the study and survey done in relation to the employee satisfaction
with recruitment and selection practices in AstroWix,India. The conclusion is drawn from the
study and the survey of the company regarding the recruitment and selection process carried out
there.
The recruitment process at AstroWix is very good and able to select suitable employee for
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company whose skills really fit into the company’s values.
Most of the employees are satisfied with the recruitment and selection practices but changes are
required according to the changing scenario as recruitment process has a great impact on the
working of the company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements and job
profile. So that main objective of selecting the right candidate could be achieved.
And very important, money plays the vital role for doing good job in AstroWix, India.
Pay and fringe benefits is one of the top three sources of satisfaction and dissatisfaction.
Other sources are job security and working condition, recognition by others, and too much
work pressure.
RECOMMENDATIONS:
Being an M.B.A student I would like to recommend that:--
Man power requirement in each department in the company should be identified well
in advance.
Time management is very essential and it should not be ignored at any level of the
process.
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Recruitment and selection procedure should not be lengthy and time consuming.
Employees should always get recognition for their work.
Superiors should always give chance of improvement to their sub-ordinates.
Company should take care about the welfare of employees in terms of monitory
incentives and job security as well.
Company should take care about the sources of satisfaction and dissatisfaction among
the employees.
C. LIMITATION OF STUDY:-
1- Due to shortage of time and resources the project cannot maximize to multiple offices.
2- Respondents did not disclose their name, designation and date of joining etc.
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3- They did not disclose their company policies.
As the questionnaire method was followed, people were not very comfortable in releasing
the information.
4- Many a time, employees were very reluctant in releasing the information, considering it
to be confidential. Thus, it was a hindrance in study.
5- The sample size was small and hence the results can have a degree of variation.
6- The response of the employees in giving information was lukewarm.
BIBLIOGRAPHY:-
1- C.B. Mamoria and S.V. Gankar
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Personal management text and cases.(2004)
Himalaya publication.
2- K. Ashwathappa.
Human Resource Management.
3- Dr. P.C. Pardeshi.
Human Resource Management.(2005)
4- AstroWix Files and Documents.
ANNEXURE:-
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QUESTIONNAIRE
TO ANLYZE AWARENESS AND SATISFACTION LEVEL OF EMPLOYEES WITH
RECRUITMENT AND SELECTION POLICY IN ASTROWIX INDIA PROJECT
SOLUTIONS PRIVATE LIMITED.
Name*:-______________________ Age*:-____________________yrs
Department*:-_________________ Designation*:-_______________
Date of joining*:-_________________
1- Are you aware with the recruitment policy of AstroWix?
a- Yes b- No
2- Are you satisfied with the recruitment policy of AstroWix?
a- Highly satisfied b- Satisfied c- Neutral d- Dissatisfied
e- Highly dissatisfied
3- Is this policy able to select the suitable candidates for the company?
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a- Yes b- No
4- Giving priorities to the internal sources will stop the introduction of
fresh talent in the organization.
a- Strongly agree b- Agree c- Neutral d- Disagree
e- Strongly disagree
5- Your co-workers and superiors are aware of their job obligation and
responsibilities.
a- Strongly agree b- agree c- Neutral d- Disagree
e- Strongly disagree
6- HR department of company is able to solve your problem.
a- Strongly agree b- Agree c- Neutral d- Disagree
e- Strongly disagree
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7- What things are important to the employees that allow them to do good job in
AstroWix, India? Kindly rank the following in your preferred order. As, 1 for the
most preferred and 5 for least preferred-
FACTORS RANKING
A crew that work well as a team
Safe working environment
Support from management
Effective leadership
Increased pay and benefits
8- a)- Rank the following according to your perception of job related sources of
satisfaction. As, 1 for the most preferred and, 5 for least preferred-
FACTORS RANKING
Job security and working condition
Recognition by others
Authority and responsibility within job
Pay and fringe benefits
Contribution to business developement
b)- Job related sources of dissatisfaction. Rank the following as 1 for the most
preferred and 5 for least preferred-
FACTORS RANKING
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Fringe benefits and salary
Promotion opportunity
Too much work
Job security
Lack of status
9- Is the career development important aspect of employee satisfaction?
a- Yes b- No
10- Compared to other places your career opportunities at AstroWix are…………?
a- Excellent b- Good c- Poor d- No opinion
e- Average
11- Your job provides you a sense of accomplishment.
a- Strongly agree b- Agree c- Neutral d- Disagree
e- Strongly disagree
12- You receive the recognition that you deserve for you work.
a- Strongly agree b- agree c- Neutral d- Disagree
e- Strongly disagree
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13- How many times have you been absent from work in the month of MAY?
a- Zero b- 1-2 c- 2-3 d- 3-4 e- 4 and above
Till what extent, you are satisfied with following statements? Tick on the scale
provided. As, 7 for completely satisfied and, 1 for completely dissatisfied-
14- Till what extent, your superiors know and understand the problems face by you?
1 2 3 4 5 6 7
15- Till what extent, company communication motivates and stimulates an enthusiasm
for meeting its goals?
1 2 3 4 5 6 7
Thank you, FOR YOUR VALUABLE TIME AND SUPPORT!