nishchal project aa

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A

PROJECT REPORTON

TITLE

A STUDY ON RECRUITMENT PROCESS INBHASIN MOTORS

SUBMITTED TO

Pt.Ravishankar shukla university, Raipur (C.G)In partial fulfillment of the degree course of

BACHELOR OF BUSINESS ADMINISTRATIONFOR ACADEMIC SESSION

2011

Guided by: Submitted by:Ms. Shimpa Jain Nischal SolankiAssistant Professor BBA VI SEM

MAIC, RAIPUR Roll no. 921235

Department of ManagementMAHARAJA AGRASEN INTERNATIONAL COLLEGE

Samta colony, Raipur (C.G)

TO WHOM SO EVER IT MAY CONCERN


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This is to certify that NISHCHAL SOLANKI who is pursuing BBA VI

SEMESTER from MAIC COLLEGE, RAIPUR has collected the

information from our organization.

His project title was

A STUDY ON RECRUITMENT PROCESS INBHASIN MOTORS

With reference to BHASIN VENTURES PVT.LIMITED, RAIPUR.

The information collected is purely for academic knowledge as per

my information


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CERTIFICATE

This is to certify that Mr. Nischal Solanki a bonafide student ofMaharaja Agrasen International College, Raipur (C.G.)studying in B.B.A Vl Semester has successfully completed herproject entitled STUDY ON RECRUITMENT PROCESS INBHASIN MOTORS

I wish him all success in every endeavor of life.

(Mrs. Suchitra Rathi) (Dr. Samir Thakur)Head Principal

Department of Management MAICMAIC


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CERTIFICATE

This is to certify that the Project Work entitled STUDY ONRECRUITMENT PROCESS IN BHASIN MOTORS by NischalSolanki for the partial fulfillment Of Degree of Bachelor ofBusiness Administration from Pt. Ravishankar Shukla University,

Raipur (C.G.) is an authentic work performed by the student.

This work has been submitted for the sole purpose of academicinterest.

Internal External / Guide External Examiner


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DECLARATION

I, Mr.NISCHAL SOLANKI hereby declares that this project is the

record of authentic work carried out by me during the academic

year 2011 BHASIN VENTUTRES PVT. LTD. RAIPUR (C.G)

NISCHAL SOLANKI

BBA VI SEM


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ACKNOWLEDGEMENT

I really present my sincere thanks to the individual employees of Bhasin Motors.Who have given their kind concern and time for conducting this research? I do

hereby acknowledge the contribution of respected Mr. Harjeet Singh Bhatia that

had made possible all available resource needed in my project.

I extend my heartily thanks to him for guidance and Co-operation. I would like to

thank him of the project for permitting me to do the project Work in Bhasin

Motors.

I would like to thank all the staff members of that company for providing necessary assistance &data require.

I am deeply indebted to my Faculty members from the Department of BBA whose

help, stimulating suggestions and encouragement help me in all the time of

research for and writing of this project report.

I have further more to thank my guide without her help it would not havebeen possible for me to complete this project .

NISCHAL SOLANKI

BBA VI SEM

INDEX


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NO. PARTICULARS

CHAPTER:1 COMPANY PROFILE

CHAPTER:2 REVIEW OF LITERATURE

CHAPTER:3 RESEARCH METHODOLOGY

CHAPTER:4 DATA ANALISIS &INTERPRETATION

CHAPTER:5 FINDINGS

CHAPTER:6 CONCLUSION

CHAPTER:7 SUGGESTIONS

CHAPTER:8 LIMITATIONS

CHAPTER:9 BIBLIOGRAPHY

CHAPTER:10 QUESTIONNAIRE


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HISTORY OF THE COMPANY


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Bhasin motors is also known as Training Hub.It provide training to all nearestcities of the company such as Bhilai, Bilaspur etc .They provide the online trainingconducted from Mumbai This company belongs to TATA GROUP of companies.It mainly involve in auto parts business, logistics & f agencies, petroleum,automobile dealership.All the spare parts of automobile have been distributed from Aurangabad such asoil, toys, pistol etc.

Bhasin group have been started early 50 years. Tata motors have some machinerylike motor vehicle, light commercial vehicle etc.

TATA ACE has achieved tremendous success in the market. It hassecured good market share. It is called passenger car division such as PCBU[passenger car business unit].INDICA, VISTA, INDIGO

Bhasin group belongs to Bhasin group of companies. They have two segments:-1. Car Segment2. UV SegmentThis UV segment contains cars like SUMO, SAFARI, and ARIA etc.

Bhasin Motors is one of the Dealer of Tata mators.Bhasin Motors has beenstarted at 14-april-2009.It also has the authorized dealership of FIAT. They alsoengage in marketing of automobiles, spare parts and service of FIAT. The two new

brands of FIAT are LINEA and PUNTO.

Along with the sales, servicing and spare parts of all these vehicles i.e.

OBJECTIVE

To establish as no.1 dealer in automobile and to get 100% customer compliance.


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MISSIONTo create excellent relations with customers by providing excellent products,

packages of quality pre and post sales service with transparency to treat customers

as long as assets for mutual growth .

Objectives of recruitment :

1. Support the organization ability to acquire, retain and develop the best

talent and skills.


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2. Determine present and future manpower requirements of theorganization in coordination with planning and job analysis activities.

3. Obtain the number and quality of employees that can be selected inorder to help the organization to achieve its goals and objectives.

4. Create a pool of candidates so that the management can select the

right candidate for the right job from this pool.

5. Attract and encourage more and more candidates to apply in the

organization

6. Increase the pool of candidates at minimum cost.

7. Acts as a link between the employers and the job seekers

8. Infuse fresh blood at all levels of the organization

9. Meet the organization's legal and social obligations regarding the

composition of its workforce.

10. Increase the effectiveness of various recruiting techniques.

GENERAL HR POLICYGENERAL CONITIONS OF EMPLOYMENT

COVERAGE: all permanent employees including probationers.


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MANAGERS: employees designated as assistant manager and above.GENDER USAGE:for the purpose our understanding an application of thishandbook all usage of the word he will be understands as he/she.

APPLICABILITYThe entire terms and conditions etc. contained herein shall be applicable to all

permanent employees including probationers who all employed and / or deployedand / or attached to Bhasin Motors being situated at near chokranala, NH6,

labhandi, P.O Ravigram, Raipur (c.g)-492006.APPOINTMENT POLICY

Employees are appointed subject to their being found medically fit.

An employee, on recruitment, must immediately fill up the biodata from

giving personal details and communication address as required by the

company. He shall also submit the originals of all certificates of hisage,qualifications and past experience for verification with a true self attested

photocopies of such certificates and testimonials, to be kept ona company

record. Any intimated changes in any detail will be reported (written) to the

GM/HR department within a week.

The employees, on joining, are kept on training for six months. At the end of sixmonths after passing the

Training period, the detailed Appointment letter will be issued and are kept onprobation for three months.

DISCIPLINEUNIFORM:All employees shall have to wear the uniform as prescribe by the company. Twosets of uniform shall be provided in a financial year. Any more sets of uniformsrequired by the employee shall have to be made by the employee at his own cost.


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Such uniforms shall have to conform wholly to the companys Norms except forSaturday. All employees shall have to wear their identity cards and badges,

provided by the company during working hours.

JOINING PROCEDURE Employees are appointed subject to their being found medically fit.

All the selected candidates are given letter of appointment and joining of the

same is determined on acceptance of the same by the candidate.

Once the employee is introduced in the system, an employee code is generated

which will be unique for the employee.

Personal file of the employee is opened.

Companys ID and other necessary things are provided to the employee for his

smooth functioning completed. Background /refrence check is completed on the selected candidate.

SIBEL code if applicable is generated.

HR to send first monthly appraisal form and duty allocation/job description to

HOD immediately on joining, returnable to HR.

DOS AND DONTS OF INTERVIEWING PROCEDURES:

Do not keep candidates waiting: allocate sufficient time for each

interview and keep to the timetable.


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The structure of the interview and the areas of the job asked about

should be badly the same for each candidate.

Begin by welcoming the candidate and introducing each member ofthe panel explains the structure of the interview try to put the

candidate at ease.

Allow the candidate to express himself by asking open questions,

possibly on subjects, which will be familiar.

All questions should be related to the job, based on the selection

criteria identified in the person specification and job deception.

MANPOWER REQUISTION FORMPosition:

In replacement of/new.

Reporting to:

Reported by:

Basic qualifications:Additional qualifications:

Age group;

Male/female:

Driving license:

Fluency in speaking English/Hindi/Chhattisgarhi.


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Fluency in writing-English/Hindi.

Computer literacy:

Experience:

Salary parameter:

Perks:Job/results for which he will be responsible:

1. Task

Responsibility:

2. Task:

Responsibility:

3. Task:

Responsibility:

4. Task:

Responsibility:

5. Task:

Responsibility:

Special working conditions

MANPOWER APPRAISAL:

We recognize and regularly reward merit .We appreciates people who areachievement oriented and constantly excel in achieving set goals and target.We as organization also value qualities like team spirit, self motivation,commitment.To motivate our employees to achieve targets we also constantlyevolving incentive schemes. The company has developed two performanceappraisal forms which contain 13 point wise parameters .the respective form isgiven to staff-samples at the time of issue

Of the original joining letter-they are expected to carry on their task in line withthese parameters and finally their performance will be adjudged on the basis of theabove. To certain extent the training needs are also decided wherever some isfound week in these parameters.


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PUNCTUALITY

All employees are required to report respective offices by 09:30 am from Mondayto Saturday .office hours are from 9:00 am to 7:00 pm from Monday to Saturday.lunch break for 0.30 minutes from 01:00 noon. Any employee signing theattendance register /punching the card later than 09:35 am shall be deemed to belate.

In case habitual late comers ,after giving a concession for three days, half dayspay shall be deducted for any such late coming from the 4th late coming onwards .

DECORUM AND SEXUAL HARASSMENT POLICY

Employees are required behaving themselves with dignity and

decorum within the office and on the field .They should refrain

from being rude to customer and from quarreling amongst

themselves or talking so loudly as to disturb the general

atmosphere and ambience of the premises . All employees should

act in a dignified manner with members of the opposite sex and

should not enter in any type of activities like


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Sending sexually explicit or obscene SMS/message, mail

/material to a member of opposite sex

Displaying sexually suggestive material/screensavers orwallpaper ones workstation/cell phones passing colored

remarks.

Any other unwelcome physical ,

Verbal or non verbal conduct of sexual

Nature.


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INTRODUCTION OF THE TOPIC

RECRUITMENT

Recruiting people who are wrong for the organization can lead to increased

labour turnover, increased costs for the organization, and lowering of morale in the

existing workforce. Such people are likely to be discontented, unlikely to give their

best, and end up leaving voluntarily or involuntarily when their unsuitability

becomes evident. They will not offer the flexibility and commitment that many

organizations seek. Managers and supervisors will have to spend extra time on

further recruitment exercises, when what is needed in the first place is a systematic

process to assess the role to be filled and the type of skills and abilities needed to

fill it. So, the recruitment systems should be efficient, effective and fair in the

methods and sources used.

The meaning of Recruitment:


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The process of identification of different sources of personnel is known as

recruitment. According to Edwin B. Flippo, Recruitment is the process of

searching the candidates for employment and stimulating them to apply for jobs in

the organization. It is a linking activity that brings together those offering jobsand those seeking jobs.

Purpose of Recruitment:-

The basic purpose of the selection process is to choose right type ofcandidates to man various positions in the organization. In order to achieve this

purpose, a well-organized selection procedure involves many steps and

At each step, unsuitable candidates are rejected. In other words, the aim of

selection process is to reject the unsuitable candidates. But recruitment, on the

other hand is a positive process. Its aim is to attract applicants for vacant jobs in

the organization. Various sources of recruitment are used for this purpose.

Thus, recruitment is a positive process because it aims at attracting

applicants for various jobs. But selection is a negative process because it aims at

rejecting applicants who are unsuitable and offering jobs to those who are foundfully suitable.

1.2 JOB ANALYSIS


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Job analysis may be defined as a process of discovering and identifying the

pertinent information relating to the nature of a specific job. It is the determination

of the tasks which comprise the job and of the skills, knowledge, abilities and

responsibilities required of the worker for successful performance of the job. Theprocess of job analysis is essentially one of data collection and then analyzing that

data. It provides the analyst with basic data pertaining to specific jobs in terms of

duties, responsibilities, skills knowledge, etc. This data may be classified as

follows:

a) Job identification

b) Nature of the job.

c) Operations involved in doing the job.

d) Materials and equipment to be used in doing the job.

e) Personal attributes required to do the job, e.g. education, training, physical

strength, mental capabilities, etc.

f) Relation with the other jobs.The information relating to a job which is thus classified, if examined carefully,

would suggest that some information relates to the job and some concerns the

individual doing the job. The requirements of a job are known as Job Description

and the qualities demanded from the job holder are termed as Job Specification.

Thus, job description and job specification are the immediate products of job

analysis.

1.3 HUMAN RESOURCE/MANPOWER PLANNING

Manpower, personnel or human resources may be regarded as the quantitative

and qualitative measurement of work-force required in an organization and planning in

relation to manpower may be regarded as establishing objectives to develop human

resources in line with broad objectives of the organization. Manpower planning may


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thus be expressed as a process by which the management ensures the right number of

people and right kind of people, at the right place, at the right time doing the right things

for which they are suited for the achievement of goals of the organization. It is a two-

phased process by which management can project the future manpower requirements

and develop manpower action plans to accommodate the implications of projections.

Thus, manpower planning is the process of developing and determining objectives,

policies, and programmes that will develop, utilize and distribute manpower so as to

achieve the goals of the organization

1.4 SOURCES OF RECRUITMENT:

The various sources of recruitment may be grouped into the following

two categories:

1. Internal sources (recruitment from within the enterprise); and

2. External sources (recruitment from outside.)

Internal sources are primarily 3

1 Internal Recruitment - is a recruitment which takes place within the concern or organization.Internal sources of recruitment are readily available to an organization. Internal sources are primarilythree - Transfers, promotions and Re-employment of ex-employees. Re-employment ofex-employeesare one of the internal sources of recruitment in which employees can be invited and appointed to fillvacancies in the concern. There are situations when ex-employees provide unsolicited applicationsalso.

Internal recruitment may lead to increase in employees productivity as their motivation level increasesIt also saves time, money and efforts. But a drawback of internal recruitment is that it refrains theorganization from new blood. Also, not all the manpower requirements can be met through internal

recruitment. Hiring from outside has to be done.

a. Transfers

b. Promotions (through Internal Job Postings) and

c. Re-employment of ex-employees - Re-employment of ex-employees is one ofthe internal sources of recruitment in which employees can be invited and


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appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

2. External Recruitment - External sources of recruitment have to be solicited fromoutside the organization. External sources are external to a concern. But it

involves lot of time and money. The external sources of recruitment include -Employment at factory gate, advertisements, employment exchanges,employment agencies, educational institutes, labour contractors,recommendations etc.

a. Employment at Factory Level - This a source of external recruitment inwhich the applications for vacancies are presented on bulletin boardsoutside the Factory or at the Gate. This kind of recruitment is applicablegenerally where factory workers are to be appointed. There are people

who keep on soliciting jobs from one place to another. These applicantsare called as unsolicited applicants. These types of workers apply on theirown for their job. For this kind of recruitment workers have a tendency toshift from one factory to another and therefore they are called as badliworkers.

b. Advertisement - It is an external source which has got an important placein recruitment procedure. The biggest advantage of advertisement is thatit covers a wide area of market and scattered applicants can getinformation from advertisements. Medium used is Newspapers andTelevision.

c. Employment Exchanges - There are certain Employment exchangeswhich are run by government. Most of the government undertakings andconcerns employ people through such exchanges. Now-a-daysrecruitment in government agencies has become compulsory throughemployment exchange.

d. Employment Agencies - There are certain professional organizations

which look towards recruitment and employment of people, i.e. theseprivate agencies run by private individuals supply required manpower toneedy concerns.

e. Educational Institutions - There are certain professional Institutionswhich serve as an external source for recruiting fresh graduates fromthese institutes. This kind of recruitment done through such educational


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institutions is called as Campus Recruitment. They have a specialrecruitment cell which helps in providing jobs to fresh candidates.

f. Recommendations - There are certain people who have experience in aparticular area. They enjoy goodwill and a stand in the company. Thereare certain vacancies which are filled by recommendations of suchpeople. The biggest drawback of this source is that the company has torely totally on such people which can later on prove to be inefficient.

g. Labour Contractors - These are the specialist people who supplymanpower to the Factory or Manufacturing plants. Through thesecontractors, workers are appointed on contract basis, i.e. for a particulartime period. Under conditions when these contractors leave theorganization, such people who are appointed have to also leave theconcern.


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RECRUITMENT(Searching Sources of Employees)

Internal Sources External Sources1. Transfer 1. Recruitment at factory gate.

2. Promotion 2. Casual callers.

3. Advertisement.

4. Employment agencies

5. Management consultants

6. Educational institutions.

7. Recommendations

8. Labour contractors

` 9. Telecasting


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1.5 FACTORS AFFECTING RECRUITMENT

There are many factors that limit or affect the recruitment policy of an

organization. The important factors are listed below:

i) Size of the organization and the kinds of human resources required.

ii) Effect of past recruitment efforts.

iii) Nature of labour market of the region.

iv) Extent and strength of unionization in the region.

v) Working conditions, wages and other benefits offered by other

concerns.

vi) Social and political environment.

vii) Legal obligations created by various statutes.


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Meaning of Research:-


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Research is common parlance refers to a search for knowledge

.once can also define research as a systematic search for pertinent information on a

specific topic. In fact research is an art of scientific investigation .some people consider

research as a movement, a movement, a movement from the known to unknown. It is

actually a discovery of voyage.

Statement of the problem:-

Identifying, analyzing and understanding the recruitment process

of the company with the help of the research.

Purpose of the study:-This study has been carried out as a part of BBA curriculum in the field of

Recruitment.

Population:-

To achieve the best objective of the study, the city Raipur is selected.

Sample:-

The sample is the representative unit of population. It is neither feasible not desirable

to collect data from entire population. So sampling was done with the aim to collect data

from the respondents considering that they are the representatives of the entire

population. The sample size was 100 and the sample unit was an individual purchaser

of vehicle.

Sample Method:-The sample method used for the research is random sampling

Questionnaire / Schedule:-


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Keeping in mind the objective of the study a questionnaire has prepared. Thequestionnaire has contained data related to project. In the questionnaire there are 16questions.

Data collection tools :-

Data was collected through primary source with the help of questionnaire. The other

data are co0llected through secondary sources as books, articles, easier research, etc.

Research Instruments:-Keeping in mind the objective of the study a questionnaire is prepared and used by the

researcher. The questionnaire consists of predetermined sets of questions in printed

form.


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Q.1 Which method of recruitment and selection practice at BHASIN MOTORS or

applied in the organization?

EXTERNAL METHOD

(RESPONSE)

NO. OF RESPONDENT

Advertisement 75

Education institute 5

Placement agency 5

Employment exchange 10

Labor contractor 0

Unsolicited application 5

TOTAL 100

INTERPRETATION :- In BHASIN MOTORS are adopted mostly external method of

recruitment and selection According to employee suitable method are 75% says

advertisement, 5% says education institute, 5% says placement agency, 10% says

employment exchange and 5% says unsolicited application & employee referrals.

Q.2 How candidate are recruited in company?

FACTORS FREQUENCY

Written exam 0

Written exam and interview 90

Written exam and GDPI 0

All the above 10

TOTAL 100


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INTERPRETATION:- Employee says candidate are recruited in company or

organization 90% says recruiting the employee in written exam and interview and 10%

are says all the above, employees are no responses in other option like written exam

and written exam and GDPI.

Q.3 Are you satisfied with the present recruitment and selection process?

SATISFACTION LEVEL NO. OF RESPONDENT

Yes 85

No 15

TOTAL 100

INTERPRETATION :- employees are given replied in 85% employees are saying yes

means they are satisfied with the present recruitment & selection process and 15%

employees are not satisfied they are saying no.


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Q.4 Do you think that the present recruitment and selection practice in quite long

process?

RESPONSE RESPONDENT

Yes 8

No 92

TOTAL 100%

INTERPRETATION:- Present recruitment and selection process are not a long

process. 90% says process are not quite long and 10% employees says yes means in

his point of you present process are long term process.

Q.5 Is internal hiring help on motivating the employee?

RESPONSE FREQUENCY (RESPONDENT)

Yes 35

No 65

TOTAL 100


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INTERPRETATION: - 65% Employees says internal hiring is not helpful on motivating

and 35% employees says internal hiring motivate the employee.

Q.6 In selection process do u think innovative techniques is adopting?

RESPONSE FREQUENCY

Yes 100

No 0

TOTAL 100

INTERPRETATION: - 100% employees are want selection process in innovative

technique should be adopting.


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Q.7 On what factor the candidate is assumed fit for job?

RESPONCE FREQUENCY

Education 5

Experience 20

Career expectation 10

All the above 65

TOTAL 100

INTERPRETATION: - In these quarries 5% employees says education, 20% are says

experience, 10% are says career expectation and 65% are says all the above in

candidate is assumed fit for job.

Q.8 Does the company undertake subjective assignments of personality and

communication ability?

RESPONSE FREQUENCY

Yes 75

No 25

TOTAL 100


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INTERPRETATION: - 75% employees says yes the company undertake subjective

assignment of personality & communication ability and 25% are says no.

Q.9 what technique are used to judge the capability and aptitude of candidates?

RESPONSE FREQUENCYWritten test 20

Interview 10

All the above 70

TOTAL 100

INTERPRETATION: - 20% employees says written test, 10% are says interview and

70% employees says both technique are used to judge the capability and aptitude of

candidates.

Q.10 Best way to recruiting people or candidate at?


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RESPONSE FREQUENCY

Advertisement 83

Walk-ins 15

Search firms 2

TOTAL 100

INTERPRETATION: - 83% employees says advertisement is best way to recruit the

candidate, 15% employees are says walk-ins and 2% are says search firm is best way

to recruit the candidate or employees.

Q.11 How do the company motivate her employees?

RESPONSE NO. OF RESPONDENT

By increasing incentive 55

By giving training session 10

By offering higher position 25

By awarding non cash prizes 10

TOTAL 100


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INTERPRETATION:- 55% employees says company motivate them or her employees

by increasing incentive, 10% says by giving training session, 25% says offering higher

position and 10% employee says by awarding non cash prizes.

Q.12 Are your organization recruiting and selecting the employee thereafter giving them

training and her development program?

RESPONSE RESPONDENT(FREQUENCY)

Yes 100No 0

TOTAL 100

INTERPRETATION: - 100% means all are says yes organization giving them trainingand her development program.


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ANALYSIS AND FINDINGS


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1. It is found that 100% employees are recruited in company through written exam

and personal interview.

2. It is found that external method under advertisement is most suitable to

recruitment and selection of employees.

3. In the research it is found that 85% employees are satisfied with the present

recruitment and selection process.

4. Though the researches study it is found 92% employees are says present

recruitment and selection practice in short process.

5. It is found that the internal hiring not help on motivating the employees.

6. In the research study 100% employees are want in selection process innovative

technique should be adopting.

7. It is found that three factors they are education, experience and career

expectation are required to candidate is assumed fit for job.

8. In the research it is found that companies their employees give to subjective

assignment of personality and communication ability.

9. It is found Advertisement is a best way to recruit the people.

10. In the research study Life insurance business is noble service oriented business.

11. Maximum employees are motivated by increasing incentive.


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12. In this research it is found that all employees are satisfied with companys

compensation system.

13. In organization are trainings are given and the development program to all

employees after recruitment and selection is conducted.


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CONCLUSION:-

From the project entitled A STUDY ON RECRUITMENT PROCESS INBHASIN MOTORS it can be concluded that the employees are recruitedthrough written exam and personal interview, employees wanted to someinnovative technique should be adopted like group discussion method forselection it who helps to judge the leadership qualities and communication

skills of the candidate, the employees are motivated through incentivesystem and they are satisfied by companies compensation policy, theexternal method used for recruitment in through advertisement. Theserecruitment and selection process to the maximum number of employeesare satisfied but a few new method also be adopted by seeing the presentscenario, organization are given to her employees training anddevelopment program after recruiting. So that the candidate can actually ameet the requirement of the companys objective.


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SUGGESTION:

1. For Recruitment and Selection process innovative technique should be adopted.

2. Time to time event, training and development program should be organized.

3. GD (group discussion) program should also be used for the selection of

employees.

4. Security and all facilities should be provided to the employees.

5. Motivate the employees by increasing incentive, and training should be given foroffering higher position.


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LIMITATION:-

1. TIME: Time given to complete the task to prepare a project is less so, due to less

time is not up to the mark.

2. VAST TOPIC: As my topic contains lots of information so it was not possible me

to include the entire topic in these report.

3. LACK OF INFORMATION: These research reports contain limited information.

4. MORE QUESTION: Questionnaire includes 18 questions, which affects the

mentality of respondents that is time consuming.

5. LESS SAMPLE SIZE: Sample size was also so less, limitation of time means and

resource forced for small size.


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BIBLIOGRAPHY

Following are sources which helped me during my research report.

WEBLIOGRAPHY:

www.Google.com

MAGAZINES:

India Today

Business World

Business Economics

BOOKS:

KOTHARI C.R.: Research Methodology Management, 3rd Edition

K. Aswattappa : Human Resource Management

Insurance industry (ICFCI Publication)

Prasad L. M. : Principles of management
http://www.google.com/http://www.google.com/


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QUESTIONNAIRE

QUESTIONNAIRE


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Name-

Company-

Designation-

Contact no.-

The following questionnaire is for the purpose of our researchproject as a part of our BBA curriculum on Recruitment andSelection process of SBI life Insurance Company. It is assured fromus that any information given by the company will not be disclosedby any means. With this assurance I expect accurate data from

Company to help me for my project.

Name-

1. What is your qualification?a. Post graduate b.Graduate c. Senior secondary

2. What kind of recruitment and selection process given the bestresult according to you at-

3. Which method of recruitment and selection practice are mustsuitable at BHASIN MOTORS or applied in the organization?

1. Internal 2.External


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Transfer AdvertisementPromotion Educational instituteUpgrade Placement agencyDemotion Employment exchange

Retired employee Labor contractorDependents Unsolicited applicationRelative of decreased employee Employee referrals

4. How candidate are recruited in the company?

a. Written exam b. Written exam and interview c. Written exam and GDPI d. All the above

5. Are you satisfied with the present recruitment and selectionprocess at?

a. Yes b. No

6. Do you think that the present recruitment and selectionpractice in quite long process at..?

a. Yes b. No

7. Is internal hiring help on motivating the employee?

a. Yes b. No

8. In selection process do u think innovative technique beadopting?

a. Yes


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b. No

9. on what factor the candidate is assumed fit for the job.

a. Education

b. Experience c. Career expectation d. All the above

10. Does the company undertake subjective assignments ofpersonality and communication ability?

a. Yes

b. No

11. What technique is used to gauge the capability and aptitudeof candidates?

a. Written test b.Interview c.All the above

12. Best way to recruit people

a. Advertisement b. Walkins c. Search firms

13. How does company motivate her employees?

a. By increasing incentive b. By giving training session c. By offering higher position d. By awarding non cash prizes

14. Are your org recruiting and selecting the employee there aftergiving them training and her development program?


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a. Yes b. No

THANK YOU


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