ortel

48
INTRODUCTION OF HRM HRM (Human Resource Management) is one of the most critical and difficult resource plan for more than reason. It is the sum total of inherent abilities and acquir ed kno wle dge and skill repres ent ed by the tal ent s and att itu des of the employed persons. HRM has come into action in the last three decades. The importance of HRM can be visualized from three stand points viz… social,  professional, and individual enterprise Of all the factors of production, man is by far the most imp ortant. The importan ce of human factor in any type of co- operative endeavors cannot be emphasized. It is a matter of common knowledge that every business organization depends for its effective functioning not so much on its materi al or financial resources as on its  pool of able and willing human resources. The human resource becomes even more import ant in the service indust ry whose value is deli ve red through information, personal interaction or group work. The overwhelming importance of this factor is due to its unique characteristics. This is the only resource, which can produce unlimited amounts through better ideas. There is no apparent limit to what people can accomplish when they are motiv ated to use their potential to create new and better ideas. No other resour ce can do this. This resource is animate, active and livin g. It is men alone who with

Upload: sambit-das

Post on 10-Apr-2018

217 views

Category:

Documents


0 download

TRANSCRIPT

Page 1: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 1/48

INTRODUCTION OF HRM

HRM (Human Resource Management) is one of the most critical and difficult

resource plan for more than reason. It is the sum total of inherent abilities and

acquired knowledge and skill represented by the talents and attitudes of the

employed persons. HRM has come into action in the last three decades.

The importance of HRM can be visualized from three stand points viz… social,

 professional, and individual enterprise Of all the factors of production, man is by

far the most important. The importance of human factor in any type of co-

operative endeavors cannot be emphasized.

It is a matter of common knowledge that every business organization depends for 

its effective functioning not so much on its material or financial resources as on its

 pool of able and willing human resources. The human resource becomes even

more important in the service industry whose value is delivered through

information, personal interaction or group work. The overwhelming importance of 

this factor is due to its unique characteristics.

This is the only resource, which can produce unlimited amounts through better 

ideas. There is no apparent limit to what people can accomplish when they are

motivated to use their potential to create new and better ideas. No other resource

can do this. This resource is animate, active and living. It is men alone who with

Page 2: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 2/48

his ability to feel, think, conceive and grow shows satisfaction or dissatisfaction,

resentment or pleasure, resistance or acceptance for all types of managerial

actions.

Human resource is most complex and unpredictable in its behavior. Each

individual has his own unique background. This makes individual unique in his

 psychological framework. No two individuals have exactly similar psychological

frameworks.

Hence, they cannot be treated alike. It is only this resource, which appreciates in

value with the passage of time. As time passes people become experienced and

skilled. It is not so with other resources, which generally depreciate as time, goes

on.

• Social significance in an effective manner and paying the employee a

reasonable compensation in proportion to the contribution made by him.

• Eliminating waste or improper use of human resource through

conservation of their normal energy and health

• By helping people make their own decisions that are in their interests

Professional significance

• Maintaining the dignity of the employee as a human being

Providing maximum opportunities for personal development

Page 3: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 3/48

• Providing healthy relationship between different work groups so that work 

is effectively performed

• Improving the employee’s working skill and capacity

• Correcting the errors of wrong posting and proper re-allocation of work.

Individual significance

Through effective motivation

• Utilizing effectively the available human resource

• Securing willing co-operation of the employees for achieving goals of the

enterprise and fulfilling their own social and other psychological needs or 

recognition, love, affection, belongingness, esteem and self-actualization.

Thus the main objective of HRM is to select the employees who will work for the

organization and on the contrary the organization will compensate them. Now

after selection the main purpose of the organization is to train him/her (the

employee). Thus, training an employee is one of the biggest objective of the HRM

department and thus in this study we will deal with TRAINING. Creating right

attitude among the employees

Page 4: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 4/48

RECRUITMENT PROCESS

MEANING

RECRUITMENT is the process to discover sources of manpower to meet the

requirement of staffing schedule and to employ effective measures for attracting

that manpower in adequate numbers to facilitate effective selection of an efficient

working force.

An organization is lame without the man power that happens to be the driving

force of any particular organization regardless of all the other inputs. Without

human input no job however is possible however technology depended they might

 be .

The human resource organization is responsible for this man power planning Any

organization with a strong human resource division is sure to excel. It is the

members of human resource team of a particular organization you encounter 

during your panel interview. It is the human resource department of an

organization that involves itself in the recruitment of employees.

It is the human resource team that is responsible for managing and settling any

sort of a problem that an employee has to face with the management. 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.

 Recruitment is the activity that links the employers and the job seekers

Page 5: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 5/48

Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organization so that the

management can select the right candidate for the right job from this pool.

Recruitment forms the first stage in the process which continues with selection

and ceases with the placement of the candidate. The function of recruitment

  precedes the selection function and it includes only finding, developing the

sources of prospective employees and attracting them to apply for jobs in an

organization.

Recruitment is defined as, “a process to discover the sources of manpower to meet

the recruitments of the staffing schedule and to employ effective measures for 

attracting that manpower in adequate numbers to facilitate effective selection of 

an efficient workforce.” Recruitment has been regarded as the most important

function of personnel administration, because unless the right type of people are

hired; even the best plans, organization charts and control system would not do

much good. Filppo views that recruitment both as positive and negative activity.

He says that the process of searching for prospective employees and stimulating

them to apply for jobs in the organization.

Page 6: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 6/48

Recruitment needs are of three types

Planned

That is the needs arising from changes in organization and recruitment policy.

Anticipated

It needs those movements in personnel which an organization can predict my

studying trends in internal and external environment.

Unexpected

Resignation, death, accidents, illness give to unexpected needs.

PROCESS

The recruitment and selection is the major function of the human resources dept.

and recruitment process is the 1st step towards creating the competitive strength

and the recruitment strategic advantage for the organizations. Recruitment process

involves systematic procedures from sourcing the candidates to arranging and

conducting the interviews and require many resources and time. A general

recruitment process is as follows:-

• Identify vacancies

• Prepare job description and person specification

• Advertising the vacancy

• Managing the response

Page 7: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 7/48

• Short listing

• Arrange interviews

• Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e.

interview and the decision making conveying the decision & the appointment

formalities

7 Steps for Right Recruitment

1. Understanding the Requirement

Make sure you have understood the requirement very well. You should not only

look at the technical requirements but also try to understand the entire

environment and situation of the vacancy. Why the vacancy is there? Is it a new

vacancy or a replacement? If it is a replacement, what are reasons the previous

employee on that position left the job or shifted or promoted?

2. Analyzing the position and team situation

After understanding the requirement, make sure you analyze the team

environment and situation where the vacancy is open. Figure out the size of the

team one has to work with. For example, if the team size of the position is 10

 people, and if the incumbent has never worked in such team size, he wont be able

to get adjusted easily. There are people who only gets adjusted with small teams

and there are also professionals who can only work in big teams. This is the case

with leading and management positions as well. If you try to hire a person who

Page 8: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 8/48

has led a team of 100 people and if he has to lead a team of only 5 people, there

are always chances that he will be not satisfied and not get adjusted in the

environment.

One also needs to check what kind of person the incumbent has to work with.

Who is his supervisor; what kind of attitude he has and so on. In most of the cases,

the study has found that an employee leaves because of his supervisor. Ultimately,

the supervisor is the person who deals with him directly!!

3. Sourcing the right person

After analyzing the above two steps, now is the time to look for a right person.

Match the technical skills, match the above two criteria and then call him for the

interview. Salary is always an important criteria so never forget to match what he

expects, what he has drawn, what is he drawing and what you can offer.

4. Gathering basic information

Many recruiters find it silly to gather the basic information about the candidate.

However, this is where they make a big mistake. Basic information like birth

 place, current location, family background, marital status, hobbies etc. make a big

difference. These are the details which can help a recruiter to figure out the

candidate's current situation, his attitude, his hidden talents and skills and many

more.

Page 9: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 9/48

For example, if you have sourced a candidate who is female, recently married;

there are chances for her to ask for maternity leave and the organization has to

suffer. If you have a candidate who is relocating himself from his native location

to a distant place, there are chances that if he gets a good opportunity in his native,

he will accept it and run away. Similarly, if you find out the hobbies of a

candidate you can figure out little about his attitude. If a candidate has been a

soccer player in past, he may prove to be a good team member. If he is tennis

 player, he may like to work independently and so on..

So next time you interview someone, make sure you gather the basic information.

5. Interviewing

I will not discuss about the common things we ask while interviewing a candidate.

Most of the recruiters or interviewers know what he has to check. But there are

some other factors which need to be considered while interviewing. These are not

the questions but hints we can get while interviewing.

Body Language

Facial expressions

Speech

Attitude

Habits

Page 10: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 10/48

6. Presenting profiles to management

It is very important for a recruiter to see how he is presenting the profile to the

management. Once a recruiter has shortlisted one profile, he should wait for few

more to get shortlisted. A recruiter should always give choices to the management

and not just one resume. The management should have a chance to compare at

least 3-4 profiles for a position. So make sure, you always present at least 3-4

resumes for a position to your management.

7. Recruiter as a sales person

I always consider a recruiter as a sales person. He is actually selling jobs to a right

candidate and again selling the right candidate to the management. The sales

always include after sales service. Always make sure you update the candidates

and management about the latest status and keep both of them updated and posted.

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a mix of 

various internal and external forces. The internal forces or factors are the factors

that can be controlled by the organization .The external factor cannot be

controlled by the organization .The external &internal forces affecting recruitment

function of an organization are:

Internal factors: External factors:

Company’s pay package Socio-economic factors

Quality of work life Supply and demand factors

Page 11: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 11/48

Organizational culture Employment rate

Career planning and growth Labour market condition

Company’s size information system like employment

Company’s products/services exchanges’/tele-recruitment like internet

Company’s growth rate

Role of trade unions

Cost of recruitment

Page 12: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 12/48

RECRUITMENT STRATEGY

Recruitment is of the crucial roles of the human resource profssionals.The level of 

 performance of an organization depends on the effectiveness of its recruitment

function. Organization has developed and follows recruitment strategies to hire

the best talent for their organization and to utilize their resources optimally. A

successful recruitment strategy should be well planned and practical to attract

more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy

should cover the following elements:

• Identifying and prioritizing jobs

• Candidates to target

• Sources of recruitment

• Trained recruiters

• How to evaluate the candidates

IDENTIFYING AND PRIORITIZING JOBS

Recruitment keep arising at various levels in every organization, it is almost a

never ending process. It is impossible to fill all the positions immediately.

Therefore there is need to indentify the positions requiring immediately attention

and action. To maintain the quality of the recruitment activities, it is useful to

Page 13: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 13/48

 prioritize the vacancies whether to focus on all vacancies equally or focusing on

key jobs first.

2. CANDIDATES TO TARGET

The recruitment process can be effective only if the organization

completely understands the recruitment of the type of candidates that

are required and will be beneficial for the organizations.

3. SOURCES OF RECRUITMENT

The strategy should define various sources of recruitment which are

the sources to be used and focused for the recruitment purposes for 

various positions. Employee referral is one of the most effective

sources of recruitment.

4. TRAINED RECRUITERS

The recruitment professionals conducting the interviews and the other 

recruitment activities should be well trained and experienced to

conduct the activite.They should also be aware of the major parameters

and skills to focus while interviewing and selecting a candidate.

5. HOW TO EVALUATE THE CANDIDATES

The various parameters and the ways to judge them that is the entire

recruitment process should be planned in advance. Like the rounds of 

technical interviews, HR interviews, written tests, psychometric tests.

Page 14: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 14/48

CHALLENGES FACED BY THE HR RECRUITMENT

• Adaptability to globalization

• Lack of motivation

• Process analysis

Strategic prioritization

• Adaptability to globalization

• The hr professional are expected and required to keep in tune with the

changing times, i.e. the changes taking place across the globe.HR 

should maintain the timeliness of the process.

• Lack of motivation

• Recruitment is considered to be a thankless job. Even if the

organization is achieving results, hr department or professionals are not

employees and performs.

• Process analyses

• The immediately and speed of the recruitment process are the main

concerns of the hr in recruitment. The process should be flexible

adaptability and responsive to the immediate requirements. The

recruitment process should also be cost effective.

Page 15: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 15/48

• Strategic prioritization

The emerging systems are both an opportunity as well as a

challenge for the hr professionals. Therefore reviewing staffing

needs and prioritizing the tasks to meet the changes in the market

has become a challenge for the recruitment professionals.

RECRUITMENT VS SELECTION

Both recruitment vs. selection are the phases of the employment process. The

differences between the two are:

• The recruitment is the process of searching the candidates for employment

and stimulating them to apply for jobs in the organization WHEREAS

selection involves the series of steps by which the candidates are screened for 

choosing the most suitable persons for vacant posts.

• The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization by attracting more

and more employees to apply in the organization WHEREAS the basic

 purpose of selection process is to choose the right candidate to till the various

 positions in the organizations.

Page 16: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 16/48

• Recruitment is a positive process i.e. encouraging more and more employees

to apply WHEREAS selection is a negative process as it involves rejection of 

the unsuitable candidates.

• Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable

candidates through various interviews and tests.

• There is no contact of recruitment established in recruitment WHEREAS

selection results in a contact of service between the employee and the

selected Employees.

Purpose & importance of recruitment

 

The Purpose and Importance of Recruitment are given below:

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidates to enable the selection of best candidates for 

the organization.

• Determine present and future requirements of the organization in conjunction

with its personnel planning and job analysis activities.

•Recruitment is the process which links the employers with the employees.

Page 17: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 17/48

• Increase the pool of job candidates at minimum cost.

· Help increase the success rate of selection process by decreasing number of 

visibly under qualified or overqualified job applicants.

· Help reduce the probability that job applicants once recruited and selected will

leave the organization only after a short period of time.

· Meet the organizations legal and social obligations regarding the composition of 

its workforce.

· Begin identifying and preparing potential job applicants who will be appropriate

candidates.

· Increase organization and individual effectiveness of  various recruiting

techniques and sources for all types of job applicants

 

Page 18: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 18/48

SOURCES OF RECRUITMENT

Before an organization activity begins recruitment applicants, it should consider 

the most only try of employees it needs. Some companies try to develop new

sources, while most try to tackle the existing sources they have. These sources

accordingly may be termed as internal and external.

INTRENAL SOURCES

Internal sources are the most obvious sources. These include personnel

already on an organization, i.e., its present working force. Whenever any vacancy

occurs, somebody from within the organization is upgraded, transferred, promoted

or sometimes demoted. This source also includes personnel who were once on the

 play-roll of the company but who plan to return or whom the company would like

to rehire, such as those on leave of absence, those on leave of absence, those who

quit voluntarily, or those on production lay-offs.

EXTERNAL SOURCES

These sources lie outsider’s the organization. They usually include:

(I)New entrants to the labour force, that is young mostly in experienced potential

employees-the college student.

(II) The unemployed –with a wide range of skills and abilities.

Page 19: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 19/48

(III) Retired experienced person such as mechanics, machinist, welder,

accountants.

OBJECTIVE

• DFTO study the recruitment and selection process of ortel

communication ltd.

• Find out the recruitment process in different level.

FEH

Page 20: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 20/48

COMPANY PROFILE

ORTEL Communications Ltd. A leader to provide last mile services on Broad

Band Cable Network. It is in the business of providing convergence related

telecom and broadcast services to customers in India.

Its first project is in the east coast state of Orissa, where it was building a state of 

the art Hybrid Fiber Co-axial (HFC) network capable of providing a gamut of 

telecom and broadcast services. ORTEL also provides its corporate clients

dedicated leased line service.

ORTEL provide Cable TV service under the brand name of Sky View Home

Cable, which is the dominant service provider in its market and the largest MSO

with almost 80% market share. As a result of its long term agreement with the

State Electricity Grid, we have a rare strength: legal rights of way for the network,

which enables proper planning and standards.

ORTEL Communications Ltd. also provides you a Digital Settop Box using which

a person can have a facility to view more than 100 Channels and can also enjoy

digital picture and sound clarity.

ORTEL was the first private sector company in India to be granted an ISP license

 by the Govt. of India on 6th November 1998. It currently provides internet access

Page 21: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 21/48

through cable modem to customers in Bhubaneswar, Cuttack, Rourkela,

Sambalpur, Puri, Paradeep & Khurda.

ORTEL produces and cablecast a local origination TV channel under the brand

name of OTV. Already entrenched as the source of electronic media in its market.

OTV also has the distinction of being one of the earliest Indian channels and only

streaming video provider in Orissa, to be available on the web in the name of 

www.orissatv.com/. It also has an Info Channel and two Education channel to

 provide education for students of Orissa.

DESCRIPTION OF ORTEL COMMUNICATION

Company Profile:

Name of the Company : Ortel communication ltd

Year of Establishment :

Managing Director : Mrs. Jagi Mangat Panda

No. of employees : 1024 numbers

Departments in Ortel communication ltd:

• Human Resource

• Sales

• Customer care

•Finance

Page 22: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 22/48

• Process

• Technician

• Accounts

Employees

DESIGNATION  NAME

PRESIDENT MR BIBHU PRASAD RATH

S VICE-PRESIDENT (CORPORATE) MR. ASHOK KUMAR BEHERA

VICE-PRESIDENT (OPERATION) MR SUBHRO GOSWAMI

AVP (FINANCE) MR. KISHOR CHANDRA BEHERA

Sr.GM (OPERATIONS) MR. RANJAN SWAIN

GM-OPERATION MR.SUNIL MAHAPATRA

DGM-HR&ADMIN MR HIMANSHU MOHAPATRA

VISION, MISSION &CORE VALUES

We see ourselves leading a revolution in bringing 21st century communications to

our customers as well as evolve over time with the needs of the market. Towards

achieving this, we are committed to choosing the most appropriate technologies

options for providing world-class quality at prices palatable to our market”

Page 23: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 23/48

MISSION OF OTTEL COMMUNICATION LTD

“To deliver a multitude of convergent data, video & voice and a host of related

value added services to the individuals as well as business consumers through

 judicious exploitation of virtually unlimited capabilities of our HFC network and

any other appropriate technology option”.

CORE VALUES

The company is given by the following core values.

Integrity: Acting and taking decision in a manner that they are fair, transparent

and fulfilling highest standard of professionalism and have ethical business

 practices.

Ability: With the right set of knowledge, skills and attitude, putting the through

&action to meet the deliverables in the assigned time.

Mobility: Strong desire to take the challenges across different geographical

locations &passion for excellence and an innovative “can do “attitude for business

growth.

Page 24: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 24/48

Spiral Growth: We also empower and support all employees for fostering their 

spiral growth across different functions to stimulate &ignite their own potential

and confidence.

QUALITY POLICY &ISO CERTIFICATIONS

QUALITY POLICY

We are committed to provide

Value for money,

Quality of services and

Range of services

In modern broadband communication to various market segments, including

the price sensitive Indian Middle Class as well as demanding Corporate and

institutional segment.

We intend to achieve this through:

Customer focus

Ethical Business practices

Total Quality Management

Page 25: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 25/48

EMPLOYMENT, POLICIES, RULES AND PRACTICES

HIRING PRINCIPLES

Generally we have to fill up present and future vacancies. But sometimes to meet

the special business drive we also recruit manpower on off-payroll basis through

outstanding. All the employees have to complete the probation period successfully

 before being confirmed. Confirmation letter is issued in this regard to the eligible

employees.

We also engage CONSULTANTS, who facilitate organizational change and/or 

  provide subject matter expertise on technical, functional and business topics

during project development or implementation.

RECRUITMENT AND SELECTION

We recruit people with passion to excel. We follow a cutting edge recruitment

  process. Candidates are selected on the basis of attitude, aptitude &

skill/experience. We evaluate all three attributes by careful analysis of the resume,

feedback from others (ex-boss, colleagues), tests (psychometric, skills).

Page 26: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 26/48

We specially and consciously de-emphasize the interview weight age but still it

(personal, telephonic, video conferencing) is an important part of selection

 process.

We arrive at verbal agreement before issuing offer letter. Each detail of the

intended offer letter is discussed (and agreed) verbally before an offer is issued.

POST-OFFER DOCUMENTATION:

We ensure to get a receipt of the signed acceptance of our offer letter 

immediately. We ask the copy of the candidate’s resignation letter from existing

company within 7 days of the offer’s acceptance. As a matter of policy, we give a

courtesy call to the candidate’s present employer immediately thereafter. All this

  practices are adopted to weed out non-serious candidates and get on with

recruitment again if necessary.

NON-JOINERS:

 Candidates who do not join even after all the above are to be classified and not to

 be considered again in future (with very rare expectations when the non-joining

was out of the candidates control, e.g. Accident or hospitalization, etc.

RECRUITMENT OF EX-EMPLOYEES:

We accept the candidature of ex-employees only when there is positive feedback 

and approval from the top management.

Page 27: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 27/48

DISCIPLINARY POLICY

General Office Discipline

• Gathering in common places like-cases, toilets and corridors is not

allowed.

• Gossiping or rumors should not be encouraged.

• Any bad work habits or indecent behavior of any employee must be

 brought to the notice of management immediately.

• Proper use of facilities is a requirement such as switching off of electrical

items, computers, water taps when not in use.

• Park your vehicle at the appropriate place and in order.

• Wear identity card daily.

EMPLOYEES BENEFITS

• Accident Benefit from ESCI

• Dependent Benefit from ESCI

Page 28: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 28/48

• Group Accident Insurance Benefit

• Funeral Benefit From ESCI

  RESEARCH METHODOLOGY

MEANING

A research cannot be conducted abruptly. Researcher has to proceed

systematically in the already planned direction with the help of a number of steps

in sequence. To make the research systemized the researcher has to adopt certain

methods. The methods adopted by the researcher for completing the study are

called research methodology. In other words Research Methodology is simply the

 plan of action for a research which explains in detail how data is to be collected,

analyzed and interpreted.

Data becomes information only when a proper methodology is adopted. Thus

we can say Methodology is a tool which processes the data in to reliable

information. The present chapter attempt to highlight the research adopted in this

 project.

COMPONENTS OF RESEARCH METHODOLOGY:

• Research design

Page 29: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 29/48

• Collection of data

• Tabulation of data

• Analysis of data

• Research plan

• Statistical tools plan

RESEARCH DESIGN

Research Design is the arrangement conditioned for data collection & analysis in a

manner that aims to combined relevance to research purpose with economy in

 procedure.

A research design is a master plan or model for the conduct of formal

investigation. It is blue print that is followed in completing study.

The research conducted by me is a descriptive research. This is descriptive in

nature because study is focused on fact finding investigation in a well structured

form and is based on primary data.

Collection of Data:

  Different types of data collected in the course of research work constituted the

 body of this report. The data collected were in various forms and in different

Page 30: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 30/48

methods. However, the data can be classified into two broad categories boring upon

their sources of collection.

Primary Data:

  There are the data that are collected by self-administrated questionnaire in the

 presence of the interviewer .

Secondary Data:

  There are the data that are available from Ortel.comWeb side, Google.com etc.

Tabulation of Data:

After the collection of data, the immediate next step was the tabulation of data

various data, collected through questionnaire were tabulated as per the situation.

Against each question the response were tabulated.

Analysis of Data:

  The analysis of data which is the step of this research report was done

 basically through highest percentage of respondents against each question.

Preparation of Report:

  Finally the report was prepared basing upon the analyzed data, collected

information, literature study and the visual observations.

RESEARCH PLAN

Page 31: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 31/48

Type of study: For completing my study I have gone for sample study because

looking at the size of population & the time limitation it was not convenient for 

me to cover entire population. Hence I have gone for sample study rather than

census study.

SAMPLING PLAN

A sample design is a definite plan for obtaining a sample from a given population.

It refers to the technique or the procedure that researcher would adopt in selecting

items from sample. Sampling plan may as well lay down the member of items to

 be inched in the sample i.e. the size of sample. Sampling plan is determined

 before data are collected.

STEPS IN SAMPLING PLAN

SAMPLING FRAME:

The list of sampling units from which sample is taken is called sampling frame.

Samples were taken from the HR persons of the company, interviewer and

interviewee

Page 32: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 32/48

SAMPLING SIZE:

Total sample size is 8.

SAMPLING PROCEDURE:

The selection of respondents were accordingly to be in a right place at a right

time and so the sampling were quite easy to measure, evaluate and co-operative. It

was a randomly area sampling method that attempts to obtain the sample of 

convenient elements.

FIELD WORK:

I have collected the data through medium called questionnaire collecting the

responses from 8 people in all.

I started my project very first educating the responded about my entire project,

and ask them to co-operate with me. Mostly all the respondent were aware of this

type of surveys. So I didn’t face any type of difficulty during my project in the

 process of explaining and taking their responses on the questionnaire.

STATISTICAL TOOLS USED:

• Percentage Analysis & Graphs: Percentage refers “for every hundred”. It is

used to make easy comparisons of fractions. In the study, fractions of 

Page 33: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 33/48

respondents choosing different answers are converted into percentages and

interpretations are made.

Formula:

% of Respondents= No of respondents * 100

 No of respondents

• Chi- Square Method: It is a non parametric test used most frequently  to

test the hypothesis. This aims at determining whether significant difference exists

among groups of data or whether differences are due to sampling. It describes the

discrepancy theory and observation. This test is done to find the dependence of 

one factor over the other.

  X2 = £ (O-E)2/ E.

Where ‘E’ =the expected frequency

‘O’ = the observed frequency

Degree of Freedom = (r-1) (c-1)

Properties of Chi- Square:

• X2 cannot be negative in value, it is Zero or Positive

• X2 are not symmetrical, it is skewed to the right

• There is a different X2 distribution for every number of degree of freedom

• For degree of freedom exceeding 30, the X2 distribution is approximated

 by normal distribution.

Page 34: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 34/48

• RANKING METHOD [ USING WEIGHTAGES]:

Weights or points are allotted for each of the ranks and here the

individual responses for various ranks of a single factor are multiplied by

their weight ages. For example rank 1 is given 4 points; rank 2 is given 3

 points. The summation is obtained. The procedure is similarly done for the

other attributes and finally the attributes are ranked accordingly.

LIMITATIONS:

• The study was limited to Bhubaneswar only.

• There was lack of sufficient time for the survey.

• Though, I have tried my best to reach all the interviewee of “Ortel

communication ltd”. But due to lack of sufficient time it was not

  possible. Also the sample was small to find out any concrete

information recruitment and selection procedure of the company. The

secondary data’s are also not plenty available.

Page 35: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 35/48

ANALYSIS

The followings are the analysis of 8 responded regarding the recruitment procedure

of Ortel communication ltd.

Table-1

A Employee referral 40%

B Advertising 10.%

C Recruitment agencies 20.%D Campus recruitment 10%

E Job portal 20%

Page 36: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 36/48

 Number of person recruited in different level in last year 

levels Numbers approximately

A Managerial >25

B Executive >50

C Non-executive >75

D Technician >50

E Customer Care >75

Page 37: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 37/48

The average time spent by HR dept. during recruitment of candidates of 

different level?

Levels Days

Managerial level 7daysExecutive level 7days

 Non-executive level 20days

Technicians 25days

Customer Care 15days

Sales representative 21days

Page 38: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 38/48

Percentage of candidates within 6-months to 1-year after being offered?

level Percentagea Managerial level 12

 b Executive level 15

c Non executive level 18

d Technician 25

e Sales Representative 20

Page 39: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 39/48

The percentage of candidates working with the organization more than

3years

levels Percentages

A Managerial level 95

B Executive level 90

C Non-executive level 90

D Technician 80

E Customer Care 85

F Sales representative 80

Page 40: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 40/48

FINDINGS

• On an average 40% candidates are by employee referral, 10% by

advertisement, 20% by job portal &10% by campus recruitment.

• Total of approximately 95% of employee exits with the organization more

than 3 years.

• They use tests like written, aptitude, group discussion, personal interview,

 psychometric tests for the recruitment purpose.

Page 41: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 41/48

CONCLUSION

 Overall the recruitment process of Ortel communication ltd is good enough for 

fulfilling their purpose of recruitment of new employees. They follow the

standardized recruitment process for outsourcing employees.

SUGESSIONS

They must find more applicants for their recruitment process if they use more

 percentage advertising resource. It may provide better and easy way to find out the

appropriate and efficient candidate.

Page 42: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 42/48

BIBLIOGRAPHY

• www.google.com

• www.ortel.com

• Human resource management and industrial relations by P.SUBBA RAO

• Personnel management by C.B.MAMORIA & S.V.GANKAR 

Copy of Questionnaire on Recruitment Process for Primary Data Collection.

Name – 

Company’s name –Ortel communication pvt.ltd

Designation – 

Date-

Note – Please tick the appropriate option.

1. What source you adopt to source candidates?

Sources yes no percentage

A Employee referral ……..%

B Advertising ……..%

C Recruitment agencies ……..%

D Campus recruitment ……..%

Page 43: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 43/48

E Job portal ………%

F Other, specify

2. How do you track the source of candidate?

A Manual

B Software

C Both

3. Do you follow different recruitment process for different grades of 

employees?

a. YES b. No

 4. What source has provided you with highest performers?

(Both quantity wise and quality wise)

a. Advertising

 b. Employee reference

c. Recruitment agency

5. Do you use any of the following tests during the process of recruitment and

weightage according to your policy?

Tests Yes No Low High

1 2 3 4 5

A Written

B Aptitude

C Group Discussion

D Personal interview

Page 44: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 44/48

E Psychometric

F Other, specify…………………………..

6. Please mention apart from HR dept. which other dept. are involved in the

interviewing process?

Departments Yes No

A Marketing & sales

B Administration

C Operation

D Customer care

E Technology

7. Do you collect and verify the reasons for leaving the job of candidates?

a. Yes b. No

 8. Do your organization follow the govt. policy for employment of candidates

under reserve category ?

a. Yes b. No

9. Do you take any technological support for the process of recruiting?

Support Yes No

A Telephone

B Video conferencing

C Online support

10. In how much time does the whole recruitment process generates results?

(Time taken in the whole process i.e. from tests, personal interviews to final

list of selected candidates)

a. One week d. Four week 

Page 45: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 45/48

  b. Two week e. More

c. Three week 

11. How many recruitments you did in the last fiscal year in different level.

Level Number of person recruited in diff.level

0-25 25-50 50-75 75-100 More than

100

A Managerial

B Executive

C Non-executiveD Technician

E Customer Care

12.what are the verification you do in recruiting a candidate?

List Yes NoA Educational qualification

B Legal background check 

C Professional background check 

D Reference check 

E Family background check 

13. How much time do you spend on T&D and Induction per employee?

Level Time spend on T&D and InductionOne week Two weeks Three

weeks

Four weeks More

A Managerial

B Executive

C Non-executive

D Technician

E Customer Care

f Sales representative

Page 46: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 46/48

14. What is the average time spent by HR dept. during recruitment of 

candidates of different level ?

Sl.No Level Working days

Less than 5 5 to15 15 to 25 25 to 35 More than

35

A Managerial level

B Executive level

C Non-executive level

D Technicians

E Customer Care

F Sales representative

15. What is the back out percentage of candidates within 6-months to 1-year

after being offered?

Level Percentage

5-20% 20-35% 35-50% More than 50%

a Managerial level

 b Executive level

c Non executive level

d Technician

e Sales Representative

f Customer care

Page 47: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 47/48

16. What percentage of candidates working with the organization more than

3years?

Level Percentage

Less than

50%

50 to 65% 65 to

80%

80 to 95%

A Managerial level

B Executive level

C Non-executive level

D TechnicianE Customer Care

F Sales representative

17. Does the company reimburse the traveling cost incurred by the candidate

for appearing in the interview?

a. Yes

 b. No

c. Depends,

specify………………………………………………………………………………

18. What is the total number of personnel in your HR department?

 Number Yes NO

0-10 persons

10-20 persons

Page 48: ortel

8/8/2019 ortel

http://slidepdf.com/reader/full/ortel 48/48

20-30 persons

Above 40

19. Which is the biggest challenge that you face in the whole process of 

recruitment? 

A. Availability of work force

Yes No

B. identification of vacancies

C. Identification of right candidate

D. Negotiation on salaryE. Motivating the employee