of 72

Final Project

Published on March 2017 | Categories: Documents | Downloads: 1 | Comments: 0
26 views

Comments

Content



SUMMER TRAINING PROJECT REPORT
On
ANALYTICAL STUDY OF RECRUITMENT &
SELECTION PROCESS
AT
NOIDA
Submitted in partial fulfillment of the requirement for the degree
of
PGDM
By
Shivani Guain
!PGDM"##$%&
G'(' NANA) INSTIT'T* O+ MANAG*M*NT
P'N,ABI BAG-. D*/-I
1

PREFACE
I got an opportunity to 0or1 at Indiainfoline ltd2. Noida for my ummer 0hi3h
intigated the idea of the pro4e3t2 I read -(M by 5Ah0athapa6 0hi3h gave me a
foundation to -'MAN (*SO'(7* a a fun3tion2 /ater I urfed the net for more
pe3ifi3 information and bro0ed through a variety of -( poli3ie of 3ompanie2 It
gave me a brief 1no0ledge about (e3ruitment and I formed a quetionnaire for the
3ompany8 (e3ruitment department2
I have found ome intereting inight regarding (e3ruitment 0hi3h are mentioned
in the report2
So. 0ith due repe3t to my patient reader. I 0el3ome you to the unremitting
pro3e of (e3ruitment2
2

ACKNOWLEDGEMENT
I am greatly indebted to variou people. 0ho dire3tly or indire3tly
3ontributed in the development of thi 0or1 and 0ho influen3ed my
thin1ing. behavior. and a3t during the 3oure of tudy2
I e9pre my in3ere gratitude to fa3ulty member of Guru Nana1
Intitute Of Management. Delhi for providing me an opportunity to undergo
ummer training at 5Indiainfoline /td62
I am than1ful to M2 Saba :urehi !(e3ruitment& and Mr2Ar3hana
Dehpande!Pro4e3t Guide& for their upport. 3ooperation. and motivation
provided to me during the training for 3ontant inpiration. preen3e and
bleing2
I alo e9tend my in3ere appre3iation to (e3ruitment team of
Indiainfoline ltd2 0ho provided their valuable uggetion and pre3iou time in
a33omplihing my pro4e3t report2

Shivani Guain
3

DECLARATION CERTIFICATE
I. Shivani Guain. tudent of PGDM . tudying at Guru Nana1 Intitute Of
Management. Delhi. hereby de3lare that the ummer training report on
5ANA/;TI7A/ ST'D; ON (*7('ITM*NT AND S*/*7TION IN II+/
NOIDA6 ubmitted to Guru Nana1 Intitute Of Management. in fulfillment of
Degree of PGDM i original 0or1 3ondu3ted by me2
The information and data given in the report i authenti3ate to the bet of
my 1no0ledge2

SIGNATURE
DATE:
4


CERTIFICATE OF APPROVAL
The foregoing pro4e3t entitled 5SO'(7ING AND (*7('ITM*NT IN II+/
NOIDA6 i hereby approved a a 3reditable tudy of reear3h topi3 and ha
been preented in atifa3tory manner to 0arrant it8 a33eptan3e a
prerequiite to the degree for 0hi3h it ha been ubmitted2
5

TABLE OF CONTENT
1. OBJECTIVES OF STUDY
2. COMPANY PROFILE
 Abo! " IIFL
 Lo#$!%on
 M$n$&'('n!
 V%)%on* M%))%on* V$+').
 O,&$n%-$!%on$+ )!,#!,'.
 A.$,/) $n/ R'#o&n%!%on
0. INTRODUCTION OF T1E TOPIC
2. RESEARC1 MET1ODOLOGY
 D$!$ Co++'#!%on M'!3o/)
 S$(4+' /')%&n
5. FINDINGS
6. SUGGESTIONS
7. CONCLUSIONS
8. LIMITATIONS OF T1E STUDY
9. BIBLIOGRAP1Y
1: .ANNE;URE
6



E<'#!%=' S(($,>
The pro4e3t titled 5ANA/;TI7A/ ST'D; ON (*7('ITM*NT AND
S*/*7TION P(O7*SS IN II+/6. Noida i about re3ruitment and ele3tion
pro3e 0hi3h i an important part of any organi<ation and i 3onidered a a
ne3eary aet of a 3ompany2 In fa3t. re3ruitment and ele3tion give a home
ground to the organi<ation a3umen that i needed for proper fun3tioning of the
organi<ation2 It8 a methodology in 0hi3h the parti3ular organi<ation 0or1 and
ho0 a ne0 3andidate 3ould be re3ruited in u3h a 0ay that he"he 0ould be fitted
for the right 1ind of 3areer2
There are t0o type of fa3tor that affe3t the (e3ruitment of 3andidate for the
3ompany
 Internal fa3tor
 *9ternal fa3tor
The ob4e3tive of ele3tion de3iion i to 3hooe the individual 0ho 3an mot
u33efully perform the 4ob from the pool of qualified 3andidate2 Sele3tion
pro3e or a3tivitie typi3ally follo0 a tandard pattern. beginning 0ith an initial
3reening intervie0 and 3on3luding 0ith final employment de3iion2

7

OBJECTIVE OF T1E STUDY
T3')' $,' )o(' 4o%n!) o? [email protected]'#!%=' !3$! .$) )!/%'/ b> (':A
 To undertand the re3ruiting pro3edure follo0ed in II+/2
 =ariou our3ing trategie and method ued in the re3ruitment pro3e2
 To evaluate the u33e of re3ruitment pro3edure follo0ed in II+/ in term of
quality repone2
 To give uitable re3ommendation to treamline the hiring pro3e2
8

9

COMPANY PROFILE
INTRODUCTION
II+/ -olding /imited i the ape9 holding 3ompany of the entire II+/ Group. 0hi3h i a
leading finan3ial ervi3e 3ompany in India. promoted by firt generation entrepreneur2
>e have a diverified buine model that in3lude 3redit and finan3e. 0ealth
management. finan3ial produ3t ditribution. aet management. 3apital mar1et adviory
and invetment ban1ing2
They have a largely retail fo3ued model. ervi3ing over ? million 3utomer. in3luding
everal la1h [email protected] 3utomer for mutual fund. inuran3e and 3onumer 3redit2 Thi
ha been a3hieved due to their e9tenive ditribution rea3h of 3loe to A.BBB buine
lo3ation and alo innovative method li1e eminar ale and ue of mobile van for
mar1eting in maller area2
Their evolution from an entrepreneurial [email protected] to a mar1et leaderhip poition i a tory
of teady gro0th by adapting to the 3hanging environment. 0ithout loing the fo3u on
their 3ore domain of finan3ial ervi3e2 Their NB+7 and lending buine a33ount for
#$C of 3onolidated in3ome in +;DE and ha a diverified produ3t portfolio rather than
remaining a [email protected] NB+72 They are a leader in ditribution of life inuran3e and
mutual fund among [email protected] entitie2 Although the hare of equity bro1ing in total
in3ome 0a only DEC in +;DE. II+/ 3ontinue to remain a leading player in both. retail
and intitutional pa3e2
DESCRIPTION
10

In/%$ In?o +%n' BIIFLC group. i a bro1erage firm dealing in retail bro1erage. intitutional
bro1erage. 3onumer lending. intitutional lending. realty and 0ealth management2 II+/
!India Info line +inan3e /td2& 0a founded in D%%# by Mr2 Nirmal ,ain !7hairman& a an
independent buine reear3h and information provider2 It gradually evolved into a
finan3ial ervi3e olution provider2 II+/ ha a net0or1 of EBBB buine lo3ation pread
over more than FBB 3itie and to0n a3ro India2 II+/ i lited on the Bombay Sto31
*93hange !BS*& and the NationalGSto31G*93hangeGofGIndia !NS*& for e3uritie
tradingH 0ith M7I. N7D*I and DG7I for 3ommoditie tradingH and 0ith 7DS/ and
NSD/ a depoitory parti3ipant
2
II+/ i regitered a a 7ategory I mer3hant ban1er and i
a S*BI regitered portfolio manager2
P'o4+' P3%+o)o43>:A At II+/. our philoophy i to fa3ilitate a ynergeti3 and
interdependent relationhip bet0een an individual and the 3orporate through
3omplete employee involvement2 The 3ornertone of our human reour3e
management philoophy i the 3onvi3tion that the 0ellbeing of the 3ompany and it
people are interdependent. and that the 3ompanyJ mot valuable aet i it people2
Wo,D #+!,':A
 E(4+o>'' #'n!,%#K Our fo3u i the 0elfare of our 0or1for3e2 Initiative to
promote their health. afety and 0ellbeing are introdu3ed and updated regularly2
 T,$n)4$,'n!: Aegi en3ourage a free [email protected] flo0 of information
and permit open di3uion of differing vie02
 D'='+o4('n! ?o#)'/K >ith an array of global lo3ation and 3areer
opportunitie. there i 3ope for 3ontinuou learning and gro0th2
 R')4'#! ?o, %n/%=%/$+ /%&n%!>: >e treat every peron 0ith repe3t and
value hi " her idea and thought2 >e vie0 3ontru3tive differen3e in opinion a
learning opportunitie2
11

 C)!o(', o,%'n!'/: >e not only undertand our 3utomer value. but alo
the value the 3utomer add to our buine2
 T'$( /,%='n: By 3elebrating a3hievement big and mall and appre3iating
ea3h other8 3ontribution a a team. 0e en4oy our 4ourney to u33e2
VISION* MISSION* AND VALUES
VISION
5At II+/ 0e enviion to 3ontantly innovate in order to have uperior
e9e3ution for our 3lient. thereby 3reating 0ealth for all the ta1eholder2 6
Thi viion i further arti3ulated through the a3ronym VIEW. 0hi3h guide
our thought. plan and a3tion. a 3aue for our effi3ien3y and 3utomer
fo3u and a trademar1 from the very beginning2
12

M%))%on
At II+/. our viion. =I*>. provide a frame0or1 for our operation2 To a3hieve
our goal. 0e approa3h thi 3ompany viion 0ith the mantra L happy
employee. happy 3utomer and happy hareholder2
 1$44> E(4+o>'')
Provide progreive opportunitie and platform that nurture people to parti3ipate.
learn and unleah properity through 3ontant and relevant engagement2
 1$44> C)!o(',)
[email protected] 0ith our 3utomer and provide them uperior value through our
global delivery platform and a 3la of ervi3e that i 3utomi<ed and
innovative to meet and e93eed their e9pe3tation
 1$44> S3$,'3o+/',)
Provide our hareholder an intitution that 3reate utainable e3onomi3
value by effi3iently managing all 3lae of aet2
13

ORGANISATION STRUCTURE
M,. N%,($+ J$%n
Chairman, IIFL Holdings Ltd.
• Mr2 Nirmal ,ain i the founder and 7hairman of II+/ -olding
/td2 -e i a PGDM !Pot Graduate Diploma in Management& from IIM !Indian Intitute
of Management& Ahmedabad. a 7hartered A33ountant and a [email protected] 7ot
A33ountant2 -i profeional tra31 re3ord i equally outtanding2 -e tarted hi 3areer in
D%$% 0ith -indutan /ever /imited. the Indian arm of 'nilever2 During hi tint 0ith
-indutan /ever. he handled a variety of reponibilitie. in3luding e9port and trading in
[email protected] -e 3ontributed immenely to0ard the rapid and profitable gro0th of
-indutan /everJ 3ommodity e9port buine. 0hi3h 0a then the nationJ a 0ell a the
7ompanyJ top priority2
-e founded Probity (eear3h and Servi3e Pvt2 /td2 !later [email protected] India Infoline& in
D%%FH perhap the firt independent equity reear3h 7ompany in India2 -i 0or1 et ne0
tandard for equity reear3h in India2 Mr2 ,ain 0a one of the firt entrepreneur in India
to ei<e the internet opportunity. 0ith the laun3h of 0002indiainfoline23om in D%%%2
'nder hi leaderhip. India Info line not only teered through the dot3om but and one of
the 0ort to31 mar1et do0ntrend but alo gre0 from trength to trength2
Mr2(2=en1ataraman
Managing Director, IIFL Holdings Ltd
14

• Mr2 ( =en1ataraman. [email protected] and Managing Dire3tor of II+/ -olding /td.
i a B2Te3h !ele3troni3 and ele3tri3al 3ommuni3ation engineering. IIT )haragpur& and
an MBA !IIM Bangalore&2 -e 4oined the II+/ -olding /td Board in ,uly D%%%2 -e
previouly held enior managerial poition in I7I7I /imited. in3luding I7I7I Se3uritie
/imited. their invetment ban1ing 4oint venture 0ith , P Morgan of 'S. BM> and Taib
7apital 7orporation /imited2 -e 0a alo the Aitant =i3e Preident 0ith G * 7apital
Servi3e India /imited in their private equity diviion. poeing a varied e9perien3e of
more than D% year in the finan3ial ervi3e e3tor
15

(*>A(DS AND (*7OGNITION
2
16

• Bet 7utomer Servi3e in +inan3ial Servi3e. ?BDE @ (etailer 7utomer Servi3e
A0ard
• Bet 7ommoditie Invetment. ?BD? N *uro Money
• Top Performer. *quity !+I 7ategory&. ?BD? N BS*
• Bet Bro1ing -oue 0ith Global Preen3e. ?BDD O ?BD? N DOB
• No2 D in +i9ed In3ome Portfolio Management in India. ?BD? N *uro Money
7O(PO(AT* SO7IA/ (*SONSIBI/IT;K In line 0ith II+/8 viion to be the
Pmot repe3ted 3ompany in the finan3ial ervi3e pa3e8. the 3ompany re3ognie the
importan3e of 3ontributing to and utaining o3ial tranformation2 The II+/ +oundation
ha been et up to 0or1 in area of 1ill development for variou indutrie and to enure
finan3ial in3luion through the upport and upliftment of the underprivileged e3tion of
o3iety2
EMPLOYEE ITA 1ELP DESK SERVICES:
Our employee IT [email protected] ervi3e provide te3hni3al problem reolution and upport
for 3orporate employee2
17

Servi3e *9ampleK ytem problem reolution related to de1top. OS. 3onne3tivity et32.
offi3e produ3tivity tool upport in3luding bro0er and mail. ne0 ervi3e requet. IT
operational iue. produ3t uage querie. et3222
INSURANCE PROCESSING:
Our inuran3e pro3eing ervi3e provide pe3iali<ed olution to the inuran3e e3tor
and upport 3riti3al buine pro3ee appli3able to the indutry right from ne0
buine a3quiition to poli3y maintenan3e to 3laim pro3eing2
Servi3e *9ampleK
18

Ne0 Buine"promotion . inbound"outbound ale. Initial Setup. 7ae Management.
(i1 aement. Poli3y iuan3e . re3ord 3hange li1e name. benefi3iary. nominee
addre. a33ounting. 3utomer 3are ervi3e via voi3e"email et32
FORMULATON OF T1E BUSINESS POLICY
 The (%))%on of the buine i it mot obviou purpoe that normally
remain un3hanged over time2
 The =%)%on of the buine refle3t it apiration and pe3ifie it intended
dire3tion or future detination2
 The [email protected]'#!%=') of the buine refer to the end or a3tivity at 0hi3h a
3ertain ta1 i aimed2
 The buine 4o+%#> i a guide that tipulate rule. regulation and
ob4e3tive. and may be ued in the managerJ [email protected] It mut be fle9ible and
eaily interpreted and undertood by all the employee2
 The buine trategy refer to the 3oordinated plan of a3tion that it i going
to ta1e. a 0ell a the reour3e that it 0ill ue. to reali<e it viion and [email protected]
ob4e3tive2 It i a guideline to manager. tipulating ho0 they ought to allo3ate and
utili<e the fa3tor of produ3tion to the buineJ advantage2
2
19

20

METHODOLOGY
SAMPLING
The data in peronnel reear3h i obtained by ele3ting random ampling method2 'nder
the ampling method data are 3olle3ted from a part of e9e3utive and employer on the
bai of 0hi3h data 3on3luion are dra0n for the 0hole population of e9e3utive and
employer2
>e have adopted ampling. 0hi3h i relevant for thi urvey2 In random ampling 0e
ele3t the e9e3utive randomly form the all e9e3utive2
SAMP/* SIM*Q DBB
MET1ODS OF DATA COLLECTION
The main mode of data 3olle3tion i dire3t intera3tion 0ith the employee and employer2
Some information i alo 3olle3ted by their repe3tive enior2
SOURCES OF DATA
21

The ta1 of data 3olle3tion begin after the ob4e3tive of the reear3h ha been defined2
There are t0o 1ind of data that 3an be 3olle3ted2 One i primary. 0hi3h i original in
3hara3ter a it ha been 3olle3ted for the firt time2 The other one e3ondary. 0hi3h 0a
already been 3olle3ted and need only. be 3ompiled2
PRIMARY DATA
It i the pure our3e of information2 It in3lude dire3t flo0 of information and data2 Thi
type of information i 0ell truted and 3ertified be3aue of no intermediarie and
biane2
Primary data 0a 3olle3ted through urvey method by ditributing quetionnaire to the
7andidate2 The quetionnaire 0ere 3arefully deigned by ta1ing into a33ount the
parameter of my tudy2
SECONDARY DATA
Se3ondary data mean data that i already available i2e2 they refer to the data 0hi3h have
been 3olle3ted and analy<ed by omeone ele2 Se3ondary data may be either publihed
data or unpublihed data2 Available manual and peronnel file have been ued a
e3ondary data2
22

Se3ondary data ha been 3olle3ted by the 3ompany8 re3ord file. pat re3ord. maga<ine
et32 thee are 3olle3ted on the matter u3h a hitory of organi<ation. finan3ial gro0th.
net0or1 0or1for3e. management tru3ture and human reour3e development programme2
23

1UMAN RESOURCE MANAGEMENT
-uman reour3e management i the management of an organi<ationJ employee2 >hile
human reour3e management i ometime referred to a a RoftR management 1ill.
effe3tive pra3ti3e 0ithin an organi<ation require a trategi3 fo3u to enure that people
reour3e 3an fa3ilitate the a3hievement of organi<ational goal2
24

-uman (eour3e Management !-(M& i the fun3tion 0ithin an organi<ation that fo3ue
on re3ruitment of. management of. and providing dire3tion for the people 0ho 0or1 in
the organi<ation2 -uman (eour3e Management 3an alo be performed by line manager2
-uman (eour3e Management i the organi<ational fun3tion that deal 0ith iue related
to people u3h a 3ompenation. hiring. performan3e management. organi<ation
development. afety. 0ellne. benefit. employee motivation. 3ommuni3ation.
adminitration and training2
-uman (eour3e Management i alo a trategi3 and 3omprehenive approa3h to
managing people and the 0or1pla3e2
25

RECRUITMENT
26

(e3ruitment i 5hiring6 of employee from outide2 (e3ruitment ha been regarded a the
mot important fun3tion of the -( department . be3aue unle the right type of people
are hired. even the bet plan. organi<ation 3hart and 3ontrol ytem 0ould not do mu3h
good2
(e3ruitment i the di3overing of potential appli3ant for a3tual or anti3ipated
organi<ational va3an3ie2 A33ordingly the purpoe of re3ruitment i to lo3ate our3e of
manpo0er to meet the 4ob requirement and 4ob pe3ifi3ation2
It i defined a 5a pro3e to di3over the our3e of manpo0er to meet the requirement
of taffing 3hedule and to apply effe3tive meaure for attra3ting the manpo0er to
adequate number to fa3ilitate effe3tive ele3tion of an effe3tive 0or1for3e62
Yo/', point out that 5re3ruitment i a pro3e to di3over the our3e of manpo0er to
meet the requirement of the taffing 3hedule and to employee effe3tive meaure to
attra3ting that manpo0er in adequate number to fa3ilitate effe3tive ele3tion of an
effe3tive 0or1for3e26
Edwin B Flippo defines re3ruitment a 5the pro3e of ear3hing for prope3tive
employee and timulating them to apply for the 4ob in the organi<ation26
5It i the pro3e of finding and attra3ting 3apable appli3ant for employment2 The
pro3e begin 0hen ne0 re3ruit are ought and end 0hen their appli3ation are
ubmitted2 The reult i a pool of appli3ant from 0hi3h ne0 employee are ele3ted26
TYPES OF RECRUITMENT
In!',n$+ R'#,%!('n! " It i a re3ruitment 0hi3h ta1e pla3e 0ithin the 3on3ern or
organi<ation2 Internal re3ruitment are primarily three N preent employee. employee
referral. and former employee2
Internal re3ruitment may lead to in3reae in employee8 produ3tivity a their motivation
level in3reae2 It alo ave time. money and effort2 But a dra0ba31 of internal
re3ruitment i that it refrain the organi<ation from ne0 blood2 Alo. not all the
27

manpo0er requirement 3an be met through internal re3ruitment2 -iring from outide ha
to be done2
T3',' $,' !3,'' !>4') o? %n!',n$+ ,'#,%!('n!:
a& P,')'n! '(4+o>'')@ Promotion and tranfer from among the preent employee 3an
be a good our3e of re3ruitment2 Promotion implie upgrading of an employee to a higher
poition 3arrying higher tatu. pay and reponibilitie2 A tranfer refer to hifting an
employee from one 4ob to another 0ithout any 3hange in the poition"pot. tatu and
reponibilitie2
b& E(4+o>'' ,'?',,$+)@ The e9iting employee refer their family member. friend and
relative to the 3ompany a potential 3andidate for the va3an3ie to be filled up in the
organi<ation2
3& Fo,(', E(4+o>'')@ ome former employee 0ho left the organi<ation for any reaon.
may be intereted to 3ome ba31 to 0or12 (etired or retren3hed employee may be
intereted to 3ome ba31 to the 3ompany
E<!',n$+ R'#,%!('n! A *9ternal our3e of re3ruitment have to be oli3ited from
outide the organi<ation2 *9ternal our3e are e9ternal to a 3on3ern2 But it involve lot of
time and money2 The e9ternal our3e of re3ruitment in3lude @ advertiement.
employment agen3ie. edu3ational intitute. raiding or poa3hing. [email protected]@mouth2
a& A/=',!%)'('n! A It i an e9ternal our3e 0hi3h ha got an important pla3e in re3ruitment
pro3edure2 The bigget advantage of advertiement i that it 3over a 0ide area of mar1et
and 3attered appli3ant 3an get information from advertiement2 Medium ued i
Ne0paper and Televiion2
b& E(4+o>('n! A&'n#%') A There are 3ertain profeional organi<ation 0hi3h loo1 to0ard
re3ruitment and employment of people. i2e2 thee private agen3ie run by private
individual upply required manpo0er to needy 3on3ern2
28

3& E/#$!%on$+ In)!%!!%on) A There are 3ertain profeional Intitution 0hi3h erve a an
e9ternal our3e for re3ruiting freh graduate from thee intitute2 Thi 1ind of
re3ruitment done through u3h edu3ational intitution i 3alled a 7ampu (e3ruitment2
They have pe3ial re3ruitment 3ell 0hi3h help in providing 4ob to freh 3andidate2
d& R$%/%n& o, 4o$#3%n&A (aiding or poa3hing i a method of re3ruitment 0hereby the rival
firm by offering better term and 3ondition. try to attra3t qualified employee to 4oin
them2
e& Wo,/Ao?A([email protected] In thi method. the 0ord i paed around the poible va3an3ie or
opening in the organi<ation2
M'!3o/) o? R'#,%!('n!
Dunn and Stephen ummarie the poible re3ruiting method into three 3ategorie.
namely
D2 Dire3t method
?2 Indire3t method
E2 Third party method
DIRECT MET1OD
The dire3t method in3lude ending of the re3ruiter to different edu3ational and
profeional intitution. employee 3onta3t 0ith publi3 and mannered e9hibit2 One of
the 0idely ued method i ending the re3ruiter to different 3ollege and te3hni3al
3hool2 Thi i mainly done 0ith the 3ooperation of the pla3ement offi3e of the 3ollege2
Sometime. firm dire3tly oli3it information form the 3on3erned profeor about
tudent 0ith an outtanding re3ord2
Other dire3t method in3lude ending re3ruiter to 3onvention and eminar. etting up
e9hibit at fair2
INDIRECT MET1OD
29

Indire3t method involve mainly advertiing in ne0paper. on the radio. in trade and
profeional 4ournal. te3hni3al maga<ine and bro3hure2 Advertiement in ne0paper
and or trade 4ournal and maga<ine are the frequently ued method2 Senior pot i
largely filled 0ith u3h method2 Advertiing i very ueful for re3ruiting hourly 0or1er.
a 0ell a 3ientifi3. profeional and te3hni3al employee2
/o3al ne0paper 3an be good our3e of 3leri3al employee. and lo0er level
adminitrative employee2
The main point i that the higher the poition in the organi<ation the more dipered
advertiement i li1ely to be2 The ear3h for the top e9e3utive might in3lude
advertiement in a national periodi3al. 0herea the advertiement of the blue 3olor 4ob
uually 3onfine to the daily ne0paper2
A33ording to the A/=',!%)'('n! !$#!%# $n/ )!,$!'&> %n 4',)onn'+ R'#,%!('n!. three
main point need to be borne in the mind before an advertiement in inerted2
+irt. to viuali<e the type of appli3ant one i trying to re3ruit2
Se3ond. to 0rite out a lit of advantage the 3ompany offer. or 0hy hould the reader
4oin the 3ompany2
Third. to de3ide 0here to run the advertiement . not only in 0hi3h area. but alo in
0hi3h ne0paper having a lo3al. tate or a [email protected] 0ide 3ir3ulation2
T1IRD PARTY
Thee in3lude the ue of 3ommer3ial or private employment agen3ie. tate agen3ie. and
pla3ement offi3e of 3hool 3ollege and profeional ao3iation re3ruiting firm2
Private employment agen3ie are the mot 0idely ued our3e2 They 3harge a mall fee
from the appli3ant2 *mployee inform their peronnel requirement. 0hile 4ob ee1er get
information from them about the type of 4ob are referred by the employer2
S3hool and 3ollege offer opportunitie for re3ruiting their tudent2 They operate
pla3ement ervi3e 0here 3omplete biodata and other parti3ular of the tudent are
available2
E=$+$!%on o? !3' ,'#,%!('n! ('!3o/
30

The follo0ing are the evaluation of the re3ruitment [email protected]
D2 Number of initial enquire re3eived 0hi3h reulted in 3ompleted appli3ation form
?2 Number of 3andidate re3ruited2
E2 Number of 3andidate retained in the organi<ation after i9 month2
A2 Number of 3andidate at variou tage of the re3ruitment and ele3tion pro3e.
epe3ially thoe hort lited2
31

[email protected]'#!%=' o? ,'#,%!('n!
D2 To attra3t 0ith multi dimenional 1ill and e9perien3e that uite the preent and future
organi<ation trategie2
?2 To indu3t outider 0ith ne0 perpe3tive to lead the 3ompany2
E2 To infue freh blood at all level of organi<ation2
A2 To develop an organi<ational 3ulture that attra3t 3ompetent people to the 3ompany2
F2 To ear3h or headhunt people 0hoe 1ill fit the 3ompany8 value
#2 To fore3at ho0 many people 0ill be required in a 3ompany2
$2 To ear3h for talent globally not 4ut 0ithin the 3ompany2
%2 To deign entry pay that 3ompete on quality but not on quantum2
DB2 To anti3ipate and find people for poition that doen8t e9it yet2
(e3ruitment repreent the firt 3onta3t that a 3ompany ma1e 0ith potential employee2
It i through re3ruitment that many individual 3ome to 1no0 about the 3ompany and
eventually de3ide 0hether they 0ih to 0or1 for it2
The re3ruitment pro3e hould inform qualified individual about the 4ob o that
appli3ant 3an ma1e 3omparion 0ith their qualifi3ation and interet2
32

F$#!o,) $??'#!%n& R'#,%!('n!
There are t0o type of fa3tor that affe3t the (e3ruitment of 3andidate for the 3ompany2
1: In!',n$+ ?$#!o,)K @ Thee in3lude
@ 7ompany8 pay pa31age
@ :uality of 0or1 life
@ Organi<ational 3ulture
@ 7ompany8 i<e
@ 7ompany8 produ3t
@ Gro0th rate of the 3ompany
@ (ole of trade union
@ 7ot of re3ruitment
2: E<!',n$+ ?$#!o,)K Thee [email protected]
@ Supply and demand fa3tor
@ *mployment rate
@ /abour mar1et 3ondition
@ Politi3al. legal and government fa3tor
@ Information ytem
33

RECRUITMENT AT EIIFL NOIDAF
INDIAIN+O/IN* /TD2 i multinational outour3ing 3ompany that provide 3utomer
life3y3le management ervi3e. te3hnology olution. +inan3e and -( outour3ing
ervi3e. and ba31 offi3e upport2
I did my training in 5II+/ ltd2 Noida6 0hi3h i 3urrently providing
34
CREDIT
AND
FINANC
E
ASSET
MANAG
EMENT
WEALTH
MANAG
EMENT

At II+/ outbound pro3ee ta1e pla3e and the pro3e i having different eligibility
3riteria for re3ruitment of people in that pro3e. beide the main re3ruitment pro3e of
the 3ompany2
RECRUITMENT i a pro3e of ear3hing the right 3andidate for employment
and timulating them to apply for 4ob in the organi<ation2
RECRUITMENT PROCESS FLOW AT IIFL ENOIDAF
35
IIFL

STAGE WISE PURPOSE & RESPONSIBILTY
36
IIFL

SOURCING STRATEGY
Sour3ing trategie are the trategie adopted by the 3ompanie to re3ruit and ele3t right
1ind of people at right 4ob at right time2
The mot 3ompetitive organi<ation have begun to 3reate proa3tive re3ruiting 3ulture
0here everyone in the organi<ation be3ome 3ommitted to help in attra3ting top
performer2 Thoe 3ompanie that proa3tively leverage te3hnology 0ill be bet poitioned
to ride the 0ave in the ne0 emerging 3ompetition for global talent2
So ho0 do you ort through the flood 0ithout 0amping your 3urrent taffS
The firt tep i to identify your organi<ation8 our3ing trategy2
In the re3ruiting game there are !3,'' ($%n )o,#%n& )!,$!'&%'). thee [email protected]
• >arm.
• Neutral and
• 7old Sour3e Strategie2
Co+/ )o,#' )!,$!'&%')
T Media in3luding ne0paper. maga<ine. radio. televiion
T 7ollege"univerity re3ruiting
T ,ob fair
37

T 7ompany re3ruiter
Mot of thee trategie 3an dire3t 3andidate to your 3ompany8 0eb ite 0here they 3an
e9plore the opportunity at their leiure. free of any preure2 A larger hiring pool and
in3reaed flo0 of 3andidate allo0 the organi<ation to ele3t the bet 3andidate. rather
than lo0ering the hiring bar in order to fill a va3an3y from a limited pool2
Good 3andidate never tay on the mar1et for very long o to be qui31 require
automation2 7old our3e trategie help ave both partie8 time and treamline the
appli3ation pro3e2
The do0nide i that 3old our3ing i largely ineffi3ient2 Our tudie indi3ate that on
average the ratio of 3onta3t required per hire uing 3old our3e trategie alone i DBB
appli3ant for every one pla3ement2 +ee 3an range from UFBB2BB for a erie of 4ob ad to
EBC of an e9e3utive alary2
Proa3tive organi<ation 0ill ue 3old our3e re3ruiting a the beginning of an e9tenive
databae that 3an be lin1ed to future performan3e and retention iue2 The tra31ing of
3andidate provide valuable intelligen3e and 3an identify the bet our3e of re3ruit and
treamline future re3ruiting and ele3tion a3tivitie2
N'!,$+ So,#' S!,$!'&%')K
/argely ele3troni3. neutral our3e trategie in3lude 0ebite and reume retrieval
ytem that are programmed to ear3h million of reume for 1ey term2 Neutral our3e
trategie in3ludeK
• 7ompany >ebite *mployment Page
• (e3ruiter >eb Site
:ualified 4ob ee1er 0ho pot their reume are automati3ally invited to viit the hiring
3ompanie 3reening and appli3ant tra31ing ytem2 7andidate that meet the initial
hiring 3riteria. !language requirement. immigration tatu. li3ene et32& in the [email protected]
38

are invited to 3omplete a more robut 3reen that 0ill help the re3ruiting 3ompany
determine 3andidate fit. potential and attitude about the poition2
W$,( So,#' S!,$!'&%')
>arm mean that the potential 3andidate are 1no0n by the organi<ation2 Proa3tive
re3ruiting 3ulture ma1e re3ruitment an organi<ational fun3tion by re0arding thoe that
ue their o0n 3ir3le of influen3e in order to bring in high performing employee2 The
bet 0arm our3e re3ruiter. 0hether -( Generalit. hiring manager or employee. they
have a tra31 re3ord of pi31ing 0inner and are 3onidered to have ome ort of veted
interet in the u33e of a re3ruit2 Thi approa3h ma1e re3ruitment more upportive and
help turn it into an organi<ational fun3tion2
The bet 0ay to develop a re3ruiting 3ulture i to implement a ytem that help e9iting
employee to be3ome a3tive re3ruiter 0hile 3reening ne0 employee for their
re3ruitment potential
INTERVIEW PROCEDURE
AT INDIAINFOLINE LTD BNOIDACF
1. 1R INTERVIEW
• A,'$) K profile"bai3 1ill"reume verifi3ation
• D,$!%onK DBminute
• M'!3o/o+o&>K GD
• Con/#!'/ b>K re3ruitment e9e3utive
39

2. WRITTEN TEST
• A,'$)K 3omprehenion"logi3al reaoning"mathemati3al"indutry 1no0ledge
• D,$!%on K ?Bminute
• M'!3o/o+o&> K 0ritten aement
• Con/#!'/ b> K re3ruitment e9e3utive
0. TRAINING INTERVIEW
• A,'$)K 3ommuni3ation 1ill" 1no0ledge area"indutry 1ill
• D,$!%on KDB minute
• M'!3o/o+o&>K peronal intervie0
• Con/#!'/ b>K training reour3e
2. OPERATIONS INTERVIEW
• A,'$)K fitment"tability"fle9ibility
• D,$!%onK DBminute
• M'!3o/o+o&>K peronal intervie0
• Con/#!'/ b>K operation reour3e
5. TYPING TEST
40

• A,'$)K typing 1ill
• D,$!%on)K Fminute
• M'!3o/o+o&>K typing tutor
• Con/#!'/ b>K re3ruitment e9e3utive
41

SOURCING MET1ODS AT IIFLBNOIDAC
Are a [email protected]
INTERNALLY : GROWT1 PAT1
MOVES AS S1OWN BELOW:A
PROCEDURE OF INTERNAL GROWT1 PROCESS:A
42

The 3andidate ele3ted for the 4ob i the ne0 entrantH he 0or1 on floor to a3hieve high
performan3e2 Then. 3andidate i promoted to r2 e9e3utive level 0ith alary in3reae of
DFC2 Appraial me3hanim 0ill be baed on the performan3e of an employee2
After ?A month enior e9e3utive 0ith high performan3e and 0ho have 3leared all
tollgate in [email protected] blue module N underta1e aement 3enter2
If 3andidate i unu33eful he 0ill 3ontinue 0ith 3urrent pro3e. attempt to be amongt
the A or B 3ontributor2
7andidate 3an [email protected] for aement 3enter after # month. than for ne9t level
pe3iali<ed training 0ill be imparted on leaderhip eential. than after ?F month
undergo aement baed on training. u33eful peron 0ould be3ome team leader and
unu33eful . to be revie0ed for future 3oure of a3tion
E;TERNAL MET1OD OF SOURCING AT EIIFLF
ADVERTISEMENT [email protected]
Advertiement are the mot 3ommon form of e9ternal re3ruitment. 0hi3h i ued by the
re3ruiter at II+/2 +or re3ruitment advertiement i given in !lo3al and national
ne0paper. noti3e board. re3ruitment fair& and in3lude ome important information
relating to the 4ob !4ob title. lo3ation. ho0 to [email protected] by 7= or appli3ation form&2
>here a buine 3hooe to advertie 0ill depend on the 3overage needed !i2e2 ho0 far
a0ay people 0ill 3onider applying for the 4ob2
It i a very u33eful our3e 0hen 3andidate8 requirement i large2
MASS MAILING A Ma mailing i another type of our3e ued by re3ruitment
team at aegi to find out right 3andidate and timulate them to apply for 4ob at aegi2 In
thi pro3e mail are ent in bul1 at [email protected] ele3ted from internet. giving information
43

about the va3an3ie and detail about intervie0 o that intereted 3andidate 3an apply for
the 4ob2
MASS [email protected] Ma SMS i a type of re3ruitment in 0hi3h 3andidate are ent m2 In
thi pro3e phone number are ele3ted from the internet and m are ent to the ele3ted
number. thu. the eligible 3andidate are informed about the 4ob2
44

45

GUESTION:A1 T3' @ob ,')4on)%b%+%!%') $n/ @ob /')#,%4!%on $,' #+'$,+> /'?%n'/
b'?o,' $44'$,%n& ?o, !3' )'+'#!%on 4,o#')).
!A& Strongly agree
!B& Agree
!7& Diagree

!D& Strongly diagree

46

ANALYSIS:A #EC of the employee trongly agree that the 4ob reponibilitie and 4ob
de3ription are 3learly defined before appearing for the ele3tion pro3e2 EBC of the
employee agree. FC of the employee diagree and ?C of the employee trongly
diagree2
GUESTION:A 2 W3%#3 %) !3' (o)! %(4o,!$n! H$+%!> !3' o,&$n%-$!%on +ooD ?o, %n $
#$n/%/$!'I
!A& )no0ledge
!B& Pat e9perien3e

!7& 7ommuni3ation 1ill

!D& Di3ipline
!*& All of the above
ANALYSIS:A Above 3hart ho0 that V?C of the employee ay that the organi<ation
loo1 for
47

all the qualitie mentioned 2 DDC of the 3andidate ay organi<ation loo1 for
3ommuni3ation 1ill2
VC of the employee ay that the organi<ation loo1 for 1no0ledge2 FC of the
employee ay that the organi<ation loo1 for pat e9perien3e and FC of the employee
ay that the organi<ation loo1 for di3ipline
GUESTION: A 0 1o. ($n> ,on/) o? %n!',=%'. $,' #on/#!'/I
!A& [email protected]?
!B& [email protected]
!7& [email protected]
!D& More than A
ANALYSIS:A +rom the above 3hart it 3ould be inferred that #?C of the employee ay
that [email protected] round of intervie0 are 3ondu3tedH D$C ay that [email protected] round of intervie0 are
3ondu3tedH DBC ay that [email protected] round are 3ondu3ted and ret DBC ay that more than A
round are 3ondu3ted2
48

G')!%on: A 2 .3$! !'#3n%H') $,' )'/ !o !')! !3' '+%&%b%+%!> $n/ $4!%!/' o?
#$n/%/$!'I
!A& Peronal intervie0
!B& >ritten tet
!7& Typing tet
!D& All of the above
ANALYSIS:A +rom the 3hart it i 3lear that $BC of the employee feel that peronal
intervie0. 0ritten tet a 0ell a typing tet are 3ondu3ted to tet the eligibility and
aptitude of the employee2 D?C feel that 0ritten tet are ued for eligibility and aptitude
49

tet2 #C feel that peronal intervie0 i ued for eligibility and aptitude tet and ret ?C of
them feel that typing tet i ued2
G')!%on: A 5 On $n $=',$&' 3o. ($n> (%n!') /o') !3' 1R )!$?? )4'n/ on '$#3
,'#,%!('n!I
!A& DB min
!B& [email protected]?B
!7& [email protected]
!D& [email protected]
50

ANALYSIS:A +rom the graph it i 3lear that $#C of the employee ay that the -( taff
pend
[email protected] minute in ea3h re3ruitmentH #C employee ay that [email protected]?B minute are pendH AC
employee ay
[email protected] minute and ret AC ay DB minute2
GUESTION:A6 T3' ,')(' )#,''n%n& $n/ )3o,! +%)!%n& ('!3o/ )'/ b> !3'
o,&$n%-$!%on %) )$!%)?$#!o,>.
!A& Strongly agree
!B& Agree
!7& Diagree
!D&Strongly diagree
51

ANALYSIS:A A#C of the employee agree that the reume 3reening and hort liting
method ued by the organiation i atifa3toryH E?C of the employee trongly agreeH
D?C of the employee diagree and ret DBC of the employee trongly diagree2
G')!%on:A 7 O,&$n%-$!%on +ooD) ?o, '<4',%'n#'/ '(4+o>'') %n )'+'#!%on 4,o#'))I
!A& Strongly agree
!B& Agree
!7& Diagree
!D& Strongly diagree
52

ANALYSIS:A #DC of the employee ay that the organi<ation loo1 for e9perien3ed
employee2 ??C of the employee trongly agree. D?C of the employee diagree and the
ret FC trongly diagree2
G')!%on:A8 T3' Co(4$n> 4,o4$&$!') %/'$) +%D' E#o(' &,o. .%!3 )F $n/ E+'$,n%n&
'n=%,on('n!FI
!A& Strongly agree
!B& Agree
!7& Diagree
!D& Strongly diagree
53

ANALYSIS:A +rom the above 3hart it 3ould be 3learly inferred that VFC of the
employee trongly agree that the 3ompany propagate the idea li1e 53ome gro0 0ith u6
and 5learning environment62 DBC of the employee agreeH D?C of them diagree and ret
EC of them trongly diagree2
G')!%on 9 .3%#3 ,on/ o? %n!',=%'. .$) (o,' #3$++'n&%n&I
!A& -( round
!B& Operation round
!7& Tet round
!D& 7lient round
ANALYSIS [email protected] +rom the above 3hart it i 3lear that ABC of the employee ay that 3lient round
0a more 3hallengingH EBC ay that tet round H 0hile ?BC ay operation round and the ret DBC
ay hr round2
54

G')!%on 1: R$!' !3' '??'#!%='n')) o? !3' %n!',=%'.%n& 4,o#')) $n/ o!3', )'+'#!%on
%n)!,('n!)* )#3 $)* !')!%n&2
!A& Poor
!B& Adequate
!7& *93ellent
ANA/;[email protected] +rom the above 3hart it i 3lear that #FC of the employee ay that the
intervie0ing pro3e and other ele3tion intrument. u3h a tet 3ondu3ted are
e93ellentH ?BC of the employee ay that it i adequate and the ret DFC of them ran1ed
poor2
55

G')!%on 11 1o. .o+/ >o ,$!' !3' 1R /'4$,!('n!J) 4',?o,($n#' %n ,'#,%!('n!
$n/ )'+'#!%onI
!A& Poor
!B& *93ellent
!7& Adequate
ANALYSIS:A +rom the above 3hart it i 3lear that F#C of the employee ay that -(
department8 performan3e in re3ruitment and ele3tion 0a adequateH EFC of the
employee ay e93ellent and the ret %C ay it8 poor2
56

G')!%on: A 12 T3' #,%!',%$ ?o, )3o,! +%)!%n& o? #$n/%/$!' )'/ b> !3' o,&$n%-$!%on %)
)$!%)?$#!o,>.
!A& Strongly agree
!B& Agree
!7& Diagree
!D& Strongly diagree
ANALYSIS:@ +rom the above 3hart it i 3lear that ?#C of the employee trongly agree
that the 3riteria for hort liting of 3andidate ued by the organi<ation i atifa3toryH
EBC of them agreeH E#C of them diagree and the ret $C of them trongly diagree2
57

G')!%on 10 1o. (#3 !%(' /%/ !3' #o(4$n> !$D' !o ,')4on/ !o >o, $44+%#$!%onI
!A& /e than D day
!B& D day
!7& [email protected]? day
!D& More than ? day
ANALYSIS:A +rom the above 3hart it i 3lear that FBC of the employee ay that the
3ompany ta1e le than D day to repond to repond to their appli3ationH EBC ay D dayH
DFC ay [email protected]? day and the ret FC ay more than ? day2
58

G')!%on 12 W3$! .$) !3' !%(' !$D'n !o )'n/ >o !3' o??',I
!A& D day
!B& [email protected]? day
!7& [email protected] day
!D& [email protected] day
ANALYSIS [email protected] +rom the 3hart it i 3lear that #$C of the employee ay that 0ithin one
day they re3eived the offerH D#C ay that [email protected]? dayH D?C ay [email protected] day and the ret AC
ay [email protected] day2
59

G')!%on 15 T3' ,'#,%!('n! $n/ )'+'#!%on 4,$#!%#') 4,')'n!+> b'%n& ?o++o.'/ )3o+/
b' (o/%?%'/
BAC Strongly agree
BBC Agree
BCC Diagree
BDC Strongly diagree
ANALYSIS:A +rom the above 3hart it i 3lear that EBC of the employee trongly
diagree that. the re3ruitment and ele3tion pra3ti3e preently being follo0ed hould be
modifiedH ??C diagreeH E?C agree and the ret D#C trongly agree2
60

61

SUGGESTION
The tudy proved that II+/ ha an effe3tive -uman (eour3e Department 0hi3h meet
all the manpo0er requirement of the 3ompany2
Mot of the employee 0ere atified 0ith the re3ruitment pro3e in II+/ but 3hange
are required a33ording to the 3hanging 3enario a re3ruitment pro3e ha a great impa3t
on the 0or1ing of the 3ompany a a freh blood. ne0 idea enter in the 3ompany2
Sele3tion pro3e i good but it hould alo be modified a33ording to the requirement2
The re3ruitment and ele3tion pro3edure hould not to lengthy and time 2
The 3andidate 3alled for intervie0 hould be allotted timing and it hould not overlap
0ith ea3h other2
If the manpo0er requirement i high and the re3ruitment team of the -( department
alone 3annot atify it. then help from the pla3ement agen3ie i needed2
Time management i very eential and it hould not be ignored at any level of the
pro3e2
It i oberved that the 3andidate our3ed by pla3ement agen3ie and end for further
round of intervie0 are rarely found uitable by the hiring manager2 It i re3ommended
that thee pla3ement agen3ie be given a 0ell drafted 4ob de3ription and 4ob
pe3ifi3ation2
62



63

CONCLUSION
Thi preent the ummary of the tudy and urvey done in relation to the (e3ruitment
and Sour3ing in Indiainfoline ltd Noida2 The 3on3luion i dra0n from the tudy and
urvey of the 3ompany regarding the (e3ruitment and our3ing 3arried out there2
The re3ruitment pro3e at Indiainfoline ltd Noida to ome e9tent i not done ob4e3tively
and therefore lot of bia hamper the future of the employee2 That i 0hy the ear3h or
headhunt of people hould be of thoe 0hoe 1ill fit into the 3ompany8 value2
Mot of the employee 0ere atified but 3hange are required a33ording to the 3hanging
3enario a re3ruitment pro3e ha a great impa3t on the 0or1ing of the 3ompany a a
freh blood. ne0 idea enter in the 3ompany2
Sele3tion pro3e i good but it hould alo be modified a33ording to the
requirement and 4ob profile o that main ob4e3tive of ele3ting the 3andidate 3ould be
a3hieved2
64




65

LIMITATIONS OF T1E STUDY
 The repondent ele3ted to be intervie0ed 0ere not al0ay available and ometime not
0illing to 3ooperate2 Alo in ome 3ae the repondent didn8t have the 1no0ledge
opinion. attitude or fa3t required2
 7ompanie hardly di3loe any internal information2
 Some of the people. 0ho 0ere part of ample i<e. be3ame non @repondent. i2 e2 the
quetionnaire they filled 0a in3omplete or they 0ere not 0illing to repond2
 *mployee don8t have proper 3ooperation in reponding on quetionnaire due to buy
0or1ing hour2
 +illing of quetionnaire from employee ta1e too mu3h time2
66


67

GUESTIONNAIRE FOR T1E RESEARC1
GUESTIONA1 T3' @ob ,')4on)%b%+%!%') $n/ @ob /')#,%4!%on $,' #+'$,+> /'?%n'/ b'?o,'
$44'$,%n& ?o, !3' )'+'#!%on 4,o#')).
!A& Strongly agree !B& agree !7& diagree !D& trongly diagree
GUESTIONA 2 .3$! ?o,( o? %n!',=%'. /%/ >o 4,'?',I
!A& Peronnel intervie0 !B& Telephoni3 !7& =ideo 3onferen3ing !D& Other
GUESTIONA 0 3o. ($n> ,on/) o? %n!',=%'. $,' #on/#!'/I
!A& [email protected]? !B& [email protected] !7& [email protected] !D& more than A
GUESTIONA 2 .3$! !'#3n%H') $,' )'/ !o !')! !3' '+%&%b%+%!> $n/ $4!%!/' o?
#$n/%/$!'I
!A& Peronal intervie0 !B& >ritten tet !7& Typing tet !D& All of the above
GUESTIONA5 on $n $=',$&' 3o. ($n> (%n!') /o') !3' 1R )!$?? )4'n/ on '$#3
,'#,%!('n!I
!A& DB min !B& [email protected]?B min !7& [email protected] min !D& [email protected] min
68

GUESTIONA6 O,&$n%-$!%on +ooD) ?o, '<4',%'n#'/ '(4+o>'') %n )'+'#!%on 4,o#'))I
!A& Strongly agree !B& Agree !7& Diagree !D& Strongly diagree
GUESTIONA7 T3' Co(4$n> 4,o4$&$!') %/'$) +%D' E#o(' &,o. .%!3 )F $n/
E+'$,n%n& 'n=%,on('n!.
!A& Strongly agree !B& Agree !7&Diagree !D& trongly diagree
GUESTIONA8 W3%#3 ,on/ o? %n!',=%'. .$) (o,' #3$++'n&%n&I
-( (ound !B& operation round !7& Tet round !D& 7lient
round
GUESTIONA 9 W3'n /o >o 4,'?', !o &o ?o, ($n4o.', 4+$nn%n&I
BAC Monthly !B& no fi9ed time !7& :uarterly
GUESTIONA1: R$!' !3' '??'#!%='n')) o? !3' %n!',=%'.%n& 4,o#')) $n/ o!3', )'+'#!%on
%n)!,('n!)* )#3 $)* !')!%n&2
!A& Poor !B& Adequate !7& *93ellent
GUESTIONA11 1o. .o+/ >o ,$!' !3' 1R /'4$,!('n!J) 4',?o,($n#' %n ,'#,%!('n! $n/
)'+'#!%onI
!A& Poor !B& Adequate !7& *93ellent
!B&
GUESTIONA12 T3' #,%!',%$ ?o, )3o,! +%)!%n& o? #$n/%/$!' )'/ b> !3' o,&$n%-$!%on %)
)$!%)?$#!o,>.
!A& Strongly agree !B& Agree !7& Diagree !D& Strongly diagree
69

GUESTIONA10 1o. (#3 !%(' /%/ !3' #o(4$n> !$D' !o ,')4on/ !o >o, $44+%#$!%onI
!*& /e than D day !B& D day !7& [email protected]? day !D& more than ? day
G')!%on 12 W3$! .$) !3' !%(' !$D'n !o )'n/ >o !3' o??',I
!A& D day !B& [email protected]? day !7& [email protected] day !D& [email protected] day
GUESTIONA 15 T3' ,'#,%!('n! $n/ )'+'#!%on 4,$#!%#') 4,')'n!+> b'%n& ?o++o.'/ )3o+/ b'
(o/%?%'/
BAC Strongly agree !B& Agree !7& Diagree !D& Strongly diagree
70

71

BIBLIOGRAP1Y
The 3ontent in report are ta1en referen3e form follo0ing boo1 and iteK
BOOKS
 -uman reour3e management [email protected] Ah0athapa
 *mployee Need O Motivation. Bureau of Buine byK Beer Mi3hael2
SITESK
 0002indiainfoline23om
 0002google23om
 infoWiifl3ap23om
72

Sponsor Documents

Or use your account on DocShare.tips

Hide

Forgot your password?

Or register your new account on DocShare.tips

Hide

Lost your password? Please enter your email address. You will receive a link to create a new password.

Back to log-in

Close