Recruitment & selection (1)

A
Project Report
on
A Study on Recruitment & Selection
A report submitted in pursuance to the Recruitment & Selection for
the award of the Post Graduate Diploma in Management.
from
INTERNATIONAL SCHOOL OF MANAGEMENT, PATNA
Submitted by:
Jyoti kumari
Roll No.. - 161820

1
1. Acknowledgement ....................................................02
2. Certificate.................................................................03
3. Declaration ...............................................................04
4. Objectives of the Study .............................................05
5. Research Methodology & Research Design ..................06
6. Scope of the Study ....................................................07
7. Limitations of the Study ............................................08
8. Company Profile........................................................09
9. Limitations of Recruitment.........................................27
10. Recruitment & selection process ................................28
11. Data Analysis ............................................................37
12. Facts And Findings ....................................................54
13. Recommendation.......................................................57
14. Conclusion ................................................................58
15. Bibliography..............................................................59
TTaabbllee ooff CCoonntteennttss

2
I am neither expert nor a trend spotter. I am a management student with
foundations of management principles and theories who is keen in different industries, it’s
happening mainly in SAIL-BSL.
I am highly obliged toMiss.Nisha Kumari, H.R.Manager, INFOSYSTEM&SOLUTIONS,
My Prime Internal Guide for her invaluable support; guidance and knowledge that she
shared with me thereby aiding me in making this project. This provided me some experience
not only in practical aspects of industry but also in human relation, group work, individual
work and provided great insights into the actual working of an industry. Definitely I can’t
ignore the technology with internet as a backbone in building the project.
I am highly grateful toProf. Tapas RanjanRoy,Project Guide in college, for his
inspiring presence and blessings for going ahead and fulfilling the project report.
I hereby also declare that the contents in the report are true to the best of my
knowledge.
Jyoti kumari
Roll No:_________
AAcckknnoowwlleeddggeemmeenntt

3
This is to certify that the project entitled “Recruitment & Selection” at InfoSystem&
Solutionshas been carried out by jyoti kumarifrom 15th May 2017 to 15thJuly 2017, under
my supervision in partial fulfillment of her course PGDMat International School of
Management, Patna.
I am satisfied with her sincere performance and the study conducted by her
inINFOSYSTEM & SOLUTIONS. The project is hereby approved as a bonafied work carried
out and presented in a manner satisfactory to its acceptance area to the Post Graduate
Diploma in Management for which it has been submitted.
I recommend submitting the project report. I wish her all success in life.
This is also certified that the project work is original and has not been submitted to
any other place.
Ms. Nisha kumari
Project Guide
HR Manager (InfoSystem & Solutions)
CCeerrttiiffiiccaattee

4
I hereby declare that the following documented project report titled “Recruitment &
Selection" is an authentic work done by me as a part of my study in finance.
I also further state that the project has been prepared by my own with the
secondary data provided in the reports of the company, which were essential for the
completion of the project. The project was undertaken as a part of the course curriculum of
PGDM. This has not been submitted to any other Examination body earlier.
Jyoti kumari
Roll No________
DDeeccllaarraattiioonn

5
The objectives for doing my summer training is to make myself capable for moving
forward in corporate world to gain knowledge and experience and know how to work in the
organizational environment . It will help me to gain more and more about corporate sector
which was very essential for me to do.
Primary Objectives:-
The main purpose of my practical training at ISS were:
 To study the proper working system of the HR Department within the organization,
 To gain the practical knowledge in the HR field,
 To manage Human Resource according to the priorities ,
 To study the employee's behavior, to train myself properly before working with an
organization to properly deal with the problems in the company.
Secondary Objectives:-
The subsidiary objectof thisstudy were:
 To undergo with the various activities performed within the organization,
 To gain the practical knowledge about the jobs,
 Knowing the various welfare programs& employees services taken up by the
Management of the company and the sort comings of the programs.
 To knowabout the Industrial environment.
 How HR department is linkedwith the other department.
 To know the routine work in the organization.
 To know how the theoretical knowledge is applied in practical approach.
OObbjjeeccttiivveess ooff tthhee SSttuuddyy

6
Methodology:
For the purpose of the study, the data collected from primary and Secondary has
sanitized edited and presented in the form of tables and statements. The analysis of the
data has been made with the help of certain mathematical techniques lie percentages etc.
Where ever feasible and appropriate graphs and diagrams are used.
Data Sources:
The collection of data is done through two principles sources i.e.
1. Primary Data
2. Secondary Data
1. Primary Data:
It is the information collected directly without any reference. In the study, it mainly
interviews with concerned officers and staff either individually or collectively. Some
of the information had been verified or supplemented with personal observation,
the data collected through conducting personal interview with the officers of the
INFOSYSTEM & SOLUTIONS
2. Secondary Data:
When an investigator uses the data which is already been collected by others, that
data is called secondary data. Such as pamphlets annual reports, return and internal
records.
The Data Includes:
1. Collection of required data from annual report of INFOSYSTEM & SOLUTIONS.
2. Reference from text book and journals relating to Financial Management.
3. Articles published in business dailies like Economic Times, Business World, and etc.
RReesseeaarrcchh MMeetthhooddoollooggyy && RReesseeaarrcchh
DDeessiiggnn

7
Apart from conducting this research work on the basis of provided information,
various techniques of Financial Management e.g., comparative statement and ratio analysis
etc. are used in the present study. To present a broad view, few graphs and tables are also
be presented so the purpose of the analysis may easy to understand the problems &
concepts.
In each chapter, the analysis has been compared with actual management practices
of the company under study. The broad parameters like current assets ratio, quick test ratio
etc are also use used in study.
SSccooppee ooff tthhee SSttuuddyy

8
The limitations of present study are as follows:
1. Due to the time constraint the study is confined to the assessment of recruitment &
selection only.
2. The study is confined to the secondary source of data and figures are taken from the
annual reports and suggestions of recruitment section.
3. The data which is used in this project are taken from the annual reports,
LLiimmiittaattiioonnss ooff tthhee SSttuuddyy

9
An Introduction
InfoSystem & Solutions is a leading provider of Information Technology Services and
Software products in Bihar. Our mission is to enable superior returns on clients' technology
investments through best-in-class industry solutions, domain expertise and global scale.
Over the past 10 years, our organization, InfoSystem & Solutions has grown its offerings in
software products and IT services by maintaining an expert employee base of over 50 IT
professionals in Bihar. Headquartered at Patna, there are over 1100 Personals deployed at
various locations in Bihar in different projects.
InfoSystem & Solutions is an Information Technology TSP (Total Solutions Provider).
The company has built its IT services offerings around a proven set of software products and
solutions. As a TSP we can provide clients with both custom application solutions or
integrate existing 3rd party software solution stacks.
Centered on its mantra of “Innovation, Connectivity, Content and Commerce”,
InfoSystem & Solutions provides access, content creation, direct e-commerce support and
quality solutions for its clients from government and Public Sector.
Knowledge Imparting & Training
Training, Computerization, IT Planning, Website Development and Web Application
Development have been our major thrust areas where we have excelled as a Centre and
have braced a name for itself. The Centre imparts training on DOEACC O/A/B Level courses.
In addition, it also offers various short and long terms computer courses for all categories of
students and professionals.
The Centre is fully geared to meet the new challenges in IT and to become a front-runner in
new technologies. We ensure cost-effective, time-to-market solutions through a highly
motivated skilled workforce driven by strong design principles, highest levels of quality and
ethical business practices. We constantly endeavor to delight our customers through
excellence in service delivery. The Centre also conducts Customized Programs for industry
clients based on specific requests. These may be part-time or full-time and can be
conducted at the customer’s site also.
CCoommppaannyy PPrrooffiillee

10
Our intensive one-to-one skill-building courses take a well-rounded approach to growth and
development, offering tailored support to each student and a personal mentor. Our
advanced training and guidance has consistently improved organizational performance,
enabling people to develop their business skills, management decision-making and
commercial acumen. Our pragmatic approach creates immediate and sustainable benefits
for organizations in both the public and private sectors.
Services Offered
 IT Training
 Computer Courses & Knowledge sharing
 Software Development
 Web and Portal Designing and Development
 Web Based Real-time Solutions.
 Data Centre Establishment, Management and Maintenance
 Corporate Technology Solutions
 Networking Solutions
 Annual Maintenance Contracts
 Computer and server sales, service and installation
 Computer Rental Services
 Out sourcing of qualified and trained Manpower
 Survey and Detailed Project Report compilation

11
A concise list of some of our Main clients
1. Government of Bihar
 Registration, Excise & Prohibition Department
 State Health Society
 Bihar State Beverages Corporation Limited
 Rural Development Department
 Health & Family Welfare Department
 Bihar State Financial Corporations Ltd
 Bihar State Aids Control Society
 IGIMS
 Water Resource Department
 Bihar State food and Civil Supplies Corp Ltd
2. Central Government, India
 Ministry of Railways East central Railways
 Customs & Central Excise Department
 National Highways Authorities of India
 State Bank of India, Bihar
 IB Departments Bihar, Jharkhand , UP
 Pay & Accounts Departments
 KendriyaVidyalaya
3. Private Sector
 DanikJagran News Paper
 PrabhatKhabar news Paper
 Channel 7
 Exide Industries Ltd.
4. International Sector
 World Bank Group (Bill & Melinda Gates Foundation)

12
Certifications/Affiliations
 Certificate of Importer-Exporter Code by Ministry of Commerce and Industry
 ISO/IEC 27001:2013 Certified
 Registered Unit of Software Technology Parks of India (STPI)
 Authorized Centre of NIELIT
 Sales & Service Tax Registered
 ESI Registered
 Registered with EPF

27
Recruitment is the process of locating & encouraging potential applicants to apply
for existing or anticipated job openings. It is actually a linking function joining together
those with jobs to fill & those seeking jobs. Recruitment, logically,aim at attracting a large
number of qualified applicants who are ready to take up the job if its offered andOffering
enough information for unqualified persons to self selected themselves out( for example,
the recruitment ad of a foreign bank may invite application from chartered accountants who
have cleared the CA examination in the first attempt only).
It’s a positive method as recruiter wants to cater more & more candidates so that
they can have wide choice to finally select a best fit candidate.
Constraints and Challenges
In actual practice, it is always not easy to find and select a suitable candidate for a
job opening. The recruiter’s choice of communication medium (e.g. advertising in a trade
journal read by the prospective candidate) may not be appropriate. Some of the bright
candidates may begins to view the vacancy as not in line with their current expectations (e.g
.challenging work, excellent reward, flexible schedules and so on)
‘
LLiimmiittaattiioonnss ooff RReeccrruuiittmmeenntt

28
Method of Recruitment
 Internal method
 Promotion&transfers
 Jobpositing
 Employee referrals
 Directmethod
 Campusrecruitment
 Indirectmethods
 Newspaperadvertisement
 Televisionandradioadvertisement
 Thirdparty methods
RReeccrruuiittmmeenntt && SSeelleeccttiioonn PPrroocceessss

29
 Private employmentsearchfirms
 Employmentexchange
 Gate hiringandcontractors
 Internetrecruiting
Selection
It follows recruitment. It is a process of picking up more competent and suitable employees.
It attempts at rejecting unsuitable candidates. It is complicated process, many hurdles have
to be crossed

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OBJECTIVE
 Developing and implementing an on-going recruitment.
 To hire the top-quality personal required for the company.
 To improve the quality of life of employee.
 To know the kind of people that we are looking for by analyzing the company goal
and using the job description prospective that match your need.
 Encouraging employee with continuing development of talent and skill
 Providing maximum employment security.
SCOPE
The policy shall recruitment of personnel made in the company at any level/grade (except
appointments made by the Government) and shall apply to all plants, Units of SAIL.
SOURCES OF RECRUITMENT:
There will be two sources of recruitment
1. INTERNAL i.e., from within the company, and
2. EXTERNAL i.e., from open market through employment exchange, advertisement in
newspaper, and/or from approved institutes of repute through campus selection
INTERNAL CIRCULATION OF POSTS:
Recruitment to posts from within the company will be done through internal circulation as
under:
Internal circulation of executive post(s) in the grade of E-5and above on inter-plant/unit
basis.
Executive posts up to and including E-4 grade will be circulated internally within the
plant/unit concerned. However, if suitable candidate are not available, the same will be
circulated on inter-plant/unit basis.
Non-executive posts will be normally circulated within the concern plant/unit
Circulars on inter-plant/unit basis for post(s) in grade of E-6and above will be centrally
issued, co-ordinates, processed by the corporate office. Internal circulation of all other
post(s) will, however, be dealt at the respective plant/unit level.

31
RECRUITMENT FROM EXTERNAL SOURCES:
Recruitment from external sources will be resorted to for injection of fresh blood at
induction level(s)/grade(s). Induction of direct recruits from external sources at other
level(s)/grade(s) will be made if suitable candidate from internal sources are not available.
At least 50% of the vacancies occurring during a year at induction levels/grades
However, the company, may required, induct direct recruits from externalsource at other
level(s)/grade(s) also, not withstanding anything , for optimum utilization of its assets
and/or infusion of modern systems, skills and techniques of operation etc, necessary for
technology upgradation and modernization.
Recruitment of executive from external source will be made, generally, through open
advertisement in the press.However, campus recruitment from premier institute of repute
as approved time to time and/or recruitment through direct negotiation on special skilled
job individuals/organizations, subject to the approval of such skilled position and the
selection process by the Board of Directors.
Recruitment to non-executive posts will be normally done through employment exchange.
However, if suitable candidate are not available with the employment exchange the posts in
question will be filled up through open advertisement in the press after following the
prescribed procedure.
DEPARTMENTAL CANDIDATE
Employees of the company will be eligible to apply against post(s) advertised in press,
provided they fulfil the eligibility conditions may be prescribed from time to time.
INDUCTION LEVELS:
EXECUTIVE:
To manfrontline executive positions in key performance areas of the company, direct
recruits will be inducted invarious disciplines/work areas from time to time depending on
the requirement, in the following grades:
Management Trainees in E-1 grade
Junior Managers in E-1 grade
Medical Officer in E-1/ME-1grade
Senior Specialists (Medical) in E-3/ME-3 grade

32
NON-EXECUTIVE:
In the non-executive grade induction of direct recruits from external sources will be
resorted to in the following grades:
Semi-skilled personnel in S-1 grade
Skilled personnel in S-3 grade
Highly skilled personnel inS-6 grade
Ministerial personnel in S-6grade
CENTRALISED RECRUITMENT
Direct recruitment to the following posts will be centralized and done on all-India basis at
Corporate Office for the entire company including its Plants/Units:
All executive posts in the grade of E-6 and above
Management Trainees(Technical) in E-1 grade
Management Trainees (Administration) in E-1 grade
Junior Manager (F&A) inE-1 grade
Junior Manager (Admn.) in E-1 grade
Direct recruitment to all other posts, executive as well as non-executive, will be done at the
respective Plant/Units level, unless decided otherwise by the competent authority.
DELEGATION:
Delegation of authority to recruit and/or appoint will be as follows:
Chairman, SAIL all posts in the grade of E-7 and above
Director(Personnel) all posts for which recruitment action is required to be taken centrally
at corporate office except those in the grade of E-7 and above.
Chief Executive(s) All other posts, i.e., both executive and non-executive
All recruitment/appointment of personnel in the company, will be in accordance with the
approved Human Resource Plan and with the prior approval of the Competent Authority.
Recruitment plan:
The Recruitment Plan will from part of the annual Human Resource Plan of the Company.
Among other things, the Human Resource plan will clearly state the skill/grade

33
wiserecruitment of manpower in the company separately. Any deviation from the approved
plan/mix will be subject to the prior approval of chairman/board.
JOB SEPCIFICATION:
Job specification will lay down minimum eligibility conditions fof each job/post in terms of
the following:
Educational Qualifications
Experience required, if any
Age limit
Physical/Medical standards
Any other requirements as may be deemed necessary
Job specifications prescribed for each job/post will be subject to periodical review and
updation in keeping with the changing needs of the organization. Asand when required of
representative from Plant(s)/Units(s)/Department(s) concerned, Personnel, MS/IED and
other department as required, may be constituted by competent authority for this purpose
.Changes suggested by the committee with regard to the existing job specification will be
subject to the approval of the competent authority.
REQUISITIONS:
All requisition/proposals for recruitment of personnel will be sent by the Head of the
concerned Department to the Divisional Personnel Head who in turn would send a
consolidated demand to the Manpower planning (MPP) Division (of Personnel Department)
of the concerned Plant/Unit. For posts requiring action at the Corporate Office, requisition
will be sent by Head of Personnel of the Plants/Units concerned to Manpower
Planning(MPP) Division in the Personnel Directorate.
MPP Division will scrutinize each such proposal received from the indenting
Department/Plant/Unit keeping in view the approved Human Resource Plan, Recruitment
Plan, separation plan during the year, redeployment possibilities, job specification
prescribed etc., obtain approval of the competent authority and forward the same to the
recruitment section for initiating further necessary action, as required.

34
In no case, recruitment from external sources in excess of the limits prescribed in the
approved Human Resource Plan will be allowed except with the specific approval of
Chairman/Board.
RESERVATION OF POSTS:
Reservation of posts for Scheduled Casts and Scheduled Tribes shall be provided in
accordance with the Presidential Directives issued on the subject from time to time. Any
instruction/guideline in this regard issued by the Corporate Office will also be applicable.
Reservation of posts for other categories such as, ex-servicemen, physically handicapped
persons etc., will be provided as per rules.
RESPONSIBILITY:
All activity pertaining to recruitment will be centrally coordinated and managed by the
Recruitment Section of the concerned Plant/Unit or Corporate office, as the case may be.
However, representatives of other department(s), as deemed necessary, may also be
associated at various stages of recruitment and/or selection of candidates. Wherever trade
test(s)/job test(s) are conducted, representative(s) of the Training Department will be
normally co-opted on evaluation of candidates.
SCREENING OF APPLICATIONS:
Applications received in response to the vacancies circulated/notified/advertised etc. will by
screened the Recruitment Section keeping in view the job specifications prescribed for the
post(s) in question. As and when necessary, the indenting department(s)/Plant(S)/Unit(s)
may be consulted for screening and short listing of candidates.
Normally, no relaxation will be allowed in the prescribed job specification. However, if
suitable candidates with the required job specification are not available, and posts(s) in
question needs to be filled up on urgent basis in the interest of production/productivity, the
competent authority may relax the specification prescribed as a one time measure in order
to facilitate filling up of posts with relaxed job such post(s) will, however, be made strictly
on the basis of the standard job specification prescribed.

35
MODE OF SELECTION:
Selection of candidates for appointment in the Company will be made on the basis of their
merit and suitability as assessed through selection test(s). The selection test(s) will comprise
of:
Written test/job test/trade test or any combination there of; and/or
Group exercise/interview or both; and/or
Any other test(s) as may be prescribed or as decided by the competent authority.
Normally , there will be two segments of selection, one comprising written test/job
test/trade test etc. and other consisting of group exercise/interview etc. and equal
weightage will be assigned to both the segments. However, wherever selection is made on
the basis of any one of the above tests or any combination of tests in the same segment,
weightage for different test(s) administrated, will be assigned as may be prescribed or as
decided by the competent authority.
Whenever marks are assigned to different tests/segments, a candidate will be normally
required to secure a minimum of 50% marks in each selection segment to qualify unless
otherwise prescribed.
SELECTION COMMITTEE:
In order to assess the suitability of the candidates for the post(s) in question, Selection
committee(s) will be constituted by the competent authority as per rules framed under the
policy
Suitable executives of the Company belonging to different disciplines/work areas who may
be associated in the Selection Committee(s) will be identified and a panel drawn up with the
the approval of the competent authority. The executives so identified will be imparted
suitable training for uniform, objective and effective evaluation of candidates. The panel
will, however, be subject to periodic review and updation depending on requirements. The
competent authority while constituting selection committee will, as far as possible, co-opt
executives so empaneled as members.
As and when required, expert(s) from outside the organization may also be included in the
selection committee(s) to ensure proper evaluation of candidate.

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FINAL SELECTION OF CANDIDATE:
The Selection Committee will assess the comparative merits of each candidate in terms of
his/her qualifications experiences, if any, and on basis of performance in the selection tests
as per criteria laid down and come to conclusion as to whether or not the candidate would
measure up to the requirement of the job he/she is expected to perform. However
wherever marks are assigned, committee members will be required to give marks on the
basis of criteria laid down depending upon the relative performance of each candidate in
the test/interview and keeping in view his/her suitability for the job in question.
Candidates found suitable will be empaneled in order of merit on the basis of the following:
Whenever marks are assigned, merit list will be prepared on the basis of aggregate marks
secured by the candidate in the selection test(s), and whenever selection is made for more
than one discipline/stream, merit lists would be prepared discipline/stream wise.

37
1. Identify the source from where you came to know about the job?
Sources
Internal
resources
Advertisement Consultant Others
32 24 0 4
Interpretation
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came
to know from consultant.
It is evident that internal Reference and Advertisement were the prevailing sources of
Recruitment in reliance infrastructure.
INTERNAL
RESOURCES
ADVERTISEMENT
CONSULTANT
OTHERS
0
5
10
15
20
25
30
35
NO.OFRESPONDANT
SOURCES
INTERNAL
RESOURCES
ADVERTISEMENT
CONSULTANT
OTHERS
DDaattaa AAnnaallyyssiiss

38
2. Were you satisfied with recruitment process by which you are selected?
Satisfaction level satisfied Unsatisfied
. 54 6
Interpretation
54 employees were satisfied with the recruitment process and 6 were not satisfied. It is
evident that majority of the employees were satisfied with Recruitment process of reliance
infrastructure.
546
NO.OFRESPONDANT
SATISFACTION LEVEL
satisfied unsatisfied

39
3. You ever met with your interviewer before your interview?
Met with interviewer Yes No
10 50
Interpretation
50 employees fell that they had not met ever with their interviewer and 10 employees met
with their interviewer.
0
10
20
30
40
50
60
no.ofrespondant
met with interviewer
familier
unfamilier

40
4. Were you comfortable with your interviewer while interviewed?
Comfortable with interviewer Yes No
58 2
Interpretation
58 employees fell that they were comfortable while interviewed and 2 employees were not
comfortable.
0
10
20
30
40
50
60
no.ofrespondant
comfertablewith interviewer
comfertable
uncomfertable

41
5. Do you feel that your colleagues have been undergone similar process?
Recruitment process Same process Different process
50 10
Interpretation
50 employees fell that their colleagues have been selected by the same process.10
employees fell that their colleagues have not been selected by the same process. It is
evident that their colleagues have been selected by the same process. It is evident that
Recruitment Policy of the organization is quite visible and process is followed impartially.
0
10
20
30
40
50
60
no.ofrespondant
recruitment process
same process
different process

42
6. In public would you like to talk about this organization?
like to talk about organization yes No
50 10
Interpretation
In order to assess organization commitment in employees, 50 employees gave favorable
response. 10 employees gave unfavorable response. It is evident that organization
commitment is very high in employees, which show that Recruitment & selection process is
quite effective in reliance infrastructure.
50
10
NO.OFRESPONDANT
LIKE TO TALK ABOUT ORGANISATION
yes no

43
7. Would you like to refer your relatives/friends for the job in this organization?
like to refer your relatives/friends
for the job
like Don’t like No response
42 16 2
Interpretation
42 employees gave positive response, where 16 don’t like and 2 did not give any response.
So it is evident that most of the employees are committed enough to put their relatives and
friends in this organization. It also shows that they find career growth in this organization
and place to work for reliance infra structure is effective enough to hire right person at
right place at right time.
42
16
2
NO.OFRESPONDANT
LIKE TO REFER FRIENDS
like don't like no response

44
8 a. You were interested to perform the job which is:
perform
the job
Routine
in
nature
Demand
creative
thinking
Demand
new
ideas
Finding
methods
Challenging
in nature
Participation
indecision
making
6 8 16 8 10 12
Interpretation
6 employees like routine work in nature, 8 creative thinking, 16 demand new ideas,8 finding
methods, 10 challenging work and 12 like to participate in decision making .So it is evident
that different persons are having different experience and interest areas. It is one of the
important dimensions of Recruitment and Selection effectiveness because when employees
find their job interesting they do enjoy the work and again they are quite effective in
performing their role.
0
2
4
6
8
10
12
14
16
18
no.ofrespondant
job nature
Routine in nature
Demand creative
thinking
Demand new ideas
Finding methods
Challenging in nature
Participation in
decision making

45
8b. your job meet you’re above stated interest?
job meet you’re above stated interest Yes No
48 12
Interpretation
48 employees said that their job met with their interest.12 employees said that their job not
met with their interest.
48
12
NO.OFRESPONDANT
INTERSTING JOB
yes no

46
9. Have you been assigned the job was explained to you at the time of selection?
job was explained to you
at the time of selection
yes No
56 4
Interpretation
56 employees said that the job was explained them at the time of selection and 4
employees said that the job was not explained them at the time of selection.
56
4
NO.OFRESPONDANT
JOB EXPLANATION
yes no

47
10. Were you comfortable with your job?
comfortable with your job comfortable Uncomfortable
54 6
Interpretation
54 employees were comfortable with their job. 6 employees were not comfortable with
their job that again shows that job person fit is there.
54
6
NO.OFRESPONDANT
COMFERTABLEWITH JOB
comfertable uncomfertable

48
11. How long will you like to continue with this organization?
Work in organization 0-3 years 3-6 years 6-10 years Till retirement
12 14 26 8
Interpretation
12 employees will like to continue with the organization for 0-3 years, 14 for 3-6, 26 for 6-10
and 8 for till retirement.
So it is evident that on an average that less no. of employees want to continue for a long
time with the organization, so some effective strategy should be implemented.
12
14
26
8
NO.OFRESPONDANT
WORK IN ORGANIZATION
0-3 years 3-6 years 6-10 years till retirement

49
12. What could be the only one reason of yourleaving the job?
one reason for
leaving the job
With an
increase in
pay
With more
freedom in use of
authority
With an
increase in
designation
To work with
friendly and
helping people
12 42 6 0
Interpretation
12 people said the only one reason for leaving the job is an increase in pay, 42 said more
freedom in use of authority, and 6 said increase in designation.
12
42
6
0
NO.OFRESPONDANT
REASON FOR LEAVING JOB
With an increase in pay
With more freedom in use of authority
With an increase in designation
To work with friendly and helping people

50
13. Your organization is considered as:
organization is considered as People oriented Task oriented Combination of both
2 2 56
Interpretation
2 employees said organization is considered as people oriented, 2 said task oriented and 56
said it was a combination of both.
So this is strongly evident that organization is purely considered as people and task oriented
both.
2
2
56
NO.OFRESPONDANT
CONSIDERATION
People oriented Task oriented Combination of both

51
14. Did you ever get advice from your senior or yourcolleagues to improve your
performance?
ever get advice from your senior or your colleagues to improve your
performance
yes No
56 4
Interpretation
On job nature Quality of work life dimensions question was asked whether they ever got
advice from their colleagues and supervisor for the improvement in performance 56
employees gave favorable response. 4 employees gave unfavorable response. That shows
that organization is making efforts towards their career growth and continuous
improvement.
56
4
NO.OFRESPONDANT
PERFORMANCEIMPROVEMENT
yes no

52
15. Did you have the clarity of your roles and responsibility?
clarity of your roles and responsibility Yes No
48 12
Interpretation
48 employees said that they had the clarity of their roles and responsibility 12 employees
said that they had not the clarity of their roles and responsibility.
48
12
NO.OFRESPONDANT
CLEARITY OF ROLES
yes no

53
Your suggestions for improvement in recruitment and selection process, (if any)
Respondent did not give lot of suggestions in order to improve recruitment and selection
process effectiveness that shows respondent are quite satisfied with existing system. But
some suggestions are given by the employees are as follows:
ervous.
hom through which a referred person is selected for the vacant
post.

54
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came
to know from consultant. It is evident that internal Reference and Advertisement were the
prevailing sources of Recruitment in Infosystem& Solutions.
 Employees were satisfied with the recruitment process and 6 were not satisfied. It is
evident that majority of the employees were satisfied with Recruitment process of
reliance infrastructure.
 Employees fell that they had not met ever with their interviewer and 10 employees
met with their interviewer.
 Employees fell that they were comfortable while interviewed and 2 employees were
not comfortable.
 Employees fell that they were comfortable while interviewed and 2 employees were
not comfortable.
 Employees fell that their colleagues have been selected by the same process.10
employees fell that their colleagues have not been selected by the same process. It is
evident that their colleagues have been selected by the same process. It is evident
that Recruitment Policy of the organization is quite visible and process is followed
impartially.
In order to assess organization commitment in employees, 50 employees gave favorable
response. 10 employees gave unfavorable response. It is evident that organization
commitment is very high in employees, which show that Recruitment & selection process is
quite effective in reliance infrastructure.
employees gave positive response, where 16 don’t like and 2 did not give any response. So it
is evident that most of the employees are committed enough to put their relatives and
friends in this organization. It also shows that they find career growth in this organization
FFaaccttss aanndd FFiinnddiinngg

55
and place to work for reliance infra structure is effective enough to hire right person at
right place at right time.
6 employees like routine work in nature, 8 creative thinking, 16 demand new ideas,8 finding
methods, 10 challenging work and 12 like to participate in decision making .So it is evident
that different persons are having different experience and interest areas.
It is one of the important dimensions of Recruitment and Selection effectiveness because
when employees find their job interesting they do enjoy the work and again they are quite
effective in performing their role.
employees said that the job was explained them at the time of selection and 4 employees
said that the job was not explained them at the time of selection.
employees were comfortable with their job. 6 employees were not comfortable with their
job That again shows that job person fit is there.
12 employees will like to continue with the organization for 0-3 years, 14 for 3-6, 26 for 6-10
and 8 for till retirement.
So it is evident that on an average that less no. of employees want to continue for a long
time with the organization, so some effective strategy should be implemented.
12 people said the only one reason for leaving the job is an increase in pay, 42 said more
freedom in use of authority, and 6 said increase in designation.
2 employees said organization is considered as people oriented, 2 said task oriented and 56
said it was a combination of both.
So this is strongly evident that organization is purely considered as people and task oriented
both.
On job nature Quality of work life dimensions question was asked whether they ever got
advice from their colleagues and supervisor for the improvement in performance 56
employees gave favorable response. 4 employees gave unfavorable response.

56
48 employees said that they had the clarity of their roles and responsibility 12 employees
said that they had not the clarity of their roles and responsibility.

57
The data has been gathered by the survey conducted of the employee at the various levels.
We derived the satisfaction at each level for development of recruitment process.
After analyzing the data & on the basis of my research. I would recommend the following
steps to match the satisfaction level of the employee
1. Assess the recruitment process I find that Resume filteringInterview Process, Final
Decision, Probation, R infra Employeeare main source of the recruitment in reliance
infrastructure .they should adopt some other sources for right person at the right
job.
2. Check the gap between the ideal & present recruitment process.
3. After analyzing the gap. We have to fill the gap by surveys, new innovation,
suggestions by employee who faced problem while they were recruited.
4. We can use the following best practices for filling those gapsMentoring (longer-term
developmental relationships),Networks (connecting to others across the
organization’s internal boundaries),Reflection (making sense of experience).
RReeccoommmmeennddaattiioonn

58
HR is playing administrative role only.Recruitment and selection in case of fresher’s are very
well structured but for experienced people, it needs to be more structured.It focuses
excessively on the intellectual and intelligence of people and missing the organizational fit.
As it is in expansion stage, it’s improving its recruitment and selection process.
So it can be concluded from above facts and findings that internal Reference and
Advertisement were the prevailing sources of Recruitment in reliance infrastructure.
Majority of the employees were satisfied with the recruitment process it was found that
their colleagues have been also selected by the same process. It was found that Recruitment
Policy of the organization is quite visible and process is followed impartially. So finally it can
be concluded that organization is purely considered as people and task oriented both
CCoonncclluussiioonn

59
Books:
 C R Kothari Research methodology R.D publication,2009.
 K Aswathappa, international business, Mc.Grawhill ,Publication, 2010.
Websites:
 www.infosystem.co.in
 www.google.com
 www.wikepidia.com
BBiibblliiooggrraapphhyy

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