report on recruitment and selection process pdf Monday, March 22, 2021 1:09:18 AM

Report On Recruitment And Selection Process Pdf

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Internship report On Recruitment and Selection Process at

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Deepali is my original work and the conclusions drawn therein are based on the material collected by myself. No amount of written expression is sufficient to show my deepest sense of gratitude to them.

I am extremely thankful and pay my gratitude to our Prashant Kumar and my faculty guide Ms Deepali, D Y Patil Institute of Management and Research for their valuable guidance and support on completion of this project in its presently. I am very thankful to Prashant Kumar HR Manager for their everlasting support and guidance on the ground of which I have acquired a new field of knowledge.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and member of my family, who has always supported me morally as well as economically. At last but not least gratitude goes to all of my friends who directly or indirectly helped me to complete this project report. They enable companies to have performing employees who are satisfiedwith their jobs, thus contributing positively to the organization.

On the contrary, in-effective recruitment methodology, selection and retention would result in mismatches which can have negative consequences for an organization. Training a wrong hire can also be expensive. Effective recruitment is therefore not only the first step towards organizational excellence, but is important cost control mechanisms as well. The study researches the spectrum of recruitment methodologies followed in a IT Company towards developing an unique model, propose suggestion that would reduce costs, time to recruit, be effective and help overall organizational interests.

Title Page no. Data Analysis and Interpretation Sr. Page No. Sources used in recruitment and selection 8. External sources used in recruitment 8. Form of recruitment and selection used 8. Employees perception about recruitment process 8.

Methods used during selection process 8. Perception of employees towards selection process 8. Techniques used for selection 8. Recruitment process used for different grades of employees 8. Company HR practices 8. HR policy of the company 8. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objectives.

Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. Also training need identification is necessary after selection process.

P-1 9. In addition, new vacancies are possible due to job specification. Selection is basically picking an applicant from a pool of candidates who has the appropriate qualification and competency to do the job. The difference between recruitment and selection: -Recruitment is identifying and encouraging prospective employees to apply for a job. And Selection is selecting the right candidate from the pool of applicants. P-2 The process of searching prospective employees with multidimensional skills and experience that suits organization strategies in fundamental to the growth of the organization, this demands more comprehensive strategic perspective recruitment.

Organizations require the services of large number of personnel, these personnel occupies the various positions created to the process of organization. Each position of the organization has certain specific contributions to achieve the organizational objectives. The recruitment process of the organizational has to be strong enough to attract and select the potential candidates with right job specification. The recruitment process begins with human resource planning and concludes with the selection of required number of candidates, both HR staff and operating managers have responsibilities in the process.

Every organisation should give attention to the selection of its manpower, especially its managers. Theoperative manpower is equally important and essential for the orderly working of an enterprise. Human resource management in an organisation will not be possible if unsuitablepersons are selected and employment in a business unit. P-3 Recruitment is understood as the process of searching for andobtaining applicants for the jobs, from among whom the right people can be selected.

The process begins when new recruits are sought and ends when theirapplicants are submitted. In this, the available vacancies are given wide publicity and suitable candidates areencouraged to submit applications so as to have a pool of eligible candidates for scientificselection. In recruitment, information is collected from interested candidates. For this different sourcesuch as newspaper advertisement, employment exchanges, internal promotion, etc. In the recruitment, a pool of eligible and interested candidates is created for selection of mostsuitable candidates.

Purpose and importance of Recruitment: 1. Determine the present and future requirements of the organization on conjunction withits personnel-planning and job analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visiblyunder qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leavethe organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be appropriatecandidates. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types ofjob applicants.

Recruitment is a positive function in which publicity is given to the jobs available in theorganization and interested candidates are encouraged to submit applications for thepurpose of selection. P-5 Recruitment Process: Recruitment refers to the process of identifying and attracting job seekers so as to build a poolof qualified job applicants. The process comprises five interrelated stages, viz.

Strategy development. Evaluation and control. Planning involves the translationof likely job vacancies and information about the nature of these jobs into set of objectives ortargets that specify the 1 Numbers and 2 Types of applicants to be contacted.

Internship report On Recruitment and Selection Process at

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The successful accomplishment of this project work is the outcome of the contribution of number of people, especially those who have given the time and effort to share their thoughts and suggestions to improve the report. At the very beginning I would express my deepest gratitude to Almighty Allah for giving me the strength and the composure to finish the task within the scheduled time. I would like to express my appreciation to my internal supervisor, Abdullah Al Ahad, Lecturer, City University, and City University for providing me all the guidance and support that I needed mostly. This was really a good way of learning and I really appreciate his efforts towards giving me proper line directions. I would like to thank Md.

Recruitment

Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives for undertaking this project are:. The insurance sector is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the organization. The attrition is high among the sales managers, unit mangers mostly in the sales profile.

Internship Report " Recruitment and Selection Process "

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We are committed to our equal opportunity policy at every selection stage. Hiring teams should aim for a well-planned and discrimination-free hiring process. This recruitment and selection policy applies to all employees who are involved in hiring for our company. It refers to all potential job candidates. Stages may overlap. Hiring managers can post a job opening internally before starting recruiting external candidates.


Recruitment is a process which provides the organization with a pool of potentially qualified job candidates from which judicious selection can be made to fill.


Internship Report

Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs either permanent or temporary within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment , commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies which support all aspects of recruitment have become widespread, including the use of Artificial Intelligence AI.

Report on Recruitment & Selection Process.pdf

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