SUMMER INTERNSHIP PROJECT REPORT

ON

RECRUITMENT AND SELECTION PROCESS AT

JP SIDDHARTH HOTEL, NEW DELHI

SUBMITTED TO
ASIA PACIFIC INSTITUTE OF MANAGEMENT

UNDER THE GUIDANCE OF

Prof. Saurabh Mittal

SUBMITTED BY
SWATI THAKUR
PGDM (GEN), BATCH 2016-2018
ASIA PACIFIC INSTITUTE OF MANAGEMENT

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2
 ACKNOWLEDGEMENT

Studying in ASIA PACIFIC INSTITUTE OF MANAGEMENT,NEW DELHI has been a unique

learning experience. The vast knowledge and practical exposure gained are invaluable to me. I feel
a deep sense of satisfaction in submitting this report. I would like to express my profound sense of
gratitude to Mr. Manoj Kaushik (H.R. Manager), Mr. Virender Kumar Sharma and Ms.
Manika Prabhakar for their co-operation and guidance rendered during the course of the project
My cordial thanks to my mentor Prof. Saurabh Mittal and all faculty members for providing me
much needed co-operation to get in depth knowledge.

Swati Thakur

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 PREFACE

The project titled RECRUITMENT AND SELECTION Undertaken in JAYPEE SIDDHARTH

HOTEL. The project report is about recruitment and selection process thats an important part of
any organization.
In fact, recruitment and selection gives a home ground to the organization system that is needed for
proper functioning of the organization. It gives a organizational structure of the company. Its a
methodology in which the particular organization works and how a new candidate could be
recruited in such a way that he/she would be fitted for the right kind of career.
The objective of selection decision is to choose the individual who can most successfully perform
the job from the pool of qualified candidates. Selection process or activities typically follow a
standard patter, beginning with an initial screening interview and concluding with final employment
decision.

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 DECLARATION

I, SWATI THAKUR, PGDM student of ASIA PACIFIC INSTITUTE OF MANAGEMENT, Delhi

do hereby declare that this Summer Internship Report titled RECRUITMENT AND SELECTION
OF JAYPEE SIDDHARTH HOTEL is a bonafide work done by me under the supervision of
Mr. Manoj Kaushik , HR Manager of Jaypee Siddharth Hotel and is submitted to APIM DELHI.
I also declare that this study report is a part of my PGDM curriculum and I have not submitted this
report for the award of any degree or diploma.

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 OBJECTIVES OF THE STUDY

The objective behind the study of this project report is:

To know about the importance of recruitment and selection.

To understand the internal recruitment process in organization

To know about the difference between recruitment & selection.

To know in detail about the recruitment & selection process in Hotel JAYPEE
SIDDHARTH.

To have an idea about the growth rate and attrition rate in this company.

To find out better process of recruitment.

To develop practical knowledge with theoretical aspects.

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 INDEX

1 Acknowledgement 3

2 Preface 4

3 Declaration 5

4 Objective 6

5 An Overview Of The Company 8

6 An Introduction Of Jaypee Hotels 11

7 Departments 21
8 S.W.O.T 26
9 Recruitment And Selection 27

10 Research And Methodology 45

11 Data Analysis And Interpretation 51

12 Finding And Suggestion 61

13 Conclusion 64
13 Annexure 67
15 Bibleogrphy 69

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 CHAPTER 1

AN OVERVIEW

OF

JAYPEE INDUSTRY

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 COMPANY PROFILE

The Jaypee Group is a conglomerate based in Noida, India. It was founded by Jaiprakash
Gaur which is involved in well diversified infrastructure conglomerate with business interests in
Engineering & Construction, Power, Cement, Real Estate, Hospitality, Expressways, Sports &
Education (not-for-profit).
Transforming challenges into opportunities has been the hallmark of the Group ever since its
inception four decades ago. Jaypee Group is a Rs. 15,000 crore well diversified infrastructure
conglomerate with a formidable presence in Engineering & Construction, Power, Cement, Real
Estate, Hospitality, Expressways & Education (not-for-profit).

ENGINEERING & CONSTRUCTION

The Engineering and Construction wing of the group is an acknowledged leader in the construction
of multi-purpose river valley and hydropower projects. The Group is the only integrated solution
provider for Hydropower projects in the country with a track record of strong project
implementation in different capacities and has participated in projects that have added over 8840
MW of Hydroelectricity to the National grid between 2002 to 2009.

CEMENT

Jaypee Group is the 3rd largest cement producer in the country with an aggregate capacity of 19.1
MnTPA and is slated to be a 33.55 MnTPA by FY12 with Captive Thermal Power plants totaling
702 MW. The groups special blend of Portland Pozzolana Cement is marketed under the brand
name Jaypee Cement

POWER

The Group is Indias largest Private sector Hydro-power producer and is on its way to be an
integrated power producer with expansion in Thermal; Wind & Power Transmission. Jaypee
Groups operational power plants are 300 MW Baspa-II (Himachal Pradesh) and 400 MW
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Vishnuprayag (Uttarakhand) and by 2012, the total hydropower capacity will be 1700 MW with the
commissioning of 1,000 MW Karcham-Wangtoo project while the power generation (including
Thermal) for the Group shall be 2200 MW. The Group is poised to be a 13,710 MW power
producer by 2019.

HOSPITALITY
The Group owns and operates 4 Five Star Hotels, two in New Delhi and one each in Agra and
Mussoorie with a total capacity of 644 rooms. Another state-of-the-art resort and SPA is being set
up in collaboration with SIX SENSES at Greater Noida.

REAL ESTATE
The Group is a pioneer in the development of Indias first golf centric Real Estate. Jaypee Greens -
a world class fully integrated complex at Greater Noida consists of an 18 hole Greg Norman Golf
Course. Stretching over 452 acres, it also includes residences, commercial spaces, corporate park,
entertainment and nature in abundance. Jaypee Greens also launched its second project in Noida in
November 2007. Indias First Wish Town, is an Integrated Township spread over 1162 acres of land
comprising one 18 hole and two 9 hole golf facility & world class residences.

EXPRESSWAYS
The Group is currently implementing 165 km, Noida to Agra, 6/8 lane Yamuna Expressway Project
and ribbon development on 6175 acres at five or more locations along the expressway for
commercial, industrial, institutional, residential and amusement purposes, will also be undertaken as
an integral part of the project. The project is slated to be completed by 2011.
SOCIAL COMMITMENTS
The Group has always believed in growth with a human face and has supported the socio-
economic development of the local environment in which it operates and ensured that the
economically and educationally challenged strata around the work surroundings are also benefited
from the Groups growth by providing education, medical and other facilities for local development.
The Group currently provides education across all spectrum of the learning curve through 19
schools, 3 ITIs, 2 colleges and 3 universities catering to over 20,000 students.

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 Chapter-2

An Introduction Of

Jaypee Hotels

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 JAYPEE HOTELS

Established in 1981; Jaypee Hotels is a division of Jaiprakash Associates Limited, a flagship

Company of Jaypee Group with an annual turnover of 20,000 crores (approx.). Jaypee Hotels has
achieved a prestigious position in the hospitality sector with leading properties i.e. Jaypee Palace
Hotel and Convention Centre (Agra), Jaypee Vasant Continental and Jaypee Siddharth (NewDelhi),
Jaypee Residency Manor (Mussoorie), Jaypee Greens Golf and Spa Resort, Jaypee Delcourt -Hotel
and serviced apartments, Atlantis-The Club, International Standard Sport Complex (Greater Noida).

Jaypee Greens Golf & Spa Resort

The epitome of elegance and luxury at Greater Noida. Overlooking the lush greens of the 18-hole
Greg Norman Jaypee Golf Course, Jaypee Greens Golf & Spa Resort is a harmonious blend of
luxury, impeccable service, age old traditions and contemporary sophistication. This super-luxury
designer resort offers 170 elegant rooms with a world renowned Six Senses Spa and 7 fine dining
specialties. Set amidst luxurious green spance, the ambience clubbed with contemporary
architecture and sculptures provides Jaypee Greens Golf and Spa Resort a distinctive lan which is
bound to change the definition of luxury hotels in India. Photo Gallery In the Resorts vicinity are
located the "Jaypee Delcourt" and Atlantis The Club at Jaypee Greens, Greater Noida.

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 Jaypee Del court

Hospitality with a difference is a unique concept with 27 well appointed deluxe rooms, 36 serviced
apartments, multiple dining options,a mini theater, conference facilities, state-of-the-art wellness
centre and a promenade of lifestyle stores.
Atlantis

The Club at Jaypee Integrated Sports Complex, sprawls over 15 acres of land and presents a
combination of International standard sports facility' as well as the 'club house privileges' under one
roof.

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 Jaypee Vasant Continental

Located in the heart of South Delhi; are just minutes away from the Airport. The hotel boasts of 119
luxurious rooms with fine dining Paatra and Ano-Tai, a Lounge Bar called Tapas and Eggspectation,
a 24-hour Resto-Cafe. Tamaya, our Spa, Salon and Wellness Centre have treatments and massages
to soothe your body and soul.

Jaypee Siddharth

Located in Rajendra Place ( Delhi), just a short distance from Connaught Place. This 90 room hotel
boasts of plush interiors. The fine dining facilities include Paatra, a Lounge
Bar called Tapas and Eggspectation, a 24 hour Resto-Cafe. Tamaya, our Spa, Salon and Wellness
Centre has specialized treatments and massages to de-stress.

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 Jaypee Palace Hotel & Convention Centre Agra

Situated in Agra, Set amidst 25 acres of lush landscaped gardens, water bodies and walkways, this
hotel has 341 large rooms. The fine dining facilities includes Paatra, Cest Chine, The Grand
Buffet and the 24-hour Resto cafe, the Pavilion Caf. In addition, there is an Aqua Grill and a well
stocked bar called Tapas. Jaypee Palace Hotel has 5 graceful indoor venues and 7 spectacular
outdoor venues for meetings; Tamaya - our Spa, Salon and Wellness Centre offering specialized
ayurvedic treatments and massages to de-stress.

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 Jaypee Residency Manor (Mussoorie

This is the only five star deluxe hotel in Mussoorie built on a unique hilltop offering an inspiring
view of the Himalayas. This property has 90 large rooms, multi-cuisine dining at The Regency, a
round the clock coffee shop called Capt. Youngs Caf, a discotheque bar - Marshalls Lounge Bar
and recreational facility at Leisure Mall. Tamaya - our Spa, Salon and Wellness Centre offering
specialized ayurvedic treatments and massages to de-stress.

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INTRODUCTION OF HOTEL JAYPEE SIDDHARTH
Welcome to Jaypee Siddharth Hotel in New Delhi

Jaypee Siddharth is a boutique hotel in the heart of Delhi. Its elegant interior,smart new rooms and
all new food& beverage option are an exciting change for regular customer and a delight for first
time visitors to this property.

Location

Located at the Hub of Commercial Centre in New Delhi

14 kms From Domestic Airport.

18 kms From International Airport.

5 kmsFrom New Delhi Railway Station.

Important dates:

1979-(JAPL) Jaiprakash Associates Pvt Ltd was formed

1980-Jaypee Siddhartha-Perfect Professionalism

1982-Jaypee Vasant-Perfect Celebrations

We also have an identified differentially able room #307.This room among other also boasts

of emergency audio and visual room alerts.

Address Jaypee Siddharth

3 Rajendra Place

New Delhi 110008

Phone 011-43662500

Fax 011-25781016

Website www.jaypeehotels.com

E.Mail: jsd@jaypeehotels.com

reservation.jsd@jaypeehotels.com

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Restaurants at Jaypee Siddharth
EGGSPECTATION
Eggspectation, the 24 hour Resto-Cafe is coupled with impressive interiors & an interactive kitchen.

Multicusine

Timings :

Buffet Breakfast : 06:30 A.M to 10:30 A.MINR 745+ 18.1 % tax

Midnight Buffet (Friday + Saturday) 12 midnight to 02:30 hrs..499+ taxes

Weekends (Fri +Sat) 19:30 to 23:30 hrsSalad Buffet=1399+. Liquor Pkg=Rs.500

Signature Dishes

Yoke-Around-the-Clock, Parmesan Crust Chicken, Herb Crusted New Zealand Lamb Chops,
Uneggspected, California Benedict.

Signature Coffees

Caffe MokaNero, Caffe Affogato, Espresso, Cappuccino, Freddo.

PAATRA

Paatra, the new fine-dining restaurant at Jaypee Siddharth takes you on a culinary journey from
Amritsar to Lahore to Indian Cuisine with elaborate lunch buffet and live music during dinner.

Covers: 72 Pax Time-11am-12am Lunch :12:30 pm to 03:00 pm

Buffet =1269.26 + Tax Ladys Kitty- 994.91+ Tax Maharaja table- 2500 +Tax

Dinner: 07:30 PM to 11:00 PM

Signature Dishes

Kunna Ghosht, Moti Panna, Chapali Kebab, Parcha Murg, Amritsari Chole Kulcha, Patialashahi
Handi., Kishti Dilruba, Zafrani Jhinga. Bhune Chaat, Prawn Chilli Butter Garlic, Muttarwali Tikki,
and Mardaan Murg Malaiwala.

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TAPAS

The Lounge Bar with a poolside view at Jaypee Siddharth is the most sophisticated new watering
hole in Delhi-both in terms of dcor and menu.

Covers: 60pax Timing :11:00 AM to 1:00 AM Happy Hours : 03:00 PM to 07:00 PM

Signature Drinks

Fresh fruit frozen Margaritas, Classical Caprioshika and House Special Long Island Iced Tea.

Signature Snacks

Buffalo Wings, Lotus Stem and Water Chestnut Honey Chilli, Jalapeno and Cheese Nuggets, House
Special Non-vegetarian and Vegetarian Tapas.

THE OLD BAKER

The Patisserie offers a range of oven fresh breads, cakes, pastries, chocolates and many other
delicious products are frequented by resident guests and locals alike.

Breakfast: 06:30 hrs to 10:30 hrs

Signature Items: Chocolate Cake, Florida Torte, Olive Bread, Rye Paprika Bread, Klimptorte

Room Service Round the Clock

CATEGORIES
Total Rooms 94 Club Royale Rooms 24 Deluxe Rooms 68 Differentially Able Room 1 (#307) Suits
2

Total Twin Rooms- 62 Total Large bedded Rooms21+8 converted + 2 suites

Other Services & Facilities

Wi-fi enabled Central air-conditioning Hot/Cold water Hair dryer In room electronic safe Mini Bar
Tea/Coffee marker Direct dial telephone Satellite TV LCD screen television

Banquet Hall
For informal and business gatherings with an attached terrace.

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MANDALA : (Full)Area 4300 sq. feet Mandala can be broke up into MANDALA 1,
MANDALA 2 and MANDALA 3

VATIKA TERRACE.. Area 4650Sq .feet

CONFRENCE 1.. Area 840Sq .feet CONFRENCE 2..
Area 900Sq .feet

Tamaya Spa, Salon & fitness centre

A flowering tree, an altar, incarnation, all these meanings of Tamaya together represent the essence
of life.

The treatments and therapies offered by this majestic Spa, Salon & Fitness are the well deserved
modern getaways that keep you away from daily stressed life and excessive tension. This magical
creation with its exceptionally well services tailored to your personal needs and desires provide you
with the unforgettable experience for lifetime. From a couple of healing massages to handful of
body and skin treatments the service menu of this spa is unlimited. In addition to this, with its
specialized services and authentic treatments, this spa makes you feel fresh and energized.

Tamaya offers Salon Services for women and men.

Fully equipped gymnasium with world-class trainers.

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DEPARTMENTS:
M.D OFFICE, G.M OFFICE, FRONT OFFICE, SALES DEPT., ACCOUNTS DEPT., HOUSE
SECURITY, I.T.DEPT., PURCHASE DEPT , F&B DEPT., KITCHEN, H.R DEPT.,
ENGINEERING, HEALTH CLUB, DOCTOR ROOM.

MARKETING:
Product portfolio-room selling, banquet, restaurant food, corporate clients, individual clients,
corporate sales officers.

Distribution network-word of mouth

Sales force: Unit sale-It is a sales team which is locate in hotel.

Regional sale: Bombay, Kolkata, Chennai, Hydrabad, Chandigarh, Bangalore, Ludhiana

Promotion strategies-pool parties, spa& Two set of sales

Season rate- September till March

Off season rate- April till August

Weekend Rate-rate applicable on Saturday & Sunday

Competition: The Park hotel,C.P Ram plaza, Rohini ITC Dwarka, The Lalit hotel C.P, Radisson blu
Paschim Vihar, Radisson blu Dwarka, Taj Vivanta Dwarka

HUMAN RESOURCES:
Organization structure-

Senior manager

Residential manager (RM)

H.O.D

Dubiety Manager

Assistant Manager

Executive

Staff

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DEPARTMENTS & FUNCTIONS

M.D OFFICE- Control and oversee all business operations, people and ventures. Developing and
executing the companys business strategies. Providing strategic advice to the board and
chairperson.

G.M OFFICE-Report to: Managing Director/Area General Manager/Owner. General manager is

responsible for all aspects of operations at the hotel, to day to day staff management and guest.He/
She should be an ambassador for the brand and your hotel.

FRONT OFFICE - The Front Office Department comprise of the Reception, Guest Service
Offices, Bell Services, Reservation, Operators, Executive Club, Health and Recreation Centre and
Business Centre

SALES DEPT.-Responsible for Corporate and Travel Agent Room Sales for the hotel. Identify
new markets and business opportunities and increase sales.

ACCOUNTS DEPT. -The accounting department is responsible for recording and reporting the
cash flows, both in and out, of a company.

HOUSE KEEPING -Cleaning Rooms and Public Areas, Bed making, Laundry Services, Room
Maintenance. etc

SECURITY- Protect the guests and staff of the hotel, including all of their property. the security
departments role in a hotel is to secure the actual premises, and the property of the Hotel
itself.Patrols -Security guard in hotels must move around to patrol the various parts of a property.

PURCHASE DEPT-Maintenance of purchase records,maintenance of vendor performance

records/data,follow-up of purchase orders for delivery in due time.

F&B DEPT. -Prepare tables or counters for meals,greet customers, present menus and help
customers select menu items,record orders and place them with the kitchen and bar,heck that
customers are enjoying their meals and correct any problems clean and reset tables tabulate and
present bills for payment.

KITCHEN-The kitchen department in the hotel is where meals are prepared for guests. The
kitchen staff prepares food, serves food, and cleans the kitchen.

H.R DEPT. - Hiring,Promotions,Position classification and grading,Salary determination

Performance appraisal review and processing,Awards review and processing,Personnel data entry
and records maintenance,policy development etc

ENGINEERING -Care of grounds and swimming pools,

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Mechanical-Maintenance: such as Heating, Ventilation, Refrigeration, air-conditioning
etc.Electrical system and appliances. Audio-Visual equipments, Heavy Cleaning,Communication
and networking Systems, Fire prevention and fighting equipment.

HEALTH CLUB

DOCTOR ROOM I

T DEPTT.

STAFF STRENGTH - Approx. 250-300 employees

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 RECRUITMENT Recruitment is a process which Fulfils the requirement of employees
in any organization by the selection either internal or external ,is a deliberate effort of the
organization in order to select fixed number of personnel from a large number of appointment.
Jaypee hotel operates 6 properties spread across new Delhi, Uttar Pradesh and Uttarakhand.
Four five star hotels, two in New Delhi and one each in Agra and Mussoorie have a total capacity of
689 rooms.Another 5 star luxury,a state-of-the-art golf and spa resort with 170 living spaces with
five ever six sense spa has been set up in collaboration with Six Senses Spas at greater Noida.

TRAINING AND DEVELOPMENT :

A learning process of hotel and task oriented procedure. Property round induction Develop the
knowledge skills and attitude .

RETENTION ISSUE:

Employees feel the job or workplace is not what they expected. There is a mismatch between the
job and person. Employees feel devalued and unrecognized. Employees feel stress from overwork
and have a work/life imbalance. There is a loss of trust and confidence in senior leaders.

APPRAISAL

The process of performance appraisal is the setting up of the standard which will be used to as the
base to compare the actual performance of the employees.This step requires setting the criteria top
judge the performance of the employees as successful or unsuccessful and the degrees of their
contribution to the organisational goals and objectives

In Jaypee Siddharth their is one to one appraisal process is used.

OPERATIONS
FUNCTION/FACILITIES There is 4 major departments.

Food Production-Preparation of food,food processing includes the method and techniques used
to transform raw ingredient into food

Front Office-The front office or reception is an area where visitors arrives and first encounter a
staff at a place of business.front office staff will deal with whatever question the visitors has,and put
them in contact with a relevant person at the company.The front office includes roles that affect the
revenues of the business.

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House Keeping-Housekeeping in a hotel is a very physically demanding job that includes many
varied task.Housekeeper were responsible for cleaning rooms per shift.The actual amount of work
depends on the size of room and the number of beds.

SERVICE-Hotel depend on guest service to provide courteous and professional service to guests
who are checking into or out of the facility and to offer assistance to guests as needed during their
stay

FINANCE
Capital Structure-50 laks approx.

THE CUSTOMER

In Jaypee Siddharth the customer profile is higher class,upper middle class customer

SEGMENTATION-

DIFT (Domestic free individual traveller)

FFIT (Foreign free individual traveller)

CVGR(Corporate volume guarantee rate)

OTA (Online travel agency)

GIT (Group individual traveller)

PRODUCT POSITIONING- 5STAR HOTEL

BUYING PATTERN- 38% Corporate, 22% OTA, 30% GIT, 10% DIFT&FFIT

THE COMPETITION

Jaypee Siddharth is a 5 star hotel,its competitor are

The Park hotel,C.P Ram plaza, Rohini ITC Dwarka, The Lalit hotel C.P, Radisson blu Paschim
Vihar, Radisson blu Dwarka, Taj Vivanta Dwarka

THE ENVIRONMENT

Its central located in Delhi Easily Reachable Near by metro station

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THE TECHNOLOGY-

Customer Service-Measure customer satisfaction and engagement,understand that customer

satisfaction is based on loyalty, identity, values, and relationships,solve problems
quickly,personalise your service to meet your guests needs.

S.W.O.T Analysis of Jaypee Siddharth Hotels

Strengths
Hotel offers great ambience with all the facilities that could be desired for a comfortable stay.

It is a chain of hotels that is perfectly designed according to the suitability and demand of the
tourist.

The need of national and international tourists travelers are met while they are on a visit.

Weaknesses
Jaypee Hotel are well equipped with all the facilities they are quite expensive according to the
standard of living of Indians.

High tax structure in Jaypee Hotels is a major deterrent in attracting visitors the expenditure tax,
luxury tax and sales tax inflate the hotel bill by over 30%

Opportunities
Demand between the national and the inbound tourists can be easily managed due to difference in
the period of holidays. For international tourists the peak season for arrival is between Septembers
to March when the climatic conditions are suitable where as the national tourist waits for school
holidays, generally the summer months.

Nowadays Indian Youth is much more interested in exploring different cultures, cuisines, they want
more exposure so they travel around the world to experience different things. Hotels should use this
opportunity as a tool for growth of the hotel by introducing new tariffs, schemes, coupons, policies
etc

Threats
Changing trends in the best demand similar changes in India, which here are difficult to implement
due to high project costs.

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Chapter-3

Recruitment

&

Selection

27
RECRUITMENT & SELECTION PROCESS OF MAN POWER
COMPANY

What is Recruitment?
Finding and Attracting Applicants
Recruitment is a process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.
It is the first part of the process of filling a vacancy, it includes the examination of the vacancy, the
consideration of sources of suitable candidates, making contact with those candidates and attracting
applications from them.

The need for recruitment may arise due to the following situation:

1. Vacancies due to transfer, promotion, retirement, termination, permanent disability or death

of worker.
2. Creation of vacancies due to expansion, diversification, growth etc.

MEANING OF RECRUITMENT
Recruitment is understood as a process of searching for and obtaining applicants for job, from
among them the right people can be selected. Though theoretically recruitment process is said to
end with the receipt of applications,in practice the activity extends to the screening of applications
so as to eliminate those who are not qualified for the job.

Recruitment Process:-
The recruitment process can be divided into seven stages:

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!
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

Sources of Recruitment: There are two sources of recruitment:-

1. Internal Source:-These sources lie within the organization.

2. External Source:-These sources lie outside the organization

Both the sources are shown in the figure given below

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!
INTERNAL SOURCES

1. TRANSFERS
The employees are transferred from one department to another according to their efficiency
and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience.
3. Upgrading and Demotion of present employees according to their performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage of
qualified personnel or increase in load of work. Recruitment such people save time and costs
of the organisations as the people are already aware of the organisational culture and the
policies and procedures.

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 5. The dependents and relatives of Deceased employees and Disabled employees are also done
by many companies so that the members of the family do not become dependent on the mercy of
others.

EXTERNAL SOURCES
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment.
The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a good source of
recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus
interviews and placements. This source is known as Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client companies by
charging a fee. These agencies are particularly suitable for recruitment of executives and specialists.
It is also known as RPO (Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These exchanges
provide job information to job seekers and help employers in identifying suitable candidates.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the sources
of such workers. This source is used to recruit labour for construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the talent
pool or the database of the probable candidates for the organization.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the organization can
refer their friends and relatives for some position in their organization. Also, the office bearers of
trade unions are often aware of the suitability of candidates. Management can inquire

31
these leaders for suitable jobs. In some organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.

SEARCHINGS

Source activation

Selling

Screening of applications

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) DIRECT METHODS,

b) INDIRECT METHODS,
&
c) THIRD PARTY METHODS.

a) DIRECT METHODS : It include sending recruiters to educational and professional

institutions ,employee contacts with public ,manned exhibits and waiting lists.

i. SCHOOLS AND COLLEGES: For clerical ,labour and apprenticeship help,high schools
can be extensively used. For technical,managerial and professional jobs, colleges,university
departments and specialized institutes, like the IITs,and IIMs, are used . These institutions
usually have placement officer or a teacher-in-charge of placement ,who normally provides
32
 help in attracting employers arranging interviews,furnishing space and other facilities and
providing student resumes.
The companies maintain a list of such institutions , keep in touch with them , send their
brochures indicating job openings ,future prospects etc. On the basis of these students who
want to be considered for the given job(s) are referred to the company recruiter.

ii. EMPLOYEES CONTACT WITH THE PUBLIC : The employees of the organization
are told about the existence of particular vacancies and they bring this to the notice of their
relatives ,friends and acquaintances.

iii. MANNED EXHIBITS : The organizations send recruiters to conventions and seminars,
setting up exhibits and fairs ,and using mobile offices to go to the desired centres .

iv. WAITING LISTS : Many firms lean heavily on their own application files. These records
list individuals who have indicated their interest in jobs,either after visiting the
organizations employment office or making enquiries by mail or phone. Such records prove
a very useful source if they are kept up- to- date.

b) INDIRECT METHODS : Indirect methods cover advertising in newspapers ,

When qualified and experienced persons are not available through other sources ,advertising in
newspapers and professional and technical journals is made. Whereas all types of advertisements
can be made in newspapers and magazines,only particular type of posts should be advertised in the
professional and technical journals,for example,only engineering jobs should be inserted in journals
of engineering.

A well thought-out and planned advertisement for an appointment reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point ,candidates can
assess their abilities and suitability for the position and only those who possess the requisite
qualifications will apply.

c) THIRD PARTY METHODS : Third Party methods various agencies are used for
recruitment under these methods. These include commercial and private employment

33
 agencies , state agencies placement offices of schools colleges and professional associations
,recruiting firms ,management consulting firms,indoctrination seminars for college
professors, friends and relatives.

i. PRIVATE EMPLOYMENT AGENCIES : It specialise in specific occupation like

general office help, salesmen, technical workers, accountants, computer staff, engineers
and executives, etc. These agencies bring together the employers and suitable persons
available for a job. Because of their specialisation,they can interpret the needs of their
clients and seek out particular type of persons.

ii. STATE OR PUBLIC EMPLOYMENT AGENCIES : It also known as Employment or

Labour Exchanges ,are the main agencies for public employment.They also provide a wide
range of services,like counselling, assistance in getting jobs,information about the labour
market,labour and wages rates,etc.
iii. EXECUTIVE SEARCH AGENCIES : It maintain complete information records about
employed executives and recommend persons of high calibre for managerial,marketing and
production engineers posts. These agencies are looked upon as head hunters,raiders, and
pirates.

iv. INDOCTRINATION SEMINARS FOR COLLEGE PROFESSORS: These are arranged

to discuss the problems of companies to which professors are invited. Visits and banquets
are arranged so that professors may be favourably impressed and later speak well of the
company and help in getting required personnel.

v. FRIENDS AND RELATIVES OF PRESENT EMPLOYEES : It constitute a good source

from which employees may be drawn.This,however,is likely to encourage nepotism, i.e.
persons of ones own community or caste may be employed.This may create problems for
the organization.

vi. TRADE UNIONS : It are often called on by the employers to supply whatever additional
employees may be needed.Unions may be asked for recommendations largely as a matter of
courtesy and an evidence of goodwill and cooperation.

34
 vii. PROFESSIONAL SOCIETIES : It may provide leads and clues in providing promising
candidates for engineering ,technical and management positions. Some of these maintain
mail order placement services.

viii. TEMPORARY HELP AGENCIES : The employ their own labour force ,both full-time
and part-time and make them available to their client organizations for temporary needs.

ix. CASUAL LABOUR SOURCE : It is one which presents itself daily at the factory gate
employment office. Most industrial units rely to some extent on this source. This source, is
the most uncertain of all sources.
x. DEPUTATION : Persons possessing certain abilities useful to another organization are
sometimes deputed to it for a specified duration. Ready expertise is available but,as you can
guess ,such employees do not easily become part of the organization.

Recent Trends in Recruitment:-

The following trends are being seen in recruitment:

1) Outsourcing

The HR processes are being outsourced from more than a decade now. A company may draw
required personnel from outsourcing firms. The outsourcing firms help the organization by
the initial screening of the candidates according to the needs of the organization and creating a
suitable pool of talent for the final selection by the organization. Outsourcing firms develop their
human resource pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the
organizations for their services. Advantages of outsourcing are:
1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage.

3. Turning the management's focus to strategic level processes of HRM.

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

35
 5. Company can save a lot of its resources and time

2) Poaching/Raiding

"Buying talent" (rather than developing it) is the latest mantra being followed by the organizations
today. Poaching means employing a competent and experienced person already working with
another reputed company in the same or different industry; the organization might be a competitor
in the industry. A company can attract talent from another firm by offering attractive pay packages
and other terms and conditions, better than the current employer of the candidate. But it is seen as
an unethical practice and not openly talked about. Indian software and the retail sector are the
sectors facing the most severe brunt of poaching today. It has become a challenge for human
resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

The two kinds of e- recruitment that an Organization can use is -

Job portals
posting the position with the job description and the job specification on the job portal and also
searching for the suitable resumes posted on the site corresponding to the opening in the
organization.

Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the organizations. It enables the
employees to screen and filter the resumes through predefined criteria's and requirements (skills,
qualifications, experience,etc.) of the job.

RECRUITMENT STRATEGIES

The level of performance of the organization depends on the effectiveness of its recruitment
function. Organizations have developed and follow recruitment strategies to hire the best talent for
their organization and to utilize their resources optimally. A successful recruitment strategy should
be well planned and practical to attract more and good talent to apply in the organization. For

36
formulating an effective and successful recruitment strategy, the strategy should cover the following
elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization it is almost a never- ending
process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify
the positions requiring immediate attention and action. To maintain the quality of the recruitment
activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or
focusing on key jobs first.

2. Candidates to target
The recruitment process can be effective only if the organization completely understands the
requirements of the type of candidates that are required and will be beneficial for the organization.
This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring
high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level

required by the organization. The candidate's experience can range from being a fresher to
experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can

be from the Same industry, different industry, unemployed, top performers of the industry
etc.

3. Sources of recruitment
The strategy should define various sources (external and internal) of recruitment. Which are the
sources to be used and focused for the recruitment purposes for various positions? Employee
referral is one of the most effective sources of recruitment.
4. Trained recruiters
The recruitment professionals conducting the interviews and the other recruitment activities should
be well-trained and experienced to conduct the activities. They should also be aware of the major

37
parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a
candidate.

Evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be
planned in advance. Like the rounds of technical interviews, HR interviews, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organization. It is one of the technological tools facilitated by the information
management systems to the HR of organizations. Recruitment management system helps to contour
the recruitment processes and effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are explained
below:
Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster,accurate and reliable processing of

applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the various links like the

application system on the official website of the company, the unsolicited applications,
outsourcing recruitment, the final decision making to the main recruitment process.

Recruitment management system maintains an automated active at a base of the applicants

facilitating the talent management and increasing the efficiency of the recruitment processes.

Recruitment management system provides and a flexible, automated and interactive interface

between the online application system, the recruitment department of the company and the
job seeker.

38
 Offers tolls and support to enhance productivity, solutions and optimizing the recruitment

processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy relationships with

the candidates through the entire recruitment process.

HEADHUNTING

Headhunting refers to the approach of finding and attracting the best experienced person with the
required skill set. Headhunting involves convincing the person to join your organization.

39
!

40
 SELECTION

Selection is the process of securing relevent information about an applicant to evaluate his
qualifications, experience and other qualities with a view to matching these with the
requirements of a job.

It is essentially a process of picking out the man or men best suited for the organisations
requirement.

Selection can be conceptualized in terms of either choosing the fit candidates,or rejecting the
unfit candidates, or a combination of both. Selection involves both because it picks up the fits
and rejects the unfits.

In fact in Indian context ,there are more candidates who are rejected than those who are selected
in most of the selection processes. Therefore sometimes it is called a negative process in
contrast to positive program of recruitment.

SELECTION PROCESS

1. PRELIMINARY INTERVIEW:
The purpose of preliminary interviews is basically to eliminate unqualified applications based on
information supplied in application forms. The basic objective is to reject misfits.

2. SELECTION TESTS :
Jobseekers that pass the preliminary interviews are called for tests. These tests may be Aptitude
tests, Ability tests etc to judge how well an individual can perform tasks related to the job.
3. EMPLOYMENT INTERVIEWS:
At this step interview is a formal and in-depth conversation between applicants acceptability. It is
considered to be an excellent selection device.

41
 4. REFERENCE AND BACKGROUND CHECKS:
These checks are conducted to verify the information provided by the candidates. Reference checks
can be through formal letters, telephone conversations etc.

5. SELECTION DECISIONS:
After obtaining all the information the most critical step is the selection decision to be made. The
views of the line managers are considered generally because it is the line manager who is
responsible for the performance of the new employee.
6. PHYSICAL EXAMINATION:
After the selection decision is made the candidate is required to undergo a physical fitness test.

7. JOB OFFER:
8. The next step in the selection process is the job offer to those applicants who have
crossed all the previous hurdles. It is made by away of letter of appointment.

8. CONTRACT OF EMPLOYEE:
Once the job offer is accepted certain documents need to be executed by the
employer and the candidate. Here a formal contract of employment is prepared and
agreed upon.

CANDIDATE IS CALLED FOR FIRST ROUND OF INTERVIEW

(FILLS THE JOB APPLICATION FORM i.e. JAF)

The first round of interview is conducted with the approved profiles and the JAF is filled by them.
In Job Application Form the candidate need to fill his/her details such as

Personal details

Educational qualification

Work experience.

42
HR ROUND OF INTERVIEW
This round of interview may be conducted by well experienced HR heads or their assistants with
the help of Interview Question Bank &Interview Scorecard where job related questions are asked
and the skill of the interviewee is tested. On the basis of this interview the selected profiles are
carried forward and the rejected ones are kept at hiring tracker and at rejected hard copy files for
future reference.

SHARING OF HR FINDINGS & SCORECARDS WITH GM's

After conducting the HR round interview the HR opinions and interview scorecards regarding
selected profiles are shared with the GM's as to know the GM's opinion about the profiles. The
rejected profiles by the BM's are then sent to the hiring tracker and the selected ones are carried
forward.

PERSONAL INTERVIEW WITH BM / REPRESENTATIVE

The selected profiles at this stage are called for a personal interview with the GM / Representative
and once again the profile selected by the GM by personally meeting the candidates are carried
forward and the rejected profiles are kept in hiring tracker / rejected hardcopy files for future
reference.

PERSONALITY ASSESSMENT
After passing the personal interview with BM the selected applicants have to give an online
personality assessment test. At this test the attitude, the personality, the SWOT Analysis of the
applicant is judged. If the personality assessment is positive the applicant profile is carried forward
and if it is negative then it is rejected and kept at the hiring tracker / rejected hard copy file for
future reference.

FINAL ROUND INTERVIEW

The positive applicants profile is finally called for the final round interview to test his IQ, his
intelligence and his suitability to the vacant job. After this interview the rejected applicant profiles
are kept at hiring tracker / rejected hard copy files for future reference and the selected applicant
profiles are carried forward for final verdict.

REFERENCE CHECK TO BE CARRIED OUT BY HR

The candidate who is finally selected or who is getting the job is asked for a reference check. This
reference check is conducted to know more about the candidate, his background, his behavior and

43
to check whether the information provided by him is correct or wrong. This reference check is
carried out by following the Reference check format. If the reference check is negative the profile is
kept at the hiring tracker/ rejected hard copy files and if it is positive his profile is carried forward.

MAKING OFFER & NEGOTIATION

Profiles having positive reference checks are called up for making final offer and negotiation with
them regarding their job, Organizational Structure & his / her position in the organizational
structure, his / her Current Salary Structure in the organization, explaining about the company goals
and objectives, rules and regulations of the company, allowances given by the company etc. He is
also given his final approval mail from the GM.
If the applicant rejects or does not agree to the terms & conditions of the company his profile is kept
at hiring tracker / rejected hard copy files and if he accepts the terms & conditions he is given the
job and his profile is updated and he is updated in the organizational structure.

44
 CHAPTER 4

RESEARCH

METHODOLOGY

45
 RESEARCH METHODOLOGY

INTRODUCTION

Research in common parlance refers to a search for knowledge. Once can also define research as a
scientific and systematic search for pertinent information on a specific topic. In fact, research is an
art of scientific investigation.

Research is an academic activity and as such the term should be used in a technical sense.
According to Clifford Woody research comprises defining and redefining problems, formulating
hypothesis or suggested solutions; collecting, organising and evaluating data; making deductions
and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit
the formulating hypothesis.

This project report is based on primary as well as secondary data.

1. RESEARCH DESIGN :

Research design is the basic frame work which provide guidelines for the best of research
process. It basically involves
COLLECTION OF THE DATA.

WHAT SAMPLING PLAN SHOULD BE USED.

2. SAMPLING PLAN:
Sample size:

It means the number, of persons or items selected from the universe to constitute a sample.
The sample size of this project is 10-12 executive employees of Hotel Jaypee Siddharth

46
Sampling technique:

It refers to the method to be applied / the technique to be used in Selecting the Sample. The
technique used may be deliberate or purposive sampling, random sampling, systematic sampling,
stratified sampling, area sampling, and extensive sampling.

The sampling technique applied for this project report is Simple random technique

Study period

Study period refers to the time and duration required for the researcher to complete his research.

Study period for this research report is: days in total.

Tools for data collection:

The tools / methods used to collect primary data for this research report are through:

1. Telephonic interviews.

2. Personal face-to-face interview.

3. Oral questionnaire method.

3. ANALYTICAL TOOLS:The tools used were percentage table and graph.

4. SAMPLE AREA: Hotel Jaypee Siddharth (RAJENDRA PLACE,NEW DELHI)

5. DATA COLLECTION METHODS:

PRIMARY DATA:

"The primary data is the data collected afresh & first time and happens to be the first hand
information."OR" The primary data is data which is collected by researcher directly from the
respondents"

There are various methods of primary data collection, such as:

1. Observation method
2. Interview method
47
3. Questionnaire
4. Schedules etc.

SECONDARY DATA:
"The data which is collected by someone and gone through the statistical process is called
secondary data.

Tools for secondary data collection:

The tool / methods used for collecting secondary data for this project report are different websites
of manpower, Google , HR reports of the company, company profile magazines etc.

Research in common parlance refers to a search for knowledge. Once can also define research as a
scientific and systematic search for pertinent information on a specific topic. In fact, research is an
art of scientific investigation.

Research is an academic activity and as such the term should be used in a technical sense.
According to Clifford Woody research comprises defining and redefining problems, formulating
hypothesis or suggested solutions; collecting, organising and evaluating data; making deductions
and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit
the formulating hypothesis.

PRIMARY DATA: Primary data are those which are gathered specially for the project by the
researcher through questionnaire & personal interaction, primary data is collected by administering
the questionnaire & personal interaction.

SECONDARY DATA: It has been collected through intranet, companys history, profile and
manuals, books, company files & websites. This is the data which has been collected by someone
else and was already available for study.
These are the basic tools used for collection of data:

a) Questionnaire

b) Books

c) Personal interviews

48
 SOURCES OF DATA

PRIMARY SOURCE SECONDRY

SOURCE

L M PRASAD

IGNOU

QUESTIONNAIRE JAYPEE HOTEL

POLICIES

49
 SIGNIFICANCE

Recruitment makes it possible to acquire the number and types of people necessary to
ensure the continue operation of the hotel.

It helps the employee to find out the right person for the right job.

Selection is reliable predicator of how well an individual is likely to perform in the job.

Recruitment established confirms of an applicant competence for a job.

The selection process determine whether an applicant meets the qualification for the specific
job and to choose the applicant who is most likely to perform well in the job.

50
 CHAPTER 5

DATA ANALYSIS
&
INTERPRETATION

51
ANALYSIS & INTERPRETATION

To Recruiters of the Organization

1) Are you satisfied with the recruitment process in Hotel Jaypee Siddharth
Hotel?
a) Not at all b) Satisfied c) totally satisfied d) Good e) Excellent

Options b d e Total

Response 3 3 4 10
Percentage 30 30 40 100

!
Interpretation: -
From the above response it is seen that management of Hotel Jaypee Siddharth Hotel
meets the standards of recruitment process.

52
2) Whether the recruitment process is documented?
a) Yes
b) No
OPTIONS a b Total
Responses 7 3 10
Percentage 70 30 100

!
Interpretation: -
From the above responses it is seen that majority of employees feel that recruitment
process is documented in the company. However, they can access whenever they
want. 30% of the people don't have knowledge about it.

53
3) Is the recruitment process uniform at all level?
a) Yes b) No c) Varies as per department
Options a b total
Responses 1 7 8
Percentages 30 70 100

!
Interpretation: -
From the above responses it is seen that recruitment process varies many time
department heads to select the right person for the from department to department, so
it helps the job as per his requirement and needs.

54
4) Whether the response from the client after giving the requirement in all the
process is satisfactory?
a)Not slow b)Slow c)Quick d)Very responsive e)Excellent
Options b c e Total
Responses 2 5 3 10
percentage 20 50 30 100

!
Interpretation: -
From the above responses it is seen more than 50% of recruiters feel that the response
is quite quick

55
5) Whether the management are satisfied with the recruitment process carried
out by company?
a) No b) Not much c) To some extent d) Very much
Options b c d Total
Responses 2 5 3 10
Percentage 20 50 30 100

!
Interpretation: -
From the above responses it is seen that management are satisfied to some extent.

56
6) Whether the candidates are satisfied with the recruitment process carried
out?
a) No b) Not much c) To some extent d) Very much
Options a b c d Total
Responses 1 2 5 2 10
Percentage 10 20 50 20 100

Interpretation: -
From the above responses it is seen that most of the candidates are satisfied with the
process of recruitment but still almost 30% were not so satisfied.

57
Analysis Of Procedures & Methodology Adopted In The Process Of Recruitment
& Selection1.

1) What are the Sources used for talent acquisition ( Hunting the Heads)?

Personal contacts

Referrals' from the candidates.

Job portals where candidates have posted their resumes

Direct walk-ins.

From consultancy
2) From the Above different sources which is the source you get more response?

Referrals' from the candidates.

Job portals where candidates have posted their resumes

3) What are the stages used for conducting the interview ?

First stage call up the potential candidates

First round is the HR round where candidate's communications skills & academic records are

checked

Second round is the aptitude round where candidate's IQ level is checked

The last round is the operations round where the operations manager takes the interview of

the potential candidate he checks if the candidate is fit for his process.

4) How do you co- relate the job fit and culturally fit manning ?

Earlier it was a problem where the job of Hotel & the culture of the people was clashing now

everybody is aware that they have work in shifts & they would be dealing with people from
residing in India an abroad. Also at the beginning candidates been asked by the consultants
& HR if they comfortable in working shifts.

58
5) Which are the preferential areas in selecting a candidate

The preferential areas in selecting the candidate is his fluency inEnglish. The other things

which come in the later part which are : -

Education Qualification

Personality

Knowledge about subject matter

6) What is generally the lead time to join the organization expected by the employer and
generally taken by the candidates?

According to the company the candidate should join as soon as possible,

If the candidate is currently working somewhere then in that case he might take one month to

join as he need to serve the notice period in his existing company which is the requirement
for leaving the present job & based on that the employees are given the experience letter.

7) Which parameters do you consider for selection even if the employee possessing the
resignation?

If the on the resume of the candidate if it is shown that the candidate is a job hopper

& frequently shifting from one company to another generally these kind of
candidates are not selected if it is found that they hopping jobs because of like in the
salary.

If there is other reason such as too growth Or else the entire company got shut down

then based on the circumstances the candidates are considered.

8) What is the ratio in between the requisition of the vacancies and the candidates
interview?

As this is a volume hiring always the candidates interview should be higher than the

requisition of the vacancies as few of the candidates do not turn up at the time of
joining. Generally the ratio is 20%higher the requisition of vacancies.

59
 9) Do you have the data and information bank related with unsolicited application And
the candidates who have been rejected ?

Yes we have to maintain the data of all the candidates whether they are selected or

not also at the same time we need to maintain a separate data for the unsolicited
application as at times they are not allowed to apply in future.

10) Are these candidates are called for the subsequent interview for Reconsideration?

Yes the candidates who have been rejected on the basis of communication skills or

Education background etc.. they are reconsidered.

For the same position they can apply after 3 months

60
CHAPTER 6

FINDINGS

&

SUGGESTION

61
 FINDINGS QF STUDY

The findings during the work carried out by me can be categorised into two
categories as it is said that every coin has two sides:-
A) Positive findings:-
1) A majority of employees feel that recruitment process carried out in the company is satisfactory.

2) Some employees feel that each recruiter gets an opportunity to do the whole process right from
the recruitment to client co-ordination.

3) The new joiners are very much satisfied with the process of training given to them
regarding recruitment.

4) Since the recruitment is a volume based recruitment it can be easily achieved with the help of
the consultants & placements service.

5) Consultants make sure that the right candidate is placed in the right company for e.g. if the
candidate demands for the higher wages then he can pro actively ask the consultancies that which is
the company paying the highest wages in the market based on the information he can directly join
that company instead of him going through different companies & checking the package.

B) Negative findings:-
1) Some employees were moderately or not much satisfied with the process.

2) Since there is a gap in between their expected pay scales & actual in hand compensation.

3) Since rules and regulations are very dynamic, so most of the employees face difficulty to adjust
with them.
4) Most of the candidates do not turn up when they are called up for the interview.

5) Many a time the interview calls are spontaneous the result yielded is the prospective candidate
does not have time to prepare for interview.

62
C) Special Findings: -
Since the process involves continuous sitting at one place so refreshment was provided to the
candidates who had come for the interview. This being as unique expo by candidates it helps to
build the goodwill of the company

SUGGESTION

Following are the suggestions to improve the recruitment process:-

The process should be future oriented, which can be done by keeping attitude and knowledge

in consideration instead of just emphasising on qualification and experience.

While following the process the time and economy factor should betaken into consideration.

The recruiter should also take the references of his friends or any one he knows who looking

for a job from the candidate who has come for the interview.
1. During the selection process not only the experienced candidates but also the fresh candidate
should be selected so as to avail the innovation and enthusiasm of new procedure.

2. In the organization where summer training facility prevailing then such kind of practices
must be adopted so that the student can learn and again from their practical views.

3.Candidates should be kept on the job for some time period; if suitable they should be recruited.
During the selection process, the candidates should be made relaxed and at ease.

4. Company should follow all the steps of recruitment and selection for the selection of the
candidates.

5. Selection process should be less time consuming.

6. The interview should not be boring, monotonous. It should be made interesting. There must be
proper communication between the Interviewer and the Interviewee any the time of interview.

7. Evaluation and control of recruitment and selection should be done fair judgment.

8. Methods used for selection of candidates should be done carefully and systematically
63
CHAPTER 7

CONCLUSION

64
CONCLUSION

The conclusion is drawn from the study and survey of the company regarding the Recruitment and
Selection process carried out there.

The recruitment process at HOTEL JAYPEE SIDDHARTH Is done objectively but a lot of bias
hampers the future of the employees. That is why the search or headhunt of people should be of
those whose skill fits into the industriess values.

Most of the employees were satisfied by the process but changes are required according to the
changing scenario as recruitment process has a great impact on the working in the hotel as a fresh
blood, new idea enters in the hotel industries .

Selection process is good but it should also be modified according to the requirements and should
suit the job profile so that main objective of selecting the candidate could be achieved.

In this way Ive concluded that Jaypee Hotel has a fair and effective method of Recruitment and
Selection but there is always a room of improvement for the effective working of the system.

Recruitment is the first step in the process of acquiring and retaining human resources for an

organization. In today's rapidly changing business environment organizations have to

respond quickly to requirement for people.

The purpose of recruitment is to carry out effective recruitment of strong candidates as in to

retain them in the organization and achieve the required goals of it.

Improper recruitment can prove very costly for the organization and can lead to loss to

company.

But HOTEL JAYPEE SIDDHARTH takes into consideration the time allotted for fulfilling the
requirements and fulfils them in an appropriate manner within the stipulated time. It believes
in quality not quantity. It realises the value of manpower and tries the best not to waste
the manpower. Hence each and every employee is guided to follow the process taking this into

65
consideration. Ensuring the quality of the persons to be recruited is a very difficult task because
there are several diff influential factors impacting on the system, in context to the recruitment, so
the base of selection is considerably broad.

LIMITATIONS
Each and every research carried out has some limitations due to various reasons. Since the research
is a never-ending process so some limitations arise, because some expectations are not fulfilled. The
major limitations are as follows: -

Due to the stipulated time frame, the headhunting process was difficult to carry out, and was

unable to work on hard-core requirements of IT

Convenient sampling is used as a mode of conducting research.

Since most of the candidates were never use to turn up so the drive for the interview was not

possible.

Most of the recruitment was done on the executive/advisor level so couldn't study much as

compare to middle level or higher management level recruitment.

The study was carried out within 2 months time period

66
ANNEXURE

67
 QUESTIONNAIRE

I Swati Thakur student of Asia Pacific Institute Of Management,New Delhi is gathering

information on RECRUITMENT AND SELECTION PROCEDURE IN HOTEL JAYPEE
SIDDHARTH

Identify Information

i. Name ____________

ii. Education ___________

iii. Designation____________

iv. Department ____________

v. Experience ___________

1) Are you satisfied with the recruitment process in Hotel Jaypee Siddharth Hotel?
2) Whether the recruitment process is documented?
a) Yes
b) No

3) Is the recruitment process uniform at all level?

a) Yes b) No c) Varies as per department

4) Whether the response from the client after giving the requirement in all the process is
satisfactory?
a)Not slow b)Slow c)Quick d)Very responsive e)Excellent

5) Whether the management are satisfied with the recruitment process carried out by
company?
a) No b) Not much c) To some extent d) Very much

6) Whether the candidates are satisfied with the recruitment process carried out?
a) No b) Not much c) To some extent d) Very much

11. Suggestions If any?

68
 BIBLIOGRAPHY

BOOKS

Prasad L.M Human Resources Management: Tata Mc Graw Hill, 5th Edition

Mamoria C. B, S.V Gankar(2006); Personnel Management;Himalaya Publishing House Pvt.

Ltd; Mumbai; pp. 186-190.

Ashwathappa K.(2006); Human Resource Management; Tata McGraw Hill; Noida; Pp.

137-140

WEB SITES

www.jaypeehotels.com
www.wikepedia.com
<http://recruitment.naukrihub.conVmeaning-of-recruitment.html>

69