CHAPTER -1

INTRODUCTION

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 INTRODUCTION
1.1 General introduction of the study

Where would the introduction of a human resource management system benefit your
organization the most?

The shift from traditional personnel management to human resource management has
mirrored a growing realization by organizations of the important contribution that employees
make within the organization and that by consolidating this contribution the organization can
maximize strategic objectives. In this context here I am considering recruitment and selection
as my topic for the study in ENVISYS TECHNOLOGIES PVT LTD. These are two important
processes in human resources management which energizes an organization to recruit and select
the right people for gaining competitive advantage.

 Recruitment is the process of defining a job and attracting applicants for the vacant post.
 Selection is the process of choosing the most appropriate candidate to fill the post from
among all those who apply.

ENVISYS TECHNOLOGIES PVT LTD. is a Full-Service Software Development Company

providing Business and Technology Solutions to blue-chip companies ranging from Fortune 500
corporations to prominent regional players in the U.S.A., Far East, Middle East and India. Logix
usually engages with clients as a strategic partner, involving it right from the conceptual and
planning stages.
Logix combines onsite consulting and offshore development methodologies to leverage the
domain expertise of over 200 specialists and create sustainable competitive advantage – offering
superior ROI, seamless collaboration and faster time-to-market to clients worldwide.

Logix has evolved over the years as a mature software solutions provider with a long list of loyal
clients including GE, ABB, HP, Philips, LG Polymers, Hoechst, ABN AMRO and more. Logix

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has also been responsible for building a chemical industry vertical in MBS Axapta marketed
worldwide by Microsoft.
Being one of the earliest SAP and Siebel implementation companies with a track-record dating
back to 1997 when it became one of the two companies in India with a valid SAP license for
internal training, Logix is admired not only for its technological prowess but also deep domain
insights honed over hundreds of successful client-engagements.

izmocars, a Logix venture in the United States, was ranked No.2 in the Best -Ten list of Web
Solutions Providers for Automotive Dealers by Ward’s magazine. Leading automotive portals
and dealer groups in the U.S. including Yahoo! Autos and Automation, Inc. use izmocars
solutions.

CRM expertise of Logix Microsystems

“Business = Customers”

“Customers are your greatest competitive advantage”.

Typically, 20% of customers bring you 80% of business. Your growth depends on the growth of
their numbers. A unified view of your customer-base can help you identify high-value customer
segments early on – to map your customer touch-points to their preferences and tailor your
customer interactions to their expectations.

The main objective of the study is to find out the existing recruitment process in the several IT
based companies and Continuous assessment of effectiveness of recruitment and incorporation
of suitable modification from time to time.

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1.2 Theoretical background of the study:

The Human Resources Management (HRM) function includes a variety of activities and key
among them is deciding what staffing needs you have and whether to use independent contractors
or hire employees to fill these needs, recruiting and training the best employees, ensuring they
are high performers, dealing with performance issues, and ensuring your personnel and
management practices conform to various regulations. Activities also include managing your
approach to employee benefits and compensation, employee records and personnel policies.
Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure that
employees have -- and are aware of -- personnel policies which conform to current regulations.
These policies are often in the form of employee manuals, which all employees have.

Note that some people distinguish a difference between HRM (a major management activity)
and HRD (Human Resource Development, a profession). Those people might include HRM in
HRD, explaining that HRD includes the broader range of activities to develop personnel inside
of organizations, including, eg, career development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should be organized into
large organizations, eg, "should HR be in the Organization Development department or the other
way around?"

The HRM function and HRD profession have undergone tremendous change over the past 20-
30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to
manage the paperwork around hiring and paying people. More recently, organizations consider
the "HR Department" as playing a major role in staffing, training and helping to manage people
so that people and the organization are performing at maximum capability in a highly fulfilling
manner.

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Recruitment refers to the process of finding possible candidates for a job or function,
undertaken by recruiters. It may be undertaken by an employment agency or a member of staff
at the business or organization looking for recruits. Either way it may involve advertising,
commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts.
Employment agencies will often advertise jobs in their windows. Posts can also be advertised at
a job centre if they are targeting the unemployed.

Performance-based selection is a fair, accurate and highly-integrated method of attracting and

hiring top performing employees each and every time. Performance-based selection leads to
increased worker productivity (up to 50 per cent improvement for some positions), which can
save companies thousands of dollars in training and performance management time. It can also
reduce recruitment costs by up to 40 per cent per vacancy and reduce turnover by up to 20 per
cent.Job applicants perform key components of the actual job and are assessed on their technical
skills, ability to solve day-to-day problems and on their overall ability to perform other regular
duties of the position. Applicants are rated fairly and accurately, allowing hiring staff to quickly
differentiate between those who can perform all aspects of the job and those who only say they
can. Performance-based selection allows HR staff and hiring managers to quickly and accurately
identify top performers each and every time.

Performance-based selection can be applied to all types and levels of jobs. It has been used to
successfully hire clerical, trade, technical, medical, professional, sales, managerial and executive
positions. The reason it can be applied to such a large cross-section of jobs is because of the
nature of work. Typically, there are three stages of work common to all jobs.

The first stage involves gathering or being given information or raw materials. The second stage
involves processing or transforming this information or raw materials into useful products or
services. By processing, we also mean analyzing, modifying or making appropriate decisions.
The third stage involves delivery of an outcome, a product or a service. And each worker’s ability
and approach to delivery has a lot to do with how well they perform on the job.

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 The recruiting and selection process can best be envisioned as a series of hurdles.
Recruiting and selection require:
1. Doing employment planning and forecasting to determine the duties of the positions
to be filled.
2. Building a pool of candidates for these jobs by recruiting internal or external
candidates.
3. Having the applicants fill out application forms and perhaps undergo an initial
screening interview.
4. Utilizing various selection techniques such as tests, background investigations, and
physical exams to identify viable job candidates.
5. Sending to the supervisor responsible for the job one or more viable job candidates.
6. Having the candidates go through one or more selection interviews with the
supervisor and other relevant parties for the purpose finally determining to which
candidates an offer should be made.

Employee Recruiting: Candidates

planning and Build a pool of
forecasting candidates

Applicants Use selection

complete tools like tests Final interview
application to screen out
forms applicants

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The recruitment and selection process are a series of hurdles aimed at selecting the best
candidate for the job.
 Sources of recruitment

A. Internal sources of candidates:

Although recruitment may bring to mind employment agencies and classified ads, current
employees are often being largest source of recruitment position filled internally

Filling opened position with inside candidates has several advantages. Employees see that
competence is rewarded and morale and performance may thus the enhanced. Promotion from
within can boost employee commitment and provide managers a long term prospective when
making business decisions.

B. Employment agencies as a source of candidates: There are 3 basic types of

employment agencies:
1. Those operated by central, state or local governments.
2. Those associated with non-profit organization.
3. Privately owned agencies.

C. Advertising as a source of candidates:

To use help wanted ads successfully it needed to address 2 issues: the media to be used and
the ad’s constructions. the selection of the best medium-be it the local paper, or a technical
journal-depends on the type of position for which you are recruiting.

D. Referrals and walk-Ins as a source of candidates:

Employee referral programs are popular of the firms responding to one survey,40% said
they used an employee referral system and hire about 15%b of their employees through

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 such referrals. a cash award for referring candidates who are hired is the most common
referral incentives.
Walk-ins are a major source of applicants. All walk-ins should be treated courteously and
diplomatically for the sake of both by employer’s community reputation and applicants’
self-esteems.

E. Recruiting on the internet:

Computers are playing a bigger and bigger role in helping employers recruit employees
today. Computer application range from recruiting on the internet to automatically.

 Steps in Performance-based Selection

Step 1: Performance-based job analysis to identify essential qualifications: An
activity-based job analysis of what the employee actually does is undertaken to identify
the position’s essential qualifications. The knowledge, skills and abilities the employee
must have to perform well on the job are obtained by interviewing work experts and
reviewing background documents. This essential step provides a road map to guide you
through the selection process.

Step 2: Performance-based job descriptions: An up-to-date and accurate job

description will help applicants and new employees understand the duties of the job.
Performance-based job descriptions are a systematic, consistent and accurate summary
of the job and best of all; they can be developed and updated in minutes.

Step 3: Performance-based recruitment ads: Performance-based recruitment ads

highlight the essential qualifications of the vacancy and require applicants to submit a
customized application for that job, itemizing how they meet each of the required
essential qualifications. These ads can also reduce advertising expenses by up to 50 per
cent while significantly improving applicant quality. Since these ads target top
performers and discourage unqualified and uncommitted applicants from applying,

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 significant time is saved during the resume screening phase of the selection process. Staff
can then devote more time to screening in the best applicants.

Step 4: Performance-based resume screening: Resumes are screened using a checklist

of essential qualifications to quickly and accurately identify how well each applicant
meets all of the job’s requirements. A written record of each screening decision will then
be available for review or applicant feedback. This highly organized, yet straightforward,
process significantly reduces screening time and makes resume screening decisions
accurate and easy.

Step 5: Realistic job previews: Short-listed applicants are given a realistic job preview
over the telephone to save time, eliminate uncommitted applicants from the process and
reduce turnover by up to 20 per cent. Both the good and the more unsavory or highly
challenging aspects of a job are revealed to applicants, allowing them to back out of the
selection process early, saving time and money for all involved.

Step 6: Performance-based Micro Assessments: Micro Assessments are written

exercises given to the short-listed applicants. They are based on a sample of the key duties
and challenges of a position. Since more than one applicant can perform the

exercises simultaneously, the time commitment required to monitor these exercises is

minimal. Best of all, only truly qualified applicants will proceed to the interview, saving
significant time for both HR staff and hiring parties. Micro Assessments are ideally suited
for electronic and/or Internet-based recruitment and selection, as applicants can complete
these exercises and submit their responses electronically.

Step 7: Performance-based rating scales: These unique, yet simple to use, rating scales
quickly and fairly assess the completeness and correctness of applicant responses to
Micro Assessment exercises and performance-based interview questions. They also
ensure the accuracy and reliability of managers’ ratings.

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 Step 8: Performance-based interviewer training: This type of training teaches
interviewers how to prepare for and conduct performance-based interviews. The training
eliminates mistakes, biases and outdated ineffective interview techniques common to so-
called "experienced" interviewers and focuses on appropriate interview behaviors that
will ensure a fair and valid interview process.

Step 9: Performance-based interviews: Interview questions (performance-based and

experiential), acceptable responses and appropriate rating scales are selected from the list
of questions developed during the Micro Assessment stage. Interview questions are
customized to the needs of the actual position and will identify applicants who have all
of the essential qualifications, can deal with the typical challenges of the job and who
will fit into the company culture.

Step 10: Performance-based reference checking: Performance-based questions for

reference checking are developed to confirm the accuracy and honesty of the information
gathered throughout the selection process. These questions replace problematic
subjective reference questions that rely on opinions.

Step 11: Performance-based orientation: A performance-based job-specific orientation

is provided to new employees in order to guide them through their first days, weeks and
months on the job. Performance-based orientation ensures the best possible start to a job
from both the supervisor’s and new employee’s perspective and the checks and balances
along the way will significantly improve productivity in both the short term and long
term.

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 CHAPTER-2
COMPANY PROFILE

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 ENVISYS TECHNOLOGIES PVT LTD COMPANY
PROFILE

Manufacturer and Service Provider of Environmental Test Chambers

Envisys Technologies is an ISO 9001-2015 certified company manufacturing
Environmental Test Chambers viz., Thermal Chambers (Temperature-Humidity), Salt
Spray Chambers, Dust Chambers, Rain Chambers, Thermal Shock Chambers, ESS
Chambers, Altitude Chambers, Walk-in (Drive-in) Chambers, Solar Radiation
Chambers, ESS Chambers, Vibration Interface Chamber, Custom-Environmental
Chambers etc., sufficing the variety of environmental testing requirements of
automotive, electronics, defence & aerospace and various other industries from small
component level testing to large-sized end products testing according to various
international standards.

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 Business Port-folio of Envisys Technologies:
Design, manufacture and Refurbish, Repair, Service Design, Supply and
supply of standard and and Maintenance of Execution of Custom-Built
custom Environmental Test Environmental Test Environmental Test
Chambers Chambers Systems at Customer Sites

PRODUCTS:
Array of standard range of Environmental Test Chambers from Envisys:

Ability to customize the requirements is the forte of Envisys since its inception. Envisys is a
venture for a global era by leveraging its technical strengths in design and manufacturing of
environmental test chambers providing custom environmental testing solutions for electronics,
automotive, defence, aerospace and various other industry applications.

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SERVICES:

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 CHAPTER- 3
RESEARCH DESIGN

TITLE OF THE STUDY:

“RECRUITMENT AND SELECTION”

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As a part of the curriculum of MBA course from CANARA BANK SCHOOL OF
MANAGEMENT STUDEIS, I have undergone dissertation study during the months of April
2019 to June 2019 which have completed as per the requirements of the organization and project
rules.
I have conducted study on Effectiveness of Recruitment& Selection process at ENVISYS.
The effectiveness of Recruitment & Selection process study is not just based on the recruitment
and selection, but also based on the resources of recruitment and selection.
The project was undertaken to study the effectiveness of recruitment and selection in order to
improve the whole recruitment and selection procedure.

2.3 Statement of the problem.

1. There are times when candidate is hired does not fit the exact role the company is
looking for.
2. To ensure that the right person is hired for the right job.
3. Check on the Suitability of the candidate as per the organizational culture.

2.2Objective of the study.

1. To study on the existing recruitment process in the several IT based companies.

2. To study the advantages of the process in several companies.
3. To find out the areas which are to be improved?
4. Continuous assessment of effectiveness of recruitment and incorporation of
suitable modification from time to time.

2.2 Scope of the study:

Human Resource Management is the backbone of any organization and its success
mainly depends on the manpower. The ability and potentiality of personal must match the

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 requirement of the positions in the organization. This necessitates the significance of
effective and efficient recruitment process. The organization has to select that right person
has to get right job. The candidate’s attitude about the job and organization goals should
match.

Here this study about the recruitment and selection process at Logix Microsystems is
examined and its effectiveness is analyzed.

2.5 Research methodology

Purpose
The main theme of the chapter is to know the Source of the data the researcher has collected
the data or information. The data are raw facts of observation, typically about physical
phenomena. Thus, data are usually subjected to a value-added process where

 Its forms are aggregated, manipulated and organized.

 Its contents are analyzed and evaluated.
 It is placed in a proper context for a human user.

So, information is processed data placed in a context that gives value for the reader. It is
basis for analyzation and interpretation, which helps in making note of findings,
conclusions and also helps to give suggestions. So, data should be accurate, correct and
clear. If it is inaccurate or not in proper orders the whole output gets affected and it may
lead to confusion.

Methodology

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The researcher has a wide variety of methods to consider, either singly or in combination. They
can be grouped as :

2.7 Data Collection Method:

At the beginning of the research the recharge has to decide about the method of data
collection to be used for the study. There are two types of data collection method viz.,
primary method and secondary method. The trencher should decide which sort of data he
would be using fore his study and accordingly will have to select one or the other method for
data collection. Each method has got its own pros and cons. Now, let us look into each
method to understand them in detail.

1. Primary Data: Primary data are obtained by a study specifically designed to fulfill
the data need of the problem at hand. Such data are original in character and are
generated in large number of surveys conducted mostly government and also by some
individual institutions and research bodies. There are several methods of collecting
primary data, the most important ones are

 Direct personal interviews

 Indirect oral interviews
 Mailed questionnaire method
 Information from correspondents

2. Secondary Data: Data collected for some other purpose other than the problem at
hand. Data which are not originally collected rather obtained from published or
unpublished sources are known as secondary date. The secondary data constitute the
chief material on the basis of which statistical work is carried out in investigations.
Secondary data can be collected through channels like magazines, journals,
newspapers, books, internet etc. For this research the researcher has used both the
methods for the data collection. For the data collection of primary data questionnaire
method has been used and for the secondary data company’s brochures, books and
the information available on the internet has been used

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 Types of Research
The research design is the conceptual structure where research is conducted. It constitutes
the blue print for the collection, measurement and analysis of data.

Research design:
1. Exploratory research: AS the name implies, the objective of exploratory
research is to explore or search through a problem or situation to provide insight
and understanding. The focus of the study is mainly based on new ideas and
innovations.
2. Descriptive research: the main objective of descriptive research is to describe
something like market characteristics, relevant group, units, designation, salary
limits, dependents etc.
3. Cause Research: a type of a conclusive research where the major objective is to
obtain evidence regarding cause and effect relationship. the study is based on
finding the cause of current situation.

2.6 Sampling Technique:

Sampling technique is a technique in which instead of every unit of the universe, only a part of
the universe is steady and conclusion are drawn on that basis for the entire universe.
The random sampling was used to collect the data for the study. Random sampling refers to the
sampling technique in which each and every item of the population given an equal chance of
being included in the sample. The selection is therefore free from personal bias because the
investigator does not exercise her/his discretion or preference in the choice of items, since the
selection of items in the sample depends entirely on chance. This method is also known as
method of chance selection. for this study 20 employees were selected at random.

Sample size:

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Sample size refers to number of elements to be included in the study. The important decision
that has to be taken while adopting a sampling technique as the sample source. In this study the
sample size of respondent was decided to be 50.

Sample description:
No research work can be undertaken without the co-operation of the respondents who were
interviewed and from whom data was collected through questionnaire. therefore, respondents
play a very vital role in this type of study the data regarding submissions were also done through
general talk of which the following details of the respondents were collected.

Instrumentation Technique:
To get the responds, the questionnaire method was used in this study the questionnaires were
disturbed to HR Manager and were asked to answer the questions. The HR Manager was also
contacted personally to get the necessary date information required for the completion of the
survey.
The questionnaire used in this study was a structured one. Here the questions were arranged in a
specific order and were logically interconnected for the research study. The advantage of the
structured questionnaire lies in the reduction of interviewers and interpreters bias.

Actual collection of data:

As this is an exploratory study, the mode of collecting the date mainly through questionnaire.
The questionnaire has been designed extensively for HR purpose. The responses were noted
down on the questionnaire and their comments were noted on the back of the questionnaire.
These responses especially the comments helpful during the analysis.
Other methods used for data collection work, company record and broachers issued by the
management. Internet was also a source of data collection.

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 2.8 Limitation of The Study:

The limitations of the study are as follows:

 The study is confined to Logix Microsystems and other IT companies.

 Findings of the study are based on the assumptions that respondents have disclosed
the correct information.
 Due to hectic work of associates the survey was limited to 50 associates.

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 CHAPTER 4

DATA ANALYSIS AND

INTERPRETATION

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 Question 1 {A}.

 Modern Day Recruitment Plan

1. Recruitment is based on business pipeline and revenue Visibility. Further, organization

also aims to invest in people, in new product and business segments.
2. Recruitment based on the head counts produced for specific quarters by the management.
3. Organization also keeps in view, the requirement of skill,knowlwdge, communications,
innovative ideas, learning capabilities, quick thinking power, age etc. as per required by
the management.
4. To develop a recruitment plan that best meets the needs of individual potential members.

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 Question 1 {B}.

Table 1
The table showing
Various recruitment drives of companies

Respondents
Options Percentage (%)
(Companies)
Advertisement 3 12
Job Portals 7 28
Consultants 4 16
Employee Referral 10 40
Head Hunters 1 4
Total 25 100

 Interpretation
This table shows about how organization goes about their recruitment drive. 40% prefers recruitment
through employment referral.20% prefer recruitment through job rtals.16% prefer recruitment through
consultants.12% prefer recruitment through advertisement. And 4% prefer recruitment through head
hunters.
 Analysis
The above data clearly shows that employee referral is the latest trend for recruiting prospective candidates.
Now it is an age of E-recruitment, leading software companies are going for E-recruitment i.e. that is
recruitment through internet. This actually saves time from there busy schedule. Consultants are also given
impotent by many organizations for hiring prospective candidates. Many global consultancies are buildup
and their growth is expanding like anything. In case of advertisement it is used as and when required by the
organization. Head hunters don’t prove to be the latest mode for selecting candidates.

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 Chart 1
Various recruitment drives of companies

Advertisement
50
40
40 Job Portals
Percentage

28
30 Consultants
20 16
12 Employee
10 4 Referral

0 Head Hunters

 Analysis:
The above data clearly shows that employee referral is the latest trend for recruiting prospective
candidates.

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 Question 2 {A}.

Table 2.
Table showing
Areas considered by the companies While Hiring Fresher

Respondents
Areas Percentage (%)
(Companies)
Education and
11 44
Percentage Obtained
Communication 10 40
Co curricular
3 12
Activities
Family Background 1 4
Total 25 100

 Interpretation
This table shows the important areas look forward by the company while hiring fresher. Education &
percentage obtained goes unto 44%. Communication goes up to 40%. Cocurricular activities goes up to
12%. And family background goes up to 4%.

 Analysis
The fresher should make it clear that education and their percentage makes a lot of selections in any
organizations. Along with their outstanding educational skills the should also possess excellent
communication skill. There extra-curricular activities will give them an extra advantage while selection.
Family background doesn’t bother much for their future growth and performance.

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 Chart 2
The Graph showing
Areas considered by the companies While Hiring Fresher

50 Education and
44 Percentage
45 40 Obtained
40
Communication
Percentage(%)

35
30
25
Co curricular
20
Activities
15 12
10
4 Family
5 Background
0

 Analysis:
The fresher should make it clear that education and their percentage makes a
lot of selections in any organizations.

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 Question 2 {B}.

Table 3
The Table showing
Areas considered by the companies While Hiring Junior Level
Respondents
Areas Percentage (%)
(Companies)
Skill 9 36
Experience 7 28
Kind Of Work 4 16
Intelligence ,IQ &
3 12
Communication
Company Working In 2 8
Total 25 100

 Interpretation
This table shows the important areas look forward by the company while hiring junior level. Skill goes Up
to 36%. Experience goes up to 28%. kind pf work goes up to 16%.the intellect IQ& Communication goes
up to 12%. And Company working in goes up to 8%.

 Analysis
For junior level they should be highly skilled with their immense experience too. Organization generally
look forward to the kind of work they are usually associated with and hoe they are efficient and effective
in that field of work. It is obvious that they should have good IQ level good communication skills and
should be intellectual enough to handle any sort of work. Even organization gave much important on the
tenure of the company presently they are working in.

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 Chart 3
The graph showing
Areas considered by the companies While Hiring at Junior Level

40 36 Skill
35
30 28 Experience
Percentage(%)

25
Kind Of Work
20 16
15 12 Intelligence ,IQ &
10 8 Communication
5 Company Working
In
0

 Analysis:
For junior level they should be highly skilled with their immense experience
too. Organization generally look forward to the kind of work they are usually associated
with and hoe they are efficient and effective in that field of work

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 Question 2 {C}.

Table: 4
The table showing
Areas considered by the companies While Hiring at Middle Level

Respondents
Areas Percentage (%)
(Companies)
Leadership &
9 36
Experience
Skill & Knowledge 6 24
Company Working In 5 20
Kind Of Work 3 12
Communications 2 8
Total 25 100

 Interpretation
This table shows the important areas look forward by the company while hiring junior level.,
middle level. Leadership quality goes up to 36%. Skill and knowledge goes up to 24%. company
working goes up to20 %. kind of work goes up to 12%. communication goes up to 8 %.

 Analysis
The data collected for the middle and senior levels is same only. For these two levels the leadership
quality is the first and foremost area looked forward by every organization. In case of skill and
knowledge they should be highly qualified and be regard as a highly skilled and knowledgeable person.

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 Chart: 4
The graph showing
Areas considered by the companies While Hiring Middle Level

Leadership &
40 36 Experience
Skill &
Percentage(%)

30
24 Knowledge
20 Company
20
Working In
12
8 Kind Of Work
10

0 Communications

 Analysis
The data collected for the middle and senior levels is same only. For these
two levels the leadership quality is the first and foremost area looked forward by
every organization

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 Question 2 {D}.

Table: 5
The table showing
Areas considered by the companies while hiring at senior Level

Respondents
Areas Percentage (%)
(Companies)
Leadership &
9 36
Experience
Skill & Knowledge 6 24
Company Working In 5 20
Kind Of Work 3 12
Communications 2 8
Total 25 100

Interpretation
This table shows the important areas look forward by the company while hiring junior level. Middle
level. Leadership quality goes up to 36%. Skill and knowledge goes up to 24%.company working goes up
to20 %.kind of work goes up to 12%.communication goes up to 8 %.

Analysis
The data collected for the middle and senior levels is same only. For these two levels the leadership
quality is the first and foremost area looked forward by every organization. In case of skill and
knowledge they should be highly qualified and be regard as a highly skilled and knowledgeable person.
These two areas will prove for how long they have been associated with the present organization they are
working in and to what extent organization are benefited by there working performance, after this the
organization focuses on the kind of work they are presently associated with. This will help the
organization to know about the knowledge they have expand by there working experience. A person who
possess a excellent leadership quality is a good communicator by any chance.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 33

 Chart: 5
The graph showing
Areas considered by the companies while hiring at senior Level

Leadership &
40 36 Experience
Skill &
Percentage(%)

30
24 Knowledge
20 Company
20
Working In
12
8 Kind Of Work
10

0 Communications

 Analysis
The data collected for the middle and senior levels is same only. For these two levels
the leadership quality is the first and foremost area looked forward by every organization.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 34

 Question 3.

Table: 6
The table showing
Recruitment adopted by organization to attract prospective candidates

Respondents
Factors Percentage (%)
(Companies)
Pay& Perks 8 32
Exposure to Latest
7 28
technology
Organizational
5 20
Image/Brand
Job & Educational
3 12
opportunities
Nature of Work 2 8
Total 25 100

 Interpretation
This table shows about the various factors adopted by organization to attract prospective candidates. Pay
and perks goes up to 32%. Exposure to Latest technology goes up to 28%. Organizational image /Brand
goes up to 20% .Job and educational opportunities goes up to 12% nature of work goes up to 8%.
 Analysis
The pay scale has been increased not a great extent by every leading organization inn order to hire the best
talent from the market. even if candidates found good exposure to latest technology, they are happily joined
that organization in search of better growth and development. This technique has become a latest trend in
all organizations. organizational image always work at its best attract prospective candidates in this present
day all the leading companies provided excellent scope for education and job opportunities through training
program, undertaking \new projects and so on. Nature work does not matter much . in present day because
it has been found as every work has a wider scope to grow at maximum level.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 35

 Chart:6
The graph showing
Recruitment adopted by organization to attract prospective candidates

35 Pay& Perks
32

30 28
Exposure to
25 Latest
Percentage(%)

20 technology
20 Organizational
Image/Brand
15
12
Job &
10 8 Educational
opportunities
5 Nature of Work

 Analysis :
The pay scale has been increased not a great extent by every leading organization inn
order to hire the best talent from the market. even if candidates found good exposure to
latest technology they are happily joined that organization in search of better growth

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 36

 Table: 7
The table showing
Factors considered for campus recruitment-Education

Respondents
Education Percentage (%)
(Companies)
Outstanding 15 60

Above Average 10 40

Average 0 0

Total 25 100

Interpretation
This table shows about he factors considered for the campus recruitment-education. Outstanding
goes up to 60%.Above average goes up to 40%.and average goes up to 20%

 Analysis
For campus recruitment education should be outstanding education qualification of the candidates
should be high and they should know each and every detail of the subject what they have studied
through out there academic career.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 37

 Chart: 7
The graph showing
Factors considered for campus recruitment-Education

70
60
60
Percentage(%)

50
40 Outstanding
40
Above Average
30
Average
20
10
0
0

 Analysis: For campus recruitment education should be outstanding education

qualification of the candidates should be high and they should know each and every
detail of the subject what they have studied through out there academic career.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 38

 Table: 8
The table showing
Factors considered for campus recruitment-Appearance
Respondents
Appearance Percentage (%)
(Companies)

Outstanding 6 24

Above Average 8 32

Average 11 44

Total 25 100

 Interpretation
Table shows about the factors considered for the campus recruitment-appearance. The outstanding
goes up to 20%.above average goes up to 32%.and average goes up to 44%.

 Analysis
Appearance is regarded as a secondary factor to be considered for recruiting candidates. But
sometimes attractive personality gives an extra benefit for getting selected.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 39

 Chart: 8
The graph showing
Factors considered for campus recruitment-Appearance

50 44
40
Percentage(%)

32
Outstanding
30 24
Above Average
20
Average
10

 Analysis
Appearance is regarded as a secondary factor to be considered for recruiting
candidates. But sometimes attractive personality gives an extra benefit for getting selected.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 40

 Table: 9
The showing the
Factors considered for campus recruitment-Communication

Respondents
Communication Percentage (%)
(Companies)

Outstanding 12 48

Above Average 10 40

Average 3 12

Total 25 100

 Interpretation
Table shows about the factors considered for the campus recruitment-Communication. The
outstanding goes up to 48%.above average goes up to 40%.and average goes up to 12%.

 Analysis
With excellent educational background one should possess excellent communication too. Because
communication and education are interlinked. Both has to be moved simultaneously.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 41

 Chart: 9
The graph showing
Factors considered for campus recruitment-Communication

60
48
50
Percentage(%)

40
40 Outstanding
30 Above Average
20 Average
12
10
0

 Analysis
With excellent educational background one should possess excellent communication too.
Because communication and education are interlinked. Both has to be moved
simultaneously.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 42

 Table: 10
The table showing the
Factors considered for campus recruitment-Attitude

Respondents
Attitude Percentage (%)
(Companies)

Outstanding 3 12

Above Average 7 18

Average 15 60

Total 25 100

 Interpretation
Table shows about the factors considered for the campus recruitment-Attitude. The outstanding
goes up to 12%.above average goes up to 28%.and average goes up to 60%.

 Analysis
Attitude should not be calculated in a wrong sense. This actually reflects candidate’s interest
towards any kind of job. Actually, candidate must possess positive attitude for any kind of work
offer to them. this is the latest strategy of present-day scenario

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 43

 Chart: 10
The graph showing
Factors considered for campus recruitment-Attitude

70
60
60
Percentage(%)

50
Outstanding
40
Above Average
30
18 Average
20 12
10
0

 Analysis
Attitude should not be calculated in a wrong sense. This actually reflects candidate’s
interest towards any kind of job.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 44

 Table: 11
The table showing
Factors considered for campus recruitment-IQ
Respondents
IQ Percentage (%)
(Companies)

Outstanding 5 20

Above Average 12 48

Average 8 32

Total 25 100

 Interpretation
Table shows about the factors considered for the campus recruitment-IQ. The outstanding
goes up to 20%.above average goes up to 48%.and average goes up to 32%.

 Analysis
For fresher it is essential to have a good IQ level. Actually IQ generally reflects sense of
humor. Intelligence is a person's capacity to acquire knowledge (i.e. learn and understand), apply
knowledge (solve problems), and engage in abstract reasoning. Intelligence Quotient (IQ) is the
score candidates get on an intelligence test.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 45

 Chart: 11
The graph showing
Factors considered for campus recruitment-IQ

60
48
50
Percentage(%)

40 32 Outstanding
30 Above Average
20
20 Average

10
0

 Analysis
For fresher it is essential to have a good IQ level. Actually IQ generally reflects sense of
humor.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 46

 Table: 12
The showing the
Method Adopted by the organizations for Recruiting Managerial positions

Newspaper Add 3 12

Private Employment
8 32
Agency

Employee Referrals 14 56

Total 25 100

Interpretation:
This table shows about methods adopted by an organization for the various positions.
Newspaper goes up to 12%, private employment agency goes up to 32%, employee referral goes up to
56%.

Analysis:
It is clear that all the leading companies prefer employee referral for managerial post. So that they can
hire best quality person to join their organization Some organization goes for PEA in hope to get the
talented person for their organization and PEA proves to be effective and they are preety in demand.
Newspapers adds are used as and when required.

Employee Referral is used maximum.

Reason:
Strength and weakness on actual job way be better known.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 47

 Chart: 12
The graph showing
Method Adopted by the organizations for Recruiting Managerial positions

60 56

50 Newspaper Add
Percentage(%)

40
32 Private
30 Employment
Agency
20 Employee
12 Referrals
10

Analysis:
It is clear that all the leading companies prefer employee referral for managerial post. So
that they can hire best quality person to join their organization.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 48

 Table: 13
The table showing
Method Adopted by the organizations for Recruiting Professional&
Technical jobs
Respondents
Methods Percentage (%)
(Companies)
Newspaper & Technical
6 24
Journal
Private Employment
4 16
Agency
Campus Recruitment 15 60

Total 25 100


CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 49

 Chart: 13
The graph showing
Method Adopted by the organizations for Recruiting Professional&
Technical jobs

70
60
60 Newspaper &
Technical
50
Percentage(%)

Journal
40 Private
Employment
30 24 Agency
20 16 Campus
Recruitment
10

 Analysis:
For fresher it is essential to have a good IQ level. Actually IQ generally reflects sense
of humor. Intelligence is a person's capacity to acquire knowledge (i.e. learn and
understand), apply knowledge (solve problems), and engage in abstract reasoning.
Intelligence Quotient (IQ) is the score candidates get on an intelligence test.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 50

 Table: 14
The table showing
Method Adopted by the organizations for Recruiting Sales Personnel

Respondents
Methods Percentage (%)
(Companies)

Newspaper Add 15 60

Private Employment
3 12
Agency

Employee Referrals 7 28

Total 25 100

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 51

 Chart: 14
The showing the
Method Adopted by the organizations for Recruiting Sales Personnel

70
60
60 Newspaper Add
50
Percentage(%)

40 Private
28 Employment
30 Agency
Employee
20
12 Referrals
10

Analysis:
It is clear that all the leading companies prefer employee referral for managerial post. So
that they can hire best quality person to join their organization .

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 52

 Table: 15
The table showing
The important criteria’s during short listing of the candidates for selection

Respondents
Criteria’s Percentage (%)
(Companies)
Biographical Information
Quality And Print of 1 4
paper
Educational Information 7 28
Relevant Experience 6 24
Salary 5 20
Extra curricular
4 16
&Reference
Format & Language 2 8
Total 25 100

Interpretation:
This table shows about methods adopted by an organization for the various positions.
Newspaper goes up to 12%, private employment agency goes up to 32%, employee referral goes up to 56%.

Analysis:
It is clear that all the leading companies prefer employee referral for managerial post. So that they can hire
best quality person to join their organization.
Some organization goes for PEA in hope to get the talented person for their organization and PEA proves
to be effective and they are preety in demand.
News papers adds are used as and when required.
Employee Referral is used maximum.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 53

 Chart: 15
The graph showing
The important criteria’s during short listing of the candidates for selection
Biographical
30 28 Information Quality
And Print of paper
25 24 Educational
Information
20
20
Percentage(%)

Relevant
16 Experience
15
Salary

10 8
Extra curricular
&Reference
5 4

Format &
0 Language

Analysis:
Some organization goes for PEA in hope to get the talented person for their organization
and PEA proves to be effective and they are preety in demand.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 54

 Table: 16
The table showing
Areas preferred more for short listing candidates into middle and senior
levels

Respondents
Areas Percentage (%)
(Companies)
Qualification 6 24

Leadership skills 8 32

Communication 7 28
Competency &
4 16
Suitability

Total 25 100

 Interpretation
Table shows about the factors considered for the campus recruitment-IQ. The outstanding goes up
to 20%.above average goes up to 48%.and average goes up to 32%.

 Analysis
For fresher it is essential to have a good IQ level. Actually IQ generally reflects sense of humor.
Intelligence is a person's capacity to acquire knowledge (i.e. learn and understand), apply
knowledge (solve problems), and engage in abstract reasoning. Intelligence Quotient (IQ) is the
score candidates get on an intelligence test.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 55

 Chart: 16
The graph showing
Areas preferred more for short listing candidates into middle and senior
levels

40
32 Qualification
Percentage(%)

28
30 24
Leadership skills
20 16
Communication
10

0 Competency &
Suitability
Areas

 Analysis
For fresher it is essential to have a good IQ level. Actually IQ generally reflects sense
of humor. Intelligence is a person's capacity to acquire knowledge (i.e. learn and
understand), apply knowledge (solve problems), and engage in abstract reasoning.
Intelligence Quotient (IQ) is the score candidates get on an intelligence test.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 56

 Table: 17
The table showing
Assessment Method for selection

Respondents
Method Percentage (%)
(Companies)
Employee Specifications 3 12

Interview 10 40

Application Form 5 20

Informal Discussion 7 28

Total 25 100

 Interpretation
Table shows about the factors considered for the campus recruitment-Attitude. The outstanding
goes up to 12%.above average goes up to 28%.and average goes up to 60%.

 Analysis
Attitude should not be calculated in a wrong sense. This actually reflects candidate’s interest
towards any kind of job. Actually candidate must possess positive attitude for any kind of work
offer to them. this is the latest strategy of present day scenario

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 57

 Chart: 17
The graph showing
Assessment Method for selection

50 Employee
40
Percentage(%)

40 Specifications
28 Interview
30
20
20 12
Application Form
10
0 Informal
Areas Discussion

 Analysis
Attitude should not be calculated in a wrong sense. This actually reflects candidate’s
interest towards any kind of job. Actually candidate must possess positive attitude
for any kind of work offer to them. this is the latest strategy of present day scenario

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 58

 Table: 18
Table showing the
Interviews Preferred for selecting suitable candidates

Respondents
Interviews Percentage (%)
(Companies)
Preliminary 0 0

Structured 13 52

Un Structured 3 12

Discussions 8 32

Stress 1 4

Total 25 100

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 59

 Chart: 18
The showing the
Interviews Preferred for selecting suitable candidates

60 52
50 Preliminary
Percentag(%)

40 32 Structured
30 Un Structured
20 12 Discussions
10 4 Stress
0
0
Types

 Analysis
Attitude should not be calculated in a wrong sense. This actually reflects candidate’s
interest towards any kind of job. Actually candidate must possess positive attitude
for any kind of work offer to them. this is the latest strategy of present day scenario

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 60

 Table: 19
The table showing
Recruitment Advertisement (before Advertisement)

Respondents
Factors Percentage (%)
(Companies)
Internal Recruiter 4 16

Job Analysis 8 32
Time Table & Dates for
7 28
Selection
Assessment Method 6 24

Total 25 100

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 61

 Chart: 19
The graph showing
Recruitment Advertisement (before Advertisement)

35 32 Internal Recruiter
30 28
24
Percentage(%)

25 Job Analysis
20 16
15
Time Table &
10 Dates for
5 Selection

0 Assessment
Method
Factors

 Analysis
Attitude should not be calculated in a wrong sense. This actually reflects candidate’s
interest towards any kind of job. Actually candidate must possess positive attitude
for any kind of work offer to them. this is the latest strategy of present day scenario

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 62

 Table: 20
The table showing the
Recruitment Advertisement (Advertising)

Respondents
Factors Percentage (%)
(Companies)
Advertisement & Choice
7 28
of Media
Job Specification 6 24

Employees Specifications 4 16
Requisition Form To
8 32
Personnel Dept:
Total 25 100

 Interpretation
This table shows the important areas look forward by the company while hiring fresher. Education
& percentage obtained goes unto 44%. Communication goes up to 40%. Cocurricular activities
goes up to 12%. And family background goes up to 4%.

 Analysis
The fresher should make it clear that education and their percentage makes a lot of selections in
any organizations. Along with their outstanding educational skills they should also possess
excellent communication skill. There extra-curricular activities will give them an extra advantage
while selection. Family background doesn’t bother much for their future growth and performance.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 63

 Chart: 20
The graph showing
Recruitment Advertisement (Advertising)

35 32
Advertisement &
30 28
Choice of Media
24
25
Percentage(%)

Job Specification
20
16
15
Employees
10 Specifications

5 Requisition Form
To Personnel
0 Dept:
Factors

 Analysis
The fresher should make it clear that education and there percentage makes a lot of
selections in any organizations.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 64

 CHAPTER 5

FINDINGS AND CONCLUSION

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 65

FINDINGS:

1.Various recruitment drives of companies:

This table shows about how organization goes about their recruitment drive. 40% prefers recruitment
through employment referral.20% prefer recruitment through job rtals.16% prefer recruitment through
consultants.12% prefer recruitment through advertisement. And 4% prefer recruitment through head
hunters.

2.Areas considered by the companies While Hiring Fresher:

This table shows the important areas look forward by the company while hiring fresher. Education &
percentage obtained goes unto 44%. Communication goes up to 40%. Cocurricular activities goes up to
12%. And family background goes up to 4%.

3.Areas considered by the companies While Hiring Junior Level:

This table shows the important areas look forward by the company while hiring junior level. Skill goes Up
to 36%. Experience goes up to 28%. kind pf work goes up to 16%.the intellect IQ & Communication goes
up to 12%. And Company working in goes up to 8%.

4.Areas considered by the companies While Hiring at Middle Level:

This table shows the important areas look forward by the company while hiring junior level., middle
level. Leadership quality goes up to 36%. Skill and knowledge go up to 24%. company working goes up
to20 %. kind of work goes up to 12%. communication goes up to 8 %.

5.Areas considered by the companies while hiring at senior Level:

This table shows the important areas look forward by the company while hiring junior level. Middle level.
Leadership quality goes up to 36%. Skill and knowledge go up to 24%. company working goes up to20 %.
kind of work goes up to 12%. communication goes up to 8 %.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 66

6. Recruitment adopted by organization to attract prospective candidates:
This table shows about the various factors adopted by organization to attract prospective candidates. Pay
and perks goes up to 32%. Exposure to Latest technology goes up to 28%. Organizational image /Brand
goes up to 20%. Job and educational opportunities go up to 12% nature of work goes up to 8%.

7. Factors considered for campus recruitment-Education:

This table shows about the factors considered for the campus recruitment-education. Outstanding goes up
to 60%. Above average goes up to 40%.and average goes up to 20%.

8. Factors considered for campus recruitment-Appearance:

Table shows about the factors considered for the campus recruitment-appearance. The outstanding goes up
to 20%. above average goes up to 32%.and average goes up to 44%.

9.Factors considered for campus recruitment-Communication

Table shows about the factors considered for the campus recruitment-Communication. The outstanding
goes up to 48%. above average goes up to 40%.and average goes up to 12%.

10. Factors considered for campus recruitment-Attitude

Table shows about the factors considered for the campus recruitment-Attitude. The outstanding goes up to
12%. above average goes up to 28%.and average goes up to 60%.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 67

CONCLUSION:
The purpose of this project is to know more about the welfare activities taking place for the welfare of the
employees in ENVISYS TECHNOLOGIES PVT LTD.

From this project become to know that ENVISYS TECHNOLOGIES PVT LTD is giving much importance
for the growth of the employee by giving many facilities as mentioned in the company profile.

As per the survey conducted in this company majority of the employee are well satisfied with the ENVISYS
TECHNOLOGIES work environment and effectively utilized the employee benefits to them. Say like bonus
education, re-imbursement, night shift allowance, reward and reorganization plan, performance-based
incentives and other benefits like, life insurance, medical policy health insurance etc.

From the study about the problem” A study on recruitment and selection” in the company ENVISYS
TECHNOLOGIES PVT LTD.
We come to conclusion that the recruitment and the selection in this company is very effective and well
organized.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 68

 CHAPTER 6

RECOMMENDATIONS
AND
BIBLIOGRAPHY

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 69

 RECOMMENDATIONS

This project study titled “Study of recruitment and selection in ENVISYS TECHNOLOGIES PVT LTD”
was very much relevant and value-added academic activity. It has a given a deep insight into the employee’s
perception towards their work environment. Based on the analysis carried out, following are the few
suggestions:

1. It is suggested that the targets given to the agent should be challenging and realistic, which will
motivate them to perform better.

2. The performance appraisal system for the agents need to be examined and restructured, a many of
the employees are not satisfied with the system.

3. Due consideration should be given to employees in terms of recognition or promotions, amongst the
agent who have been in team for 2years, so as to boost their morale.

4. The performance of the employees is directly related to their pay and incentives. It is suggested that
a well-integrated compensation package will encourage it to tap their potential to the maximum.

5. Emphasizing on non-monetary rewards and recognition (free passes, coupons, tickets,etc.) will help
to motivate the employees.

6. Group cohesiveness is rated as one of the most important factors affecting the performance, hence
efforts must be directed to involve all the group members in informal activities or gathering in order
to have a cingenial interpersonal environment.

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 70

 7. Measure should be taken to increase the awareness of the services provided to the employees by
ENVISYS as many of the employees were not aware of the nutritionist service, and hence were not
using it.
8. One persistent problem faced by the employees was the transport problem, which has to be made
more organized and smoother.

BIBLOGRAPHY:

WEBSITES:
a) www.hrmguide.com
b) www.managementhelp.com
c) www.google.com

BOOKS:
a) Human Resource Management by Gary Dessler
b) Personnel Management and Industrial Relation By N.G.Nair & Latha Nair
c) Personnel and Human Resource Management By P.Subba Rao

CANARA BANK SCHOOL OF MANAGEMENT STUDIES. 71