SUMMER TRAINING PROJECT REPORT

ON
AN ANALYSIS OF RECRUITMENT AND SELECTION PROCESS
AT
LG ELECTRONICS PVT LTD, (GREATER NOIDA)

Submitted for the partial fulfillment towards the awards of the

degree in Master of Business Administration of A P J Abdul
Kalam Technical University , Lucknow

SUBMITTED BY:-
​ ​DIKSHA MISHRA
1815270031
MBA (2018-2020)

Under The Supervision of

Mrs. Shweta Kulshrestha

DEPARTMENT OF MANAGEMENT

MANGALMAY INSTITUTE OF MANAGEMENT AND TECHNOLOGY

GREATER NOIDA

1
​CERTIFICATE BY THE DEPARTMENT

2
CERTIFICATE BY THE COMPANY

3
 DECLARATION

I hereby declare that the project report entitled ​“ AN ANALYSIS OF

RECRUITMENT AND SELECTION PROCESS IN LG
ELECTRONICS PVT LTD​” is authentic work done by me.
The project was undertaken as a part of the course curriculum of MBA
Program , ​MANGALMAY INSTITUTE OF MANAGEMENT AND
TECHNOLOGY (MIMT), GREATER NOIDA​. This has not been
submitted to any other examination body earlier.

DATE:

PLACE:
DIKSHA MISHRA
1815270031

4
 ACKNOWLEDGEMENT

The project title Benchmarking on Recruitment & Selection at ​LG

Electronics PVT LTD​. I have completed this project under the guidance of
Dr. AMIT GUPTA (HEAD OF DEPARTMENT, MBA, MIMT, GR.
NOIDA)
I owe enormous intellectual depth towards my faculty guides ​MRS.
SHWETA KULSHRESTHA who have augmented my knowledge in the
field of “​Recruitment and Selection”​. They have helped me learn about the
process and gave me valuable insight into the subject matter.
I am obliged to ​Mr. Arvind Kumar (Manager-Corporate HR, LG
Electronics PVT LTD) for corporation during the internship. My increased
spectrum of knowledge in this field is the result of his constant supervision
and direction that has helped me to absorb relevant and high quality
information.
I would like to thank all the respondents without whose cooperation my
study/project would not have been completed.
I also use this space to offer my sincere love to my parents and my
beloved classmates and friends who had been there, helping me walk through
this work

​DIKSHA MISHRA
​MBA, 1815270031

5
 PREFACE

The ability to manage is one of the most crucial skills in the world today. It is

vital for the continued growth of the advance countries and is an essential

element in meeting the aspiration of developing Nations.

Of course some people take different views of managing treating it as a bit

human behavior along with manager as means of a training personal income

and status. Both views are valid the study of management can be both

interesting and rewarding. But really compelling force that underlying the

serious study of management is its profiled social value.

Fortunately our understanding of the process of managing has improved

significantly in recent years. The process of modern day management revolves

basically around resource conversion. The management has various resources

at its disposal via capital, materials, human nature and environment. These

resources are converting in to output in the broad social welfare in the

community. The financial analysis is distinct among all the finance, as the

position and condition of the company comes out.

DIKSHA MISHRA
ROLL NO.1815270031
MBA .III rd Sem​.

6
 TABLE OF CONTENT

​Page No.
Cover Page
Declaration
Acknowledgement
Preface
Table of Content
Chapter1. Introduction 8
​Introduction of study ​9-17
Objective of the study ​18
Scope of the study ​19
Need of the study ​20
Limitations of study ​21
Executive Summary ​22

Chapter 2 Company Profile​ ​ 3

2
Profile of company ​24-25
History of company ​26-32
Location of company ​33-35
Organizational structure ​36-46

Chapter 3 Research methodology 47

Research Methodology ​48
Research Design ​49-52
Sampling and sample size ​53
Research Tools ​54-57

Chapter 4 Data Analysis and interpretations 58

​Data Analysis ​59
Data Interpretation ​60-71

​Chapter 5 Conclusion ​72

Conclusion ​73-74
Finding ​75
Suggestion and Recommendation ​76-77
Bibliography and References
Annexure 81-82
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 CHAPTER-1

● INTRODUCTION OF TOPIC

● OBJECTIVE OF STUDY

● SCOPE OF STUDY

● NEED OF THE STUDY

● LIMITATIONS OF STUDY

● EXECUTIVE SUMMARY

8
 ​INTRODUCTION
RECRUITMENT & SELECTION

The Recruitment and Selection process promotes successful hiring decisions

that can truly impact the success of the organization.

The selection of a candidate with the right combination of education, work

experience, attitude, and creativity will not only increase the quality and
stability of the workforce, it will also play a large role in bringing
management strategies and planning to fruition.

Recruitment

Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidate. It is the next step in the
procurement junction, the first being the manpower planning. Recruitment
makes it possible to acquire the number and types of people necessary to
ensure the continued operation of the organization.

​“Recruiting is the discovering of potential applicants for actual or

anticipated organizational vacancies. In other words, it is a ‘linking
activity’ bringing together those with jobs and those seeking jobs​.”

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Factors governing recruitment may broadly be divided as internal and external
factors.

The internal factors are:

i. Recruiting policy of the organization;

ii. Human resource planning strategy of the company;
iii. Size of the organization and number of employees employed;
iv. Cost involved in recruiting employees, and finally;
v. Growth and expansion plans of the organization.

The external factors are:

i. Supply and demand of specific skills in the labour market;

ii. Political and legal consideration such as reservation of jobs for SCs,
STs and so on;
iii. Company’s image-perception of the job seekers about the company.

Sources of recruitment

Before an organization activity begins recruiting applicants, it should consider

the most likely source of the type of employee it needs. Some companies try
to develop new sources, while most only try to tackle the existing sources they
have. These sources, accordingly, may be termed as internal and external.

Internal Sources:

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Recruiting may be hiring to mind employment agencies and classified ads, but
current employees are often the best source of candidates. These include
personnel already on the pay-roll of an organization, i.e., its present working
force, whenever any vacancy occurs, somebody from within the organization
is upgraded, transferred, promoted or sometimes demoted. This source also
includes personnel who where once of the pay-roll of the company but who
plan to return or whom the company would like to rehire, such as those on
leave of absence, those who quit voluntarily, or those on production lay-offs.

External Sources:

Firms cannot always get all the employees they need from their current staff,
and sometimes they just don’t want to. . We will look at the sources firms use
to find outside candidates next. Normally, following outside sources are
utilized for different positions.

Advertisement: Everyone is familiar with employment ads, and most of us

have probably responded to one or more. It is the most effective means to
search potential employees from outside the organization. Employment
advertisement in journals, newspapers, bulletins, etc., is quite common in our
country. An advertisement contains brief statement of the nature of jobs, the
type of people required, and procedure for applying for these jobs.

Employment Agencies: Many organizations get the information about the

prospective candidates through employment agencies. In our country, two
types of employment agencies are operating. These are:

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 A. Public agencies operated by federal, state or local governments;
B. Private employment agencies

A. Public employment agencies: ​There are employment exchanges run

by the government almost in all districts. The employment seekers
get themselves registered with these exchanges. Normally, such
exchanges provide candidates for lower positions.
B. Private employment agencies: ​Private employment agencies are
important sources on clerical, white-collar, and managerial
personnel. They charge fees (set by state law and posted in their
offices) for each applicant they place.

On Campus Recruitment: ​Many organizations conduct preliminary search of

prospective employees by conducting interviews at the campuses of various
institutes, universities, and colleges. This source is quite useful for selecting
people to the posts of management trainees, technical supervisor, scientist, and
technicians. The organization hold preliminary interviews on the campus on
the predetermined date and candidates found suitable are called further
interviews at specified places.

​Referrals and Walk- Ins: “Employee referrals” campaigns are another

option. The firm posts announcements of openings and requests for
referrals in its bulletin and on its wallboards and intranet; prizes or cash
rewards that culminate in hiring. Employee referrals have been the source of
almost half of all hires at America Credit since the firm kicked off its “you’ve
got friends, we want to meet them” employee referrals program. Employees

12
making a referral receive $10 awards, with the payments spread over a year.
As the head of recruiting says, “Quality people know quality people. If you
give employees the opportunity to make referrals, they automatically suggest
high caliber people because they are stakeholders…..”

Internet Recruiting: ​A large and fast-growing proportion of employers use

the Internet as a recruiting jumped from 10% in 1997 to 75% in 2000. Infosys
Technologies Ltd., for example, gets over 1000 resumes a day from
prospective candidates through the Net. The HR manager has to key in his or
her requirement and ‘profiles’ of candidates from the company’s database get
generated. There are a variety of websites available- in addition to a
company’s own website- where applicants can submit their resumes and
potential employers can check for qualified applicants.

​Selection

The size of the labor market, the image of a company, the place of posting, the
nature of job, the compensation package and a host of other factors influence
the manner in which job aspirants are likely to respond to the recruiting efforts
of a company. Through the process of recruitment, a company tries to locate
prospective employees and encourages them to apply for vacancies at various
levels. Recruiting thus, provides a pool of applicants for selection.

“​Selection is the process of picking individuals who have relevant

qualifications to fill jobs in an organization. The basic purpose is to

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 choose the individual who can most successfully perform the job, from
the pool of qualified candidates”.

Selection Procedure

The selection procedure is concerned with securing relevant information about

an applicant. This information is secured in a number of steps or stages. The
objective of selection process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is most likely
to perform well in that job. The hiring procedure is not a single act but it is
essentially a series of methods or steps or stages by which additional
information is secured about the applicant.

Steps in Selection Procedure

There is no shortcut to an accurate evaluation of a candidate. The hiring

procedure is, therefore, generally long and complicated. Many employers
make use of such techniques and pseudo-sciences as phrenology,
physiognomy, astrology, graphology, etc., while coming to hire decision.
However, in modern times, these are considered to be unreliable measures.

The following is a popular though it may be modified to suit individual

situation:

1. Reception or preliminary interview or screening;

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2. Application blank- a fact-finder which helps one in learning about an
applicant’s background and life history;

3. Different types of test used to look at a candidate’s suitability for a job;

4. A well conducted interview to explore the facts and get at the attitudes of
the applicant and his family job and the

5. A physical examination-health and stamina’s are vital factors in success;

6. A reference check;

7. Final selection approval by Manager and communication of the decision to

the candidate.

1. Reception, Initial or Preliminary Interview Or Screening

The initial screening is usually conducted by a special interviewer to a high

caliber receptionist in the employment office. This interview is essentially a
sorting process in which prospective applicants are given the necessary
information about the nature of the jobs in the organization. The necessary
information, then, elicited from the candidates relating to their education,
experience, skill, salary demanded, the reasons for leaving their present jobs,
their job interests and whether they are available for the job, their physical
appearance, age, “drive” and facility in speech. If a candidate meets with the
requirements of the organizational structure he is eliminated at the preliminary
stage.

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2. Application Blank or Application Form

An application blank is a traditional, widely accepted device for getting

information. Corn a prospective applicant which will enable a management to
make a proper selection.

It is a good means of quickly collecting verifiable (and therefore fairly

accurate) basic historical data from the candidate. The information required to
be given in the applicant’s own hand writing is needed to identify him
properly and to draw tentative inferences about his suitability for employment.
Many types of application forms- some times very long and comprehensive
and sometimes brief- are used. Information is generally called on the
following items.

a. Biographical Data
b. Education Attainment
c. Work Experience
d. Salary
e. Personal Items
f. Other Items: Names and addresses of previous employers, reference
etc

3. Selection Test:

Many organizations hold different kinds of selection tests to know more about
the candidates or to reject the candidates who cannot be called for interview,
etc. Selection tests normally supplement the information provided in the

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application forms. Such forms may contain factual information about
candidates. Selection tests may give information about their aptitude, interest,
personality, etc., which cannot be known by application forms.

4. Interview:

Interview is the oral examination of candidates for employment. This is the

most essential step in the selection process. In this step, the interviewer tries to
obtain and synthesise information about the abilities of the interviewee and the
requirements of the job. Several types of interviews are commonly used
depending on the nature and importance of the position to be filled within an
organization. These are Structured Interview, Non- Structured Interview,
Situational Interview, Behavioural Interview, Panel Interview, Stress
Interview, etc.

5. Medical Examination:

Medical examination is carried out to ascertain the physical standards and

fitness of prospective employees. Medical Examination can give the following
information:

● Whether the applicant is medically suitable for the specific job or not;
● Whether the applicant’s physical measurements are in accordance with
job requirements or not.

But some organizations use this type of test.

6. Reference Checks:

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The use of references is common in most selection procedures, for it involves
only a little time and money and minimum of effort. The procedure places
reliance on the evaluation of former employers, friends and professional
personnel. Checks on references are made by mail or by telephone, and
occasionally or by using reference form.

7. Hiring Decision:

The Line Manager concerned has to make the final decision now- whether to
select or reject a candidate after soliciting the required information through
different techniques. After taking the final decision, the organization has to
intimate this decision to successful as well as unsuccessful candidates. The
organization sends the appointment order to the successful candidates.

​OBJECTIVES OF THE STUDY

The basic objective of this report is to ​“Recruitment and selection process

in LG ELECTRONICS ltd.” ​Following fundamental objectives have been
identified as the sub-objectives of the study:-

1. To study the identity of the recruitment & selection process in the

organization as a whole.
2. To find out the employees as per company’s vacancies.

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3. To find out the various sources of advertisement of vacancies like-media
(electronic or paper)
4. To study the work environment and select the pattern of interview, which
can help out to select the suitable for the organization.
5. To study the interpersonal relationship​.
6.
Primary Objective: To analyze the effectiveness of recruitment and selection
procedure in
LG.
Secondary Objective: To highlight the recruitment and selection policies of
the companies.

SCOPE OF THE STUDY

● This study helps to make decision in selecting the right candidate for
the right job.

● This study helps the organization to study the area of problem and
suggest way to improve the recruitment and selection process.

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● This study focus on understanding the recruitment and selection
process.

NEED OF THE STUDY

● Determine the present and future requirement of the organization

personnel-planning and job analysis activities.

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● Understanding the recruitment and selection process in the
organization.

● Analysis of manpower budget analysis of the for the recruitment in the

recruitment process.

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 LIMITATIONS OF THE STUDY

● Within the organisation the study is limited to the top-level management of

the Personnel Department of the organization ​(out of which samples of
the respondents are also members of the Recruitment & Selection
committee).​This is for the purpose of administering the questionnaire.

● Face to face communication with the candidates applying for the jobs was
not possible as all the interviews were conducted on the telephone itself.

● Sample size was small so the findings cannot be generalized.

● Recruiters were reluctant to give sufficient information for the study.

● Analysis of data obtained from the questionnaires was done on the

assumption that the respondents gave correct information.

● In line with the purpose of conducting employee interviews, the study

would be confined to personnel holding typical designations within the
organisation at different levels of management.
● Although the limitations that I faced in the organizations is the absence of
Trade Unions co-operation, otherwise which could have help me in
understanding the industrial relations in a comprehensive manner.
● Secondly, the limitation that I have is the scope of collection of sample size
which was confined to only one department, which would have otherwise
made my study and observations in an effective manner.

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 ​EXECUTIVE SUMMARY

LG Electronics PVT LTD. started its operation in India in 1969 and since it is
marching towards glory and has many laurels to its name. My training period
in this company has given me a lot of confidence and exposure to what
corporate world is. The project given to me is ​“Recruitment and Selection”​.
The Aim of the project is to determine the effectiveness of Recruitment and
Selection Policy in LG in comparative with other companies (Path Infotech,
EXL, Peridot Consultancy, Alcatel, Sony, and Videocon).

As we know that in order to run any company we search ​“right ​candidate for
the right job”. ​It is the initial step to run any organization because employees
are the most important asset of any organization. The success or failure of an
organization is largely dependent on the caliber of the people working therein.
That’s the reason I have chosen this topic and secondly it is major part of HR
which is my subject of interest.

This project reflects the working culture of LG as to how the company uses
various methods in recruiting and selecting the applicants in comparative with
other companies and in which areas it needs some improvement.

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CHAPTER-2
​

● COMPANY PROFILE
● HISTORY
● LOCATION
● ORGANISATIONAL STRUTURE

24
 COMPANY PROFILE
​The LG ELECTRONICS LTD. is a South Korean conglomerate composed
of numerous businesses, including LG Electronics, as one of the world’s
largest electronics companies. LG Group is South Korea’s largest exporter and
is helmed by Chairman ​Lee Kun-hee ​, the third son of the founder ​Lee
Byung-chul​.
LG Electronics is a South Korean Multinational Corporation and one of the
world’s largest Electronics and IT companies. In August 2005, Business Week
rated LG as the Number 1 consumer electronics brand in the world.
Headquartered in Seoul, South Korea, it is part of the Korean LG Group
operating in approximately over 100 countries. The name ​LG literally means
“three stars”​ or ​“tristar”​ in Korean.

LG Electronics is viewed by many Koreans as a symbol of national pride and

‘can ​do’ spirit. LG Electronics announced at the start of the 21​st century its
intention to “become the world’s largest electronics company in just 5 years”.

The company began reporting record profits from the start of the 21​st century,
especially in 2003 when it displayed 33% growth in brand value in the
Interbrand global brand rankings. In 2004, the company was one ranking
behind Sony and in 2005 overtook Sony as the top consumer electronic brand.

25
In 2006 and 2007, LG was rated one of the top global electronics brands in
various reports, with the January 2007 Brand Finance report ranking the
company number 1 in electronics and 32​nd overall and Business Week rating
LG is ranking 20​th​ of global brands.

LG Electronics owes much of its success to being the world’s largest

manufacturer of memory chips and liquid crystal displays, which are crucial to
all modern electronic devices.
The semiconductor division of LG Electronics is the world’s largest
manufacturer of many semiconductor technologies such as DRAM, SRAM,
Flash Memory and Display Driver IC. LG is also the world’s largest LCD
manufacturer selling over 62 million LCD TVs in 2006. It is also the number
three mobile phone manufacturer in the world.

LG Electronics is a leading provider of high tech Consumer

Electronics, Home Appliances and IT and Telecom Products in the country. It
is the world’s largest producer of colour monitors, colour TVs, memory chips
and TFT-LCDs.

26
 HISTORY OF COMPANY
B.C. Lee founded LG<

(1938) Now one of the biggest companies in the world in consumer

electronics, communication- a information technology and semiconductors
1938-----------------1969

LG Electronics established<
In 1972 Production of TV sets began
In 1974 LG started producing silicon chips

K.H. Lee became chairman<

Declaration of
‘the Second Foundation’(1988)
1938-----------------1969-----------------------------------------1987

27
LG CI redefined<
Chairman Lee declared
New Management
1938----------------1969------------------------1987--------------------------------199
3

● History of Challenges and Exploration

1950s advancing into manufacturing and financial sector

1960s advancing into electronics and business diversification
1970s advancing into heavy and chemical industries and systematization of
electronic companies
1980s advancing into high value-added and capital-intensive industry
1990s declaration of the new management and joining the ranks of first-class
companies
2000s global competitiveness, first-class status

1938--------------1969-------------------1987----------------------------1993
B.C.Lee LG K.H.Lee LG
founded Electronics became
CI
LG established chairman
redefined

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 ● History of LG Electronics

1969 Company Established

1972 Production of B/W TV sets started
1974 Water fabrication started
1980 Korea Telecommunications Corp. acquired
1988 LG Semiconductor and Telecommunications merged with SEC
1992 Company ranked world’s top DRAM Supplier cellular telephone
system developed
1994 256M DRAM developed
1996 1G DRAM developed
CDMA cellular services commercialized
1997 Worldwide Olympic partner contract signed
1998 World’s 1​st​ digital TV developed
1999 1GB flash memory chip developed world’s 1​st 1MT-2000 handset,
system and core semiconductor chips developed
2002 90 nanometer memory processing technology commercialized
2003 World’s Ist 70 nanometer technology 4 giga-bit NAND flash
developed world’s Ist 57-inch TFT LCD developed
2004 Established S-LCD Inc., LCD joint 1​st 60-Nano 8GB NAND flash
memory chip, released world’s 1​st​ 5-Megapixd camera phone

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2005 World’s first 50nm NAND flash memory developed world’s first
102”PDP TV, 82” LCD TV, and 71” DLPTM TV 5 years Chelsea Football
Club Sponsorship deal announced
2006 LG launches the world’s First 82” Full HDTV TFT-LCD The
company launches the world’s First: 10M-pixel Camera phone 8GB HHD
Phone LG launches the QI- the world’s first ultra portable PC

Our Logo

LG, which literally means “three stars” in Korean, initially had three stars as
its logo.
In 1993, LG introduced a new corporate identity program is honour of its 55​th
anniversary and 5​th anniversary of the introduction of the “second foundation”.
It was aimed to strengthen competitiveness by bringing LG’s desired
perception by the public. LG’s corporate logo was redefined to project LG’s
firm determination to become a world leader. The LG name is now written in
English, expanding its global presence throughout the world.

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The name is superimposed over a dynamic, new logo design, giving an overall
image of dynamic enterprise. The elliptical logo shape symbolizes the world
moving through space, conveying a distinctive image of innovation and
change. The first letter, “S”, and the last letter,”G”, partially break out of the
oval to connect the interior with the exterior, showing LG’s desire to be one
with the world and to serve society as a whole.

Vision

Growing To Be The Best

LG India aims to be the ‘Best Company’ in India by the year 2006. ‘Best
Company’ in terms of both the internal workplace environment as well as the
external context in which the company operates- LG aims to grow in India by
contributing to the Indian economy and making the lives of its consumer
simpler, easier and richer through its superior quality products
“Our aim to gain technological leadership in the Indian marketplace even as
our goal is to earn the love and respect of more and more of our Indian
consumers”

31
The LG Group

Electronic Industries Total No. Companies: 7

LG Electronics, LG SDI, LG Electro-Mechanics, LG Coring, LG SDS, LG
Networks, LG Corning Precision Glass

Chemical Industries Total No. Companies:5

LG General Chemicals, LG Petrochemicals, LG Fine Chemicals, LG BP
Chemicals, LG Tool Petrochemicals

Machinery and Heavy Industries Total No. Companies:2

LG Heavy Industries, LG Techwin

Financial Services Total No. Companies:

LG Life Insurance, LG Fire and Marine Insurance, LG Card, LG Securities,

LG Capital, LG Investment Trust Mgmt, LG Venture Investment

Other Affiliated Companies Total No. Companies: 42 Including

LG Medical Centre, LG Foundation of Culture, LG Welfare Foundation, The
HO-Am foundation, LG Press Foundation, LG Economics Research Inst., LG
Human Resources Dev. Inst., LG Engineering, Chiel Industries, LG Everland,
Shilla Hotel and Resorts, Chiel Communications, S1 Corporation, LG Lions.

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Areas of Business
LG Electronics Co., Ltd is a global leader in semi-conductor,
telecommunication, digital media and digital convergence technologies.
Employing approximately 123,000 people in 930 offices in 48 countries, the
company consists of five main business units. These are:
✔ Digital Appliances Business
✔ Digital Media Business
✔ LCD Business
✔ Semi-conductor Business
✔ Telecommunication Network Business

LG India’s areas of business are broadly classified into the following 3

categories:

● Consumer Electronics (CE)/Audio Visual(AV) Business:

✔ TVs - Home Theater Systems
✔ Home Audio Players - Digital Still Cameras
✔ Digital Audio Players - Camcorders
✔ CD/DVD Players

● Home Appliances (HA) Business:

✔ Refrigerators
✔ Air Conditioners
✔ Washing Machines
✔ Microwave Ovens

33
 ● Information Technology (IT) Business:
✔ Note PCs
✔ Hard Disk Drives
✔ CD/DVD ROMS
✔ CD/DVD Writers
✔ Monitors
✔ Laser Printers and Laser-based Multi-function Printers
✔ Fax

Key Facts
Founded : 1995
President and CEO : HB LEE
Head Office : IFCI- Nehru Place, Delhi
Manufacturing Facility: Noida
And Software Center
Number of Employees: 1600

LOCATION OF COMPANY

LG in India

34
LG India is the hub for LG’s South West Asia Regional Operations. The
South West Asia Regional Headquarters looks after the LG business in Nepal,
Sri Lanka, Bangladesh, Maldives and Bhutan besides India. LG India
Electronics Limited (SIEL), the Indian subsidiary of the US $ 55.2 billion LG
Electronics Corporation (SEC) headquartered in Seoul, Korea, started
operations in India in 1995. Today enjoys a sales turnover of over US $ I Bn
in just a decade of operations in the country. Initially, it was a player only in
the colour televisions segment when it undertook contract manufacturing for
videocon. However, later it diversified into colour monitors (1999) and
refrigerators (2003). Today, it is recognized as one of the fastest growing
brands in the sphere of digital technology.

In its tenure of over 10 years in the country, LG India has set up

manufacturing facilities for Colour Televisions, Washing Machines, Colour
Monitors and more recently, Refrigerators in the country. All the facilities are
located at its Manufacturing Complex at Noida, Uttar Pradesh. The company
set up a Software Technology Park for Digital Visual Display Products at
Noida in the year 2002. In the year 2004, LG India has been made the
Regional Head quarters for LG Operations in South West Asia.

LG India has a network of 19 Branch Offices located all over the country. The
LG manufacturing complex housing manufacturing facilities for Colour
Televisions, Colour Monitors, Refrigerators and Washing Machines is located
at Noida near Delhi. LG ‘Made in India’ products like Colour Televisions,

35
Colour Monitors and Refrigerators are being exported to Middle East, CIS and
SAARC countries from its Noida Manufacturing Complex.

LG India currently employs over 1600 employees, with around 18% of its
employees working in Research and Development.

The 19 branches of SIEL are located in the following cities:

NORTH​ ​SOUTH
New Delhi Chennai
Chandigarh Hyderabad
Luckhnow (Eastern U.P.) Bangalore
Ghaziabad (Western U.P.) Cochin
Jaipur
Gurgaon

WEST ​ ​EAST
Mumbai Kolkata
Pune Ranchi

36
Ahmedabad Guwahati
Raipur Bhubhaneshwar
Indore

The area sales offices are located in the following cities/towns:

Vijaywada, Coimbatore, Calicut, Hubli, Patna, Nagpur, Goa, Bhopal, Rajkot,
Surat, Baroda, Jodhpur, Dehradun, Varanasi, Ludhiana, Jammu.

Recruitment And Selection Procedure Of LG

LG translates its business strategy into a manpower plan and develop a

recruitment program accordingly, which will enable it to attract and select
people with the appropriate combination of experience, skills and knowledge.

Objectives

The main objectives of the Recruitment Policy are outlined as follows:

● Build the ​LG ​brand in the job market

● Ensure availability of the “right” talent at the “right” time

37
 ● Evaluate through a scientific process that ensures the right fit between
the organization and the candidate.

Recruitment Procedure

A. Manpower process

Manpower Forecasting

1. The overall annual business plan for the company breaks down into
plans and targets for each individual department. Each department
calculates their grade wise manpower requirements based on the
staffing norms, and provide quarterly and monthly manpower
requirements to corporate HR.
2. Based on the attrition trends and manpower requirements, all the
respective Head of Departments arrive on the manpower numbers along
with Head-HR and obtain on MD’S approval.
3. The projected requirements for the year must reach Head-HR, latest by
the first week of January every year.

Manpower Inventory

HR prepares the current manpower status of each department, including an

analysis of the current manpower at each location, grade and skill summary.

Identifying Manpower Gaps

38
The existing number of employees and their skill levels compared with the
forecasted requirements to identify qualitative and quantitative gaps. Options
for the redeployment through retaining, transfers, promotions are considered.
Where these options do not exist, options for recruiting from external sources
are taken into account.

Manpower Plans

On the basis of identified gaps, HR prepares on overall manpower plan which

provides adequate lead time for transfers, retaining, promotions and external
hiring. The plan contains details on:

● Department wise numbers for transfers, retaining and promotions.

● Department wise numbers for external recruitment.
● The final manpower plan prepares. Once completed, it will be put up
for approval by all the department heads and Managing Director.

B. Preparing Job Description and Person Specification

Each position in the organization has detailed job description including the
following:

Description of profile to be handled

Department/Location/Region
Reporting relationship-Designation
Whether the position is budgeted – in case of a new vacancy or
replacement- mention details of last incumbent
Qualifications- Essential/Desired

39
 Position in the hierarchy/Organization Structure

C. Raising Manpower Request

The hiring managers raise the manpower request using the following format
and to HODs for their approval using MR form.

Particulars Details

Date of initiation ________

JD Code __________

Position ______

Reporting Relationship (Designation) __________

Location __________

Region __________

Date of closing the position _______

The manpower request rises through My Single by the hiring managers.

Regional HR managers notify HO-HR and Head-HR while seeking
HOD approval.

Once the vacancy is filled, My Single MRF approval in hard copy along
with the signatures of Head-HR documented in the personnel file for

40
 selected candidates. Head-HR signs the manpower request form once
the vacancy is filled.
All requests for a new position must be sent to HR in a Manpower
Requisition Form after approval from the HOD, Human Resource
manages the process of recruitment and selection with inputs from the
line function.

D. Sources of recruitment

Generally the sources of recruitment are categorized into two parts:

● Internal Recruitment
● External Recruitment
Internal Recruitment:

The company believes in offering opportunities for growth and carrier

progression to its employees; thus each time a requirement arises, internal
recruitment is a preferred mode. For every vacancy arises below level, an
option of filling the post initially is considered. HR places an advertisement on
the intranet. The advertisement contains the following details:

a. Job Profile
b. Education qualifications, Skills, Experience
c. Last date of receiving Applications
d. Contact person in HR

All applications are screened for the eligibility against pre-determined criteria
for the vacancy. HR prepares a list of eligible applicants and seeks approval

41
from the respective Reporting Manager and Departmental Head. If approval is
given, HR sends notification to the eligible candidates via email. Applicants
who are not found eligible are also be notified as via email.

Eligible candidates undergo a panel interview

If no suitable applicants apply within one week from the date of posting the
advertisement, external recruitment is initiated.

External Recruitment:

The vacancies can be filled through the following channels:

▪ Candidates walking in/ sending their CVs directly

▪ Job Portals
▪ LG Site (thru ​hrindia@LG.com​)
▪ Consultants
▪ Campus Recruitment

Hiring team work on each position as per the following:

S.No. Position Lead time for

closure

1. Up to Asst. Manager 30 calendar days

2. Managers 45 calendar days

3. Sr. Manager& DGM 45 calendar days

42
 4. GM & Above 60 calendar days

▪ The team spend at least 1 week in searching for the right candidate
through sources other than consultants.
▪ Lead time calculated as follows: Date of receiving come regarding the
vacancy- Date of candidate signing the LOI & committing a joining
date after serving the notice period.
▪ The lead time is communicated to the HODs/Regional Managers by
Head-HR at the time of communication of the opening to HR.
Direct CVs/Job Portals/ LG Site/Consultants:

The CVs received through consultants, directly received CVs, job portals&
LG site is stored in the CV database.

Campus Recruitments:

Campus recruitment is used for fresh graduates/postgraduates who are taken

as Executive Trainees and Management Trainees or for individuals joining
at entry-level positions in the company.

If candidate possess less than one year of work experience, he/she treats as a
fresh hire (entry level recruitment).

▪ Trainee Schemes

✔ Management Trainees

43
Depending upon the requirements projected in the manpower plan, the
company recruits Management Trainees from Management Institutes in the
country.

✔ Sourcing of Trainees

Management trainees are sourced from Management Institutes across the

country.

The selection criteria for institutes are described below:

● Campus rating through publications: HR refers to the Campus

ratings published in the Business Magazines, available in the country
and arrive at average campus ratings. For the current year the
company will target institutes that are ranked between 15​th and 20​th
ranks according to the ranking developed. It is further recommended
that by the year 2006-2007.
● Recruitment days given: The company gives preference to the
Institutes who are willing to give either day 0, 1 or 2
● Campus Specialization: Relevance of courses offered to the
company’s business.
● Campus Relationsh​ip: ​The Company develops close relationships
with targeted campus by hiring large numbers, conducting events,
taking summer trainees, sending senior managers for lectures etc.
✔ Positioning of Trainees

Selected trainees are positioned at the following grades:

44
 Fresh Graduates: Student with a Masters in Business Administration is placed
at the Management Trainee grades and gets confirmed in level…… After
successful completion of the training period.

Experience: Student with relevant work experience of 1-3 years give weight
age but takes as Management Trainee.

Selection Process

A. Eligibility Criteria:

The following eligibility criterion is used to short list applicants from

various Institutes:

✔ A CGPA of at least 6 out of 10 or its equivalent in the

MBA/PGDBM program
✔ Projects undertaken at the summer trainee/internship level
B. Screening of Application Blanks:

The placement Coordinator/Administrative Offices short list candidates on the

basis of predetermined eligibility criteria and send the list of short listed
students to the company at least one week before the date of campus
interviews. HR will then the application blanks that are received and short list
them a second time according to the eligibility criteria.

C. Selection Criteria:

45
The candidates qualifying the %/CGPA criteria are considered for the
selection rounds. The weight age for the selection exercises are as under:

S.No. Exercise Weight age(%)

1. Group Discussion 20

2. Psychometric Analysis 30

3. Panel Interview 50

E. Recruitment Process

The recruitment process for the Management trainees is as follows:

HR initiates the campus recruitment process by sending the company’s

literature to the campus, one month before the proposed date of
recruitment. This contains brochures of the company literature
containing information about the company, the job profile and the
remuneration package.
SIEL representatives to the campus include:

HO HR/Regional HR

Regional Manager/Regional Functional Manager

❖ Pre Placement Talks:

HR coordinates with the Placement Cell of short listed Institutes and schedule
Pre Placement talks (PPT)

46
The HR head and Regional Manager inform the Pre Placement Team. The
following information is carried to the Pre Placement Talks:

▪ A Pre Placement (PPT) for 30 minutes, covering LG Corporate

Video, Position Profile and growth chart, Increments, GPMS and
Company policies,
▪ Application Blanks,
▪ Number of job openings

F. Letter Of Intent:

Selected candidates are issued a letter of intent on the spot. Appointment

letters are issued upon joining.

a) Trainee Scheme

Once selected, all the trainees are provided with an HR brochure that lists the
details of the trainee scheme are outlined below:

▪ Travel:

Management Trainees are provided with AC class Train Fare from home to
the company. Conveyance expenses such as travel (taxi) from the Railway
station to the place of posting etc. are provided.

▪ Accommodation:

Trainees are provided with shared accommodation. Guest House is provided

for one month for outstation candidates.

47
 ▪ Training Program:

The training period is for six months. The details are given below:

✔ A three day induction period held for all trainees by the top
Management on the vision, mission and company policies.
✔ All trainees spend one week in each function for a period
of ………….. Weeks.
✔ Trainees undertake 2 projects in 2 other functions than
their specialization.
✔ A combined test for all the departments and functions it is prepared by
persons nominated in HO by HODs. It is conducted and evaluated by
RHR and sent to HO-HR.
✔ Detailed feedback session is conducted by HR and sent to HO-HR
and handover to respective departments/branches.

G. Performance Evaluation and Placement:

Upon completion of the training period, all trainees undergo performance

evaluation.

✔ Process:
✔ Trainees are required to present a report of the projects they have
undertaken to the Department Head at the end of the training period.
✔ HR schedules a performance interview for every management trainee.
The panel for interview consists of one cross- functional head,
Departmental head and HR Manager.

48
 ✔ The trainee is assessed on the projects completed and a number of
parameters listed in the “Trainee Evaluation Form”.

CHAPTER-3
​

RESEARCH METHODOLOGY

● RESEARCH DESIGN
● SAMPLING AND SAMPLE SIZE
● RESEARCH TOOL

49
 ​RESEARCH METHODOLOGY

The methodology adapted was planned in advance so as to collect data in

the most organized way. Before any task was undertaken a clear
understanding of the Recruitment and Selection is necessary to get a better
understanding of the process followed by the company. The research work
regarding my topic Recruitment & Selection from LG ELECTRONICS LTD.
Greater Noida done in certain region of greater Noida like kasna, surajpur .

50
 RESEARCH DESIGN

The formidable problem that follows the task of defining the research
problem is the preparation of the design of the research project, popularly
known as the “Research Design”. Decisions regarding what, where, when,
how much by what means concerning an inquiry or a research study
constitute a research design.

“A research design is the arrangement of condition for collection and

analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.”

In fact, the research design is the conceptual structured within research is

conducted; it constitutes the blueprint for the collection, measurement and
analysis of data. As such the design includes an outline of what the
researcher will do from writing the hypothesis and its operational

51
implications to the final analysis of data. More explicitly, the design
decisions happen to be in respect of:

▪ What is the study about?

▪ Why is the study being made?

▪ Where will the study be carried out?

▪ What type of data is required?

▪ Where can the required data are found?

▪ What will be the sample design?

▪ What periods of time will the study include?

▪ What techniques of data collection will be used?

▪ How will the data be analyzed?

▪ In what style will the report be prepared?

Every research project conducted scientifically has a specified framework

for controlling the data collected. The framework is called Research Design.

A research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.

52
1. The objectives are specified with sufficient accuracy to ensure that data
collected is relevant data.
2. The data collection methods used is Questionnaires and Structured
Interviews. While designing collection procedure, it was ensured that the
data collected is unbiased and reliable.
3. The questions are prepared in a clear, understandable, and relevant to the
objective specified to ensure accuracy.
4. The sampling design used is Random Sampling.

NEED OF RESEARCH DESIGN

Research design is needed because it facilitates the smooth sailing of the
various research operations, thereby making research as efficient as possible
yielding maximal information with minimal expenditure of effort, time and
money. Research design stands for advance planning of the methods to be
adopted for collecting the relevant data and the techniques to be used in their
analysis, keeping in view the objective of the research and the availability of
staff, time and money. Preparation of the research design should be done
with great care any error in it may upset the entire project. Research design,
in fact has a great bearing on the reliability of the result arrived at and as

53
such constitutes the firm foundation of the entire edifice of the research work
and TFT-LCDs.

TYPE OF RESEARCH DESIGN

Here in order to meet the research objectives, descriptive research design
is used.

DESCRIPTIVE RESEARCH DESIGN

Descriptive research design includes surveys and fact findings, enquiries of
different kinds. The major purpose of descriptive research is description of
state of affairs, as it exists at present. In social research business we quiet
often use the term EX post facto research for descriptive studies.
Descriptive research will be applicable to the existing problem.

INSTRUMENT DESIGN
Questionnaire Design
Designing and implementing the question is one of the most interesting and
challenging tasks of conducting research and analysis. This questionnaire
has revealed the importance of the above.

Research Plan
Data source : Primary and secondary Data
Research Approach : Survey Method

54
Research instrument : Questionnaire
Contact Method : Direct – Person/ e-mail

Data required for the above study has been done through the following
efforts.
- Websites
- Books
- Magazines and Journals
- Survey in the form of Questionnaire.
- Discussions with executives and workers.

​SAMPLING

Totally 20 Executive and workers were contacted and data were collected.
The data required for the study was collected by way of structured
Questionnaire.
Random sampling method was adopted to select the samples. Owing to all
location advantage, respondents belonging to all area were selected.

SAMPLING METHOD
Judgmental Sampling method in Non – Probability Sampling is used in the
study.

55
Sample Size
The Sample Size selected for the survey is 20.

The study is an empirical research based on survey method, data and

information has been generated from the employees of LG ELECTRONICS
LTD, GREATER NOIDA.

​ RESEARCH TOOLS
For the accomplishment of my project I designed an open-ended
questionnaire the aim of which was to understand the HR policies for
recruitment and selection of various companies so that benchmark can be set
for the same for the betterment of the organization. With the help of this
questionnaire I conducted a number of surveys and collected the data.
Interview of concerned authorities of the companies was conducted to get
well versed with the recruitment and selection procedure of various
companies and to determine their effectiveness

56
SOURCES OF DATA
The task of collecting data begins after a research problem has defined and
the plan has been chalked out. This study pertains to collection of data
through primary and secondary sources.

PRIMARY DATA
Primary data was mainly collected through personal contacts, employee
survey using a questionnaire with both open and closed ended questions,
multiple choice questions were prepared and personal interview was
carried out to obtain data.

SECONDARY DATA
The data already collected and published are referred through the company
Human Resource guide and the following website: www.LG.in

​ACTION PLAN FOR DATA COLLECTION

Accurate action plan for data collection is the most important aspect of a
fair report. To accomplish my report in a accurate and in a fine way I made
an action to achieve the same.

The data for the present research study was collected by with the help of the
following two methods of data collection:

57
● The Primary Method for Data Collection
● The Secondary Method for Data Collection

58
​ he Primary Data Collection:
T

1. A Structured questionnaire with concrete and specified question was

prepared with the help of the industry guide, which covers all the
aspects to know about the recruitment and selection policies of the
companies to determine the effectiveness of LG in recruitment and
selection.

2. To collect the data firstly, I found the addresses and phone no. of the
companies
on the net and took appointments.

3. The questionnaire was distributed to a sample size of 8 companies

including LG from in this way that the overall objective of the
research is achieved in a proper manner.

4. Some of the data was collected by conducting Structured Interviews

and E-Mails.

5. Personal Interactions with the HR Managers, Senior Level Managers

and other members of the HR team to take the feedback of recruitment
and selection procedures of the company.

59
Secondary Data Collection:
The secondary data was collected by two sources. These are:

1. Data collected regarding with the recruitment and selection procedure

of LG from the Company manuals.

2. Access corporate intranet website.

60
 CHAPTER-4
​

❖ DATA ANALYSIS
❖ DATA ANALYSIS AND
INTERPRETATION

61
 DATA ANALYSIS

In order to determine the effectiveness of recruitment and selection practices

of LG I have divided my questionnaire in eight parameters. These are listed
below:

1. Experience
2. Job description and Job analysis
3. Sources of recruitment
4. Types of tests adopt for selecting candidates
5. Types of interviews
6. Final criterion for selection
7. Effectiveness of HR team
8. Effectiveness of job analysis

On the basis of these parameters I have measured the effectiveness of

recruitment and selection process of LG with different companies and I have
found in which areas it needs improvement.

62
 ​​ Data analysis and interpretation
Q.1 Which of the sources of recruitment are used in LG?
1) Internal
2) External
3) Both

Option Internal External Both Total

Responses 2 7 11 20
Percentage 10 35 55 100%

63
Interpretation:
It was found that about 55% of the recruitment and selection is done both by
internal and external sources,while as external sources are used more than
the internal sources.

Q2. Does the external recruitment bring in the desirable employees in the
organization?
1) Yes
2) No

Options Yes No Total

Responses 18 2 20
Percentage 80 20 100%

64
Interpretation:
It was found that 80% of the employees think that external sources of
recruitment brings desirable employees into the organization while, other
20% are of the opinion that sometimes internal sources provide best
employees for a particular position.

Q3. Which of the following external sources are used for recruitment in LG?
1) Advertisement
2) Internet
3) Campus recruitment
4) Consultancies
5) All of the above

65
Options Advertisement Internet Campus Consultancy All of
drives the
above
Responses 5 3 2 8 2
Percentage 25 15 10 40 10

Interpretation:
It was found that 40% of the employees are recruited through the
consultancies and 20% of the employees are selected by the advertisement
followed by internet with 15% and campus selections with 10%.

66
Q4. Does your company follow different recruitment process for different
grades of employment?
1) Yes
2) No

Options Yes No Total

Responses 20 0 20
Percentage 100 0 100%

Interpretation​:
It was found that from that different recruitment process is adopted for
different grades of employment.

67
Q5.Which from of recruitment is used in LG?
1) Centralised
2) Dcentralised

Options Centralised Decentralised Total

Responses 2 18 20
Percentage 10 90 100%

Interpretation:
It was found that recruitment is decentralized .However, for higher positions
of employment the recruitment is centralized.

68
Q6. Are you satisfied with the recruitment process?
1) Yes
2) No

Option Yes No Total

Responses 16 4 20
Percentage 80 20 100%

Interpretation:
It was found that 90% of employees are satisfied with the recruitment
process adopted by LG . However, some of the respondents thought there
should be some changes in the existing recruitment process of the
organization.

69
​Q7. Which form of selection is used in LG?
1) Centralized
2) Decentralized

Options Centralized Decentralized Total

Responses 2 18 20
Percentage 10 90 100%

Interpretation:
It was found the selection process is decentralised. However, in some cases
it is centralized because for top management selection is done at Head
office.

70
Q8. Which of the following methods does LG used during selection?
1) Written
2) Group discussion
3) Personal interview
4) Group discussion and personal interview
5) All of athe above.

Options Written GD PI GD&PI All Total

Responses 1 3 6 8 2 20
Percentage 5 15 30 40 40 100%

71
Interpretation:
It was found that 40% selection is done by group discussion & personal
interview .However, personal interview is mostly used method of selection
followed by group discussion.

Q9. Do you think innovative techniques like stress test, psychometric test
and personality test should be used for selection?
1) Yes
2) No

Options Yes No Total

Responses 4 16 20
Percentage 20 80 100%

Interpretation:​It was found that 20% of the respondents were of the

opinion that stress test, psychometric test and personality test should be used

72
for the selection, while the others were satisfied with the existing recruitment
and selection process.

Q10. What are the bases for selection?

1) Merit
2) Experience
3) Both.

Options Merit Experience Both Total

Responses 2 6 12 20
Percentage 10 30 60 100%

Interpretation:
It was found that both experience and merit is considered during the
selection process .Howeve, experienced people are given more consideration
rather than meritorious fresher’s.

73
Q11. Are you satisfied with the selection process?
1) Yes
2) No
Options Yes No Total
Responses 16 4 20
Percentage 80 20 100%

Interpretation:
It was found that 80% of the employees are satisfied with the selection
process. However , the remaining are of the option that there should be some
change in the recruitment selection process of the organization.

74
 CHAPTER-5
​

● CONCLUSION
● FINDING
● SUGGESTION AND RECOMMENDATION

75
 ​CONCLUSION

Effective Recruitment and Selection is the initial step and the most important
key point to run any organization. The success or failure of an organization
is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organization cannot
progress and prosper. In order to achieve the goals or perform the activities
of an organization, therefore, we need to recruit people with requisite skills,
qualifications and experience. Someone says that,

“Better recruitment and selection strategies result in improved

Organizational outcomes. The more effectively organizations recruit
and select candidates, the more likely they are to hire and retain
satisfied employees”.

The study mainly focuses on what should do LG to make effective

recruitment and selection policy in own organization in comparison with
other companies. So, here we conclude that LG needs slight improvement in
the procedure of Recruitment and Selection. Firstly, company needs to
concentrate on growth opportunities for the employees because today’s tight
labor market is making it more difficult for organizations to find, recruit, and
select talented people. The competition for talent is intensifying, as there are
fewer qualified applicants available. This shortage of applicants makes it all

76
the more important for organizations to be able to effectively attract, select,
and retain quality candidates.

Organization needs to improve the selection criteria for selection whether it

the post of manager, associate& staff, supervisor etc. They should fix some
parameters to select the candidates for specific position.

They should use assessment method and aptitude test to select the
candidates.

They should conduct Behavioral Interviews to some extent when selecting

candidates. This type of interviews can be used to validly predict future
behavior in dimensions (or competencies) critical to job success.

77
 ​FINDING

​After the data analysis and interpretation on the findings are:

❖ Both internal as well as external sources of recruitment used.

Consultancies (40%) and advertisement (25%) are the two main

external sources of recruitment.

The recruitment and selection process is decentralized.

About 80% of the employees are satisfied with recruitment and

selection process.

78
 SUGGESTIONS AND
RECOMMENDATIONS

1. They should give more preference on interpersonal and

communication skills of the candidates rather than leadership quality

because to become a good leader communication is must.

2. Organization needs to improve the selection criteria for selection

whether it the post of manager, associate& staff, supervisor etc. They

should fix some parameters to select the candidates for specific

position.

3. They should use assessment method and aptitude test to select the

candidates in addition to the already they are conducting.

4. They should conduct Behavioral Interviews to some extent when

selecting candidates. This type of interviews can be used to validly

predict future behavior in dimensions (or competencies) critical to job

success.

79
5. For recruiting managerial/professional, the Internet is the most

popular advertising medium. So, they should use them to attract more

candidates.

6. There should be more growth opportunities for the employees to

develop themselves.They need to raise the pay-scale to retain the

caliber fresher’s.

7. They should adopt advertisements and job portals to attract the caliber

candidates because it is the best and cheap method.

8. They need to make competency in between can do skills and will do

skills.

9. They should give more preference to fresher’s because in this way the

cost will be reduced.

80
 ​ ​ ​BIBLIOGRAPHY

1. V S P Rao Second Edition: New Delhi, 2005 ​Human Resource

Management.
2. Blau, D. M. (1990). Exploring the mediating mechanisms affecting
the relationship of recruitment source to employee performance.
Journal of Vocational Behavior, 37, 3​ 03-320.
3. Decker, P. J. & Cornelius, E. T. I. (1979). A note on recruiting sources
and job satisfaction. ​Journal of Applied Psychology, 64, 4​ 63-464.
4. Gannon, M. J. (1971). Sources of referral and employee turnover.
Journal of Applied Psychology, 55, ​226-228.
5. Kirnan, J. P., Farley, J. A., & Geisinger, K. F. (1989). The relationship
between recruiting source, applicant quality, and hire performance:
An analysis by sex, ethnicity, and age. ​Personnel Psychology, 42,
293-308.
6. Saks, A. M. (1994). A psychological process investigation for the
effects of recruitment source and organization information on job
survival. ​Journal of Organizational Behavior, 15, ​225-244.

81
 7. Rynes, S. L. (1991). Recruitment, job choice, and post-hire
consequences. In M. D. Dunnette & L. M. Hough (Eds.), ​Handbook of
industrial and organizational psychology ​(2nd ed., pp. 399-444). Palo
Alto
8. Taylor, M. S. & Schmidt, D. W. (1983). A process-oriented
investigation of recruitment source effectiveness. ​Personnel
Psychology, 36, 3​ 43-354.

MAGAZINES / NEWSPAPERS
● Business​ World
● Business Times
● HR Practices at Org. Level
● The Times of India

82
REFERENCES
● www.LG.com
● www.LGindia.org
● www.rocsearch.com
● www.ksa-technopak.com
● www.pwcglobal.com
● www.hrorg.nic.in
● www.hr.org

83
 ANNEXURE

Recruitment and Selection Questionnaire

The questionnaire survey is purely for academic purpose. any information

collected through this survey is confidential and would not be shared with
anyone other than te people involved I this.

Name..................................................................................

Designation…………………………………

Qualification………………....

Department…………………………………………….

Age…………………………

Q1.Which of these sources of recruitment are used in LG?

1. Internal
2. External
3. Both

Q2.Does external recruitment brings out the desirable employees in to the

organization?

1. Yes
2. No

Q3.Which of the following external sources of recruitment are used in LG?

1. Advertisement
2. Internet
3. Campus drives
4. Consultancies
5. All of above.

84
Q4.Does your company follow different recruitment process for different
grade of employees?
1. Yes
2. No

Q5.Which from of recruitment is used in LG?

1. Yes
2. No

Q6.Are you satisfied with the recruitment process?

1 .Yes
2. No
Q7.Which from of selection is used in LG?
1. Centralized
2. Decentralized

Q8.Which of the following method does your company used during

selection process?
1. Written or aptitude test
2. GD
3. PI
4. GD&PI
5. All of the above

Q9.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes
2. No

Q10.What is the basis for selection?

1. Merit
2. Experience
3. Both

Q11.Are you satisfied with the selection process?

1. Yes
2. No
85
86