A 

SIP REPORT

 ON 

Recruitment & Selection Process

In

“Virtue Engineering PVT. LTD.”

SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY

IN PARTIAL FULFILLMENT OF 2 YEARS FULL TIME COURSE MASTERS OF BUSINESS

ADMINISTRATION (MBA)

SUBMITTED BY

Anuja Rajendra Mane

UNDER THE GUIDANCE OF 

Dr. /PROF. Bharati Kumar

SINHGAD BUSINESS SCHOOL, PUNE - 411 004

BATCH 2020-22

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 Acknowledgement
First of all I would like to express my sincere thanks to my guide Miss Dr. Bharati Kumar
for guiding me by sacrificing her valuable time for completing this synopsis report.

I would also like to express my gratitude with deep sense of revenge to my all faculty
members and my helpful friends. It would have been difficult to go through this synopsis
report without their help. They not only helped me in collecting data but also supported
me with their valuable knowledge and experience in the successful completion of this
synopsis report.

I would also thankful to almighty God for his grace and mercy to successfully
complete this synopsis report.

Anuja Rajendra Mane

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 PREFACE

In our two year degree programme of MBA of there is provision for doing summer

training after 2nd semester. The essential purpose of this project is given to an exposure

and detailed outlook to the student of the practical concepts, which they already studied

research. For this purpose, I was assigned the project for the “ RECRUITMENT AND

SELECTION ” in Virtue Engineering PVT. LTD. It is a matter of a great privilege to get

training from this company , one of the largest organizations of its kind.

The project lasted for 3 months & it was informative, interesting and inspiring.

I hope this report will provide an experiment outlook to the dynamic functioning in
the HR department in company.

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 DECLARATION

I am Anuja Rajendra Mane student of MBA 2nd semester, Sinhgad Business School ,Pune,
(Maharashtra) hereby a firm and declare that I have completed Project Report availing of my
guide Miss Dr. Bharati Kumar , SBS (Pune).

I also declare that this report is purely an original and authentic work done by me and the
same has not been submitted to any university or institution for the reward of any other
Degree.

By

Anuja Rajendra Mane

MBA 3rd semester

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 TABLE OF CONTENTS

Introduction t

Sr. particular Page No.

Internship Certificate
Acknowledgement
Preface
Declaration
1. Introduction to the subject 10-30
Background of the study
Importance of the study
Origin of the report
Limitation of the study
Objective , need & scope
2. Introduction to the topic
Recruitment and selection process
3. Company Profile 31-38
3.1 Name of the Company
3.2 Vision Statement
3.3 Mission Statement
3.4 Virtue Engineering PVT. LTD Clients
3.5 End to End Recruitment Services
3.6 Location
3.7 History
4. Theoretical Background 39-45
4.1 Recruitment
4.2 Selection
4.3 Efficiency gains for the HR Department
4.4 Recruitment Process
4.5 Purpose and Importance
5. Task Assigned 47
6. Process to complete the task assigned 49-51

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7. Findings 53
8. Learning take away 55-56
9. Suggestions & Recommendations 57
10. Limitation of the project 59
11. Conclusion 62
12. Bibliography 63

OBJECTIVES
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Following are the objective:

 To study the recruitment & selection process.

 To study the recruitment procedures and to source the candidates as per daily roles given and
the requirement.
 To hire the most qualified candidate to fill an available position.

 Finding people who will fit in with the company culture and contribute to the organization's
goals.
 Increasing diversity or other social commitments.

EXECUTIVE SUMMARY
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Today, in every organisation personnel planning as an activity is necessary. It is an important part of an
organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the
long run. There are certain ways that are to be followed by every organisation, which ensures that it
has right number and kind of people, at the right place and right time, so that organisation can achieve
its planned objective.
The objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management,
Performance Appraisal and so on.
For every organization it is important to have a right person on a right job. Recruitment and Selection
plays a vital role in this situation. Shortage of skills and the use of new technology are putting
considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to
carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on Recruitment and
Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need
and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of
Recruitment through which an organisation gets suitable application. Scientific Recruitment and
Selection, which an organisation should follow for, right manpower. Job Analysis, which gives an idea
about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of
Test, Types of Interview, Common Interview Problems and their Solutions.
The project study focuses on studying and understanding the sourcing, recruitment and selection
process along with the post selection activities which I was a part of, that takes place in the
organization. These processes make up the reason for successful on-boarding of the candidates
without any delay in the whole cycle. The complete cycle deals with the eligibility check of the
candidate, finalizing the list of potential candidates, scheduling the interview process and
communicating the same to them, and also getting confirmation, facilitating interview process, offer
release and on boarding. Regarding the matter of enlisting high-quality applicants, Virtue Engineering
PVT. LTD offers the tools and solutions that one needs to help an effective sourcing and recruitment
program—from sourcing methods to innovation and customized execution to geology, society and
scope.

The Virtue Engineering PVT. LTD. sourcing and recruitment solutions deliver:

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• Recruitment practice and venture-based recruitment for selecting and sourcing within a brief time
period.
• Sourcing science that uses innovation and sourcing methods to investigate number of sourcing
networks.
• Branding jobs to link with applicants through exploration, branding and promotional expertise.
• Global talent acquisition technology to manage applicant volume and empower recruiters and
managers to identify quality candidates.
• The support of experts focusing on your recruitment needs and creating the best overall solution for
the success of the company.

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CHAPTER- 2

INTRODUCTION

TO

THE

SUBJECT

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INTRODUCTION
Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All managers have responsibility of staffing function by
selecting the chief executive and even the foremen and supervisors have a staffing responsibility when
they select the rank and file workers. However, the personnel manager and his personnel department
is mainly concerned with the staffing function.
Every organisation needs to look after recruitment and selection in the initial period and thereafter as
and when additional manpower is required due to expansion and development of business activities.
‘Right person for the right job’ is the basic principle in recruitment and selection. Ever organisation
should give attention to the selection of its manpower, especially its managers. The operative
manpower is equally important and essential for the orderly working of an enterprise. Every business
organisation/unit needs manpower for carrying different business activities smoothly and efficiently
and for this recruitment and selection of suitable candidates are essential. Human resource
management in an organisation will not be possible if unsuitable persons are selected and
employment in a business unit.

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RECRUITMENT
Meaning: Recruitment is a positive process of searching for prospective employees and stimulating
them to apply for the jobs in the organisation.
The job-seekers too, on the other hand, are in search of organisations offering them employment.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple
words, the term recruitment refers to discovering the source from where potential employees may be
selected. The scientific recruitment process leads to higher productivity, better wages, high morale,
reduction in labour turnover and enhanced reputation. It stimulates people to apply for jobs; hence it
is a positive process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel
and making out selection of requisite manpower both in their quantitative and qualitative aspect. It is
the development and maintenance of adequate man- power resources. This is the first stage of the
process of selection and is completed with placement.
Definition: According to Edwin B. Flippo, “It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organisation.” He further elaborates it,
terming it both negative and positive. He says, “It is often termed positive in that it stimulates people
to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the
other hand, tends to be negative because it rejects a good number of those who apply, leaving only
the best to be hired.”In the words of Dale Yoder, Recruitment is the process to “discover the sources
of manpower to meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an efficient working
force.”
Kempner writes, “Recruitment forms the first stage in the process which continues with selection and
ceases with the placement of the candidates.”
In personnel recruitment, management tries to do far more than merely fill job openings. As a routine
the formula for personnel recruitment would be simple i.e., just fill the job with any applicant who
comes along. Joseph J. Famularo has said, “However, the act of hiring a man carries with it the
presumption that he will stay with the company-that sooner or later his ability to perform his work, his
capacity for job growth, and his ability to get along in the group in which he works will become matters
of first importance.”

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NEED OF RECRUITMENT
A recruitment and selection policy is a statement of principles, outlining how your organisation will
conduct its recruitment and selection process. The aim of such a policy is to ensure that a transparent
and unbiased recruitment and selection process is followed; one that results in the appointment of the
best candidate, based solely on merit and best-fit with your organisational values, philosophy, and
goals.
Five good reasons for having such a policy are to ensure:
• Job descriptions meet business requirements
• Candidates are assessed against consistent criteria at every stage
• The recruitment process is lawful
• The candidate can be confident it is a genuine job offer
• The process can be followed by all stakeholders.
1. Suitability
Writing an accurate position description is an important part of the recruitment process. It
describes the primary tasks involved as well as the core competencies required to perform the
role. A good recruitment and selection policy would require those writing job descriptions to
give precedence to the competencies that would make the most positive contribution to the
organisation’s business requirements (i.e. flexibility, initiative, leadership etc).

2. Consistency
A good recruitment and selection policy will also require that hiring managers use
predetermined criteria at all stages of the recruitment process, thereby reducing the risk of
bias or discrimination. In the screening stage, the key selection criteria should have been
determined before the job was advertised and clearly displayed in the advertisement and job
description. Each candidate would then be evaluated according to those criteria only.

When interviewing candidates, the same interviewers should be present at each interview and
a set of pre-determined questions asked of each candidate, allowing them equal time to
respond.

Reference checks should be conducted before any appointment is made and should be carried
out in a consistent manner (i.e. asking similar questions of each candidate’s referees and
former employers).

13
 It should be noted that treating everyone consistently does not always imply fairness. If a
candidate is at a disadvantage for any reason (i.e. has a disability), you may need to take their
individual circumstances into account, so they are given an equal opportunity to present their
case.

3. Legality
Privacy and equal opportunity legislation require that the recruitment process is conducted in a
fair and transparent manner and a good recruitment and selection policy will always make this
very clear to recruiters. During no stage of the recruitment process (from advertisement to
interview) can there be any discriminatory behaviour, based on a person’s age, sex, marital
status, religion, nationality, sexual orientation or disability. A candidate may have recourse to
legal action if they feel they have been discriminated against, so impartiality is not only the
right thing to do, it’s also good risk management practice. An example of a privacy breach
would be a recruiter discussing the details of a confidential job application with their family or
friends.

A Recruitment and Selection policy that reminds staff about the implications of possible lapses such as
these can go a long way towards ensuring they never happen.

4. Credibility
Not all job advertisements are genuine. Some are placed by organisations wishing to build up a
‘talent pool’ or to simply to test the waters and see what’s out there. If an organisation calls for
certain application procedures to be followed, candidates can feel confident the position they
are applying for actually exists and that their efforts will not be in vain. Candidates can also see
you are a reputable employer by the good practices you follow and are more likely to want to
become an employee of your organisation.

5. Transparency
By requiring transparent procedures at every step, the recruitment and selection policy
ensures that all stakeholders in the recruitment process (HR, department head, line manager
etc) are able to follow the process and be confident of the outcome. Candidates should be kept
informed of the status of their application and notified if unsuccessful. Reasons for decisions
made during the recruitment process should be documented and a transparent appeals
process put in place if a candidate is unhappy with the outcome.

A good recruitment and selection policy should be based on principles such as:
• Respect for diversity
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• Ethical decision making
• Selection according to merit
• Equal treatment for all
• Procedural fairness.

Adherence to such a policy will not only ensure job applicants are treated fairly, but will also
greatly increase your chances of securing the best possible people for your organization.

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RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of
qualified job applicants. The process comprises five interrelated stages Evaluation and Control
Strategic Development 20 RECRUITMENT PROCESS Recruitment refers to the process of identifying
and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five
interrelated stages i.e.

16
The ideal recruitment programme is the one that attracts a relatively larger number of qualified
applicants who will survive the screening process and accept positions with the organisation, when
offered. Recruitment programmes can miss the ideal in many ways i.e. by failing to attract an adequate
applicant pool, by under/over selling the organisation or by inadequate screening applicants before
they enter the selection process. Thus, to approach the ideal, individuals responsible for the
recruitment process must know how many and what types of employees are needed, where and how
to look for the individuals with the appropriate qualifications and interests, what inducement to use
for various types of applicants groups, how to distinguish applicants who are qualified from those who
have a reasonable chance of success and how to evaluate their work.

STAGE 1: RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the translation of likely job
vacancies and information about the nature of these jobs into set of objectives or targets that specify
the
(1) Numbers and
(2) Types of applicants to be contacted.

Numbers of contact:
Organization, nearly always, plan to attract more applicants than they will hire. Some of those
contacted will be uninterested, unqualified or both. Each time a recruitment Programme is
contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with the
qualified people.

Types of contacts: I
t is basically concerned with the types of people to be informed about job openings. The type of
people depends on the tasks and responsibilities involved and the qualifications and experience
expected. These details are available through job description and job specification.

STAGE 2: STRATEGY DEVELOPMENT: When it is estimated that what types of recruitment and how
many are required then one has concentrate in
(1) Make or Buy employees.

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(2). Technological sophistication of recruitment and selection devices.
(3). Geographical distribution of labour markets comprising job seekers.
(4). Sources of recruitment.
(5). Sequencing the activities in the recruitment process.

‘Make’ or ‘Buy’:
Organisation must decide whether to hire le skilled employees and invest on training and education
programmes, or they can hire skilled labour and professional. Essentially, this is the ‘make’ or ‘buy’
decision. Organizations, which hire skilled and professionals shall have to pay more for these
employees.

Technological Sophistication:
The second decision in strategy development relates to the methods used in recruitment and
selection. This decision is mainly influenced by the available technology. The advent of computers has
made it possible for employers to scan national and international applicant qualification. Although
impersonal, computers have given employers and ob seekers a wider scope of options in the initial
screening stage.

Where to look:
In order to reduce the costs, organisations look in to labour markets most likely to offer the required
job seekers. Generally, companies look in to the national market for managerial and professional
employees, regional or local markets for technical employees and local markets for the clerical and
blue-collar employees.

When to look:
An effective recruiting strategy must determine when to look-decide on the timings of events besides
knowing where and how to look for job applicants.

STAGE 3: SEARCHNG:
Once a recruitment plan and strategy are worked out, the search process can begin. Search involves
two steps
A). Source activation and
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B). Selling.
A) Source Activation:
Typically, sources and search methods are activated by the issuance of an employee requisition. This
means that no actual recruiting takes place until lone managers have verified that vacancy does exist
or will exist.
If the organisation has planned well and done a good job of developing its sources and search
methods, activation soon results in a flood of applications and/or resumes.
The application received must be screened. Those who pass have to be contacted and invited for
interview. Unsuccessful applicants must be sent letter of regret.

B) Selling:
A second issue to be addressed in the searching process concerns communications. Here, organisation
walks tightrope. On one hand, they want to do whatever they can to attract
desirable applicants. On the other hand, they must resist the temptation of overselling their virtues.
In selling the organisation, both the message and the media deserve attention. Message refers to the
employment advertisement. With regards to media, it may be stated that effectiveness of any
recruiting message depends on the media. Media are several-some have low credibility, while others
enjoy high credibility. Selection of medium or media needs to be done with a lot of care.

STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting process, though many
view it as the first step in the selection process. Even the definition on recruitment, we quoted in the
beginning of this chapter, excludes screening from its scope. However, we have included screening in
recruitment for valid reasons. The selection process will begin after the applications have been
scrutinized and short-listed. Hiring of professors in a university is a typical situation. Application
received in response to advertisements is screened and only eligible applicants are called for an
interview. A selection committee comprising the Vice-chancellor, Registrar and subject experts
conducts interview. Here, the recruitment process extends up to screening the applications. The
selection process commences only later.

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and

19
money. Care must be exercised, however, to assure that potentially good employees are not rejected
without justification.
In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that
applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required
to do the job.
The techniques used to screen applicants vary depending on the candidate sources and recruiting
methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters
and agency representatives use interviews and resumes. Reference checks are also useful in screening.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The
costs generally incurred are: -
• Salaries for recruiters.
• Management and professional time spent on preparing job description, job specifications,
advertisements, agency liaison and so forth.
• The cost of advertisements or other recruitment methods, that is, agency fees.
• Recruitment overheads and administrative expenses.
• Costs of overtime and outsourcing while the vacancies remain unfilled.
Cost of recruiting unsuitable candidates for the selection process.

Evaluation of Recruitment Process

The recruitment has the objective of searching for and obtaining applications for job seekers in
sufficient number and quality. Keeping this objective in the mind, the evaluation might include:
• Return rate of application sent out.
• Number of suitable candidates for selection.
• Retention and performance of the candidates selected.
• Cost of the recruitment process
• Time lapsed data
• Comments on image projected.

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SOURCES OF RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion
2) Transfers
3) Internal notification
4) Retirement
5) Recall Former Employees

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EXTERNAL SOURCES
1) Campus recruitment
2) Press advertisement
3) Management consultancy service (Advertisement) & private employment exchanges.
4) Deputation of personnel or transfer from one enterprise to another
5) Management training schemes

INTERNAL SOURCES
Internal recruitment seeks applicants for positions from within the company. The various internal
sources include:
Promotions and Transfers –
Promotion is an effective means using job posting and personnel records. Job posting requires
notifying vacant positions by posting notices, circulating publications or announcing at staff meetings
and inviting employees to apply. Personnel records help discover employees who are doing jobs below
their educational qualifications or skill levels. Promotions has many advantages like it is good public
relations, builds morale, encourages competent individuals who are ambitious, improves the
probability of good selection since information on the individual’s performance is readily available, is
cheaper than going outside to recruit, those chosen internally are familiar with the organization thus
reducing the orientation time and energy and also acts as a training device for developing middle-level
and top-level managers. However, promotions restrict the field of selection preventing fresh blood &
ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also
important in providing employees with a broad-based view of the organization, necessary for future
promotions.

Employee referrals-
Employees can develop good prospects for their families and friends by acquainting them with the
advantages of a job with the company, furnishing them with introduction and encouraging them to
apply. This is a very effective means as many qualified people can be reached at a very low cost to the
company. The other advantages are that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience. The organization can be
assured of the reliability and the character of the referrals. In this way, the organization can also fulfil
social obligations and create goodwill.

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Former Employees- These include retired employees who are willing to work on a part-time basis,
individuals who left work and are willing to come back for higher compensations. Even retrenched
employees are taken up once again. The advantage here is that the people are already known to the
organization and there is no need to find out their past performance and character. Also, there is no
need of an orientation programme for them, since they are familiar with the organization.

Dependents of deceased employees-

Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in
their place. This is usually an effective way to fulfil social obligation and create goodwill.

Recalls: -
When management faces a problem, which can be solved only by a manager who has proceeded on
long leave, it may de decided to recall that persons after the problem is solved, his leave may be
extended.

Retirements: -
At times, management may not find suitable candidates in place of the one who had retired, after
meritorious service. Under the circumstances, management may decide to call retired managers with
new extension.

Internal notification (advertisement): -

Sometimes, management issues an internal notification for the benefit of existing employees. Most
employees know from their own experience about the requirement of the job and what sort of person
the company is looking for. Often employees have friends or acquaintances who meet these
requirements. Suitable persons are appointed at the vacant posts.

EXTERNAL SOURCES
External recruitment seeks applicants for positions from sources outside the company. They have
outnumbered the internal methods. The various external sources include:

Professional or Trade Associations:-

Many associations provide placement service to its members. It consists of compiling job seeker’s lists
and providing access to members during regional or national conventions. Also, the publications of
23
these associations carry classified advertisements from employers interested in recruiting their
members. These are particularly useful for attracting highly educated, experienced or skilled
personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical
posts.
Advertisements :-
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their
wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to
apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may
be placed in professional or business journals. Advertisements must contain proper information like
the job content, working conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job
are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements
to build company’ image. It also cost effective.
Employment Exchanges:-
Employment Exchanges have been set up all over the country in deference to the provision of the
Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all
industrial establishments having 25 workers or more each. The Act requires all the industrial
establishments to notify the vacancies before they are filled. The major functions of the exchanges are
to increase the pool of possible applicants and to do the preliminary screening. Thus, employment
exchanges act as a link between the employers and the prospective employees. These offices are
particularly useful to in recruiting blue-collar, white collar and technical workers.
Campus Recruitments:-
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL,
Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global markets. Some
companies recruit a given number of candidates from these institutes every year.
Campus recruitment is so much sought after that each college; university department or institute will
have a placement officer to handle recruitment functions. However, it is often an expensive process,
even if recruiting process produces job offers and acceptances eventually. A majority leave the
organization within the first five years of their employment. Yet, it is a major source of recruitment for
prestigious companies.

Competitors:
This method is popularly known as “poaching” or “raiding” which involves identifying the right people
in rival companies, offering them better terms and luring them away. For instance, several executives
of HMT left to join Titan Watch Company. There are legal and ethical issues involved in raiding rival
firms for potential candidates. From the legal point of view, an employee is expected to join a new
24
organization only after obtaining a ‘no objection certificate’ from his/ her present employer. Violating
this requirement shall bind the employee to pay a few months’ salary to his/ her present employer as
a punishment. However, there are many ethical issues attached to it.

Mergers and Acquisitions:-

When organizations combine, they have a pool of employees, out of whom some may not be
necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants.
As a result, new jobs may be created. Both new and old jobs may be readily staffed by drawing the
best-qualified applicants from this employee pool. This method facilitates the immediate
implementation of an organization’s strategic plan. It enables an organization to pursue a business
plan, However, the need to displace employees and to integrate a large number of them rather quickly
into a new organization means that the personnel-planning and selection process becomes critical
more than ever.

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FACTORS INFLUENCING RECRUITMENT:
All enterprises, big or small, have to engage themselves in recruitment of persons. A number of factors
influence this process.
Some Of The Main Factors Are Being Discussed Below:
1. Size of the Enterprise:
The number of persons to be recruited will depend upon the size of an enterprise. A big
enterprise requires more persons at regular intervals while a small undertaking employs only a
few employees. A big business house will always be in touch with sources of supply and shall
try to attract more and more persons for making a proper selection. It can afford to spend
more amounts in locating prospective candidates. So the size of an enterprise will affect the
process of recruitment.

2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment process. In
underdeveloped economies, employment opportunities are limited and there is no dearth of
prospective candidates. At the same time suitable candidates may not be available because of
lack of educational and technical facilities. If the availability of persons is more, then selection
from large number becomes easy. On the other hand, if there is a shortage of qualified
technical persons, then it will be difficult to locate suitable persons.

3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly influence the
availability of personnel. If higher wages are paid as compared to similar concerns, the

The working conditions in an enterprise will determine job satisfaction of employees. An enterprise
offering good working conditions like proper sanitation, lighting, ventilation, etc. would give more job
satisfaction to employees and they may not leave their present job. On the other hand, if employees
leave the jobs due to unsatisfactory working conditions, it will lead to fresh recruitment of new
persons.
1. Rate of Growth:
The growth rate of an enterprise also affects recruitment process. An expanding concern will
require regular employment of new employees. There will also be promotions of existing
employees necessitating the filling up of those vacancies. A stagnant enterprise can recruit
persons only when present incumbent vacates his position on retirement, etc.

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 SELECTION PROCESS INTRODUCTION:

Selection is defined as the process of differentiating between applicants in order to identify

(and hire) those with a greater likelihood of success in a job. Selection is basically picking an
applicant from (a pool of applicants) who has the appropriate qualification and competency to
do the job.

The difference between Recruitment and Selection:

Recruitment is identifying and encouraging prospective employees to apply for a job and
Selection is selecting the right candidate from the pool of applicants.

SELECTION PROCESS INCLUDES THE FOLLOWING STEPS:

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The Employee selection Process takes place in following order-
1. Preliminary Interviews - It is used to eliminate those candidates who do not meet the
minimum eligibility criteria laid down by the organization. The skills, academic and family
background, competencies and interest of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined
how much the candidate knows about the company. Preliminary interviews are also called as
screening interviews.

2. Application blanks-The candidates who clear the preliminary interview are required to fill
application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc

3. Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess
the potential candidate. They should not be biased.

4. Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job
or not. But such interviews consume time and money both. Moreover the competencies of the
candidate cannot be judged. Such interviews may be biased at times. Such interviews should be
conducted properly. No distractions should be there in room. There should be an honest
communication between candidate and interviewer.

5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances of employee absenteeism. 6. Appointment Letter- A
reference check is made about the candidate selected and then finally he is appointed by giving
a formal appointment letter.

6. Appointment letter – A reference check is made about the candidate selected then finally he is
appointed by giving a formal appointment letter.
7.

28
FACTORS INFLUENCING SELECTION PROCESS:

1. Relevant Experience

Relevant work experience is likely the most important factor that influences the HR selection method.
The relevant work experience required by an employer depends largely on the available job position
and the level of skills required to carry out the duties of the position. HR personnel initially look at job
candidates' relevant work experience by reviewing their resumes. Applicants without relevant work
experience are typically eliminated from the job-selection process. Employers desire to hire candidates
with relevant experience because it saves the company time and money in training an employee.
Employers also seek to reduce employee turnover by hiring qualified applicants.

2. Education
Educational achievements also play a role in a company’s hiring decisions. Some job positions require
certain industry knowledge that is often obtained through the completion of a degree program. For
example, a company desiring to hire a registered nurse will most likely require that candidates possess
a nursing degree for employment consideration by the HR department. Educational achievement not
only acts as a factor in making hiring decisions, but for some employers, the mode of education is also
a factor. Some companies prefer to hire candidates who graduated from certain top-ranking
institutions, or a company may prefer not to hire candidates who earned degrees through online-
degree programs.

3. Relocation
One of the factors that influence the selection process for the human resource department is the
geographical location of the job candidate. Most employees prefer to hire employees living in the local
area. Employers prefer to hire local candidates because it hastens the hiring process and saves the
employer money on the interviewing process and on relocation fees. Although most employers look to
hire local candidates to save time and money, some employers choose to make the application
process open to individuals living in other states. If local candidates fail to meet the employer’s
qualifications for the job, HR typically seeks regional candidates next before widening the search to
national and global candidates.

29
4. Salary Requirements
The salary requirements of a job candidate influence the HR employment-selection process.
Employers typically set a maximum salary for an open job position. Candidates who require a
salary greater than what the employer offers are typically eliminated from the selection
process. Some companies choose to negotiate the salary with attractive candidates because
they desire to retain their talents and skills. HR managers also consider the present salary of a
job candidate. If the candidate’s current or previous salary is not competitive enough, an
employer may not consider the candidate for the job.

30
CHAPTER- 4

Company Profile

31
Company profile:-

Virtue Engineering Pvt. Ltd.  has been dedicating itself to develop new techniques and support system
for boiler Industry since its inception. We are continuously growing along with supporting boiler
industry thru our continuous investment on Human Resources and manufacturing techniques. We are
presently concentrating on improving our performance by enhancing our service and product quality,
reduction of cycle time, and cost. Based on our professional techniques and accumulated know-how,
we will be in position to serve as a reputed source of manpower and execution team for Boiler
Manufacturer, Tower, Pressure Vessels and Steel Structures in Oil/Gas and Petrochemical Plant as
well.

32
Services: -

 Complete Boiler Components Fabrication & Erection

Complete Pressure Parts i.e. Boiler Bank tubes, Super heater Coils (Alloy / Carbon Steel), Steam Headers,
Convection Bank Panels, Molibrane Panels, Air Pre-heaters.

 PIPING SYSTEM (Carbon / Alloy / Stainless Steel)

We undertake fabrication & supply of entire piping system along with Stress / Flexibility analysis for
Steam, Chemical, Water, Oil & Gas.
33
  INBED STUDDED TUBES
Fabrication & supply of inbed studded tubes (carbon steel/ alloy steel) required for various types of boilers.

34
Vision & Mission: -

Our mission is to be a leading manufacturer providing superior quality products and services at
competitive prices. We want be a globally innovative and competitive business providing 100%
genuine services to our customers. We are committed to total customer satisfaction by providing
quality products & services.

35
Some of the clients are: -

 Thermax
 Forbes Marshall
 Praj
 Reliance
 Ceramic Cells Fuels Limited
 Indian Navy

 Padumjee Paper Mills Ltd (Boiler Erection for TBW)

 RDL, Rampur, UP (FM boiler erection from TBW)
 DRDO, Nashik, (Instrumentation and SS piping)
 Cadburys, Talegaon
 Global Board Ltd, Raigad Dist
 CFCL, Kota,Rajastan
 JOCl Gunter AP.

36
End – to – End Recruitment Services: -

End to End Recruitment deals with getting requirements, sourcing from different channels, screening
and submitting resumes, the entire interview process, selection and sending Offer letters, signing
contracts with vendors or third parties, follow-ups, client relationship, database management, salary
credits and also vendor payments. This brings together different departments in a streamlined
process, which makes the entire flow fast, reducing both time and cost to company for hiring an
employee.
An employee referral program is a system where existing employees recommend prospective
candidates for the job offered, and in some organizations if the suggested candidate is hired, the
employee receives a cash bonus.
Managers, human resource generalists and recruitment specialists may be tasked with carrying out
recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies,
or specialist search consultancies are used to undertake parts of the process.

Location: -

Gat No- 278,

Dehu-Alandi Road,
Boradewadi, Moshi,
Pune 412105
Pune, Maharashtra
412114

Call: 020-65293515
Email: Info@virtueengg.com

37
History of the company

Established in the year 2008 at Pune, Maharashtra, we “Virtue Engineering Private Limited" is

a Private Limited firm, engaged as the foremost Manufacturer of Heat Exchanger, Pressure
Vessel, etc. We ensure to timely deliver these products to our clients, through this we have
gained a huge clients base in the market.

We take pride in developing state-of-the art manufacturing unit that help us to develop huge range of
Pressure Vessels, PRD Stations, Desuperheater Systems, Heat Exchangers, Oil Preheating Units, etc
within the shortest possible time frame. Our unit is being maintained as per the industrial norms and
standards for ensuring quality range of bulk consignments. Moreover, we have also installed latest
range machines in order to meet the requirements of our clients within committed time frame.

38
 CHAPTER- 5

THEORETICAL
BACKGROUND

39
THEORETICAL BACKGROUND

Virtue Engineering Pvt. Ltd.  has been dedicating itself to develop new techniques and support system
for boiler Industry since its inception. We are continuously growing along with supporting boiler
industry thru our continuous investment on Human Resources and manufacturing techniques. We are
presently concentrating on improving our performance by enhancing our service and product quality,
reduction of cycle time, and cost. Based on our professional techniques and accumulated know-how,
we will be in position to serve as a reputed source of manpower and execution team for Boiler
Manufacturer, Tower, Pressure Vessels and Steel Structures in Oil/Gas and Petrochemical Plant as
well.

In simple terms recruitment is understood as the process of searching for and obtaining applicants for
jobs. From among whom the right people can be selected. Theoretically. Recruitment process is said to
end with the receipt of applications. Recruitment is the process of recruiting potential personnel to fill
up the existing requirement of the organization. It is the process of discovering potential applicants for
actual or anticipated job vacancies. Recruitment involves encouraging individuals with the needed
skills to make applications for employment with the firm.

40
Various definition of recruitment

“Edwin B. Flippo” defined recruitment as

“Recruitment is the process of searching for prospective employees & stimulating them to apply for
jobs in, the organization”

Selection: -

Selection is the second stage of the recruitment and selection process. It may be defined as the
process of choosing the best one from among the number of candidates.

There is always an element of prediction in the selection, making an informed estimate as to which of
the various applicants most suitable for the job being tilled.

Each of the steps is virtually a screen, designed to eliminate unsuitable candidates and has to be so
designed as to bring out further information about the candidates. 

Decenzo & Robbins: Selection activities follow a standard pattern, beginning with an initial
screening interview and concluding with final employment decision.

Efficiency Gains for the HR Department

 Reduced spending on temporary manpower for manual sorting / scrutiny.

 Easier reach through the web.
 HR staff is carrying out higher value activities, for example workforce planning. Less HR staff
time spent on basic recruitment tasks.
 Lower vacancy rates.
 Completely transparent and fool proof system with minimal manual intervention Easy handling
of huge volume of data & maintenance of confidentiality.
 Final master database handed over along with an archival of the images for future reference.
41
RECRUITMENT PROCESS
1. Recruitment Planning:
The first step involved in the recruitment process is planning. Here, planning involves to draft a

comprehensive job specification for the vacant position, outlining its major and minor responsibilities;

the skills, experience and qualifications needed; grade and level of pay; starting date; whether

temporary or permanent; and mention of special conditions, if any, attached to the job to be filled ”

2. Strategy Development:
Once it is known how many with what qualifications of candidates are required, the next step

involved in this regard is to devise a suitable strategy for recruiting the candidates in the

organisation. The strategic considerations to be considered may include issues like whether to

prepare the required candidates themselves or hire it from outside, what type of recruitment

method to be used, what geographical area be considered for searching the candidates, which

source of recruitment to be practiced, and what sequence of activities to be followed in

recruiting candidates in the organisation.

3. Searching:
This step involves attracting job seekers to the organisation. There are broadly two sources used to

attract candidates.

These are:
1. Internal Sources, and

2. External Sources

These have been just discussed, in detail, under 6.3 Sources of Recruitment.

42
4. Screening:
Though some view screening as the starting point of selection, we have considered it as an integral

part of recruitment. The reason being the selection process starts only after the applications have

been screened and shortlisted. Let it be exemplified with an example.

In the Universities, applications are invited for filling the post of Professors. Applications received in

response to invitation, i.e., advertisement are screened and shortlisted on the basis of eligibility and

suitability. Then, only the screened applicants are invited for seminar presentation and personal

interview. The selection process starts from here, i.e., seminar presentation or interview.

Job specification is invaluable in screening. Applications are screened against the qualification,

knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do

not qualify are straightway eliminated from the selection process.

The techniques used for screening candidates vary depending on the source of supply and method

used for recruiting. Preliminary applications, de-selection tests and screening interviews are common

techniques used for screening the candidates.

5. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its evaluation and control is,

therefore, imperative.

The costs generally incurred in a recruitment process include:

(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain unfilled

43
(v) Cost incurred in recruiting unsuitable candidates

A general recruitment process is as follows:

 Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making
 Completing the recruitment cycle and manage the asset till on-boarding.

Purpose and Importance of recruitment

The main objective of recruitment and selection is fairly obvious: to hire the most-qualified candidate
to fill an available position. Additional objectives include: Creating a large talent pool of candidates
to ensure the organization can hire the best employee.

The primary aim of a recruitment and selection policy is to ensure a transparent and fair hiring
process that can assist the HR personnel to select the right candidate on the basis of merit and
relevance with the job.

Selection Tests:

Where selection tests are a valid method of assessing a candidate (i.e., effectively. measures the job
criteria, is relevant, reliable, fair, and unbiased also considering the predictive capacities of tests), they
are an extremely useful tool and are recommended for usage. Managers should seek advice from HR
on the use of such tests. All psychometric tests used in selection must be developed, administered,
and interpreted by accredited people/company.
44
 Types of interviews:

 Face-to-face interviews. A face-to-face interview is one in which you and the interviewer meet in
person to discuss your credentials.
 Panel interviews.
 Group interviews.
 Telephonic interviews.
 Video interviews.
 Off-site interviews.
 Stress interviews.
 Structured interviews.

SELECTION DECISION:

After obtaining information through the preceding steps, selection decision-the most critical of all the
steps- must be made. The other stages in the selection process must benarrowed down to the number
of the candidates. The final decision must be made the pool of individuals who pass the tests,
interviews, and reference checks. The view of the line manager will be generally considered in the final
selection because it is he/she who is responsible for the performance of the new employee. The HR
manager plays a crucial role in the final selection.

CHAPTER- 6
45
TASK ASSIGNED

46
 Who is a Recruiter?
Recruiters work under the umbrella of the human resources (HR) field. They are experts in the
finding, screening and attracting of applicants for open positions. Recruiters own the entire talent
acquisition process from end-to-end.

A recruiter is an HR professional who specializes in recruiting new employees for a company. Some
recruiters work for staffing agencies and help clients find the right employees for their needs, while
other recruiters work for a company and find employees for that company alone. When you work in
a recruiter role, you have a variety of duties that all relate to enabling your clients or your company
to hire the best candidates possible. Your exact responsibilities may vary depending on if you work
at a staffing agency or recruit for your company, and the industry you work in. Those who work in
recruiter roles handle a variety of steps across the recruitment process, including coordinating with
many people at once. In one day, a recruiter might post a job listing, screen resumes, attend a job
fair, conduct a pre-screening interview, meet with hiring managers and schedule interviews.

The tasks assigned during the project were:

 Determining staffing needs
 Creating a recruitment strategy
 Preparing Job Description
 Creating a Job Post
 Screening resumes
 Performing interviews
 Coordinating interviews
 Conducting company assessments
 Finding the best candidates

47
 CHAPTER- 7

PROCESS TO COMPLETE THE

TASK ASSIGNED

48
 Determining Staffing needs
As you see, there are several factors you need to consider when creating a staffing plan. Look at your
business plan and existing HR resources. Create a current skills inventory and talk to your staff
members about what other skills and abilities they may have. Check past performance reviews as
well.

Next, evaluate your options. Will your company need to hire more people? Is there any way to
improve employees' productivity or help them develop the skills they already have? Do you need
new employees in-house or on a project/contract basis?

Check your regular turnover and retirement turnover rates. For example, if you know that several
key employees will retire over the next two years, plan your staffing needs and budget accordingly.
Consider hiring and training interns to cut costs. By the time your current employees will retire,
interns will have acquired the skills and experience needed to replace them.

Creating a Recruitment Strategy

A recruitment strategy is a clear plan that explains what roles you’ll recruit for, when, why and how. It
should be tied to your overall company objectives.

Your strategy must be possible to implement and easy to communicate. While you can tweak your
tactics, the strategy must always be clear.

Growth Plans

 In order to scale up your workforce, you’ll need to hire – which takes time and resources.
 Create a measure to help you identify which areas of your business will benefit most from increased
headcount.
 This could focus on return on investment or opportunities lost.

Preparing Job Description

Job descriptions can help identify particular skills or abilities that are necessary for a position or
the environmental pressures that apply to the position. A good job description tells the applicant what
the position may involve or require.

49
 A job description is a document that clearly states essential job requirements, job duties, job
responsibilities, and skills required to perform a specific role. A detailed job description will cover how
success is measured in the role so it can be used in performance evaluations.

Job descriptions are also known as job specifications, job profiles, JDs, and position descriptions (job PD).

Creating a Job Post

How do you create job postings?

1. Go to a job posting site such as Indeed or LinkedIn.
2. Find their job postings page (it will typically say "Post a Job").
3. Enter the details about your company and job.
4. Choose a budget.
5. Confirm the job posting.
6. Monitor the results and try different sites as needed.

Screening Resumes

What is the screening process in recruitment?

Candidate screening is a process of determining whether a candidate is qualified for the role based
on their education, experience, and information based on their resume. The goal of screening
candidates is to decide whether to process them to the next level of hiring or to reject the application.

Performing Interviews

Often, as part of the screening process, you may need to conduct interviews with candidates to determine if the
hiring managers should speak with them as well. These might be short pre-screening interviews or they might
be longer interviews that ensure a candidate meets the requirements for the position and educates the
candidate about the company as needed to prepare them for any future interviews. Recruiters frequently do
interviews like this over the phone or online rather than in person.

50
Coordinating interviews
Once you've screened candidates' resumes and done preliminary interviews, you probably need to
arrange the interviews with the hiring manager and any others involved in the hiring process. Those in
a recruiter role are usually expected to coordinate those interviews by determining the availability of
everyone involved and scheduling interviews. You are often responsible for communicating the
interview date and time to those involved as well. This might also include following up with those
involved to keep the process moving.

Conducting Company Assessments

Depending on the industry and the role, there may be assessments that candidates have to complete
in order to proceed with the interview process. These usually test a candidate's aptitude for skills that
the position requires, and they may be done through an online testing service or be tests that the
hiring manager must judge. A recruiter might use these assessments to screen candidates or let the
hiring team provide feedback on what candidates they want to interview.

Finding the best candidates

A recruiter is responsible for finding the best possible candidates for each role, and that may require
additional work depending on a variety of factors. For instance, if you're working in a competitive
industry, it may be challenging to find candidates to apply or finding experienced candidates might be
difficult. In these situations, a recruiter may need to work to find ways to appeal to the right candidates
so that the company can fill the role properly.

51
CHAPTER 7

FINDINGS

52
FINDINGS

In my study, I come across some findings that would be beneficial for not only to this company but can
be generalized. However, the recruitment and selection process may vary from organization to
organization or individual to individual. There are some findings which are listed below:

1. Company's employees are satisfied with the overall work environment. In summary, it can be
generalized that company employees believe that the work environment provides the required
comfort and ease to perform their tasks.
2. Work environment s one of the major reasons for employees to quit their jobs. Most
respondents agreed with the statement that if the work environment is not satisfactory, then
they would look for other job. opportunities.
3. The company employees believe that the provided benefits and compensation must be
adequate.
4. Recruitment increases organizational and individual effectiveness in the short as well as long-
term. It evaluates the effectiveness of various recruiting techniques and sources for all types of
job applicants.
5. Maximum no. of respondents says that they will leave the company if other company offer
attractive pay package to them. This means that the company should design enough pay scales
to retain their talent.
6. The company rewards, appraisal rates and grade promotions are good.
7. Through the recruitment and selection process the company has to choose the right candidate
at the right place, it helps to create a good image and trust about the company in the worker’s
mind.
8. Company's recruitment and selection practices are transparent. It is good for maintaining
healthy working environment in the company.

53
 CHAPTER -8

LEARNING TAKE AWAY

54
 LEARNING TAKE AWAY

Recruitment advertising methods

 Internal job posting. Your in-house talent can be a great pick for the job openings.
 Employee referral.
 Social networks ads.
 Video advertising.
 Employer branding.
 Print media advertising.
 Billboard advertising.

2. How to use various job portals:

Job portals are sites where you can promote jobs and search for resumes. They are an important part
of almost every hiring procedure, and using them efficiently will interpret into qualified candidates for
moderately low costs.

3. How to shortlist the candidates according to job requirements:?

We all know that finding a great candidate who is the right fit for your company can be time-
consuming and, it can be difficult to know whether someone is going to tick all the boxes.

However, if you perfect your shortlisting strategy early on, this can be a much smoother process.

Plus, learning how to shortlist candidates can help you to create a more efficient recruitment strategy.

With this in mind, follow our practical steps below to help make this part of the process a little more
manageable.

55
 4. How to search potential candidate for required vacancy?

The hiring manager will usually hold a meeting to review the ideal candidate profile and to charge the
committee. Each member of the screening committee will have their preferences for the qualifications
and qualities of the candidate, given how they intersect with the position.

5. How to take selection decision?

After interviewing the candidate information obtaining through the preceding steps is analyzed and
the final decision must be made the pool of individuals who pass the tests, interviews and reference
checks.

56
 CHAPTER- 8

SUGGESTIONS
& RECOMMENDATION

57
 Tips for recruiting
 Emphasize employee referrals.
 Create a positive candidate experience.
 Look for internal recruits.
 Prioritize diversity.
 Use a rubric.
 Utilize marketing strategies.
 Write better job listings.
 Simplify the application process.

Recommendations for Inbound Recruiting

 Design the job offer in a visible and accessible way.
 Develop and publicize a value proposition.
 Develop a contextual recruitment strategy.
 Maintain proactive and fast communications with your candidates.
 Use on boarding as a key part of Inbound Recruiting.

58
 CHAPTER -9

LIMITATIONS OF THE PROJECT

59
 Limitations of the project:

1. Attracting the right candidates

2. Engaging qualified candidates
3. Hiring fast
4. Using data-driven recruitment
5. Building a strong employer brand
6. Ensuring a good candidate experience
7. Recruiting fairly
8. Creating an efficient recruiting process

60
CHAPTER- 10

CONCLUSION

61
CONCLUSION

The project was helpful to study the "Recruitment and Selection" Virtue Engineering PVT. LTD.
Effective recruitment and selection can contribute towards an organization's success. During the
recruitment process, both internal and external sources of employees should be considered. This will
increase the probability of organizations attracting a wide range of candidates.
It has helped in understanding the practical concept and applicability. theoretical concept and
terminology in the organization. This study would be helpful to understand, recruitment and selection
can be done effectively in any organization. Most of the employees were satisfied but changes are
required according to the changing scenario as recruitment process has a great impact on the working
of the company as a fresh blood, new idea enters in the company.
Selection process is good, but it should also be modified according to the requirements and job profile
so that main objective of selecting the candidate could be achieved. Recruitment provides a pool of
potentially qualified candidates. It determines the present and future requirement of the firm in
conjunction with its personnel - planning and job analysis activates Attract highly qualified and
competent people.

62
BIBLIOGRAPHY:

A bibliography is an alphabetized list of sources that have been used to compile data, typically
in an article, essay, or research paper.

WEBSITES:

 www.hr.com
 www.hrindia.com
 www.humancapitalonline.com
 www. Wikipedia.com
 www.slideshare.com
 www.google.com

BOOK REFERANCES:

 Readings in Human Resource Management, T.V. Rao.

 Human Resource and Personnel Management, McGraw Hill.
 Werther, W.B and Davis, K.
 Human Resource Management, k. Aswathapha.

OTHERS SOURCES:

 Dictionary
 An article
 journal or magazine
 Abbreviation
 &

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