A

PROJECT REPORT
ON
“Study of the Recruitment and Selection Procedure”
For
Reva Tech Software Solutions Pvt Ltd, Pune

SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF
MASTERS DEGREE COURSE IN BUSINESS ADMINISTRATION
(M.B.A)

UNDER THE GUIDANCE OF

Dr. Mahesh P. Bhaskar

SUBMITTED BY
Rajendra E Sahane

THROUGH

SAMARTH GROUP OF INSTITUTIONS

FACULTY OF MANAGEMENT,
BELHE, Tal. Junnar, Dist. Pune.
2022-24
CERTIFICATE by the Company
Formal feedback from the company guide
 ACKNOWLEDGEMENT

It gives me the immense pleasure to present this project report on “Study

of the Recruitment & Selection Process in Reva Tech Software Solutions Pvt Ltd”
carried out by me in the partial fulfillment of post graduate course MBA.
No work can be done without the help and guidance of various persons
with their valuable inputs. I am thankful to all of them for their help and
encouragement to complete this project report.
At the outset I would like to thank “ Mr Prashant Said Sir ( Chief
Executive Officer)” , “ Mr Pramod Said(Chief Technical Officer)” and “Mr
Sanket Dasharathe (Human Resource Manager)” for giving me the opportunity to
carry out the project work in organization under their leadership and also their
valuable advice and guidance during my project completion.
I would be failing in my duty if I do not express my deep sense of gratitude
to Prof. Dr. Mahesh P. Bhaskar Sir without his guidance it would not have been
possible for me to complete this project work.
I am also thankful to our director Prof. R.V. Sawant for helping me in
completing the project.
I would like to thank my parents, friends and well wishes who encouraged me
to do this research work and all who contributed directly or indirectly in completing
the project to whom I am indebted. Last but not the least I thank my college SGOI
and the library for their assistance.
 DECLAR-ATION

I, the undersigned hereby state that the report entitled “Study of the
Recruitment & Selection Process in Reva Tech Software Solutions Pvt Ltd” am a
genuine and bonafide work prepared by me under the guidance of Prof. Dr. Mahesh
Bhaskar. The empirical findings in this project report are based on the data collected
by me. The matter presented in this report is not copied from any source. I understand
that any copy is liable to the punishment in the way the University authority dean fit.
The work has not been submitted for the award for any degree or diploma
either to University of Pune, or any other University.
This project report is submitted to the University of Pune in the partial
fulfillment of the degree of Master of Business Administration.

Date: ________ Signature

Place: ________ (Rajendra Eknath Sahane)

 PREFACE

Doing a professional course viz , MBA is earmarked primarily for the

purpose of acquiring knowledge & preparing on to face the real life challenges in the
corporate world. Theoretical management knowledge imparted in the institute is
insufficient & imperfect unless it is put to the acid test by reconciling with the
pragmatic situation prevailing in the business world.
I had opportunity to undergo two months project with “Reva Tech Software
Solutions Pvt Ltd”. During my summer project period, the summer project assigned
to me was on the topic “Study of the Recruitment & Selection Process in Reva Tech
Software Solutions Pvt Ltd”.
Through the summer project, I made a humble attempt o understand the
recruitment need and the procedure followed to fulfill the same in the industry. The
whole project study is divided under different major topics such as Organization
Profile, Research Design & Methodology, Theoretical Background, Analysis &
Interpretation of Data, Findings & Suggestions.
Within the time, I have tried to deliver the best by utilizing my theoretical
knowledge practically under the guidance of the Organization guide & internal project
guide. The findings & suggestions can be considered positively within the same
situations & conditions prevailing in the market at the time of study.
 INDEX

SR PARTICULARS PAGE NO
NO
1 Executive Summary

2 Introduction

3 Organization Profile

4 Objective

5 Theoretical Background

6 Research Methodology

7 Data Analysis

8 Findings & Suggestions

9 Learning Outcomes

10 Contribution to the host Organization

11 Conclusion

12 References

13 Annexure (Questionnaire , Reports )

1. EXECUTIVE SUMMARY
 EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have

to respond quickly to requirements for people. The market has been witnessing growth
which is manifold for last few years. Many players have entered the economy thereby
increasing the level of competition. In the competitive scenario it has become a
challenge for each company to adopt practice that would help the organization stand
out in the market. The competitiveness of a company of an organization is measured
through the quality of products and services offered to customers that are unique from
others.
Thus the best services offered to the consumers are result of the genius
brains working behind them. Human Resource in this regard has become an important
function in any organization. All practices of marketing and finances can be easily
emulated but the capability, the skills and talent of a person cannot be emulated.
Hence, it is important to have a well-defined recruitment policy in place, which can be
executed effectively to get the best fits for the vacant positions. Selecting the wrong
candidate or rejecting the right candidate could turn out to be costly mistakes for the
organization. Therefore, a recruitment practice in an organization must be effective
and efficient in attracting the best manpower.
This project report is about requirement and selection process that’s an
important part of any organization. Which is considered as a necessary asset of a
company? In fact, recruitment and selection gives a home ground to the organization
acumen that is needed for proper functioning of the organization. It gives an
organizational structure of the company. It’s a methodology in which the particular
organization works and how a new candidate could be recruited in such a way that
he/she would be fitted for the right kind of career.
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 strategies
analysis of Recruitment and Selection procedure. Also training need identification is
necessary after selection process.
The need of Recruitment may be due to the following reasons/situation:
 a) Vacancies due to promotions, transfer, retirement, termination, permanent
disability, death and labor turnover.
b) Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In addition, new vacancies are
possible due to job specification.
Selection is basically picking an applicant from (a pool of candidates)
who has the appropriate qualification and competency to do the job.
2. INTRODUCTION
 RECRUITMENT
“The art of choosing men is not nearly as difficult as the art of enabling
those one has chosen to attain their full worth”.
Recruitment means to estimate the available vacancies and to make
suitable arrangements for their selection and appointment. Requirement is understood
as the process of searching for and obtaining applicants for the jobs, from among
whom the right people can be selected.
Recruitment has been regarded as the most important function of the HR
department , because unless the right type of people are hired, even the best plans,
organization chart and control system would not do much good.
In recruitment, information is collected from interested candidates. For this
different source such as newspaper advertisement, employment exchanges, internal
promotion, etc. are used.
In the recruitment, a pool of eligible and interested candidates is created for
selection of most suitable candidates. Recruitment represents the first contact that a
company makes with potential employees.

Definition:-
According to Edwin Flippo, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization.”
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/company.
Recruitment is defined as a process to discover the sources of manpower
to meet the requirement of the staffing schedule and to employ effective measures for
attracting the manpower in adequate numbers to facilitate effective selection of an
effective workforce.

Objective:-
 The main objective of recruitment is to increase the number of
applications for the job available in the organization, to select the best applicant who
is the best fitted to the job.

Need for Recruitment:-

It makes possible to choose the right person in the right time at the right
place. It also makes it possible to acquire the number and type of people necessary to
ensure the continued operation of the organization.
 Planned needs: - Such needs arise from changes in the organization
policies.
 Anticipated needs: - It refers to those movements in personnel which
an organization can predict by studying trends in internal or external
need.
 Unexpected needs: - Such need arises due to illness, death and
resignation.
 Vacancies due to promotions, transfer, retirement termination,
permanent disability, death and labour turnover.
 Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In addition, new
vacancies are possible due to job specification.
Recruitment follows HR planning and goes hand in hand with selection
process by which organizations evaluate the suitability of candidates. With successful
recruiting to create a sizeable pool of candidates, even the most accurate selection
system is of little use.
Recruiting begins when a vacancy occurs and the recruiter receives
authorization to fill it. The next step is careful examination of the job and enumeration
of skills, abilities and experience needed to perform the job successfully.

Other Steps follow: -

 Creating an applicant pool using internal or external methods
 Evaluate candidates via Selection
 Convince the candidate
  And finally make an Offer
Purpose and Importance of Requirement:-
1. Determine the present and future requirement of the organization on
conjunction with its personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing
the number of visible under qualified or over-qualified job
applicants.
4. Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the
composition of its work force.
6. Begin identifying and preparing potential job applicants who will be
appropriate candidates.
7. Increase organizational and individual effectiveness in the short term
and long term.
8. Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
9. Recruitment is a positive function in which publicity is given to the
jobs available in the organization and interested candidates are
encouraged to submit applications for the purpose of selection.

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, viz.
1. Recruitment Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and Control
 STAGE 1: RECRUITMENT PLANNING
The first stage in the recruitment process is planning. Planning involves
the translation 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 recruitment programmed is contemplated; one task is to
estimate the number of applicants necessary to fill all vacancies with the qualified
people.
Types of contacts: It 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 on has concentrate in (1) Make or Buy employees (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
(1) Make or Buy:
Organization must decide whether to hire skilled employees and
invest on training and education programmers, or they can skilled labour and
professional. Essential, these are the make or buy decision. Organizations, which hire
skilled and professionals shall have to pay more for these employees.
(2) Technological Sophistication:
The second decision in strategy development related 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.
 STAGE 3: Searching
Once a recruitment plan and strategy are worked out, the search process can
begin. Search involves two steps-
A) Source activation
B) Selling

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 conduct 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 money.
In screening, clear job specifications are in valuable. 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.
STAGE 5: Evaluation and Control
Evaluation and control is necessary as considerable costs are incurred
in the recruitment process. The costs generally incurred are:-
1. Salaries for recruiters
2. Management and professional time spent on preparing job
description, job specifications, advertisements, agency liaison
and so forth.
 3. The cost of advertisement or other recruitment methods, that
is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain
unfilled.
6. Cost of recruiting unsuitable candidates for the selection
process.
Sources of Recruitment:
Sources of Managerial Recruitment –
INTERNAL SOURCES EXTERNAL SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
4) Retirement 4) Deputation of personnel or
transfer from one enterprise to
another
5) Former employees 5)Walk-in drive interviews

The sources of recruitment can be broadly categorized into internal and external
sources-
1) INTERNAL RECRUITMENT:

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 notices, circulating
publications or announcing at staff meeting 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.

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. In this way, the
organization can also fulfill social obligations and create goodwill.

Formal 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 advantages
here is that the people are already known to the organization and there is no need to
find out their past performance and character.

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 fulfill
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 be decided to recall that person
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.

2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions form source 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 these associations carry
classified advertisement from employers interested in recruiting their members. These
are particularly useful for attracting highly educated, experienced or skilled personnel.
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.
Advertisement must contain proper information like the job content
working conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc.

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 Citibank, HCL-HP, ANZ Grind lays, L&T,
Reliance, TCS, Tech Mahindra looking for global markets. Some companies recruit a
given number of candidates form 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.

Walk-ins interviews:
The most common and least expensive approach for candidates is
direct applications, in which job seekers submit unsolicited application letters or
resumes. Direct applications can also provide a pool of potential employees to meet
future needs. From employee’s point of view, walk-ins are preferable as they are free
from the hassles associated with other methods of recruitment. While direct
applications are particularly effective in filling entry level and unskilled vacancies,
some organizations compile pools of potential employees from direct applications for
skilled positions. Write-ins are those who send written enquiries. These job seekers
are asked to complete application forms for further processing.

Consultants:
They are in this profession for recruiting and selecting
managerial and executive personnel. They are useful as they nationwide contacts and
lend professionalism to the hiring process. They also keep prospective employer and
employee anonymous. However, the cost can be deterrent factor.

Head Hunters:
They are useful in specialized and skilled candidate working in a
particular company. An agent is sent to represent the recruiting company and offer is
made to the candidate. This is a useful source when both the companies involved are
in the same field, and the employee is reluctant to take the offer since he fears, that his
company is testing his loyalty.
 SELECTION

Selection process is a decision making process. This step consists of a

number of activities. A candidate who fails to qualify for a particular step is not
eligible for appearing for the subsequent step. Employee selection is the process of
putting right men on the right job. It is a procedure of matching organizational
requirement with the skills and qualifications of people. Effective selection can be
done where there is effective matching. By selecting best candidate for the required
job, the organization will get quality performance of employees. Moreover,
organization will face less absenteeism and employee turnover problem. By selecting
right candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during selection procedure. All the
potential candidates who apply for the given job are tested.

SELECTION PROCESS:
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
1. Preliminary Test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract

Step-1
PRELIMINARY INTERVIEW:
The applicants received from job seekers would be subject to scrutiny so
as to eliminate unqualified applicants. This is usually followed by a preliminary
interview the purpose of which is more or less the same as scrutiny of application, that
is, eliminate of unqualified applicants. Scrutiny enables the HR specialist to eliminate
unqualified jobseekers based on the information supplied in their application forms.
Preliminary interview, on the other hand, helps reject misfits for reason, which did not
appear in the application forms.
Step-2
SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are
called for tests. Different types of tests may be administered, depending on the job and
the company.
Generally, tests are used to determine the applicant’s ability, aptitude and
personality.
The following are the type of tests taken:-
1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test
9. Graphology test
10. Medical test

Step-3
INTERVIEW:-
The next step in the selection process in an interview. Interview is
formal, in-depth conversation conducted to evaluate the applicant’s acceptability. It is
considered to be excellent selection device. It is face-to-face exchange of view, ideas
and opinion between the candidates and interviewers. Basically, interview is nothing
but an oral examination of candidates. Interview can be adapted to unskilled, skilled,
managerial and professional employees.
Types of Interview:-
 Interviews can be of different types. There interviews employed by the
companies.
Following are the various types of interview:-
1. Informal interview
2. Formal interview
3. Non-directive interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview

Step-4
REFERENCE CHECK:
Many employers request names, addresses, and telephonic numbers of
references for the purpose of verifying information and perhaps, gaining additional
background information on applicant. Although listed on the application form,
references are not usually checked until an applicant has successfully reached the
fourth stage of a sequential selection process. When the labour market is very tight,
organizations sometimes hire applicants before checking references.

Step-5
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
have been used to narrow the number of the candidates. The final decision has to 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.

Step-6
PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate
is required to undergo a physical fitness test. A job offer is, often, contingent upon the
candidate being declared fit after the physical examination. The results of the medical
fitness test are recorded in a statement and are preserved in the personnel records.
There are several objectives behind a physical test.
Obviously, one reason for a physical test is to detect if the individual carries
any infectious disease. Secondly, the test assists in determining whether an applicant
is physically fit to perform the work. Thirdly, the physical examination information
can be used to determine if there are certain physical capabilities, which differentiate
successful and less successful employees. Finally, such an examination will protect
the employer from workers compensation claims that are not valid because the injuries
or illness were present when the employee was hired.

Step-7
JOB OFFER:
The next step in the selection process is job offer to those applicants who
have crossed all the previous hurdles. Job offer is made through a letter of appointed.
Such a letter generally contains a date by which the appointee must report on duty.
The appointee must be given reasonable time for reporting. Those is particularly
necessary when he or she is already in employment, in which case the appointee is
required to obtain a relieving certificate from the previous employer.
The company may also want the individual to delay the date of reporting on
duty. If the new employee’s first job upon joining the company is to go on company
until perhaps a week before such training begins.
 Step-8

CONTRACT OF EMPLOYMENT:

There is also a need for preparing a contract of employment. The basic

information that should be included in a written contract of employment will vary
according to the level of the job. But the following checklist sets out the typically
headings:
1. Job Title
2. Duties, including a parse such as “The employee will perform such
duties and will be responsible to such a person, as the company may
from time to time direct.”
3. Date when continuous employment starts and the basis for
calculating service.
4. Rate of pay, allowance, overtime and shift rates, method of
payments.
5. Hours of work including lunch break and overtime and shift
arrangements.
6. Holiday arrangements.
7. Paid holidays per year.
8. Public holidays.
9. Special terms relating to rights to patents and designs, confidential
information and restraints on trade after termination of employment.
The drawback with the contracts is that it is almost to enforce them. A
determined employee is bound to leave the organization, contract or no contract.

Step-9

CONCLUDING THE SELECTION PROCESS:

Contrary to popular perception, the selection process will not end with
executing the employment contract. There is another step a more sensitive one
reassuming those candidates who have not selected, not because of any serious
deficiencies in their personality, but because their profile did not match the
requirement of the organization.
They must be told that those who were selected purely on relative merit.

Step -10

EVALUATION OF SELECTION PROGRAMME:

The broad test of the effectiveness of the selection process is the

quality of the personnel hired. An organization must have competent and committed
personnel.

Difference between Recruitment and Selection:-

1. Recruitment is the process of searching for prospective candidates
and motivating them to apply for job in the organization. Whereas,
selection is a process of choosing most suitable candidates out of
those, who are interested and also qualified for job.
2. In the recruitment process, vacancies available are finalized,
publicity is given to them and applications are collected from
interested candidates. In the selection process, available
applications are scrutinized. Tests, interview and medical
examination are conducted in order to select most suitable
candidate.
3. In recruitment the purpose is to attract maximum numbers of
suitable and interested candidates through applications. In
selection process the purpose is that the best candidate out of those
qualified and interested in the appointment.
4. Recruitment is the positive function in which interested candidates
are encouraged to submit candidates are eliminated and the best
one is selected.
5. Recruitment is the prior to selection. It creates proper base for
actual selection. Selection is next to recruitment. It is out of
candidates available/interest.
6. Recruitment is the short process. In recruitment publicity is given
to vacancies and applications are collected from different sources.
Selection is a lengthy process. It involves scrutiny of applications,
giving tests, arranging interviews and medical examination.
7. In recruitment services of expert is not required whereas in
selection, services of expert is required.
8. Recruitment is not costly. Expenditure is required mainly for
advertising the posts. Selection is a costly activity, as expenditure
is needed for testing candidates and conduct of interviews.
3. ORGANIZATION
PROFILE
 ORGANIZATION
PROFILE

3.1 Snapshot of Company

 Name of Company :- Reva Tech Software Solution

 Address :- Icon Tower, Hinjewadi , Pune
 Company Type :- Private Ltd
 Nature of the Business :- Information Technology
 Contact Person :- Mr. Sanket Dasharathe (HRM)
 Contact No :- +91 8585853699

3.2 Mission, Vision

Mission –
Reva Tech Solution Pvt Ltd is dedicated to providing the people,
services and solutions to our clients need to meet their information technology
challenges and business goals.
“To improve customer’s financial lives so profoundly, they
couldn’t imagine going back to the old way.”

Vision -
“To help our clients meet their goals through our people, services
and solutions.”
3.3 Product Profile

In Reva Tech Software Solutions, all types of Software like GST/ERP,

Billing, Manufacture, Milk Daily, etc and Android App Development & Web
Development are provided with best quality in cheap prices.
Also we specialize in providing solutions to organization by integrating the
right technology.
 GST/ERP Software:- GST/ERP Software for wholesalers is an end-to-
end solution for improving efficiency and improve sales.
 BILLING Software:- Our Retail Store Software is reliable store
business-management software that idea updates all your
Sales,Purchase,Ledger,Accounting etc.
 MANUFACTURE INDUSTRIES Software:- We create simple, smart
and scalable next-generation Supply Chain solutions. More than 100
leading manufacturing and Hi-Tech companies trust Reva Tech
Solution for re-shaping their strategies and converting possibilities to
reality.
 MILK DAIRY Software:- Makes milk collection process calculation
easy. Right from measuring the fat of the milk to make payments to
the farmer/suppliers and generate analytical reports, all the steps are
taken care of in the solution.
 ANDROID APP DEVELOPMENT:- Android App development is the
process by which new applications are created for device running the
Android operating system. Reva Tech Software Solutions develops
highly robust and scalable web and mobile applications.
 WEB DEVELOPMENT:- Your business needs a professional website
to carry your message across to the visitors of your website. Reva
Tech Software Solutions work on development and create all type of
websites & database driven web applications.
 INDUSTRY PROFILE

OVERVIEW OF INDIA’S IT INDUSTRY

Background:-
Information Technology (IT) industry in India has played a key role in
putting India on the global map. IT industry in India has been one of the most
significant growth contributions for the Indian Economy. The industry has played a
significant role in transforming India’s image from a slow moving bureaucratic
economy to a land of innovative entrepreneurs and a global player in providing world
class technology solutions and business services. The industry has helped India
transform from a rural and agriculture-based economy to a knowledge based
economy.
IT industry in India is an industry consisting of two major components. IT
services and business process outsourcing (BPO). The sector has increased its
contribution to India’s GDP from 1.2% in 1998 to 6% in 2021. According to
NASSCOM, the sector aggregated revenues of US$ 147 billion in 2016, where export
revenue stood at US$ 99 billion and domestic at US$ 48 billion, growing by over
13%. India’s Prime Minister Narendra Modi has started ‘Digital India’ project to give
IT a secured position inside & outside India.

History:-

Information Technology is playing an important role in India today and

has transformed India’s image from a slow moving bureaucratic economy to a land of
innovative entrepreneurs.

The IT sector in India is generating 2.5 million direct employments.

India is now one of the biggest IT capitals of the modern world and the entire major
players in the world IT sector are present in the country.
 Bangalore is considered to be the silicon valley of India because it is the
leading IT exporter. Exports dominate the industry and constitute about 77% of the
total industry revenue. However, the domestic market is also significant with a robust
revenue growth. The industry’s share of total Indian exports (merchandise plus
service) increased from less than 4% in FY 1998 to 40% in FY 2023.

VSNL introduced Gateway Electronic Mail Service in 1991, the 64

Kbit/s leased line service in 1992, and commercial Internet success on a visible scale
in 1992.

The Indian economy underwent economic reforms in 1991, leading to a

new era of globalization and international economic integration. “The New
telecommunications policy, 1999” (NTP 1999) helped further liberalize India’s
telecommunication sector. The Information technology Act 2000 created legal
procedures for electronic transactions and e-commerce.

Research & Development:-

To support Research & Development in the country and promoting Start-

ups focused on technology and innovation, a weighted deduction of 150% of
expenditure incurred on in-house R&D is introduced under Income Tax Act. In
addition to the existing scheme for funding various R&D projects have been funded
through new scheme like Support International Patent Protection in Electronics & IT
(SIP-EIT), Multiplier Grants Scheme (MGS).

The government has initiated the setting up of an Open Technology Centre

through NIC aimed at giving effective direction to the country on Open Technology in
the areas of Open Source Solutions (OSS), Open Standard, Open Processes, Open H
Hardware specifications and Open Course-ware. This initiative will act as a National
Knowledge facility providing synergy to the overall components of Open Technology
globally.

Recent Development:
 The biggest economic effect of the technologically inclined services in
India according for 40% of the country’s GDP and 30% of export earning as of 2021,
while employing only 25% of its workforce.

Today, Bangalore is known as the Silicon Valley of India and contributes

33% of Indian IT exports. Trivandrum the capital of Kerala state, is the foremost
among the Tier-2 cities that is rapidly growing in terms of IT infrastructure. As the
software hub of Kerala, more than 80% of the state’s software exports are form here.

Regulations:

After the economic reforms of 1991-92, liberalization of external trade,

elimination of duties on imports of Information Technology products, relaxation of
controls on both inward and outward investments and foreign exchange and the fiscal
measures taken by the Government of India and the individual State Governments
specifically for IT and ITES have been major contributory factors for the sector to
flourish in India and for the country to be able to acquire a dominant position in
offshore services in the world. The major fiscal incentives provided by the
Government of India have been for the Export Oriented Units (EOU), Software
Technology Parks (STP), and Special Economic Zones (SEZ).

Challenges:

Cyber Security and quality management are few key areas of concern in
today’s information age. To overcome such concerns in today’s global IT scenario, an
increasing number of IT-BPO companies in India have gradually started to emphasize
on quality to adopt global standards such as ISO 9001 (for Quality Management) and
ISO 27000 (for Information Security). Today centers based in India account for the
largest number of quality certifications achieved by any single country.

India aims to transforms India into a truly developed and empowered society
by 2021. However, to achieve this growth, the sector has to continue to re-invest itself
and strive for that extra mile, through new business models, global delivery,
partnerships and transformation. A collaborative effort from all stakeholders will be
needed to ensure future growth of India’s IT-ITES sector. We will need to rise up to
the new challenges and put in dedicated efforts towards providing more and more of
end-to-end solutions to the clients to keep the momentum going.

India is now one of the biggest IT capitals in the modern world and has
presence of all the major players in the world IT sector. HCL, Wipro, Infosys and TCS
are few of the household names of IT companies in India.

Future Prospects:

Globalization has had a profound impact in shaping the Indian

Information Technology industry. Over the years, verticals like manufacturing,
telecom, insurance, banking, finance and lately the retail, have been the growth drivers
for this sector. But it is very fast getting clear that the future growth of IT and IT
enabled services will be fuelled by the verticals of climate change, mobile
applications, healthcare, energy efficiency and sustainable energy.

The near future of Indian IT industry sees a significant rise in share of

technology spend as more and more service providers both Indian and global target
new segments and provide low cost, flexible solutions to customers.

By 2023, IT sector is expected to generate revenues of US$ 250 billion

(NASSCOM) which will create a transformational impact on the overall economy. IT
spending is expected to significantly increase in verticals like automotive and
healthcare while the government, with its focus on e-governance, will continue to be a
major spender.

However, to achieve this growth, the sector has to continue to re-invest

itself and strive for that extra mile, through new business models, global delivery,
partnerships and transformation. A collaborative effort from all stakeholders will be
needed to ensure future growth of India’s IT-ITES sector. We will need to rise up to
the new challenges and put in dedicated efforts towards providing more and more of
end-to-end solutions to the clients to keep the momentum going.
4. OBJECTIVE
 OBJECTIVE OF THE STUDY

Every task is taken with an objective. Without any objective task is rendered
meaningless.

The main objectives for undertaking this project are:

 To know the perception of employees regarding recruitment and selection
process.
 To understand the Recruitment and Selection process in Reva Tech Software
Solutions Pvt Ltd
 To Study various aspects of Recruitment and Selection process
 To Study general criteria for Selection at Reva Tech Software Solutions Pvt
Ltd
 To understand the internal Recruitment process in company
 To know about the importance of Recruitment and Selection in a company
 To develop practical knowledge with theoretical aspects.
 To find out better process of recruitment
 To give suitable recommendation to streamline the hiring process
 To know about the role of recruitment
 To review HR policies pertaining to recruitment and selection.
5. THEORETICAL BACKGROUND
 LITERATURE REVIEW:

RECRUITMENT:
Recruitment is the process of attracting individuals on a timely basis
in sufficient numbers and with appropriate qualification, to apply for jobs within an
organization. It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their
applicants are submitted. The result is a pool of applicants from which are new
employees are selected.

SELECTION:
Selection process is a decision making process. This step consists of
number activities. A candidate who fails to qualify for a particular step is not eligible
for appearing for the subsequent step. Employee selection is the process of putting
right men on the right job. It is a procedure of matching organizational requirements
with the skills and qualifications of people. Effective selection can be done only where
there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees. Moreover, organization will
face less absenteeism and employee turnover problems. By selecting right candidate
for the required job, organization will also save time and money.

Recruitment and selection in Reva Tech Software Solutions:

Recruitment:
Recruitment techniques are the means or media by which the management
contacts prospective employees or provides necessary information or exchange of
ideas order to stimulate them to apply for jobs.
 1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are
used. In scouting, representatives of the organization are sent to educational and
training institutions. These travelling recruiters exchange information with students,
clarify their doubts, stimulate them to apply for jobs conduct campus interviews and
short lists candidates for further screening.

2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used
to publicize vacancies. A well thought out and clear advertisement enables candidates
to assess their suitability so that only those possessing the requisite qualification will
apply.

3. Third Party method:

Various agencies can be used to recruit personnel. Public employment
exchanges, management consulting firms, professional societies, temporary help
societies, trade unions, and labour contractors are the main agencies.

4. Internet recruitment:
Various job sites are now available on the internet. The organization can
create profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be called
because almost 25% of net users in India search for jobs through internet.

STEPS in Recruitment process in Reva Tech Software Solutions:

Step 1:-
Whenever there is a vacancy in the company first it will be known by the
project manager. The project manager informs about the vacancy to the general
manager.
Step 2:-
 Once the general manager comes to know about vacancy in the company he
will inform it to the chairman to get the approval of recruitment.

Step 3:-
After getting the recruitment approval the process is done by HR manager.
Moreover the recruitment of the company internally, that is the existing employee will
be given first priority.

Sources of Recruitment:
 Internal Sources:

1. Present permanent employees –

The company considers the candidates from their sources for telecom
industry because,
 Availability of most suitable candidates
 The policy of the organization to motivate the present employees

2. Retired employees
Generally the organization takes the candidates for the employment from the
retired employees due to obligation. Sometimes the company re-employee the retired
employee’s as a token of their loyalty to the organization.

External Sources:

1. Job Centre’s:-
This is a network covering most cities acting as agent for potential
employers. They are the private employee exchange; job centres help the candidates in
knowing more about the company.
 2. Outplacement consultants:-
These are the consultants just like the employment exchange. In this
job consultants can register their name and when there is a sent for interview. Actively
seeking to place and may provide training required. Available when recruitment
needed.

3. Newspaper:-
Whenever there is recruitment in the company it will be advertised in
the newspaper. Since only the newspaper is the source of reaching the information to
all the people.

4. Internet:-
Internet is the modern mode of recruitment. If a company wants to fill a
vacancy through external source then internet is the best option to choose.

Reasons for Selecting the sources:-

1. Referrals:-
 Referrals are the existing employees working in the same
organization. Reva Tech Software Solutions select referral as
their source since it is an economical way of recruiting.
 This is also a fastest means of recruitment.
 In case of emergency to place an employee in particular position
can be done easily through referrals.

2. Newspapers:-
 Newspaper is a media through which information can be spread
all over the country.
 Job seekers are able to get information about the vacancies
through newspapers.
 Newspapers are cost effective.
 Coverage is high.
 3. Internet:-
 Internet is a modern source used for recruiting the candidates.
 Internet is selected as a source of recruitment for the following
reasons also.
 It is a fastest means of source.

4. Consultants:-
 Consultants are a source through which more number of
candidates can be recruited and selected.
 Consultants help the organization at the time of emergency.

It is also selected for the following reasons:-

 Cost effective.
 Time taken is less.
 It is easy source since it will have the candidates all the time
which will help during emergency period.

Factors that are considered while recruiting in Reva Tech Software Solutions:-

 Determining which characteristics that differentiate people are

most important to performance.
 Measuring those characteristics.
 Deciding who should make the selection process.
 Time effective and economical.

Factors affecting recruitment:-

Internal External

Recruitment policy Supply and Demand

HR planning Labour market
Size of the firm Socio, political and legal factors
Growth and expansion Competitors

Internal Factors:-

1. Recruitment policy –
The recruitment policy of an organization specifies the objective of the
recruitment specifies the objective of the recruitment and provides a frame work for
the implementation of recruitment strategy. It may involve organizational system to be
developed for implementing recruitment strategies and procedures by filling up
vacancies with best qualified people. The recruitment policies of an organization are
affected by the following factors:-

 Organizational Objectives
 Personnel policies of the organization
 Govt. policies on reservation
 Preferred source of recruitment
 Need of the organization
 Recruitment costs and financial implications

2. Human Resource Planning –

Effective human resource planning helps in determining the gaps

present in the existing manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualifications they may possess.

3. Size of the firm –

The size of the firm is an important factor in recruitment process. It the

organization is planning to increase its operations and expand its business, it will think
of hiring more personnel which will handle its operations.
 4. Cost –
Recruitment incur cost to the employer, therefore, organization try to
employ that source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.

5. Growth and expansion –

Organization will employ or think of employing more personnel if it is
expanding its operations.

External Factors: -

1. Supply and Demand –

The availability of manpower both within and outside the organization
is an important determinant in the recruitment process. It the company has a demand
for more professionals and there is limited supply in the market for the professional
demanded by the company, then the company will have to depend upon internal
sources by providing them special training and development programs.

2. Labour market –

Employment conditions in the community where the organization is

located will influence the recruiting efforts of the organization. It there is surplus of
the manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice board display of the requisition or announcements in the meeting
etc. will attract more than enough applicants.

3. Socio, political and legal factors –

Various govt. regulations prohibiting discrimination in hiring and
employment have direct impact on recruiting practices. E.g. if Govt. introduces
legislations for reservation in employment for scheduled caste, scheduled tribes,
physically handicapped etc. it becomes an obligation for the employer. Also trade
unions play an important role in recruitment. This restricts management freedom to
select those individuals who it believes would be best performers.

4. Competitors –
The recruitment policies of the competitors also affect the recruitment
function of the organization. To face the competition, many times the organization has
to change their recruitment policies according to the policies being followed by the
competitors.

Selection Process:-

General criteria that are followed during the process of selection in Reva
Tech Software Solutions:-

1. Internal Selection –

The candidates who are selected internally need not go for the selection
test. The company already knows the ability of the employee.

Criteria’s that are followed for internal selection in Reva Tech

Software Solutions:

 The revenues of existing employee made

 His efficiency
 The employee’s technical ability
 Work experience of the employee
 Work experience of the employee
 Doing the selection internally is cost effective
 Time is not wasted
 2. External Selection Process –

The selection process is company refers to the person come through external
source of recruitment has to undergo the below selection process; this selection
process has a series of hurdles which the applicants has to go through.

TESTS:-

1. Technical test and Interview –

The test refers here is technical test. Reva Tech Software Solutions conduct
test for the qualified candidates after they are screened on the basis of the application
blanks so as measure the candidate’s ability in technical side.
Also the short listed candidates are supposed to go through the technical
interview in which the technical knowledge of the candidate is checked. The
candidates who crack this interview have to go through the panel interview.

2. Panel Interview –
This is an interview where the panel members will interview the candidate,
here the real capacity of the applicant will be revealed.
A series of questions will be asked as quickly as possible and the applicant has
to satisfy the panel members through his answers.

3. Direct Interview –
This is the final round of the entire selection process. In this round the personal
details of the candidates, his expectations towards the company will be known and
according to the applicants attitude towards the job the applicant will be selected.
Objective of the Interview-
 To know the information about the candidates
 To provide the candidates with the facts of the job and the organization
  To judge the suitability of candidates to the job
 To see the inner self and feelings of the candidates

4. Medical –
After the final interview the applicants who have crossed the above stages are
sent to physical examination either to the company physician or to a medical officer
approved for the purpose. Such examination serves the following purposes:
 It determines whether the candidate is physically fit to perform the job.
Those who are unfit are rejected.
 It reveals existing disabilities and provides a record of the employee’s
health at the time of selection. This record will help in settling
company’s liability under the Indian Labor Act for claim for an injury.
 It prevents the employment of people suffering from contagious disease.
 It identifies candidates who are otherwise suitable but require specific
jobs due to physical handicaps and allergies.

Types of Interviews that are adopted during selection process in Reva Tech
Software Solutions –

Members involved in External Selection Process:-

Selection Process Members

Tests Technical Engineers
Technical Interview HR manager & Senior Technical Persons
Panel Interview HR managers, HR persons, Project Manager
Direct Interview Project Manager
6. RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual

applications in the investing of matter. The primary purpose for applied research
is discovering, Interpreting, and development of methods and systems for the
advancement of human knowledge on a wide variety of scientific matters of our
world and the universe. Research can use the scientific method, but need not do
so.
Scientific Research relies on the application of the scientific method, a
harnessing of curiosity. This research provides scientific information and theories
for the explanation of the nature and the properties of the world around us. It
makes practical applications possible. Historical research is embodied in the
historical method. Scientific Research can be sub-divided into different
classifications according to their academic and applications disciplines.
The study will be conducted to achieve the aforesaid objective
including both exploratory and descriptive in nature and involve personal
interviews that will be based on the questionnaire format. A Research
Methodology defines the purpose of the research, how it proceeds, how to
measure progress and what constitute success with respect to the objectives
determined for carrying out the research study.

Aim:-
To analyze the Recruitment and Selection process of IT personnel in
Reva Tech Software Solutions and review HR policies to recruitment and
selection.

 RESEARCH DESIGN:- Exploratory Research

A research design is the specification of methods and procedures for
acquiring the information needed to structure or solve the problem. It is the
 overall operation pattern or framework of the project that stimulates what
information is to be collected from which source and by what procedure. On the
basis of major purpose of our investigation the EXPLORATORY RESEARCH
was found to be most suitable. The kind of research has the primary objective of
development of insights into the problem. It studies the main area where the
problem lies and also tries to evaluate some appropriate courses of action.

 DATA COLLECTION SOURCES:-

PRIMARY SOURCES –
Primary data involves the collection of data that does not
already exist. This can be through forms, including questionnaires and
telephone interviews amongst others.
The data required for the study has been collected from –

1) QUESTIONNAIRE survey among the company employees.

2) PERSONAL INTERVIEWS with the company representatives
regarding Recruitment and Selection.

SECONDARY SOURCES –
Secondary data involves the summary, collection and/or
synthesis of existing research rather than primary research, where data
are collected from, for example, research subjects or experiments.
The Secondary Data has been collected from-
 Internet
 Organizational Reports
 Case Studies
 Business Magazines
 Books
 Journals on Corporate Industry
Data Type –
Primary as well as secondary data was collected.

 Sampling/Target Group –
The respondents were newly joined employees, senior employees
and HR executives.

Sample Size –
As the name indicates sample size refers to the respondents or the
size of the sample, is to be observed. Here the sample size taken for the study was 10
employees and 5 executives. (Population of Employees in company = 15)

Sampling Method –
Simple random sampling methods selected for the sampling.

Sampling Procedure –
It refers to the define plan adopted by the researcher for obtaining.
The data from the respondent the technique adopted here is to gather data from
sampling unit, questionnaire method and interview.

Statistical tools used –

The various statistical tools for the analysis and interpretation of data
are simple percentage method and pie charts.
Percentage was calculated for each factor as per the below shown
formula –
Percentage = Number of respondent in favors of  100
Total number of respondents

Limitation of the Project –

1) Respondent was busy –
 Manager and employees were busy in their work so they did not always
respond well.
2) Incomplete information –
The respondent did not give the answer to entire question because of their
business and hence it leads to incomplete information.
3) Biased reply –
Employees giving the answer were not impartial because of their business and
hence it leads to incomplete information.
4) Time constraints –
The research had to be completed within two month’s time period so, there
was a time constraint.
7. DATA ANALYSIS
AND
INTERPRETATION

DATA ANALYSIS
 1. Analysis of the Questionnaire for Employees –

Q.1 Since how many years you have been working with this organization?

Sr No Working Period No of employees %

1 0 to 6 months 3 20
2 6 to 1 year 3 20
3 1 year to 2 year 4 26.67
4 2 year and above 5 33.33
Total 15 100

Working Period

20%

33%
0 to 6 months
6 to 1 year
1 to 2 year
2 year and above

20%

27%

INTERPRETATION –
Out of the total employee’s , 20 % remark that they are working with
company from last 6 months, and also 20 % employees remarked as they are working
from more than 6 months. 27 % employees remark as they are working in the range of
1 to 2 years. 33% employees remarked as working with company are more than 2
years.

2. Communication in advertisement of job profile

Que.2: - Do you feel that your job profile was properly communication in
recruitment advertisement?
Sr. No. job profile Information No. of respondent %
1 YES 12 80
2 NO 3 20
Total 15 100

No. of respondent

20%

YES
NO

80%

INTERPRETATION –
Out of the total employees 80 % employees remark that the job profile
was properly communicated in recruitment advertisement. Remaining 20 % negative
for the same.

3. Sources used in Recruitment and Selection:-

Que. 3: - Which of the sources of recruitment and selection are used in Reva Tech
Software Solutions?
a. Internal
b. External
c. Both

Options Internal External Both Total

Responses 2 7 11 20
Percentage (%) 10 35 55 100

60

50

40

Responses
30

20
Percentage (%)

10

0
Internal External Both

Interpretation:-
It was found about 55% of the recruitment and selection is done by internal
and external sources, while an external source are used more than the internal sources.
Employees are hired mostly from external sources like job portals, consultancy etc.

4. External sources used in Recruitment:-

 Que.4:- Which of the following external sources are used for recruitment in Reva
Tech Software Solutions?
A. Advertisement
B. Internet
C. Campus Recruitment
D. Consultancies
E. All of the above

Options Advertisement Internet Campus Consultanc All of the Total

drives y above
Response 5 3 2 8 2 20
Percentage 25 15 10 40 10 100%

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%. Consultancy and Internet are the major sources
which sources eligible candidates for the hiring in Reva Tech Software Solutions.
5. Form of Recruitment and Selection used:-
Que.5:- Which form of recruitment and selection is used in Reva Tech Software
Solutions?
A. Centralized
B. Decentralized

Options Centralized Decentralized Total

Responses 2 18 20
Percentage 10 90 100%

Chart Title
100
90
80
70
60
50
40
30
20
10
0
Responses Percentage

Centralized Decentralized

Interpretation:-
It was found that recruitment is decentralized. However, for higher positions of
employment the recruitment is centralized. Recruitment is decentralized as all the
centers of Reva Tech Software Solutions recruit their employees according to the
number of vacancies available in the respective centers.
6. Employee’s perception about Recruitment process:-
 Que.6:- Are you satisfied with the recruitment process?
A. Yes
B. No

Options 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 Reva Tech Software Solutions. However, some of the respondent thought
there should be some changes in the existing recruitment process of the organization.

7. Methods used during Selection Process

Que.7:- Which of the following method does Reva Tech Software Solutions uses
during selection?
A. Written
B. Group Discussion
C. Personnel Interview
D. Group discussion and Personal Interview
E. All of the above

Options Written GD PI GD & PI All Total

Responses 1 3 6 8 2 20
Percentage 5 15 30 40 10 100%

45
40
35 Written

30 GD
25
PI
20
GD & PI
15
10 All

5
0
Responses Percentage

Interpretation:-
It was found that 40% of selection is done by Group Discussion & Personal
Interview. However, Personal Interview is mostly used method of selection followed
by group discussion. Employees selected in Reva Tech Software Solutions are finally
selected by a personal interview taken by the head of the centre.
8. Perception of employees towards Selection Process:-
Que.8:- Are you satisfied with the Selection Process?
1. Yes
2. No

Options Yes No Total

Responses 16 4 20
Percentage 80 20 100%

80

70

60

50

40
Responses Percentage
30

20

10

0
Yes No

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

9. Techniques used for Selection:-

 Que.9:- 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%

80
70
60
50
Responses
40
30 Percentage

20
10
0
Yes No

Interpretation:-
It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality tests should be used for the selection, while the
others were satisfied with the existing recruitment and selection process. Most of the
employees in Reva Tech Software Solutions are unaware of these types of tests as
they are mostly fresher’s.

10. Recruitment process used for different grades of employees:-

 Que.10: - 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%

100
90
80
70
60
Responses
50
40 Percentage
30
20
10
0
Yes No

Interpretation:-
It was found that different recruitment process is adopted for different grades of
employment. Like, for the recruitment of full stack developers is considered more and
for the developers java spring boot technical knowledge is given importance.

11. Company HR practices:-

Que.11: - How do you rate HR practices of the company?
1. Excellent
2. Good
3. Average
4. Bad

Sr No Options Respondents In Percentage

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20 100%

Interpretation:-
50% of the employees feel that HR department is good where and 30% say
that its very good where as 10% says its average and 10% employees feel it’s bad.
Some employees are not happy as they to spend a little more time if they have to take
demo training sessions.
12. Contract signed while joining the organization:-
Que.12: - Is there any Contract signed by employees while joining the organization?
1. Yes
2. No

Sr. No Options Respondents In Percentage

1. Yes 18 90%
2. No 02 10%
Total 20 100%

18
16
14
12
10
Yes No
8
6
4
2
0
Respondents

Interpretation:-
Above chart shows that almost 10% employees said no and 90% said yes they
have to sign a bond while joining the organization. Employees have to submit one of
their original certificates in the time of their joining and they cannot leave this
company before one year. If the employees agree to these conditions then they are
moved to next round of interview.
13. HR Policy of the Company:-
Que.13: - Are you comfortable with the HR policies of the company?
A. Yes
B. No

Sr. No. Options Respondents In Percentage

1. Yes 18 90%
2. No 02 10%
Total 20 100%

100%
90%
80%
70%
60%
50%
40%
No Yes
30%
20%
10%
0%
Respondents

Interpretation:-
It was found that 10% employees were not comfortable with the policies of
company and 90% employees are happily working with the current HR practices of
the company. Some of the employees were not comfortable with the policy as they
find risk in submitting their original documents to the company.
8. FINDINGS & SUGGESTIONS
 FINDINGS

The collected data are analyzed and general observations have proven that
Reva Tech Software Solutions has done remarkable job its Human Resource
Department.
The main findings are as follows:-
1. In Reva Tech Software Solutions employees feel that the HR
department is good.
2. The Recruitment and Selection process is decentralized (Pune City &
Manchar).
3. About 90% of the employees are satisfied with the recruitment and
selection process.
4. Most of the managers prefer personal interviews.
5. Mostly external sources of recruitment are considered.
6. About 90% of employees feel that they are comfortable working with
the current HR policies of the company and 10% feel that they need
some changes in the policies. The policies of the company is to submit
one of the original educational documents and cannot leave the
company for 1 year, if done so then they have to pay a sum of Rs.
25,000 to the company to get the certificate back, which some of the
employees find unnecessary and also risky.
 SUGGESTION

From the finding I can suggest Reva Tech Software Solutions, Pune branch
following things for the more effectiveness of recruitment and selection process and
HR policies:-

 Recruitment must be done by analyzing the job firstly which will make
it easier and will be beneficial from the company’s point of view.
 More emphasis should be given on internet and advertisement so that
more and more candidates apply for the jobs and it will be easy to find
the right employee among them.
 The recruitment and selection procedure should not be too lengthy and
time consuming.
 Company should try to use the internal recruitment process first because
it incurs less cost and acts as a motivational factor to the employees.
 Provide training to employees so that they get better knowledge, skills
and attitude.
 Company should amend some parts of their HR policies for better
effectiveness.
9. LEARNING OUTCOMES FROM THIS PROJECT
 Learning Outcomes from Recruitment and Selection Project

Recruitment and selection is an important process for any organization to bring in the
right talent. Undertaking a project on this topic can help students learn many valuable
lessons:

 Gain Practical Knowledge

A recruitment and selection project gives students first-hand experience of how the
process works in real life. They get to see the different sources of recruitment,
selection methods, and factors that influence recruitment decisions. This practical
knowledge complements the theoretical concepts learned in class.

 Understand Key Challenges

Students learn about the key challenges organizations face in recruitment and
selection. Things like finding the right candidates with required skills, managing costs,
meeting legal compliance, and ensuring a fair and unbiased process. They gain
insights into how organizations address these challenges.

 Improve Research Skills

Conducting primary and secondary research for the project helps students improve
their research methodology skills. They have to develop questionnaires, interview
managers, analyze data, and interpret the findings. All of this enhances their research
acumen.

 Develop Analytical Ability

Analyzing the recruitment and selection process of an organization requires critical

thinking and analytical skills. Students have to logically evaluate the different aspects
of the process and identify areas of improvement. This helps develop their analytical
abilities.
  Enhance Communication Skills

Presenting the project findings and recommendations to the organization's

management provides an opportunity for students to enhance their communication and
presentation skills.

In summary, a recruitment and selection project offers students a hands-on learning

experience that complements theoretical knowledge. It can help improve their
research, analytical, and communication skills - valuable competencies for their future
careers.

I hope this overview provides some useful learning outcomes from undertaking such a
project! Let me know if you have any other questions.
10. CONTRIBUTION TO THE HOST ORGANIZATION
Recruitment and selection is a critical function for any organization, and undertaking a
project in this area can provide valuable insights and contributions to the host
organization. Some of the key contributions are:

 Improved Process

By auditing and analyzing the existing recruitment and selection process, the project
can identify areas for improvement. The findings and recommendations can then be
implemented to make the process more efficient, cost-effective and compliant with
regulations.

 Identification of Gaps

The project can help identify gaps in the current process, such as a lack of a formal
policy, inadequate sources of recruitment, inappropriate selection methods, and
delays. Addressing these gaps can enhance the effectiveness of recruitment and
selection.

 Benchmarking

By benchmarking the host organization's process against industry best practices, the
project can reveal areas where the organization is lagging and needs to improve. This
provides an opportunity to close the gaps and achieve industry standards.

 Compliance

The project can review the recruitment and selection process to ensure compliance
with legal and regulatory requirements regarding equal opportunities, anti-
discrimination laws, and data protection. Any non-compliance issues can then be
rectified.

 Talent Acquisition Strategy

The project findings can contribute to developing an effective talent acquisition
strategy that focuses on acquiring the right talent using the right sources and selection
methods. This strategy can then be implemented to boost recruitment outcomes.

 Cost Reduction

By identifying inefficient and redundant aspects of the current process, the project can
recommend ways to reduce recruitment costs without compromising on quality. This
can yield significant cost savings over time.

In summary, a recruitment and selection project focused on process improvement can

make valuable contributions to the host organization in the form of improved
efficiency, effectiveness, compliance and cost reduction. The key is to analyze the
current process thoroughly and recommend practical improvements that the
organization can implement.
11. CONCLUSION
 CONCLUTION

Recruitment is the process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization. And Selection
is selecting the right candidate at the right time in the right place.

Employees of Reva Tech Software Solutions are satisfied with the

current/existing recruitment and selection process. The Reva Tech Software Solutions
is recruiting their employees mainly through consultancies. Consultancies are the
mediator between the organization and the candidates as it serves the requirements of
employees as well as the organization. It recruits their employees in a decentralized
way (Pune & Manchar).

Also Reva Tech Software has to consider internet sources for recruitment of
employees so that it could motivate the employees. Employees are also well aware
about the various sources and methods of recruitment and selection. The Reva Tech
Software Solutions has to implement innovative techniques in selection process like
group discussion, stress interview, etc.
12. REFERENCES
 REFERENCES

Books:-
 C.B. Gupta, (1996) Human Resource Management, S. Chand & Sons.
 K Ashwathapa, (1997) Human Resource and Personnel Management,
Tata McGraw Hill
 Dr. C.R. Kothari, (2008) Research Methodology
 Chris Duke, (2001) Recruiting the right staff

Websites:-

1) www.google.com
2) www.en.wikipedia.org
3) www.cithr.com
4) www.cnewebworld.com
5) www.scribd.com
13. ANNEXTURE
 ANNEXTURE

QUESTIONNAIRE:-

Recruitment and Selection process of IT personnel in Reva Tech Software

Solutions, Pune.

This questionnaire survey is purely for academic purpose. Any information

collected through this survey is confidential and would not be shared with anyone
other than the people involved in this.
Name: - ………………………………………………………………………….
Designation: - ……………………………………… Age: …………………….
Department:- ………………………………… Qualification: ………………….

Answer the following questions :- (Kindly give your unbiased response)

Que. 1: - Which of the sources of recruitment and selection are used in Reva Tech
Software Solutions?
a. Internal
b. External
c. Both
Que.2:- Which of the following external sources are used for recruitment in Reva
Tech Software Solutions?
A. Advertisement
B. Internet
C. Campus Recruitment
D. Consultancies
E. All of the above
Que.3:- Which form of recruitment and selection is used in Reva Tech Software
Solutions?
A. Centralized
B. Decentralized
Que.4:- Are you satisfied with the recruitment process?
A. Yes
B. No

Que.5:- Which of the following method does Reva Tech Software Solutions uses
during selection?
A. Written
B. Group Discussion
C. Personnel Interview
D. Group discussion and Personal Interview
E. All of the above

Que.6:- Are you satisfied with the Selection Process?

1. Yes
2. No

Que.7:- Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes
2. No

Que:-8 Does your company follow different recruitment process for different grades
of employment?
1. Yes
2. No

Que: - 9.How does you rate HR practices of the company?

1. Excellent
2. Good
3. Average
4. Bad
Que: - 10. Is there any Contract signed by employees while joining the organization?
1. Yes
2. No
Que: - 11. Are you comfortable with the HR policies of the company?
A. Yes
B. No

Que: - 12. Do you feel that your job profile was properly communication in
recruitment advertisement?
A. Yes
B. No