SUMMER TRAINING PROJECT REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT

OF

BACHELOR OF BUSINESS ADMINISTRATION

PROJECT REPORT ON
“A STUDY OF RECRUITMENT STRATEGY”
AT
“LEADING HEALTH CARE LOGISTICS (P) LTD”
Batch: 2020 – 2023

Submitted By: Project Guide:

(Manya Arora) Dr. Shaily Saxena
(02827901720)

Trinity Institute of Innovations in Professional Studies

Affiliated To Guru Gobind Singh Indraprastha University
CERTIFICATE OF INTERNSHIP

2
 DECLARATION

I hereby declare the summer training report, entitled “LEADING

HEALTH CARE LOGISTICS (P) LTD, KIRTI NAGAR” is based on
my original study and has not been submitted earlier for award of any
degree or diploma to any institute or university.
The work of other authors, wherever used, has been
acknowledgement at appropriate Places.

Place: New Delhi Candidate’s Signature

MANYA ARORA
02827901720

Countersigned:
Dr. Shaily Saxena

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 ACKNOWLEDGEMENT

I wish to express my sincere gratitude to all those with whom I worked and whose
thoughts and inspection contributed towards the completion of this project.

This project would not have started and much less completed without the
encouragement and support of my faculty guide Dr. Shaily Saxena
without whose valuable insights the project would not have seen daylight.

Finally, I would also like thank to all my dear friends for their kind cooperation,
advice and encouragement during the long and arduous task of preparing this
report and carrying out the project.

At last, but not the least, I would like to acknowledge my dear family members
whose blessings, inspiration and encouragement have resulted in the successful
completion of the project.

MANYA ARORA
BBA 5th Sem Signature
02827901720

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 CONTENT
S.NO TOPIC PAGE NO.

Chapter-1 Introduction 8

Chapter-2 Profile of the organization 25

Chapter-3 RESEARCH METHODOLOGY 35

Source of study 37

Review of Literature 38

Limitations of the Study 41

Chapter-4 Analysis and Interpretation of Data 43

Chapter-5 Conclusions and Recommendations 54

Bibliography 57

Annexure 58

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 EXECUTIVE SUMMARY

The Human Resources are the most important asset of the organization. The success
or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contribution from people,
organization cannot progress and prosper. In order to achieve the goals or the
activities of an organization, therefore, they need to recruit people with requisite
skills, qualifications and experience. While doing so, they have to keep the present
as well as the future requirements of the organization in mind.

Recruitment is defined as “a process to discover the source 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 an
efficient workforce.” In order to attract people for the jobs, the organization must
communicate the position in such a way that job seekers respond. To be cost
effective, the recruitment process should attract qualified applicants and provide
enough information for unqualified person to self- select themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers
and recruiters both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified
for positions. A recruiter’s job includes reviewing candidate’s job experiences, job
experiences, negotiating salaries, and placing candidates in agreeable employment
positions. Recruiters typically receive a fee from the hiring employers.

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 CHAPTER – 1
INTRODUCTION

7
 CHAPTER 1 : INTRODUCTION

There is a growing body of evidence supporting an association between what are

termed high performance or high commitment human resource management
(HRM) practices and various measures of organizational performance. However, it
is not clear why this association exists. This paper argues that to provide a
convincing explanation of this association we need to improve our theoretical and
analytic frameworks in three key areas. These are the nature of HRM, and
especially the rationale for the specific lists of HR practices; the nature of
organizational performance; and the linkage between HRM and performance. A
model is presented within which to explore these linkages. The existing literature
on HRM and performance is reviewed in the light of this analysis to identify key
gaps in knowledge and help to focus further the research priorities

OBJECTIVE OF THE STUDY

To study the "recruitment and selection policy followed in The LEADING

HEALTH CARE LOGISTICS (P) LTD.

To study the various sources of recruitment followed in The LEADING HEALTH

CARE LOGISTICS (P) LTD.

To learn what is the process of recruitment and selection that should followed.

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RECRUITMENT
Recruitment is the process concerned with the identification of sources from where
the personnel can be employed & motivating them to offer themselves for
employment.
Recruitment is the process of finding & attracting capable applicants for
employment. Recruitment has been regarded as the most important function of the
HR department, because unless the right type of peoples are hired, even the best
plans, organization chart and control system would not do much good. Recruitment
is the discovering of potential applicant for actual or anticipated organizational
vacancies. Accordingly, the purpose of recruitment is to locate sources of manpower
to meet the job requirement and job specification. It is defined as a process to
discover the sources of manpower to meet the requirements of staffing schedule and
to apply effective measures for attracting the manpower to adequate number to
facilitate effective selection of an effective workforce.

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Yoder points out that recruitment is a process to discover the sources of manpower
to meet the requirement of the staffing schedule and to employee effective
measures to attracting that manpower in adequate number to facilitate effective
selection of an effective workforce. It is the process of finding and attracting
capable applicants for employment. The process begins when new recruits are
sought and ends when their application are submitted. The result is a pool of
applicants from which new employees are selected.

RECRUITMENT PROCEDURE
Manpower Requisition

Form Recruitment

Plan Budget

Sourcing

Selection Process

Joining

Post Recruitment

Data Updating

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 Source of recruitment

Advantages of Internal Sources:

The Following are The Advantages of Internal Sources:

1. Improves morale:

When an employee from inside the organization is given the higher post, it helps in

increasing the morale of all employees. Generally, every employee expects

promotion to a higher post carrying more status and pay (if he fulfills the other

requirements).

2. No Error in Selection:

When an employee is selected from inside, there is a least possibility of errors in

selection since every company maintains complete record of its employees and can

judge them in a better manner.

3. Promotes Loyalty:

It promotes loyalty among the employees as they feel secured on account of chances

of advancement.

4. No Hasty Decision:

The chances of hasty decisions are completely eliminated as the existing employees

are well tried and can be relied upon.

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 5. Economy in Training Costs: The existing employees are fully aware of the
operating procedures and policies of the organization. The existing employees
require little training and it brings economy in training costs.

6. Self-Development:

It encourages self-development among the employees as they can look forward to

occupy higher posts.

Disadvantages of Internal Sources:

(i) It discourages capable persons from outside to join the concern.

(ii) It is possible that the requisite number of persons possessing qualifications for the

vacant posts may not be available in the organization.

(iii) For posts requiring innovations and creative thinking, this method of recruitment

cannot be followed.

(iv) If only seniority is the criterion for promotion, then the person filling the vacant post

may not be really capable. Inspite of the disadvantages, it is frequently used as a

source of recruitment for lower positions. It may lead to nepotism and favoritism.

The employees may be employed on the basis of their recommendation and not

suitability.

Merits of External Sources:

1. Availability of Suitable Persons:

Internal sources, sometimes, may not be able to supply suitable persons from within.
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 External sources do give a wide choice to the management. A large number of

applicants may be willing to join the organization. They will also be suitable as per

the requirements of skill, training and education.

2. Brings New Ideas:

The selection of persons from outside sources will have the benefit of new ideas. The

persons having experience in other concerns will be able to suggest new things and

methods. This will keep the organization in a competitive position.

3. Economical:

This method of recruitment can prove to be economical because new employees are

already trained and experienced and do not require much training for the jobs.

Demerits of External Sources:

1.Demoralization:

When new persons from outside join the organization then present employees feel

demoralised because these positions should have gone to them. There can be a heart

burning among old employees. Some employees may even leave the enterprise and

go for better avenues in other concerns

2. Lack of Co-Operation:

The old staff may not co-operate with the new employees because they feel that their

right has been snatched away by them. This problem will be acute especially when

persons for higher positions are recruited from outside.

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3. Expensive:

The process of recruiting from outside is very expensive. It starts with inserting costly

advertisements in the media and then arranging written tests and conducting

interviews. In spite of all this if suitable persons are not available, then the whole

process will have to be repeated.

4. Problem of Maladjustment:

There may be a possibility that the new entrants have not been able to adjust in the

new environment. They may not temperamentally adjust with the new persons. In

such cases either the persons may leave themselves or management may have to replace them.

These things have adverse effect on the working of the organization.

Methods of recruitment
 DIRECT METHOD
In this method, the representatives of the Organization are sent to the potential

candidates in the educational and training institutes. They establish contacts with the

candidates’ seeking jobs. These representatives work in cooperation with placement

cells in the institutions Persons pursuing management; engineering, medical etc.

programs are mostly picked up in this manner.

Sometimes, some employer firms establish direct contact with the professors and

solicit information about students with excellent academic records. Sending the

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recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile

office to go to the desired centers are some other methods used to establish direct

contact with the job seekers.

 INDIRECT METHOD
Indirect methods include advertisements in newspapers, on the radio and television,

in professional journals, technical magazines etc.

This method is useful when:

(i)Organization does not find suitable candidates to be promoted to fill up the higher

posts

(ii)When the organization wants to reach out to a vast territory, and

(iii)When Organization wants to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the Organization,

or the skill sought by the more sophisticated one, the more widely dispersed

advertisement is likely to be used to reach to many suitable candidates.

Sometimes, many organizations go for what is referred to as blind advertisement in

which only Box No. is given and the identity of the Organization is not disclosed.

However, Organizations with regional or national repute do not usually use blind

advertisements for obvious reasons.

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While placing an advertisement to reach to the potential candidates, the

following three points need to be borne in mind:

1. First, to visualize the type of the applicant one is trying to recruit.

2. Second, to write out a list of the advantages the job will offer

3. Third, to decide where to run the advertisement, i.e., newspaper with local,

state, nationwide and international reach or circulation.

 THIRD PARTY
These include the use of private employment agencies, management consultants,

professional bodies/associations, employee

referral/recommendations, voluntary Organizations, trade unions, data banks, and

labor contractors etc., to establish contact with the job- seekers.

Now, a question arises: which particular method is to be used to recruit employees

in the Organization? The answer to it is that it will depend on the policy of the

particular firm, the position of the labor supply, the Government regulations in this

regard and agreements with labor Organizations. Notwithstanding, the best

recruitment method is to look first within the Organization.

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Elements of a successful recruiting strategy

1.Develop a clear employer brand

2.Create job posts that reflect your company

3.Use social media

4.Invest in an applicant tracking system

5.Explore niche job boards

6.Consider college recruiting

7.Find passive candidates and let them know you want them

8.Conduct awesome interviews

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SELECTION
The Selection is the process of choosing the most suitable candidate for the vacant position in

the organization. In other words, selection means weeding out unsuitable applicants and

selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the

organization.

Selection Requirements
The requirements for a selection system are knowledge, skills, abilities, and other characteristics,

collectively known as KSAOs. Personnel-selection systems employ evidence-based practices to

determine the most qualified candidates, which can include both new candidates and individuals

within the organization.

Common selection tools include ability tests (cognitive, physical, or psychomotor), knowledge

tests, personality tests, structured interviews, the systematic collection of biographical data, and

work samples. Development and implementation of such screening methods is sometimes done by

human resources departments. Some organizations may hire consultants or firms that specialize in

developing personnel selection systems rather than developing them internally.

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Metrics

Two major factors determining the quality of a newly hired employee are predictor

validity and selection ratio. The predictor cutoff is a limit distinguishing between

passing and failing scores on a selection test— people with scores above it are hired

or further considered while those with scores below it is not. This cutoff can be a

very useful hiring tool, but it is only valuable if it is actually predictive of the type

of performance the hiring managers are seeking.

The selection ratio (SR) is the number of job openings (n) divided by the number

of job applicants (N). When the SR is equal to 1, the use of any selection device has

little meaning, but this is not often the case as there are usually more applicants

than job openings. As N increases, the quality of hires is likely to also increase: if

you have 500 applicants for 3 job openings, you will likely find people with higher-

quality work among those 500 than if you had only 5 applicants for the same 3 job

openings.

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Process of Selection

The selection procedure comprises of following systematic steps:

Preliminary Interview: The preliminary interview is also called as a screening

interview wherein those candidates are eliminated from the further selection process

who do not meet the minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family backgrounds

and their interest in working with the firm. The preliminary interview is less formal

and is basically done to weed out the unsuitable candidates very much before

proceeding with a full-fledged selection process.

Receiving Applications: Once the individual qualifies the preliminary interview,

he is required to fill in the application form in the prescribed format. This

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application contains the candidate data such as age, qualification, experience, etc.

This information helps the interviewer to get the fair idea about the candidate and

formulate questions to get more information about him.

Screening Applications: Once the applications are received, these are screened by

the screening committee, who then prepare a list of those applicants whom they find

suitable for the interviews. The shortlisting criteria could be the age, sex,

qualification, experience of an individual. Once the list is prepared, the qualified

candidates are called for the interview either through a registered mail or e-mails.

Employment Tests: In order to check the mental ability and skill set of an

individual, several tests are conducted. Such as intelligence tests, aptitude tests,

interest tests, psychological tests, personality tests, etc. These tests are conducted to

judge the suitability of the candidate for the job.

1. Employment Interview: The one-on-one session with the candidate is

conducted to gain more insights about him. Here, the interviewer asks questions

from the applicant to discover more about him and to give him the accurate picture

of the kind of a job he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the

performance of the job. Through an interview, it is easier for the employer to

understand the candidate’s expectations from the job and also his communication

skills along with the confidence level can be checked at this stage.

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2. Checking References: The firms usually ask for the references from the

candidate to cross check the authenticity of the information provided by him. These

references could be from the education institute from where the candidate has

completed his studies or from his previous employment where he was formerly

engaged. These references are checked to know the conduct and behavior of an

individual and also his potential of learning new jobs.

3. Medical Examination: Here the physical and mental fitness of the candidate

are checked to ensure that he is capable of performing the job. In some

organizations, the medical examination is done at the very beginning of the

selection process while in some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The medical

examination is an important step in the selection process as it helps in ascertaining

the applicant’s physical ability to fulfill the job requirements.

4. Final Selection: Finally, the candidate who qualifies all the rounds of a

selection process is given the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages

than an individual has to qualify before getting finally selected for the job.

Difference Between Recruitment & Selection

Both recruitment and selection are the two phases of the employment process. The

differences between the two are:

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1. Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization whereas selection involves the

series of steps by which the candidates are screened for choosing the most suitable

persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting more and

more employees to apply in the organization WHEREAS the basic purpose of

selection process is to choose the right candidate to fill the various positions in the

organization.

3. Recruitment is a positive process i.e., encouraging more and more employees

to apply WHEREAS selection is a negative process as it involves rejection of the

unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable candidate

through various interviews and tests.

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 CHAPTER – 2

PROFILE OF THE ORGANIZATION

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 CHAPTER 2 :

PROFILE OF THE ORGANIZATION

COOPERATE PROFILE

The project title “LEADING HEALTH CARE LOGISTICS (P) LTD”

THE LEADING HEALTH CARE LOGISTICS (P) LTD

Type Partnership Firm

Industry Financial service

Founded July 2016

Headquarters Headquarters in KIRTI NAGAR , NEW DELHI

Key People Mr. KISHAN,

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COMPANY PROFILE

Leading Health Care Logistics Private Limited is a Private incorporated on 14

October 2019. It is classified as Non-govt company and is registered at Registrar of
Companies, Delhi. Its authorized share capital is Rs. 1,000,000 and its paid up
capital is Rs. 1,000,000. It is inolved in Telecommunications [Production of radio
and television programmes, whether or not combined with broadcasting, is
classified under class 9213.]

Leading Health Care Logistics Private Limited's Annual General Meeting (AGM)
was last held on 30 November 2021 and as per records from Ministry of Corporate
Affairs (MCA), its balance sheet was last filed on 31 March 2021.

Directors of Leading Health Care Logistics Private Limited are Munish Kumar

Leading Health Care Logistics Private Limited's Corporate Identification Number

is (CIN) U64204DL2019PTC356150 and its registration number is 356150.Its
Email address is pxt.sawhney@gmail.com and its registered address is 39, DLF
INDUSTRIAL AREA KIRTI NAGAR NEW DELHI New Delhi DL 110015 IN .
Current status of Leading Health Care Logistics Private Limited is - Active.

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ELIGIBILITY OF THE LEADING HEALTH CARE LOGISTICS (P) LTD

You should be atleast 18 years old

You should be less than 55 years old

You should be either salaried, self employed a professional or have your own business

27
LEADING HEALTH CARE LOGISTICS AT A GLANCE

A maximum tenure of 25 years

Min Sum Assured: Depends on age, premium payment and

policy tarmacs Sum Assured: No limit subject to underwriting

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VISION

Our vision as a firm focuses on helping others achieve financial goals, as well as

understanding of each client’s unique purpose, mission and values. We strive to

empower clients by offering education, tools and resources aimed at facilitating

clear communication and bringing definition to their ambitions and objectives.

Each client has different ideas about what makes life great. We take the burden

out of managing the financial details so clients can enjoy life’s journey and live

out their unique purpose. We strive to be a force of calm, a navigator in the face of

anxiety and uncertainty that all too often accompany financial success.

MISSION

 To continually strive to enhance customer experience through innovative

product offerings, dedicated relationship management and superior service delivery

while striving to interact with our customers in the most convenient and cost-

effective manner.

 To be transparent in the way we deal with our customers and to act with

integrity.

 To save paper and hence save environment.

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 SERVICES OFFERED BY LEADING CARE LOGISTICS

 Investing principles and strategies

 Retirement investing and distribution strategies

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 Estate conservation issues

 Risk management analysis

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 PRODUCT INTRODUCED TO THE INTERNS

ERP
(Enterprise Resource Planning)

➢ Planning of Resources of the enterprise

➢ Efficient planning of Human Labor and Resources
➢ 1000 + reports regarding the costing and profitability of the company ➢ All
the information of the company is located in a single location

BENEFITS OF THIS PLAN

➢ Efficiency. An ERP system eliminates repetitive processes and greatly

reduces the need to manually enter information. The system will also streamline
business processes and makes it easier and more efficient for companies to collect
data.

➢ Integrated Information. Instead of having data distributed throughout a

number of separate databases, all information is now located in a single location.
Data is also kept consistent and up-to-date.

➢ Reporting. ERP software helps make reporting easier and more customizable.
With improved reporting capabilities, your company can respond to complex data
requests more easily. Users can also run their own reports without relying on help
from IT.

➢ Customer Service. It’s easier to provide high-quality customer service using

an ERP system. Sales and customer service people can interact with customers
better and improve relationships with them, through faster, more accurate access to
customers’ information and history.

➢ Security. A new system will improve the accuracy, consistency and security
of data.
Restrictions to data can also be enhanced

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QUALITY MANAGEMENT SOFTWARE

➢ Quality Management Software is textile software which is used in MNC’S

for quality inspection

➢ It reduces the paper wastage and human labor

➢ Generate automatic Reports
➢ Attached with mail system and send the reports to clients.

PRICING OF THE SOFTWARE

The pricing of the ERP is an important decision for the software company and it
will have a number of prime objectives in this respect.

DUTIES PERFORMED DURING INTERNSHIP

1. Updating company databases by inputing new employees contact
information and employment details.
2. Screening potential employees resumes and application forms to identify
suitable candidates to fill company job vacancies.
3. Organizing interviews with shortlisted candidates.
4. Posting job advertisements from job boards and social media platforms.
5. Removing job advertisements from job boards and social media platforms
once vacancies have been filled.
6. Preparing and sending offer and rejection letters or emails to candidates.
7. Coordinating new hire orientations.
8. Responding to staff inquiries regarding HR policies, employee benefits, and
other
HR- related matters.

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 CHAPTER – 3

RESEARCH METHODOLOGY

34
 CHAPTER – 3

RESEARCH METHODOLOGY
Business research is a systematic enquiry that provides information to guide business decision

and aimed to solve managerial problems. Business research is of recent origin and it is largely

supported by business organizations that hopes to achieve competitive advantages Research

Methodology is a way to systematically solve the problems, it may be understood as a science

of studying how the research is done scientifically. It includes the overall research design, the

sampling procedure, data collection method and analysis procedure.

DESCRIPTIVE RESEARCH
Descriptive research study includes surveys and fact-finding enquires of different kinds, which

help the researchers to describe the present situation that makes the analysis about the

effectiveness of employee satisfaction among the employees and helps to reach the objectives.

SAMPLING TECHNIQUE
Sampling design is to clearly define set of objectives, technically called the universe to be studied.

This research has infinite set of universes and the sampling design used in this study is non-

profitability sampling-convince sampling.

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RESEARCH PROCESS
The research process has four different distinct yet interrelated steps for

research analysis it has a logical and hierarchical ordering.

 Determination of information research problem.

 Development of appropriate research design.

 Execution of research design

 Communication of results.

Each step is viewed as a separate process that includes a communication of

task, step and specific procedure. The steps undertake are logical, objective,

systematic, reliable, valid and ongoing.

SAMPLE SIZE
I have targeted 50 employees in the age group above 25 years for the purpose of the

research. The target population represents the Gurugram city regions.

The people were from different professional backgrounds. The details of our
sample are explained in chapters named primary research where the divisions are

explained in demographic sections.

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SOURCES OF DATA COLLECTION

PRIMARY DATA
Primary data was collected through survey method by distributing questionnaires to branch

manager and other sales manager. The questionnaires were carefully designed by taking into

account the parameters of my study.

SECONDARY DATA
Data was collected from books, magazines, web sites, going through the records of the

organizations, etc. It is the data which has been collected by individual or someone else for the

purpose of other than those of our particular research study.

SAMPLING PLAN

sample size- 50 respondents sample unit-

Individual owners of The LEADING HEALTH CARE LOGISTICS (P) LTD

sampling area- Gurugram, Haryana

37
SCOPE OF STUDY

The benefit of the study for the researchers is that it helped to gain knowledge and

experience and also provided the opportunity to study and understand the prevalent

recruitment procedures.

The key points of my research study are:

1. To Understand and analyze various HR factors including recruitment

procedures at consultant.

2. To suggest any measures/recommendation for the improvement of the

recruitment procedures.

LITERATURE REVIEW
Recruitment and selection are the two phases of the employment process but there is a difference

between them. The first is the process of searching the candidates to fill identifies vacant and

stimulating them to apply for jobs in the organization while the later involves the series of steps

by which the candidates are screened in order to choose the most suitable persons for vacant

positions. The basic aim of recruitments is to create collection of talent candidates to enhance

selection of best candidates for the organization, by attracting more and more prospective

employees to apply in the organization while the basic purpose of selection process is to choose

the right candidate to fill the different positions in the organization.

38
 According to Edwin B. Flippo, (1979) “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the

organization”.

DeSanctis (1986), in his research paper defined HRIS as “a specialized information system within

traditional functional areas of the organization, designed to support the planning, administration,

decision-ma king, and control activities of human resource management”

Delery and Doty (1996) argued that providing students with a greater awareness of employment

opportunities, and equipping them with the ability to be proactive in approaching potential

employers, will lead to more effective career selfmanagement and selection processes.

Ayoade (2000), opined that subjecting recruitment, appointment and promotion to the Federal

character usually discriminates against merit. This results in the recruitment of incompetent

people in the workforce which will eventually lead to poor performance.

Dainty (2000) point of view is that people in a country or region who are able to do a job &

available for work they always help the organization to be profitable and the staff expected to be

trying to achieve their target.

Tansley and Watson (2000) observed that the organizational environments have become

increasingly complex. Managers in these organizations face growing difficulties in coping up

with workforces as they are spread across a variety of countries, cultures and political systems.

Managers can utilize Information Technology as a tool in general as well as in human resourcing

functions in particular to increase the potential of the organization.

Fletcher (2001) mentions that contextual performance deals with attributes that go beyond task

competence and that foster behaviors which enhance the climate and effectiveness of the

organization.

Leopold (2002) defined recruiting as a “positive process of generating a pool of candidates by

reaching the „right‟ audience, suitable to fill the vacancy”, he further stated that once these

candidates are identified, the process of selecting appropriate employees for employment can
39
begin through the means of collecting, measuring, and evaluating information about candidates‟

qualifications for specified vacant positions.

Grobler (2006), recruitment and selection involves choosing the best applicant to fill the vacant

position.

Philip (2006) observed that the effectiveness of recruitment in IT companies is measured by

employee turnover analysis (95%), exit interview analysis (90%) and joint meetings with HR

customer departments (85%).

Cloete (2007) stated that recruitment is all about making sure the qualified people are available

to meet the job needs of the government. Ineffective recruitment prevents any chance for effective

candidate selection because when recruitment falls short, selection must proceed with a pool of

poorly qualified candidates. He further opined that the task of recruitment is to generate a

sufficient pool of applicants to ensure that there are enough people available with necessary skills

and requirements to fill positions.

Purcell and Wright (2007), in their study highlighted five different questions an organization

has to answer to have an effective recruitment strategy to ensure survival and success. The

questions are “Whom to recruit?”, “Where to recruit?”, “What recruitment sources to use?”,

“When to recruit?” and “What message to communicate?” the above question is patient to get

appropriate answer before establishing recruitment strategy.

French ray and Rumbles sally (2010) says that the important role of recruitment and selection

within the process of leading, managing and developing people. Recruitment and selection is

pivotal in this regard in certain important respects.

The Oxford English Dictionary (2011 edition) defines performance as: ‘The accomplishment,

execution, carrying out, working out of anything ordered or undertaken? This refers to

outputs/outcomes (accomplishment) but also states that performance is about doing the work as

well as being about the results achieved. Performance could therefore be regarded as behavior -

the way in which organizations, team sand individuals get work done.
40
Neeraj (2012) defined selection as the process of picking individuals who have relevant

qualifications to fill jobs in an organization. It is much more than just choosing the best candidate.

“It is an attempt to strike a happy balance between what the applicant can and wants to do and

what the organization requires”. Selecting the right employees is important for three main reasons:

performance, costs and legal obligations.

Dhamija’s (2012), research paper entitled “E-recruitment: A Roadmap towards E-

Human Resource Management” identified the overall concept of e-recruitment and its aim sat

collecting information regarding methods viz; e-mails, corporate websites and commercial job

boards etc. of e-recruitment. Further it includes general advantages and disadvantages of e-

recruitment.

Stephen et.al., (2013) study shown that there are some significant behavioral differences between

referred and non- referred workers, even though referred and non-referred workers look similar

on most observable characteristics.

“Literature Review on Primary Organizational Recruitment Sources”. This paper affirms

that more and higher educational institutions in India are focusing towards a development of a

robust online placement platform to match the industry requirement of E-HRM processes.

Brandão, et.al. (2017) research stated that a growing number of organizations use new

technologies in Human Resource processes

LIMITATION OF THE STUDY

This study was conducted with less sample size due to time constraint and the survey

was conducted only in Gurugram, so the research findings may not be generated.

Some of the customers are reluctant to give full information, this leads to bias and

may not reflect the true picture. The observations are only based on current situation,

as it could change in future.

41
 CHAPTER – 4

DATA ANALYSIS

42
 CHAPTER 4 : DATA ANALYSIS

1. What form of interview you have given?

Factor No. of Respondent (% of Respondent)

Personal Interviews 20 40%

Telephonic interview 15 30%

Video Conferencing 10 20%

Other 5 10%

Total 50 100%

20% pi
TI
50% VC
15%
OTHER
10% TOTAL
5%

Interpretation:

40% most of the people given Personal Interview,30% of the telephonic

interviews, whereas only 20% go for video conferencing and rest 10% adopts

some other means of interviews.

43
2. How is the induction carried out by THE LEADING

HEALTH CARE LOGISTICS (P) LTD?

Factor No. of Respondent (% of Respondent)

Good 18 36%

Very Good 27 54%

Can’t Say 5 10%

Total 50 100%

60

50

40

30 no. of respondent
% of repondent

20

10

0
good very good can't say total

Interpretation

From the above chart it shows that the 54% respondents say very good, 36%

respondents say good and 10% respondent say can’t for induction carry out from

The Leading Health Care Logistics.

44
 3. What are the sources preferred for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Internal 0 0%

External 0 0%

Both 50 100%

Total 50 100%

no. of respondent

Internal
External
BOTH
total

Interpretation

100% of the respondent says that they prefer both internal as well as external source

of recruitment and selection.

45
 4. What is the period of manpower planning you have adopted?

Factor No. of Respondent (% of Respondent)

Yearly 10 20%

Quarterly 25 50%

No fixed time 15 30%

Total 50 100%

no. of respondent

10%
Yearly

25% Quaterly
50%
No fixed time
total
15%

Interpretation
In the above chart it shows 50% of the respondent go for Quarterly manpower

planning and 30% do not follow any pattern they don’t have any fixed time where as

20% go for yearly

46
5. Did you face any biasness in the selection process by the Leading Health Care

Logistics?

Factor No. of Respondent (% of Respondent)

No 47 94

Yes 3 6

Total 50 100

120

100

80

60
% of respondent

40

20

0
Yes No Total

Interpretation

The study reveals that Leading Health Care Logistics’s 94% of the respondent

didn’t find biasness in the selection process whereas 6% of the employees find

biasness in the process.

47
 6. How do you rate HR practices in the company?

Factor No. of Respondent (% of Respondent)

Very Good 23 46

Good 15 30

Average 7 14

Bad 5 10

Total 50 100

No. of Responent

23%

50%
15%

5%7%

Ver Good Good Average Bad Total

Interpretation
30% of the respondents feel that HR department is good and 46% say that its very good

whereas 14% says its average and only 10% respondents feel it’s bad.

48
 7. Which method do you go for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Direct 33 66

In-Direct 15 30

Third Party 2 4

Total 50 100

% of respondent
120

100

80

60
% of respondent

40

20

0
Direct Indirect Third Party Total

Interpretation
About 66% of the respondents go for direct recruitment and selection and 30% go for

indirect and only 4% go for third party recruitment way

49
8. Are you satisfied with the salary provided by Leading Health Care Logistics?

Factor No. of respondent % Of respondent

yes 42 84

No 8 16

Total 50 100

160

140

120

100

80

60

40

20

0
yes no total

no. of respondent % of respondent

Interpretation
From the above chart it shows that 84% of the respondent say yes and 16% of the

respondents say no for the salary provided by the Leading Health Care Logistics.

50
9. Do you think that the criteria of short-listing candidates used by the Leading Health Care

Logistics is satisfactory?

Factor No. of Respondent % Of Respondent

satisfied 45 90%

Not satisfied 3 6%

Can’t say 2 4%

Total 50 100%

120

100

80

60

40

20

0
satified not satisfied can't say total
no. of respondent % of respondent

Interpretation-
The study reveals that in Leading Health Care Logistics 90% of the respondents think
that the criterion of short listing of candidates used by the Leading Health Care Logistics
is satisfactory. 6% of the respondents are not satisfied with the criteria of short listing of
candidates used by the Leading Health Care Logistics.

51
 RESULTS AND FINDINGS

From the above analysis of The Leading Health Care Logistics, I found

that o Present employees of The Leading Health Care Logistics are

satisfied with Recruitment strategies of company.

o Most of the people are satisfied with Induction conducted by The

Leading Health Care Logistics for their new employees.

o 100% of the respondent say that both internal as well as external

source of recruitment and selection are preferred in the company.

o Based on Salary, perks and other benefits most of the people are

satisfied with it. o Peoples are satisfied with the functionality of HR

department of The Leading Health Care Logistics.

o The study reveals that the criterion of short listing of candidates

used by the Leading Health Care Logistics is satisfactory.

52
CHAPTER – 5

CONCLUSION

53
 CHAPTER 5 : CONCLUSION

Summer training is a best example for a trainee to learn about the company working,

corporate culture under which he is operating the function. I learned in the

management institute is to utilized them fruitfully leading to the best advantage to

the company and to the best experience for mine.

The employees of any organization are its life blood, without doubt. With the dawn

of this realization upon the present-day business organizations, there appears to be

a major shift towards human resource management. In fact, the employees of today

are encouraged to participate in the major decisions and thus play a vital role in the

management of the firm.

The performance of the organization depends on the efficiency that its employees
exhibit.

Hence it is of crucial importance that employees with the most suitable

qualifications be selected. This is where the processes of recruitment and selection

come in. It is difficult to separate one from the other. The data analysis given in this

project indicate that these processes require a great deal of thought and advanced

planning. In fact, it is not only the HR department that is involved. The finance

department provides the budget for the processes and the manpower gap is

determined by inputs from all the departments. Also, the grueling procedure through

54
which the candidate goes through is, in itself, an indicator of the significance of

these processes in the efficient functioning of the organization

Workforce planning is vital if a business wants to meet its future demands for staff.

It allows a business time to train existing staff to take on new responsibilities and to

recruit new staff to fill vacancies or to meet skill shortages. Leading Health Care

Logistics has clear organizational structures, detailed job descriptions and person

specifications. It provides user-friendly ways of applying for jobs and a consistent

approach to recruitment and selection. This means it can manage its changing

demand for staff.

Recruitment as being one of the major topics is required by most of the organization.

Hence the study helped in understanding the various aspects of recruitment is

effective, the internal selection of the organization also is an economical means

which also reduce costs, only after looking the efficiency of the existing employee

towards the company and his sincerity that employee will be selected. In Leading

Health Care Logistics the effective selection process is adopted in the last 2 years.

It can be retained as such. Also, the employees of Leading Health Care Logistics are

satisfied with the recruitment and selection process. Also, they are well aware about

the various sources and method of recruitment and selection.

55
SUGGESTIONS

Following are the suggestions made for the benefits and augmentation of the

sound working of the Company- THE LEADING HEALTH CARE

LOGISTICS

 All the document should be verified timely by the operation

department.

 All the policies should be updated time to time according to the

company requirement.

 Proper trainer should be provided to the trainees.

 The work of receiving, issuing, accounting and storing responsibility

should be properly

56
 BIBLIOGRAPHY

BOOKS & Research papers:

 Chhabra T.N, (1st Edition, 2014) Essentials of Human Resource Management, Sun

India Publication NEW Delhi

 Gary Dessler, (6th Edition,2013), A framework for human resource management,

Pearson Education.

 C B Gupta (1996), Human resource management, sultan chand & sons.

 DeSanctis (1986), research paper

 Dhamija’s (2012), research paper

 Brandão, et.al. (2017) research studies on new technologies of human resources

WEBSITES:

 https://www.theleadinghealthcarelogistics.com/

 https://en.wikipedia.org/wiki/Recruitment

 https://en.wikipedia.org/wiki/Selection

57
 Questionnaire

1. What form of interview you have given? (Please tick)

 Personal Interview

 Telephonic

 Video Conferencing

 Other

2. How is Induction carried out by Leading Health Care Logistics?

 Good

 Very Good

 Can’t Say

3. What are the source preferred for recruitment and selection? (Please

Tick)

 Internal

 External

 Both

58
4.What is the period of manpower planning you have adopted? (Please

Tick)

 Yearly

 Quarterly

 No fixed time

5. Did you face any biasness in the selection process by leading health

care logistics? (Please Tick)

 Yes

 No

6. How do you rate HR practices in the company? (Please tick)

 Good

 Very Good

 Average

 Bad

59
7. Which method do you go for recruitment and selection?

 Direct

 Indirect

 Third party

8. Are you satisfied with the salary provided by leading health care

logistics?

 Yes

 No

9. Do you think the criteria of short listing of candidates used by leading

health care logistics is satisfactory?

 Satisfied

 Not Satisfied

 Can’t say

60