SUMMER INTERNSHIP

PROEJCT ON
“A STUDY ON RECRUITMENT
AND SELECTION IN
ABILITIES INDIA RINGS AND
PISTONS PRIVATE LIMITED
COMPANY”

PREPARED BY:
PARKHI VASHISTA
ENROLLMENT NO:35123210023

UNDER THE GUIDANCE

DR.KAMALJEET

ACADEMIC YEAR 2024-25

SUBMITTED TO
Faculty of Management and
Commerce SRM University, Delhi-
NCR, Sonepat Haryana

1
 CERTIFICATE OF
COMPLETION
(BY ORGNIZATION)

2
SUMMER INTERNSHIP FEEDBACK FORM

3
4
 STUDENT’S DECLARATION

I undersigned Parkhi vashista, a student of Faculty of

Management and Commerce, SRM University,
Delhi- NCR, Sonepat, Haryana, MBA 3rd semester,
declare that summer internship project titled “A
study on Recuitment and Selection is a result of my
own work and my indebtedness to other work
publications, references, if any, have been duly
acknowledged. If I am found guilty of copying any
other report or published information and showing it
as my original work, I understand that I shall be
liable and punishable by University, which may
include ‘Fail’ in examination, ‘Repeat study & re-
submission of the report’ or any other punishment
that University may decide.

5
 ACKNOWLADEMENT

I would like to express my heartfelt gratitude to all

those who have supported and guided me throughout
my internship at “ABILITIES INDIA RINGS AND
PISTONS PRIVATE LIMITED”. This opportunity
has not only enhanced my understanding of the
Finance Knowledge in the FMCG sector but also
allowed me to grow both personally and
professionally. First and foremost, I am deeply
thankful to MS.MINAKASHI my internship
supervisor, for their unwavering support, guidance,
and valuable insights. Their expertise in HR
Department has been instrumental in shaping my
understanding of the industry dynamics. I am also
grateful to the entire HR team at ABILITIES INDIA
RINGS AND PISTONS PRIVATE LIMITED “for
welcoming me into their midst and providing me with
hands-on experience. Their willingness to share their
knowledge and experiences has been invaluable in
helping me grasp the Finance Knowledge effectively.

6
 Lastly, I would like to thank my family and friends for
their unwavering support and encouragement. Your
belief in me has been a driving force behind my
accomplishments. In conclusion, I am truly thankful
to everyone who played a part in making my
internship at “ABILITIES INDIA RINGS AND
PISTONS PRIVATE” a valuable learning experience.
The knowledge and skills I have gained during this
period will undoubtedly shape my future endeavors in
the field of HR.

INDEX

S.NO. TOPIC PAGE NO.

1. FRONT PAGE

2. CERTIFICATE OF COMPLETION

3. SUPERVISOR’S FEEDBACK REPORT

4. STUDENT’S DECLARATION

5. ACKNOWLEDGEMENT

6. TABLE OF CONTENT

7. CHAPTER:1 INTRODUCTION

8. CHAPTER:2 OBJECTIVE

9. CHAPTER:3 LITERATURE REVIEW

10. CHAPTER:4 COMPANY REVIEW

11. CHAPTER;5 RESEARCH METHODOLOGY

12. CHAPTER:6 ANALYSIS AND INTERPRETATION

13. CHAPTER:7 FINDINGS AND INTERPRETATION

14. CHAPTER:8 LIMITATION OF THE STUDY

15. CHAPTER:9 RECOMMENDATION AND CONCLUSION

7
CHAPTER-1

8
 CHAPTER:1
INTRODUCTION

Acquiring and retaining high-quality talent is critical to an organization's success. As the job market becomes
increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in
their choices, since poor recruiting decisions can produce long- term negative effects, among them high
training and development costs to minimize the incidence of poor performance and high turnover which, in
turn, impact staff morale, the production of high quality goods and services and the retention of
organizational memory. At worst, the organization can fail to achieve its objectives thereby losing its
competitive edge and its share of the market.
Human resource department plays a crucial role in this process. The backbone of any successful company is
the HR department, and without a talented group of people to hire, culture, and inform employees, the
company is doomed for failure.
Human resource is most valuable assets in the organization. Profitability of the organization depends on its
utilization. If there utilization is done properly will make profit otherwise it will make loss. To procure right
man at right place in right time, some information regarding job and job doer is highly essential. This
information is obtained through job analysis, job description and job specification. Without these
recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality applicants for the company. The
recruitment process should inform qualified individuals about employment opportunities, create a positive
image of the company, provide enough information of the jobs so that applicants can make comparison with
their qualifications and interests and generate enthusiasm among the best candidates so that they will apply
for vacant positions.
What distinguishes a successful company from unsuccessful one is the quality of manpower. The role of
management is to optimize the use of resource available to it. The role of HR is to incorporate the planning
and control of manpower resource into the corporate level plans so that all resources are used together in the
best possible combination.

Managing people at work and control of human activities in employment is a function that must be performed
in all societies. It is essential in every type of employment for every occupation and every type of employed
manpower. Manpower management is essential in government as well as private employment under
socialism or communication in small business and in large.
Recruitment, as a human resource management function, is one of the activities that impact most critically
on the performance of an organization. While it is understood and accepted that poor recruitment decisions
continue to affect organizational performance and limit goal achievement, it is taking a long time for public
service agencies in many jurisdictions to identify and implement new, effective hiring strategies.

9
Recruitment is a process which provides the organization with a pool of potentially qualified
job candidates from which judicious selection can be made to fill vacancies. Successful
recruitment begins with proper employment planning and forecasting. In this phase of the
staffing process, an organization formulates plans to fill or eliminate future job openings based
on an analysis of future needs, the talent available within and outside of the organization, and
the current and anticipated resources that can be expended to attract and retain such talent.
Selection is a process of hiring the best among the pool of candidates available.
'Right person for the right job' is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its managers.
The operative manpower is equally important and essential for the orderly working of an
enterprise. Every business organization/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of suitable candidates
is essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.

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 SCOPE OF THE STUDY
1.The study is limited to the information given by the employees.
2. Meeting some of the top management associates in the senior cadre was difficult.
3. The study has been limited due to time constraint.
4. The study is limited based on the rules and regulations of the organizations

11
CHAPTER:2
OBJECTIVE

12
 CHAPTER:2
OBJECTIVE

• To get right person at right place and in right time, the organization should have the
specific and clear policies and recruitment and selection methods which are essential
for the growth of the organization.
• To analyze the actual recruitment process in NFCL.
• To find whether the existing processes of recruitment and selection are taking place
scientifically or not.
• To review the importance and needs of recruitment and selection process.
• State, explain and evaluate various methods of recruitment.

13
 CHAPTER:3
LITERATURE REVIEW

14
1. Best Practice Recruitment and Selection

The State Services Authority (the Authority) undertook a project in 2007 to evaluate
the effectiveness of recruitment selection techniques in the Victorian Government.

The project aims to:

• Promote the systematic review of current recruitment selection techniques in the VPS
• Develop recommendations for the use of better practice tools, based on research and
case studies
• Promote better selection techniques to improve the quality and speed of recruitment
actions within the VPS and the public sector.
After the completion of the program the authority decided to adopt the
Practice Recruitment and Selection Toolkit and develop a training program which will
help in the execution of this toolkit. The training program guides participants through
best practice recruitment and selection using course booklets, PowerPoint
presentations, practical exercises and additional reference material. The similar is the
direction of my project wherein I have to suggest various measures through which the
HR department at NFCL can practice the recruitment and selection process in the best
efficient manner. The HR department should be aware of the recent trends in
Recruitment and Selection so as to adopt them whenever required. They should be given
proper training in adopting various trends in the process.

2. Recruitment and Selection

The literature states about the problems faced by the organizations at the time of
selecting the right candidate for a particular position and the various ways the
organizations can overcome these problems

• Train those recruiting- It is necessary for the organizations to train those people who
are involved in the process of recruitment and selection, so that they take right
decisions. They should be provided with sufficient training so that they are confident
about their decisions.
• Be clear on what you are looking for- If you are going to get the right person for the
job, you need to be clear on the skills, qualifications, experience, personal attributes
and qualities that the right candidate will have.
• Select The Most Appropriate Source for Securing Applicants- The key point here is to
be sure you are choosing the right place to advertise. Sometimes a local newspaper will
work. At other times, you may need to go to specialist publication or a recruitment
consultant.
• Establish A Clear Framework For Short listing- The framework for short listing the
candidate should be clear to the recruiters and also to the candidates.
• Consider the Best Option for Selecting Candidates- In some cases you might just go for
a traditional interview and possibly add in a presentation. Otherwise the organization
can adopt any other method of which they are more confident.

15
• Remain Open Minded- Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get
warmed up so don't discount people too quickly.
• Be Professional- When interviewing you are representing your organization, its values,
and beliefs. Today's candidate if they don't get the job could be a customer or supplier
in the future so give the best impression you can.
• Give Feedback- Candidates takes good time in preparing themselves for the interviews
therefore the recruiters should also take out the time for giving them feedback whether
they are successful or unsuccessful candidates.

1. Recruitment and Selection - Reasons for its Importance

The literature states about the importance of the recruitment and selection
procedure and how even a small mistake at the time of selecting the candidate can harm
the organization. Any successful business will have at its core efficient and caring
employees who have complete job satisfaction and a perfect fit for the jobs they are
entrusted with. This is not an easy task to accomplish and full credit goes to the selection
and recruitment processes that the company has in place. On the contrary, if these
processes are not handled efficiently, the wrong sort of lethargic employee
appointments can prove fatal even to a well established business. It is of utmost
importance for an employer to be absolutely clear on what they expect an employee to
be. The skills required for the job should be enumerated as precisely as possible.
Transferable skills which the company could use also deserve a mention. So the chances
of zeroing in on the right candidate increase greatly if the vacancy advertised is very
specific as to the requirements. If recruitment agency service is opted for by the
employer, the agency or the consultant should get very precise instructions from the
employer. It is necessary that an exact framework for short listing applicants for a
vacancy is formulated in advance. This is the first step of the selection and recruitment
process. This entails that the employers are very clear as to what sort of qualifications
and experience they expect to see on the CV of the potential employee. The process of
selection and recruitment needs to spell out very clearly the absolute requirements vis-
à-vis qualifications and qualities necessary to fill the vacancy. Based on this one can
shortlist the candidate. The next step is to take a decision on the number of interviews
and/or presentation needed to finally select the employee. If the employers give very
concise and accurate description of what they expect the employees to be, the
recruitment consultant or the agency can choose a candidate very easily. The
recruitment consultant or the agency also needs to have knowledge of the employer's
in-built processes of selection of the right candidates. Finally, it is in the fitness of things
that a feedback is provided on the interview by the interviewer either to the applicant
or the agency through which he has come. Before proceeding with the interview.

TMI NETWORK one of the India's leading recruitment consultancies.

In one of the study conducted on recruitment and selection process at BIOLOGICAL-
E LTD conducted by Manik Rao in the year 2005. It was found that company has used
internal search for recruiting the employees into more higher or the positions in
different departments who can fit into the job. It was found that the company has done

16
it by considering it as the most cost effective way of filling the vacancies. It has also been
found that the company opted for external sources such as advertisement agencies to fill
vacancies. Employee referrals were also one of the internal sources of recruitment.

In another study on recruitment and selection which is a HR consultancy, it was found that
most of the employees felt that the telephonic interview is not effective and instead direct
interviews are more feasible.
These are some of the studies conducted earlier on the recruitment and selections.

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 CHAPTER:4
COMPANY OVERVIEW

18
 CHAPTER:4
COMPANY REVIEW

In 1995, Mr. Sunil Arora took over Abilities India Pistons and Rings Ltd. (AIP) from
its originators and started afresh. There were 181 employees available for catering to
the business requirements at the time when Mr. Sunil Arora took over the company. In
1996, the company started with the production of piston rings. The company sent their
first export consignment to original equipment manufacturers (OEM) in the year 2000.
The company mainly supplied to OEMs like Enfield or TVS Motors and to the after-
market.

Since the company was mainly an after-market supplier at inception, management was
focused on a paradigm shift to become primarily an OEM supplier. Since the company
was struggling with quality issues and an unsystematic way of handling things, the
focus was on implementing quality management systems and thus, AIP got ISO 9002
certified in 1998. However, it soon turned out that this was not sufficient for the
aspirations of AIP's management. Therefore, in 2004, the company also obtained an
ISO TS 16949 certification.

In spite of making steady progress between 1998 and 2004, the company's management
was still not satisfied, as there were lots of internal challenges such as high inventory
levels, high rejection rates, frequent machine breakdowns, under-utilization of
machineries, and very limited employee involvement that had to be dealt with.
Although the company occupied large factory premises, items were lying around
cluttered and a lot of valuable space was being wasted.

In 2004, the company came across the UNIDO-ACMA Partnership Programme and
without any hesitation its management immediately grasped the opportunity.

"Founded over 50 years ago, the company has taken massive strides in various aspects
of technology with great aplomb. Today AIP is a leader in the production of pistons &
rings for automobiles (mainly two /three wheelers), chainsaws, brush cutters,
agriculture sprayers and compressors. It is a major OEM supplier for many reputed
vehicles and engine manufactures of the country and overseas including USA, JAPAN,
EUROPE AND CHINA. Currently exports amount to nearly 50 percent of total
turnover which makes AIP a global player. AIP has an eco-friendly state-of-the-art
infrastructure spread over 17,000 sq m. to deliver the highest technology standards, an
extensive product range, talented management committed to quality and a R&D center."

Vission Statement

To carve out a new market and maintain market leadership by providing world class
quality pistons, rings and related products to delight our customers.

Mission Statement

19
“To deliver high-quality, innovative, and sustainable engine components that enhance
performance, reduce environmental impact, and create long-term value for our
customers, employees, and stakeholders. We are committed to excellence through
precision engineering, continuous improvement, and fostering strong partnerships
globally.”

This mission reflects the company’s dedication to innovation, quality, and sustainability
in the automotive and industrial sectors.

Main Products

The main products of Abilities India Rings and Pistons Pvt. Ltd. include:
1.Pistons:
•High-performance pistons for various engine applications.
•Designed for durability, lightweight construction, and efficiency.
•Used in automotive, agricultural, and industrial engines.
2. Piston Rings:
•High-quality piston rings for optimal sealing and reduced friction.
•Manufactured to ensure superior engine performance and reduced emissions.
3. Engine Components:
•Precision-engineered components such as gudgeon pins and cylinder liners.
•Made to meet global quality and performance standards.

These products serve industries including automotive (two-wheelers, three-wheelers,

and commercial vehicles), agriculture, and heavy machinery.

The Values
➢ Customer Focus
➢ Reliability
➢ Teamwork
➢ Respect for individual

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➢ Quality
➢ Responsible Citizenship
Services provide by Abilities India Pistons & Rings
➢ Manufactures pistons assemblies
➢ Pistons
➢ Piston rings
➢ high pressure die casting parts & special coatings for 2 wheeler.

21
 CHAPTER:5
RESEARCH METHODOLOGY

22
 CHAPTER:5
RESEARCH METHODOLOGY

Introduction

The research was done in order to understand the Recruitment and Selection Process
followed at NFCL and the perception of the employees from all the cadres regarding it.
To know how an organization performs in terms of productivity and this should be
directly proportional to quality and quantity of its human resource. In order to get the
right kind of people in right place in the right time the organization should have the
specific and clear personnel, policies and recruitment methods which are essential for
the growth of the organization.

Hence it was necessary to conduct a research on the process.

Sample Size

The sample undertaken to conduct research study consist of fifty one people which is
approximately one tenth of the total strength working in the organization. The sample
covered the employees from all the cadres, encompassing the senior most officers to
the workers. The sample was collected from all the departments of the organization.

Tools and Methods of Data Collection

The primary method of data collection was the questionnaire method which was
circulated to the sample undertaken and the information was collected with its help.
Also a general discussion with the employees helped to gain information regarding the
study. The secondary source used to collect data was the company's policy manual
which contains the policy related to the topic.

Limitations of the Study:

Although attempt was made to gather all relevant information in connection to the study
there were many shortcomings and difficulties, which could not overcome.
• The research sample was limited to one tenth of the total employees hence the
information gathered could be limited.
• The conclusions are derived from the response of the employees which are expected to
be unbiased.

RECRUITMENT

Recruitment is an important part of an organization's human resource planning and their

competitive strength. Competent human resources at the right positions in the

23
organization are a vital resource and can be a core competency or a strategic advantage
for it. Recruiting the top talent for a job takes time and attracting the quality candidates
who have the knowledge and skills needed to help the company's growth.

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
'Right person for the right job' is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its
managers. The operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower for
carrying different business activities smoothly and efficiently and for this recruitment
and selection of suitable candidates is essential. Human resource management in an
organization will not be possible if unsuitable persons are selected and employment in
a business unit.

Meaning of recruitment

"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 new employees are selected".
In this, the available vacancies are given wide publicity and suitable candidates are
encouraged to submit applications so as to have a pool of eligible candidates for
scientific selection. Recruitment refers
to the process of attracting, screening, and selecting qualified people for a job at an
organization or firm.
Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

1) Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company.
These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

2) Preparing the job description and person specification.

3) Locating and developing the sources of required number and type of employees
(Advertising etc).

4) Short-listing and identifying the prospective employee with required characteristics.

24
 5) Arranging the interviews with the selected candidates.

6) Conducting the interview and decision making

Recruitment is a continuous process because of:

a) Staff departures (e.g. retirements, resignation)

b) Changes in business requirements (e.g. new products, markets, expended

operations)

c) Changes in business location (are relocation often triggers the need for substantial
recruitment)

d) Promotions
e) Transfers

Objectives of the recruitment process

• To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives.

• It helps to create a pool of prospective employees for the organization so that

the management can select the right candidate for the right job from this pool.

• To induct the outsiders with new perspectives to lead the company.

• To recruit people whose skill fit the company values?

• To search for talent globally not just within the company.

• To device methodology for assessing psychological traits

Factors affecting Recruitment:

• The size of the organization.
• The employment conditions in the community where the organization is located.
• The effects of past recruiting efforts which show the organization's ability to
locate and retain the good performing people.
• Working conditions, salary and benefit packages offered by the organization.
• Rate of growth of the organization.
• The future expansion and production programs.

25
 • Cultural, economic and legal factors.
However these factors may be divided specifically as:
• Internal factors
• External factors

Internal Factors:
• Recruitment policy of the organization
• Human resource planning strategy of the company
• Size of the organization and number of people employed
• Cost involved in recruiting employees
• Growth and expansion plans of the organization
• Company pay package
• Career planning and growth
• Quality of work life
• Role of trade union

External Factors:
• Supply and demand of specific skills in the labor market.
• Political and legal factors like reservations of jobs for specific sections of
society etc
• The job seekers image perception of the company.
• inforrmation system like employment exchange/ tele recruitment like
• Labor market conditions.

Recruitment checklist:
• Before going to actual recruitment a checklist to be made which helps the
recruiter till the end of the process.
• Whether the vacancy has been agreed by the responsible manager
• Availability of the job description
• What are the conditions of employment for the vacant position
• Whether the candidate specification been prepared
• Whether the notice of vacancy been submitted earlier
• Whether the job advertisement been agreed
• What arrangement have been made for drawing a shortlist of candidates
• Whether the interview arrangement have been made
• Whether offers letters been agreed and dispatched
• Whether rejection letters sent to the unsuccessful candidates
• Whether confirmation letter received from the selected candidate to whom offer
letter has been sent.

Recruitment policy:
In today's rapidly changing business environment, a well defined recruitment
policy is necessary for organizations to respond to its human resource

26
requirements in time. Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed effectively to recruit the best
talent pool for the selection of the right candidate at the right place quickly.
Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitment
process.
Most of the companies are having personnel policies for the organization
Recruitment policy is a part of the personel policy. But before making the
recruitment policy the organization must consider the government policies,
personnel policies of other organization, social responsibility of the
organization etc.

Sources of recruitment:

INTERNAL SOURCES: The most common internal sources of internal

recruitment
1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda

1) Personal References

The existing employees will probably know their friends or relatives or

colleagues who could successfully fill the vacancy. Approaching them may be
highly efficient method of recruitment but will almost certainly offend other
workers who would have wished to have been considered for the job. To keep
employees satisfied make sure that potentially suitable employees are informed
of the vacancy so that they can apply. Also anyone else who is likely to be
interested is told about it as well so that they can apply for the job.

2) Notice Boards

This is the convenient and simple method of passing on important messages to

the existing staff. A job advertisement pinned to a notice board will probably be
seen and read by a sufficient number of appropriate employees at little or no
cost. However many of the staff will probably not learn of the vacancy in this
way either because the notice board poorly located or is full of out dated notices
that they don't bother to look at it, as they assume there is nothing new to find
out. A notice board must be ensured that it is well sited. Wherever it is been
placed it should be certain that it is seen by every one. It means there must be
equal opportunity to see to itand this happens when they know that just
important topical notices are on display. Attention must be paid to the design
and contents of the notice if it is to catch the eye and make the employee read
on and then want to apply for the job.

27
3) Newsletters

Many companies regularly produce in-house newsletters, magazines or journals

for their staff to read. It is hoped that latest company news sheet is read avidly
by all staff thus ensuring that everyone is aware of the job opportunity
advertised in it. Unfortunately this is not always so, because it is sometimes not
circulated widely enough and employees may find it boring and choose not to
read it. Newsletter can be utilized as the source of recruitment if it is convinced
that everybody will see a copy.

4) Memoranda

Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually,
especially if there is a large work force. It should also be kept in mind as to in
which way the memorandum is phrased out so that the job appeals to likely
applicants.

EXTERNAL SOURCES

There are many sources to choose from if you are seeking to recruit from outside
the company.
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio
8. Television

1) Word of Mouth

Existing employees may have friends and relatives who would like to apply for
he job. Recruiting in this way appears to be simple, inexpensive and convenient.
Never use word of mouth as a sole or initial source of recruitment if the work
force is wholly or predominantly of one sex or racial group. Also employing
friends and relatives of present employees may be imprudent because it is not
certain that they are as competent as the current staff.

2) Notices

28
Displaying notices in and around business premises is a simple and often
overlooked method of advertising a job vacancy. They should be seen by a large
number of passerby, some actively looking for work. It can also be inexpensive
with a notice varying from a carefully hand written post card up to a
professionally produced poster. Pay attention to the appearance and contents of
the notice if it is intended that it is applied by the right people.

3) Job Centers

Most large towns have a job center which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note
information about a post and the types of person sought and then advertise the
vacancy o notice boards within their premises. Job center employees can further
help if requested to do so by issuing and assessing application forms and thus
weeding out those applicants who are obviously unsuitable for the position.
Short listed candidates are then sent out for the employer to interview on his
business premises.

4) Private Agencies and Consultants

There are various types of private organization that can help to find the right
person for a particular job. Employment agencies exist in many town and cities.
Some handle all general vacancies from junior uni while others specialize in
various occupalions such as accountancy,clerical or computer personnel and
marketing or sales. Since they maintain a register of job seekers, they initially
attempt to find applicants from this list. A short list will be drawn up by reading
through applications and conducting interviews on client organization's behalf.
Although fees vary, it is expected to pay around 10 to 15% of the annual salary
offered if a suitable person is found for the job.

This will be partly refundable if he leaves within a certain period of time. For
temporary staff, it is normally charged on hourly, daily or weekly rate by the
agency. They will then pay the employee. Recruitment agencies are similar to
employment agencies in the services that they offer. The main difference is that
recruitment agencies tend to operate at a higher level, concentrating on
technical, managerial and executive appointment. Accordingly, increased time,
effort and expertise are needed to compile a quality short list. This will be
reflected in the fees charged, often between 18 and 22% of the annual salary of
the staff recruited. Again a proportion of this may be refundable if the
employees proves to be unsatisfactory and subsequently departs.

Search consultants, also known as Headhunters, specialize in finding candidates

for senior positions. They normally head hunt people currently at work in
similar posts, possibly at rival companies. Discrete approaches, by telephone,
are made direct to the persons involved. Such a process is time consuming and
requires considerable tact and diplomacy if it is to be successful. Charges may

29
be in excess of 30% of the annual salary. Before opting for this source attention
must be paid about those agencies who brashly promise to give a lengthy list of
candidates very quickly. It may sound impressive but suggests that they are
simply pulling names from a register perhaps of dubious quality and are not
actively searching for and screening applicants properly. A good shortlist will
take time to compile. It must be ensured that the agency with which the
organizations contracting must follow a good refund system in case the new
recruit resigns or needs to be dismissed shortly after joining. Also a free
replacement warranty up to six months must be provided by the recruiting
agency. When employing an agency or consultant, make sure that they know
exagly what they are expected to do. A clear job description and employee
specification, must be provided so that they could screen by referring to the
employee specification and so on. Full up to date information about the job and
person required. Supply all details and all instructions in writing to avoid
subsequent misunderstandings and disagreements.
The recruiting agency or consultant must be in touch with the client company
throughout the recruitment process to ensure that the agency is following the
instructions and doing its job well. Also it must be ensured that they are
maintaining equality of opportunity and avoiding unlawful discrimination
against applicants of a particular sex, marital status or any racial group. All
applicants should be judged solely on their ability to do the job.

5) Educational Institutions Or Campus Recruitment

Those companies which require a steady intake of young person's for new Youth
Training to trainee management positions ought establish and maintain close
contact with colleges and universities. The advantage of campus recruitment is,
it is known that who the audience to be addressed are.
Promotional literature in the form of posters, broachers, catalogues; press
releases and so on can be issued to the audience so that the company's name
remains prominent and their student's minds all the time.

6) The Press

Advertising for the new staff through the press has proved successful for many
companies. Choose between local newspapers, national newspapers and the
magazines. All will put in touch with different audience. Local newspapers, read
by a large cross-section of the immediate population, may be most suitable if
there is sufficient talent in the area.

National newspapers, with their mass circulations and differing attitudes to

news coverage appealing to various tastes, could be better when looking out to
fill the senior position.

Trade Magazines often under estimated as useful source of recruitment might

be worth considering if looking out to redfuit someone for a specialized job

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 which possibly requires previous experience of the particular industry.
majority of readers will not be job hunting) and a short life span.

The daily or evening newspaper is invariably discarded at the end of the day. A short
series of advertisement incurring extra expenses may sometimes be required and
multiplying one advert by three or four starts to make this source prohibitively costly.
Trade magazines could be a better way of recruiting staff depending upon the
circumstances. Most will include employment advertisements within a classified
section which will be read by a small but select and interested number of people. There
some disadvantages, however the financial outlay is still considerable. If the magazine
is published bi-monthly or quarterly, may have to wait sometime before the
advertisement is seen. It may be intended to fill the vacancy as soon as possible.

7) Radio

Many radio stations broadcast special job finders advertisements throughout the day for
companies looking for new recruits. Advertising through the radio has got many
advantages as it will be transmitted to over a wide geographical area to potentially large
audience. Variety of age groups listens thus making it a suitable medium for different
types and levels of jobs. Advertisements can be broadcast very quickly sometimes
within hours. Nevertheless there are some disadvantages that must be considered
carefully. As few have tune in to hear advertisements and their thoughts invariably
wander when they are on, or they may start station hopping to find more music. The
radio is also transient medium. An advertisement lasts for perhaps 30 seconds, which is
a very short period in which to put across all the important points, and is then finished.
It is usually difficult to remember (What was the company's name? what was its phone
number?) most listeners will not have a pen and pad handy to make notes.

8) Television

You can advertise on a regional or national basis. Recruiting staff through the Television
is still widely regarded as a new and innovative approach.
Companies which use this medium may therefore be seen as go-ahead and dynamic.
Thus, this medium may not be an immediate choice if there is only just one vacancy to
be filled, although shorter and expensive one month contracts could be negotiable and
worth considering.

SELECTION

The selection procedure is concerned with securing relevant information about the
applicant. This information is secured in number of steps. The objective of selection
process is to determine whether an applicant meets the qualifications for a specific job
and to choose the applicant who is most likely to perform well in that job.
The hiring procedure is not a single act but it is essentially a series of methods by which
additional information is secured about the applicant. At each stage facts, which came
to light, make the acceptance or rejections of the candidate clear.

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Some selection processes are quite easy and some with many hurdles this increases with
the level and responsibility of the positions to be filled.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

1. Someone should have the authority to select. This authority comes from the
employment requisition as developed by an analysis of the work-load and work
force.

2. There must be some standard of personnel with which a prospective employee may
be compared i.e., a comprehensive job description and job specification should be
available beforehand.

3. There must be sufficient number of applicants from whom the required number of
employees may be selected.

Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high caliber
receptionist in the employment office. These interviews are short and are known as
stand-up interviews. The main objective of such interviews is to screen out
undesirable/unqualified candidates at very outset. Such interviews conducted by
someone who inspires confidence, who genuinely interested in people, and whose
judgment in the "sizing up" of the applicant is fairly reliable.
Basic criteria that must be met for an application to be eligible for consideration.
If these criteria are not met, there is no obligation on the employer to consider such
applications. The screening process therefore seeks to identify those applications that
meet the basic entry-level requirements applications that are therefore incomplete or do
not meet the basic appointment criteria are considered unsuccessful applications. In

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order to be fair and objective in the screening of candidates, it is essential that a fixed
set of valid criteria be applied in terms of each and every candidate that applies for a
position.
Certain conditions should be met in relation to the format and content of –

a) Application forms
b) Curricula Vitae (CV's) and
c) All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that do
not meet the basic requirements, the next objective should be to identify a manageable
size (pool) of applicants (a short-list) who are best suited to fill the position successfully
and from whose ranks the most suitable candidate(s) is/are to be selected. It is about
identifying a manageable pool of best suited candidates for a specific position, in the
interest of the State, taking into account Affirmative Action and Employment Equity
objectives.

May short-listing be used to reduce a vast number of applications to a manageable size.

As stated, the primary objective of the short-listing process is to reduce the number of
qualifying applicants to a manageable size for purposes of selecting the most suitable
candidate. A further objective with short-listing is to rank candidates, and to determine
a cut-off point below which candidates will not be interviewed. The criteria utilized for
shortlisting purposes should therefore be in sufficient detail to allow for this and should
be applied consistently.

Application Form

Application form is also known as application blank. The technique of application blank
is traditional and widely accepted for securing information from the prospective
candidates. It can also be used as a device to screen the candidate at the preliminary
level. Many companies formulate their own style of application forms depending upon
the requirement of information based on the size of the company, nature of business
activities, type and level of job etc. they also formulate different application forms for
different jobs, at different levels, so as to solicit the required information for each job.
But few companies in our companies in our country do not have prescribed application
forms.

Psychological Testing

Test is defined as a systematic procedure for sampling human behavior Tests are used
in business for three primary purposes.
1) For the selection and placement of new employees
2) For appraising employees for promotion potentials and

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3) For counseling employees if properly used psychological tests can be of paramount
importance for each of these purposes.

Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn new jobs
or skills. They will enable us to know whether a candidate if selected, would be suitable
for a job, which may be clerical or mechanical. These tests may take one of the
following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she has
mental capacity to deal with new problems.

b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular

type of mechanical wok. This could help in knowing a person's capability for spatial
visualization, perceptual speed manual dexterity, visual motor coordination or
integration, visual insights etc.

c) Psychometric tests - these tests measures a person's ability to do a specific

B. Achievement test

Also known as proficiency tests they measure the skill, knowledge which is acquired
as a result of a training program and on the job experience they determine the admission
feasibility of a candidate and measure what he/she is capable of doing.

a) Tests for measuring job knowledge - this type of test may be oral or written. These
tests are administered to determine proficiency in shorthand and in operating
calculators adding machines dictating and transcribing machines and simple
mechanical equipment.

b) Work sample tests - demand the administration of the actual job as a test. A typing
test provides the material to be typed and notes the time taken and mistakes
committed.

C. Personality tests

These tests aim at measuring those basic make up or characteristics of an individual

which are non-intellectual in their nature. In other words they probe deeply to discover
clues to an individual's value system, his emotional reactions and maturity and
motivation interest his ability to adjust himself to the illness of the everyday life and
his capacity for interpersonal relations and self image.

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a) Objective tests - it measures neurotic tendencies self-sufficiency dominance
submission and self-confidence. These are scored objectively.
They are paper and pencil tests or personality inventors.
c) Projective tests - it is a test in which a candidate is asked to project his own
interpretation into certain standard stimulus situation. The way in which he/she
responds to these stimuli depends on his own values, motives and personality.

d) Situation tests - these tests measures an applicant's reaction when he is placed in a

peculiar situation his ability to undergo stress and his demonstration of ingenuinity
under pressure. Such tests usually relate to leaderless group situations, in which
some problem is posed to a group and its members are asked to reach some
conclusion without the help of a leader.

e) Interest tests - these tests aim at finding out the types of work in which a candidate
is interested. They are inventories of the likes and dislikes of the people of some
occupation hobbies and recreational activities. They are useful in vocational
guidance and are assessed in the form of answers to a well prepared questionnaire.

Interviews

Interviews are a crucial part of the recruitment process for most organizations.
Their purpose is to give the selector a chance to assess the candidate and to demonstrate
their abilities and personality. It's also an opportunity for an employer to assess them
and to make sure the organization and position are right for the candidate. An interview
is an attempt to secure maximum amount of information from candidate concerning his
suitability for the job under consideration.

The recruitment process for most organizations follows a common theme:

Applications/CVs are received, either online or by post; and candidates are shortlisted
and invited for interview. The interview format can vary considerably and may include
an assessment centre and/or tests. The number of interviews also varies. Some
companies are satisfied after one interview, whereas others will want to recall a further
shortlist of candidates for more. If successful at the final interview stage, an official job
offer is sent to the candidate. Interview format is determined by the nature of the
organization, but there are various standard formats.

Chronological Interviews -These work chronologically through the candidate's life to

date and are usually based on the CV or a completed application form.

Competency-Based Interviews -These are structured to reflect thecompetencies that an

employer is seeking for a particular job (often detailed in the recruitment information).
This is the most common type of interview for graduate positions today.
Technical Interviews - If a candidate has applied for a job or course that requires
technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in
the selection process, that the candidate will be asked technical questions or have a

35
separate technical interview to test his/her knowledge. Questions may focus on the final
year project and his/her choice of approach to it or on real/hypothetical technical
problems. It seen that the candidate proves himself/herself but also they admit to what
they don't know.

Kinds of Interviews:

1. One to one interview: in this type of interview one selector interviews one candidate
alone.

2 Informal interview: in this type there are discussions between the candidate and two
or more interviewers.

2. Panel of interviews: in these pre planned standard questions ranging overall aspects
of the job are asked. They focus directly on elements of person specification.

3. Direct planned interview: this interview is straight forward, face to face, question
and answer situation intended to measure the candidate's knowledge and
background.

4. Indirect and direct interview: in this type of interview the interviewer refrains from
asking direct and specific questions but creates an atmosphere in which the
interviewee feels free to talk and go into any subject he considers important. The
object of the interview is to determine what individual himself considers of
immediate concern, what he thinks about these problems, and how he conceives of
his job and his organization.

5. Patterned interview: in this interview a series of questions which illuminates

validated against the record of employees who have succeeded or failed on the job.

6. Stress interview: in this interview the interviewer deliberately creates stress to see
how an applicant operates in stress situation. To induce stress, the interviewer
responds to the applicant's answers with anger, silence and criticism. This interview
aims attesting the candidate's job behavior and level of withstanding during the
period of stress and strain.

7. Depth interview: in this type of interview, the candidate would be examined

extensively in core areas of knowledge and skills of the job.

Background Checks and Enquiries

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Offers of appointment are subject to references and security checks. The references
given in the candidate's application will be taken up and a security check will be
conducted. Security checks can take a while if the candidate has lived abroad for any
period of time.

Final Selection Decision

Those individuals who perform successfully on the employment tests and the
interviews, and are not eliminated by development of negative information on either
the background investigation or physical examination are now considered to be eligible
to receive an offer of employment. Who makes that employment offer? For
administrative purposes the personnel department should make the offer. But their role
should be only administrative. The actual hiring decision should be made by the
manager in the department that had the position open.

37
 CHAPTER:6
DATA ANALYSIS AND
INTERPRETATION

38
 CHAPTER:6
DATA ANALYSIS AND INTERPRETATION
Observation made during the study and analysis of the company policy

• The company is having all over India branches/area offices. Initial interviews
will be conducted at the area office by the concerned area manager. As the HR
Department is located in the corporate office so all the final interviews &
selection will be done at its corporate office i.e. in Hyderabad.
• Sometimes screening will be done by telephonic interview which is conducted
by the HR department in corporate office.
• The candidate will be filtered based on merit and experience.
• The company is recruiting its manpower through consultancy also. The
consultancy will be selected based on the process used by them before sending
the candidate to the company.
• The company is tie up with job portal - Naukari.com also. This is helpful for the
process of recruitment in collection of resumes.
• The candidate will be selected based on the communication and their
presentation at the time of interview. Subject knowledge is also essential based
on type of the vacancy.
• The time lag between recruitment and placing will be done within one month.
• The company will pay the applicants expenses for attending the interview, based
on the grade.
• Rejected candidates will be intimated and their profile will be kept in data bank
for a period of 6 month.

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1. The recruitment and selection process of company meets the current legal requirements.

Interpretation:
Near about 20% of the respondents are strongly agree with the statement that
recruitment and selection process of company meets the current legal requirements, and
60% are agree only so, total 80% of the respondent are in favor that the process of
recruitment & selection meets the current legal requirement.

Observation:
The process of recruitment & selection whith is followed by the comnany is helpful to
meet the company's manpower requirement.

40
2. Recruitment & Selection Policy of company is clearly stated.

Interpretation:
The question was raised to know that employees are aware about the company's
recruitment & selection policy or not. Near about 85% are agreed that the recruitment
& selection policy is clearly stated and only 8% are disagree.

Observation:

So the recruitment & selection policy of company is clearly stated but it requires little
bit change. But the company policy shoulg be updated time to time.

41
 3. Internal source is better for company

Interpretation:
As per the respondent response near about 70% are agree with the statement that internal source
is better for company, 22% having no response and 6% are disagree with the statement.

Observation:
After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but shetimes company will not get right candidate.

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4. External source is better for company

Interpretation:
Near about 55% are disagree with the statement that external source is better for company's
recruitment process and about 34% are in favor of this statement.

Observation:
From this question respondent are satisfied with the internal source but some are not satisfied
and they preferred external source.

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5. I feel scarcity of manpower at my working plac

Interpretation:
Near about 60% are disagree with this statement, means they are not feeling scarcity of
manpower and Only 20% are agree with this statement.

Observation:
This shows that HR department fulfills all the requirements of human resource in the
organization as soon as required. But as some are disagree with this statement means the
recruitment process needs change.

44
6. I feel that the right job is being performed by the deserved person at my working environment.

Interpretation:
It is very important for any organization to recruit skilled manpower, to achieve its
business target. The question was raised to know the opinion that right job is
performed by right person. So 60% are agree and near about 20% are disagree.

Observation:

This shows company is recruiting right candidate for right job but some respondent
are disagree so selection process need improvement and proper verification of
recruitee.

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7. The employee's competency matches with the job specification.

Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no
opinion this means they are not aware about other competencies,

Observation:
This interpret ate that company's recruitment process is helpful in getting right candidate for
right job but as per of the some respondent dissatisfaction the recruitment should be more filter.

46
8. To what extent you are satisfied with the external source job portals) for recruitment process.

Interpretation:
some respondent are satisfied with the external source of recruitment It is observed that most
of the candidates are recruited through "Reference" or other internal source and about 50%
have no opinion the external sources like job portals, consultancies.

47
9. To what extent you are satisfied with the employee's reference for recruitment process.

Interpretation:
60% of respondent are in favor of the statement that they are satisfied with the employee's
referral, this helps in getting known candidates as company knows the skill and behavior of the
recruitee. But near about 35% are disagree with the statement so, recruitment process need
good external sources for recruitment process.

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10. To what extent the selection procedure followed for your recruitment is suitable to your job.

Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure and this shows
right person is in right job but near about 30 % are not satisfied so this shows that selection
process also needs some changes.

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 CHAPTER:7
FINDING AND INFERNCES

CHAPTER:7

50
 FINDING AND INFERNCES
FINDINGS AND INTERPRETATION
After a thorough study and discussion on the companies recruitment & selection policy, to
know its effectiveness in the organization a self designed questionnaire has been prepared to
gather the views of employees.
The questionnaire contains 10 questions related to recruitment & selection topic. The
questionnaire has been distributed to 50 employees from various departments (HPD,
Marketing, Legal (SCM), PNS, and Finance & Logistic and asked them to answer the questions
by selection the given choices.
The responses of all the questions were summed up from all the answered questionnaires. These
summed up responses were calculated to derive the percentages to make the interpretation more
meaningful, being represented in the form of pie chart.
These are the findings:
1. The process of recruitment & selection which is followed by the company is helpful to meet
the company's manpower requirement to some extent.
2. The recruitment & selection policy of company is clearly stated but no updation according
to the company's objective.
3. Company is highly dependent on employee's referral for higher position and for lower posts
company prefers job portals and outsourcing.
4. Company is recruiting right candidate for right job but some respondent are disagree so
selection process needs improvement and proper verificafión of recruitee.
5. Candidates are not timely informed for their selection and also for their rejection.
6. Too much time taken by the HPD in recruiting some important urgent posts.
7. Some respondent are satisfied with the external source of recruitment ,lt is observed that
most of the candidates are recruited through "Reference" or other internal source and about
50% have no opinion the external sources like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but sometimes company will not get right candidate.

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CHAPTER:8
LIMITATION

52
 CHAPTER:8
LIMITATION
LIMITATION OF THE STUDY
This study also include some limitation which have been discussed as follows:
1. The employees and candidate proves a limitation because of difficulty in generalization
2. To collect the data from various companies been quite difficult due to non-cooperation of
some companies. This proved to be major limitation of the study
3. To access such a large number of employee were difficult because of non-cooperation
attitude of respondents
4. There was limitations in this research study. The maximum efforts were made to overcome
these limitation in the study

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 CHAPTER:9
RECOMMENDATION AND
CONCLUSION

CHAPTER:9

54
 RECOMMENDATION AND CONCLUSION
Conclusion
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 person.
Employees of Abilities India rings and pistons pvt ltd. are satisfied with the current/existing
recruitment and selection process. Abilities India rings and pistons pvt ltd is recruiting their
employees mainly through consultancies are the mediator between the organisation and the
candidates as it serves the requirements of employees as well as the organization. Abilities
India rings and pistons pvt ltd recruits their employees in a decentralised way
Also Abilities India rings and pistons pvt ltd 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. Abilities India rings and pistons pvt
ltd has to implement innovative techniques in selection process like group discussion, stress
interview, etc

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 RECOMMENDATION

After concluding the study of the companies recruitment policy, interaction with some
of the recruitment manager, company associates and based on the responses received
from the associates the following suggests are made to the company for further
improvement of the policy.

1. The organization should not majorly Clear job description is given to the candidates
at the time of interview itself, to avoid disappointment after joining.

2. The candidate should be informed in time whether they have been selected or not.
There should not be any delay in informing the candidate.

3. There should be reliability on external sources.

4. Recruitment feedback should be taken by the candidates to improve the recruitment

process.

5. The employees should be called for the interview only after checking their
educational qualifications and job experience in a proper way so as to save the time
and cost involved in the recruitment process.

6. Depend on the application bank as the major source for thedetails of the candidate
for recruitment purpose. It should also consider other sources which could provide
them better options.

7. Follow up to be done to the newly engaged employees to ensure that they have
settled in and to check on how well they are doing. If they have any problems it is
better to identify them at an early stage rather than allowing them to fester.

8. Internal job posting to be preferred to reduce cost of recruitment.

10. Organization should use social networking sites for creating pool of good
candidates.

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