Home Free Lab ReportsRecruitment

Recruitment

Recruitment & Selection Process”
atSnapdeal and its subsidariesFrom- Harinder NathFor- Amity University (Noida)
Enrollment number-A19201161146
Course-MBA(HR MANAGEMENT)
 
 
ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached to SNAPDEAL.., a highly professional E-commerce with modern outlook. With due respect I express my in debtness to the management of SNAPDEAL. for accommodating me as a Sr Executive admin & HR.I would like to express my gratitude with deep sense of reverence to Mr. Mohamad Rahil (head, Admin and HR deptt.). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experience in the successful completion of this project.

Harinder Nath
TABLE OF CONTENT
CHAPTER 1
INTRODUCTION
OBEJECTIVE OF STUDY
SCOPE OF THE STUDY
RESEARCH METHODOLOGY
SOURCES OF DATA COLLECTION
RESEARCH DESIGN
OBJECTTIVE: -The objective of my study is to understand and critically analyze the recruitment and selection procedure at SNAPDEAL.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

1.To know the prospect or recruitment and selection procedure.

2.To critically analyze the functioning of recruitment and selection procedures.

3.To identify the probable area of improvement to make recruitment and selection procedures and more effective.

4.To know the managerial satisfaction level about recruitment and selection procedure.

SCOPE OF STUDY
THE benefits of the study for the researcher is that it helped to gain knowledge and experience and also provided the provided the opportunity to study and understand the prevalent recruitment and selection procedures.

The key points of my research study are:-
1.To study the facts about the SNAPDEAL As a group.

2.To understand and analyze various H.R. factors including recruitment and selection procedure at SNAPDEAL.

3.To suggest any measures / recommendations for the improvement of the recruitment procedures

RESEARCH METHODOLOGY
The

Research
Research is a careful investigation or inquiry specially through search for new facts in any branch of knowledge.The project is a systematic presentation consisting of the enunciated problem ,formulated hypothesis, collected facts or data, analyzed facts and proposed conclusions inform of recommendations.

Data Collection
The data for the survey will be conducted from both Primaries as well as Secondary sources.

Primary Data: -Using personal interview technique the survey the data will collect by using questionnaire. The primary data collection for his purpose is supposed to be done by judgment sampling conversation sampling. Questionnaire has been formatted with both open and close structure questions.

Secondary Data: –
1.By going through various records.

2.By going through the magazine of the SNAPDEAL.

RESEARCH DESIGN
A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures.

1. What is study about?
2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data be found?
6. What will be the sample design?
7. Technique of data collection.

8. How will data be analyzed?
9. How can the customer can be persuaded for opening current with SNAPDEAL?
10. How to increase the market share of SNAPDEAL?
11. Who is the competitor of SNAPDEAL?

REVIEW OF

REVIEW RECRUITMENT AND SELECTION
Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities. Organisations may have a dedicated personnel/human resource function overseeing this process, or they may devolve these responsibilities to line managers and supervisors. Many people may be involved, and all should be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment and induction.

MANPOWER PLANNING-
Manpower planning means different things to different organizations. To some companys manpower planning means management development to others. It means estimating manpower needs, while some other may define manpower planning as organization planning. Although the term, ³manpower planning´ can be defined, µas the process by which an organization ensures that it has the right number of people and the right kind of people at the right places, at the time doing things for which they are economically most useful.

Need for Manpower Planning:-All said and done, it cannot be define that the quality of manpower can be responsible for significant difference in the short and long run performance among companies. As RalphBesse once said, There is nothing we can do about performance of past management or the qualification of today is management but tomorrow is management can be as good as today is manager care to make it. Herber H Mayer has emphasized the importance of human assets and their utilization as under:³The efficient utilization of human resources may very well be the most important determiner of success in the business world in the coming decade. I think that thecompanies that prosper in the future will be those that do the best job in fully utilizing
their human resources.´All organizations are basically human organizations. They need people to carry out theorganizational mission, goals and objectives. Every organization needs to recruit people.The recruitment policy should, therefore, address itself to the key question; what are the personnel/human resource requirement of the organization in terms of number, skills,levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years.

MEANING
Higher education is a human resource intensive enterprise. It is not surprising, then, that recruitment and selection of staff should be a very high priority in most if not all unitsand divisions of student affairs. Recruitment and selection should include procedures directed to analyze the need and purpose of a position, the culture of the institution, and ultimately to select and hire the person that best fits the position. Recruitment and selection policy should, then, be directetoward the following objective.

1.Hire the right person.

2.Conduct a wide and extensive search of the potential position candidates.

3.Recruit staff members who are compatible with the college or university
4.environment and culture.

5.Hire individuals by using a model that focuses on student learning and education of the whole person.

6.Place individuals in positions with responsibilities that will enhance their personal development.

Issues in Recruitment and Selection
1.Do not discard applicants who ³stopped out´ to provide care for achild,or for maternity leave.

2.Consider the dynamics of the interview ± is the candidate being interviewed in an environment that is representative of the office environment.

3.Understand questions that cannot be asked regarding family,children, pregnancy, etc.

4.Provide medical insurance that covers the full range of medical needs of women employees, including reproductive health care.

5.Provide paid sick-leave policies for employees illness and illness of spouses, lifetime partners, dependent children, and elderly parents.

6.Provide life insurance, disability and pension programs that are nondiscriminatory on the basis of gender .

7.Have clear and vigorously enforced sex, race and sexual orientation discrimination and sexual harassment policies and include a statement about these policies in the advertisement of the position.

Before attempting to diversify a staff and make it more gender equitable, youmust tackle issues such as, ³gender stereotyping; discrimination in hiring, pay,and promotions; family issues; and sexual orientation discrimination.

There are five areas critical to this process
1.Open communication.

2.A commitment to creating an inclusive Environment.

3.Clear preconceived expectations based on gender
4.A neutral supervisor who can observe different styles and facilitate communication when a
conflict arises.

5.Training ± sexual harassment as well as gender issues training (It is thought that 75-80% of sexual harassment complaints could be prevented by understanding gender differences.

Recruitment
Recruiters need to keep abreast of changes in the labour market to ensure that their recruitment efforts are not wasted or directed at too small a pool of labour. Skill short ages may occur unexpectedly and recruitment and training processes need to be kept flexible. It is a good idea for any organisation to plan its labour force requirements, matching available supply against forecast demand. A skills audit of existing staff will increase knowledge of the skills the organisation has available and those which are lacking, and thus help pinpoint areas for future development.

A human resource plan need not be highly complicated. A straightforward plan will help organisations to:
1.assess future recruitment needs.

2.formulate training programmes.

3.develop promotion and career development policies
4.anticipate and, where possible, avoid redundancies
5.develop a flexible workforce to meet changing requirements
6.control staff costs whilst ensuring salaries remain competitive
7.assess future requirements for capital equipment, technology and premises.

Management is responsible for producing the human resource plan, senior management for supporting it. Implementation is likely to be most effective if it carries the support of the workforce, normally achieved through consultation with trade union or other employee representatives.

Producing a human resource plan involves:
1.forecasting staffing requirements against business objectives
2.assessing the available supply of people to meet those requirements
3.matching available supply against forecast demand.

Factors Affecting Recruitment:
In recruiting new employees management must consider the nature of labor market, whatsort of potential labor are available and how do look for works.The factor affecting can be summed up under the following heads.

Labor Market Boundaries:-The knowledge of the boundaries help management in estimating the available supply of qualified personnel form, which it might recruit. A labor market consists of a geographical area in which the forces of demand and supply interact and thus affect the price of labor.

Available Skills:- Companies must locate the areas where they can find employees who fit the jobs according to their skills.

Economic Condition:-Economic conditions also affect recruitment.Unemployment worker may swamp a new plan located in a depressed labor market whereas a firm trying to establish it or to expand in an area where a few qualified workers are out of work has quite a different recruitment problem.

Attractiveness of the Company:The attractiveness of the company in terms of higher wages, clean work, better fringe benefits and rapid promotions serves as influencing factor in recruitment.

Importance of Recruitment
Recruiting people who are wrong for the organisation can lead to increased labour turnover, increased costs for the organisation, and lowering of morale in the existing workforce. Such people are likely to be discontented, unlikely to give of their best, andend up leaving voluntarily or involuntarily when their unsuitability becomes evident.They will not offer the flexibility and commitment that many organisations seek.Managers and supervisors will have to spend extra time on further recruitment exercises,when what is needed in the first place is a systematic process to assess the role to befilled, and the type of skills and Most recruitment systems will be simple, with stages that can be followed as a routine whenever there is a vacancy to be filled, and which can be monitored and adapted in the light of experience.

This booklet describes the main features of such systems, and other related issues.Systems should be-
efficient – cost effective in methods and sources
effective – producing enough suitable candidates without excess and ensuring the
identification of the best fitted for the job and the organisationfair – ensuring that right through the process decisions are made on merit alone.

Recruiting people who are wrong for the organisation can lead to increased labour turnover, increased costs for the organisation, and lowering of morale in the existingworkforce. Such people are likely to be discontented, unlikely to give of their best, andend up leaving voluntarily or involuntarily when their unsuitability becomes evident.They will not offer the flexibility and commitment that many organisations seek.Managers and supervisors will have to spend extra time on further recruitment exercises,when what is needed in the first place is a systematic process to assess the role to befilled, and the type of skills and Most recruitment systems will be simple, with stages thatcan be followed as a routine whenever there is a vacancy to be filled, and which can bemonitored and adapted in the light of experience.This booklet describes the main features of such systems, and other related issues.Systems should be:
y
efficient – cost effective in methods and sources
y
effective – producing enough suitable candidates without excess and ensuring the
y
identification of the best fitted for the job and the organisationy
fair – ensuring that right through the process decisions are made on merit alone.

PROCESS OF RECRUITMENT

Recruitment Process- A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one.
Ask questions such as:
1.has the function changed
2.have work patterns, new technology or new products altered the job?
3.are there any changes anticipated which will require different, more flexible skills from the jobholder?
Answers to these questions should help to clarify the actual requirements of the joband how it fits into the rest of the organisation or department. Exit interviews, or consultation with the current job-holder and colleagues may well produce good ideas about useful changes. Recruitment begins by specifying the human resource recruitment, initiating activities and action to identify the possible sources form where they can be met,communicating the information about the jobs, terms and conditions and prospectsthey offer, and enthuse the people who meet the recruitment to respond to the invitation by applying for jobs. Thereafter the selection process begins.

The process is as follows:
Decide on how many people you really need
:-If everything is being done to improve performance and still there is a gap between what the current performance is and the goals set, then the best way is to recruit more people.

Analyzing the job:-Analyzing the job is the process of assembling and studying information relating toall aspects of a particular post.
Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.

?

Position: The job title, its position in the hierarchy and for whom it isresponsible ought to be recorded. A sample organization chart may be useful for this purpose.

Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing and recording the key tasks must be determined.

The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of work.

Drafting a job description:- After job analysis is done, job description is made. Job description describes the job.The job description decides upon the exact knowledge, skill and experience needed to do the job.

Job description must be drafted around these heading:
1.Job title
2.Responsible to
3.Responsible for
4.Purpose of job
5.Duties6.Responsibility7.Signature and date
Evaluation future needs
For Evaluation future needs manpower is drafting. A manpower plan evolves
studying the make-up of present work force, assessing forthcoming changes and
calculating future workforce, which is required. Manpower planning helps in devising long-term recruitment plans.

Finding sources of recruitment:
The human resource requirement can be met from internal or external source:
Internal Sources- These refer to persons already employed in the organization. Promoting persons fromlower levels may fill up vacancies at higher levels. Shortage of manpower in one branch factory may be met by transferring surplus staff from another branch factory. Promotion means shifting of an employee to higher post caring greater salary,status and responsibility. On the other hand transfer refer to the shifting an employee with salary, status and responsibility. Some time ex-employee of the organization may be re-employed.

Advantages of Internal Sources:
1.Filling vacancies for higher job by promoting employees from with in the organization helps to motivate and improved the morale of the employees. This induces loyalty among them.

2.Internal requirement has to minimize labor turnover and absenteeism. People wait for promotion and the work force is more satisfied.

3.Candidates working in organization do not require induction training. They
are already familiar with organization and with the people working in it.

Disadvantages of Internal Sources:
1.There may be inbreeding, as fresh talent from outside is not obtained. Internalcandidates may not be given a new outlook and fresh ideas to business.

2.Unsuitable candidates may not be promoted to positions of higher responsibility because the choice is limited.

3.The employees may become lethargic if they are sure of time bound promotion.There may be infighting among those who aspires for promotion with in the organization.

4.Internal recruitment cannot be complete method in itself. The enterprise has to
resort to external recruitment at some stage because all vacancies cannot be filled from with in organization.

External Sources
It refers to recruitment of employees from outside the organization. External sources provide wide choice of the required number of the employees having the desired qualification. It also provides the people with new ideas and specialized skills required to cope with new challenge and to ensure growth of the organization.

Internal competitors have to compete with the outsiders. However, existing
employees resent the policy of filling higher-level vacancies from outsiders.Moreover it is time consuming and expensive to recruit peoples from outside.Recruitment from the outside may create frustration among the existing employees that aspires for promotions. There is no guarantee that the organizations will attract sufficient number of suitable candidates.

Advantages of External Sources:
1.The entry of fresh talent in to the organization is encouraged. New employees bring new ideas to the organization.

2.External sources provide wider sources of personnel to choose from.

3.Requisite type of personnel having the required qualifications, training and skill are available from the external sources.

Disadvantages of External Sources:
1.The enterprise can make the best selection since selection is made from among a large number of applicants.

2.There is a greater decoration in employer- employee relationship, resulting in
industrial strikes, unrest, and lockouts.

3.The personnels selected from outside may suffer from the danger of adjustment to the new work environment.

Monitoring effectiveness of recruitment:
As with any work activity it is recommended that the recruitment and induction process be reviewed for its effectiveness. If any stage of the recruitment process failed to produce the expected result, eg if the advertising method has produced too many candidates, you may want to examine what happened and why in order to make it more efficient in the future. Future recruitment exercises may require modifications to the methods used – a successful recruitment for one job does not automatically mean the same method will be as successful again. This is particularly true if the labour market changes, with, for instance, fewer school leavers but more mature workers being available.Recruitment and induction may be a continuous process in your organisation, necessitating more or less constant monitoring. Monitoring regularly will also ensure equal opportunity policies are being actively pursued, and that internal candidates are receiving the same consideration as external candidates.

Application forms

Monitoring effectiveness of recruitment
As with any work activity it is recommended that the recruitment and induction process be reviewed for its effectiveness. If any stage of the recruitment processfailed to produce the expected result, eg if the advertising method has produced toomany candidates, you may want to examine what happened and why in order to makeit more efficient in the future. Future recruitment exercises may require modificationsto the methods used – a successful recruitment for one job does not automaticallymean the same method will be as successful again. This is particularly true if thelabour market changes, with, for instance, fewer school leavers but more matureworkers being available.Recruitment and induction may be a continuous process inyour organisation, necessitating more or less constant monitoring.Monitoringregularly will also ensure equal opportunity policies are being actively pursued, andthat internal candidates are receiving the same consideration as external candidates.

Application forms
Application forms can help the recruitment process by providing necessary and relevant information about the applicant and their skills . The design of the form needs to be realistic and straightforward, appropriate to the level of the job.

Using applicationforms has the following advantages:
1.comparing like with like is easier CVs can be time-consuming and may not provide the information required.

2.they provide the basis for an initial sift(filter), and then for the interview
3.the standard of completion can be a guide to the candidate’s suitability, if writing and presentation skills are essential to the job; however, be aware of the possibility of disability discrimination
4.they provide a record of qualifications, abilities and experience as stated by the applicant.

Care also needs to be taken over some less positive aspects of application forms:
1.there is a temptation to use application forms to try to extract too much information, eg motives, values and personality characteristics. The form should concentrate on the experience, knowledge and competencies needed for the job
2.some people may dislike filling in forms and so be put off applying for the job.Some very experienced people may find the form inadequate, whilst those with little in the way of qualifications or experience may be intimidated by large empty spaces on the form.

3.application forms add another stage, and therefore more time, to the recruitment process. Some candidates may be lost if they can obtain work elsewhere more quickly.

4.Application forms may inadvertently be discriminatory. For instance, to require a form to be filled out ‘in your own handwriting’, where written English isnot relevant to the job, may discriminate against those for whom English is not their first language, or who may not have well-developed literacy skills.Any information such as title (marital status), ethnic origin or date of birth requestedfor monitoring purposes (eg for compliance with the legal requirements and codes of practice on race, sex, disability and age discrimination) should be clearly shown to befor this purpose only, and should be on a separate sheet or tear-off section. Such information need only be provided on a voluntary basis. Medical information should also be obtained separately and kept separate from the application form.

also be obtained separately and kept separate from the application form.

METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:

a)Direct method
b)Indirect method
c)Third-party method
a) Direct Method: These include the campus interview and keeping a live register of job seekers. Usually under this method, information about jobs and profile of persons available for jobs is exchanged and preliminary screening is done. The short listed candidates are then subjected to the remainder of the selection process. Some organization maintains live registers or record of applicants and refers to them as and when the need arises.

b) Indirect Method: They cover advertising in newspapers, on the radio, in trade and professional journals, technical journals and brochures.When qualified and experienced persons are not available through other sources,advertising in newspapers and professional and technical journals in made. Whereasall types of advertisements can be made in newspapers and magazines, only particular types of posts should be advertised in the professional and technical journals.A well thought-out and planned advertisement for appointments reduces the possibility of unqualified people applying. If the advertisement is clear and to the point, candidates can assess their abilities and suitability for the position and only those who possess the requisite qualifications will apply.

c) Third Party Method: Various agencies are used for recruitment under these methods. These include commercialand private employment agencies, state agencies, and placement offices of schools,colleges and professional associations, recruiting firms, management consulting firms,in doctrination seminars for college professors, friends and relatives.

Employment Agencies:
They are specializing in specific occupation like general office help, salesman,technical workers, accountants, computer staff, engineers and executives and suitable persons available for a job. Because of their specialization, they can interpret the needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:
They also knew as Employment or Labor Exchanges, are the main agencies for publicemployment. They also provide a wide range of services, like counseling, assistance in getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:
They maintain a complete information records about employed executives and recommend persons of high caliber for managerial, marketing and production engineers posts. These agencies are looked upon as µhead hunters, raiders, and pirates.

Trade Unions:
The employers to supply whatever additional employees may be needed often call on Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy and an evidence of goodwill and cooperation.

Professional Societies:
They may provide leads and clues in providing promising candidates for engineering, technical and management positions. Some of these maintain mail order placement services.

SELECTION
Whatever form the applications take, there may be a need to sift them before moving onto the interview stage.Such a sift serves to match the applicants as closely as possibleto the job and person specification and to produce a shortlist of people to interview. To avoid any possibility of bias, such sifting should be undertaken by two or more people, and it should involve the direct line manager/supervisor as well as personnel. Thesifting stage can also help the organisation by providing feedback on the advertising process and the suitability of the application form. It can also identify people who might be useful elsewhere in the organisation. If references or medicals are to be taken up before the invitation to interview stage, it should be made clear on the applicationform/information pack sent to the applicant.

If your organisation believes that pre-employment health screening is necessary, youmust make sure it is carried out in a non-discriminatory way:
for instance, do notsingle out disabled people for medical assessment. If a report from any individual’sdoctor is sought, then permission must be given by the individual, and they have theright to see the report (Access to Medical Reports Act 1988).The candidates who best match the specifications may then be invited for interview.The invitation letter should tell candidates that they should advise the organisation inadvance if any particular arrangements need to be made to accommodate them onarrival or during the interview; for instance, ramp access or lighting levels. Theinvitation letter should also clearly state whether the organisation will pay thecandidate’s reasonable travel expenses for the interview.

A formal definition of selection is as following
It is the process of differentiating between applicants in order to identify(andhire)those with a greater likelihood of success in a job.
Selection process assumes and rightly so, that there are more number of candidate actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and commitment. This objective is often defeated because of certain barriers. The impediments, which check effectiveness of selection, are perception, fairness,validity, reliability and pressure.

Fairness:Fairness is selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. But the low numbers of women and other less-privileged sections of the society in middle and senior management positions and open discrimination on the basis of age in job advertisements and in the selection process would suggest that all the efforts to minimize inequity have not been very effective.

Reliability:A reliable method is one that will produce consistent results whenrepeated in similar situations. Like a validated test, a reliable test may fail to predict job performance with precision.

Pressure:Pressure is brought on the selectors by politicians, bureaucrats, relatives,friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the rights ones. Appointments to public sector undertakings generally take place under such pressures.

SELECTION PROCEDURE
The selection procedure is concerned with securing relevant information about anapplicant. This information is secured in a number of steps and stages. The objective of selection process is to determine whether an applicant needs the qualification for aspecific job and to choose the applicant who is most likely to perform in that job.The hiring procedures not a single acts but it is essentially a series of methods or steps or stages by which additional information is secured about the applicant. At each stage, factsmay come to light, which lead to the rejection of the applicant. A procedure may be considered to a series of successive hurdles or barriers, which an applicant must cross. These are indented as screens and they are designed to eliminate an unqualified applicantat any point in this process. That technique is known as the successive hurdle technique. Not all selection process includes all these hurdles. The complexity of process usually increases with the level and responsibility of the position to be fulfilled.A well-organized selection procedure should be designed to select sustainable candidates for various jobs. Each step in the selection process should help in getting moreand more information about the candidate. There is no idle selection procedure appropriate for all cases.

Steps in the selection process:

1.Preliminary Screening
2.Application Blank
3.Employment Tests
4.Selection Interview
5.Medical or Physical Examination
6.Checking Reference
7.Final Approval
Preliminary Screening:This is essentially to check whether the candidate fulfills the minimum qualification. The preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate. The job seekers are received at the reception counter of the company. The receptionists or other official interviews the candidates to determine whether he is worthwhile or the candidate to fill up the application blank. Candidates processing the minimum qualification and having some chances of being selected are given the prescribed application form known as application blank.

Application Blank:
The candidates are required to give full information about their age, qualification,experience, family background, aptitude and interests act in the application blank. Theapplication blank provides a written record about the candidate. The application formshould be designed to obtain all relevant information about the candidates. All applications received from the candidates are carefully scrutinized. After the scrutiny more suitable candidates among the applicants are short-listed for written tests and others are rejected.

.

Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular screening devices. These tests are based on the assumption that human traits and work behaviors can be predicted by sampling, however tests are not fully reliable and they also involve time and money. Test is more useful in identifying and eliminating unsuitable candidates therefore should be used only as supplements rather than an independent technique of selection.
The main types of tests are=

1.Intelligence tests 2.Aptitude Test 3.Interest Test 4.Personality Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector asks a job related and general questions. The way in which a candidate respondsto the question is evaluated. The objectives of the interview are as following:
1.To find out the candidate is overall suitability for the job.

2.To cross-check the information obtained through application blank and tests, and
3.To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interviewsuffers from several drawbacks:Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may fill to extract all relevant information from the candidate. Fourthly,the personal judgment or bias of the interviewer may make the result of the interviews inaccurate.Interview should be properly conducted in a proper physical environment. The interview room should be free from noise and interruptions. The environment should be confidentand quite. People generally talk freely and frankly when there is privacy and comfort.Therefore, candidates should be put at ease. The interviewer should pay full attention towhat the candidates have to say
Medical or Physical Examination: Candidates who are found suitable after interview are called for physical examination. APanel of doctors to insure that they are healthy and physically fit for the job does a medical check-up of such candidates. A proper medical examination will also ensure thatthe candidates selected do not suffer from any serious desirous which may create problems in future.

Checking Reference: Generally, every candidate if required to state in the application form, the name and address of at least two responsible persons who know him. The reference may not give their Frank opinion unless promises made that in all information will be kept strictly confidential. Moreover the information given by them may be biased in the form of candidate.

Final Approval:The candidates who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letter to them. They are asked to join duty by the specified date. No selection
procedure is foolproof and the best way judge a person is by observing him working on the job. Candidate who give satisfactory during the probationary period are made permanent.

CHAPTER 3: COMPANY PROFILE
Snapdeal – Company Profile
Snapdeal is one of India’s leading e-commerce companies with its headquarters located in New Delhi. Snapdeal was launched in 2010, a time when the e-commerce market in India was at a nascent stage. The company was co-founded by Kunal Bahl and Rohit Bansal. Snapdeal currently offers more than 60 million products across various categories such as mobiles & tablets, computers, office & gaming, electronics, home & living, men’s and women’s fashion, sports, fitness & outdoors, daily needs, motors & accessories, books, music, real estate, and financial services. The company has more than 3 lakh sellers on its e-commerce platform that cater to millions of users. Snapdeal has a wide logistics network and it delivers to more than 6000 cities and towns in India.

History: Snapdeal launched operations on February 4, 2010. At that time, the core business idea powering Snapdeal was the daily deals platform. It allowed users to get the best deals every day, for example, discounts at restaurants, hotels movie theaters, etc. Later, in December 2011, the company announced its plans that it would be changing its business dynamics and transitioning to a full-fledged e-commerce company. The move came as a surprise to investors, since the company had a 70 percent share in the daily deals business. Investors were skeptical, but Bahl was able to convince the board members. The decision has turned out to be visionary, as Snapdeal is currently a leading e-commerce marketplace in India.

Funding: Snapdeal is one of the most funded companies in India. Till date, it has received total funding worth $1.78 billion. Snapdeal has received funding from individuals as well as private equity investors and venture capitalists. Some of the top investors in Snapdeal include SoftBank, BlackRock, Temasek, Foxconn, Alibaba, eBay Inc., Premji Invest, Intel Capital, Bessemer Venture Partners, Mr. Ratan Tata, Clouse SA, Ontario Teachers’ Pension Plan, Kalaari Capital, Nexus Venture Partners, Cambrian Ventures, Iron Pillar, and Myriad Group.

Acquisitions: Snapdeal has acquired several businesses over the years to boost its competitiveness and service offerings. Some of the key acquisitions include GoJavas, TargetingMantra, Reduce Data, Fashiate, MartMobi Technologies, RupeePower, Exclusively, Wishpicker, Doozton, and Shopo. Snapdeal has also invested in various businesses such as Vulcan Express, FreeCharge, NuvoEx, PepperTap, Bewakoof, and Zumbi.

Competition: Snapdeal competes with other leading e-commerce marketplaces in India such as Flipkart and Amazon India. In 2017, Snapdeal was almost certain to be acquired by rival Flipkart, but the deal was abandoned at the last moment. Co-founder Kunal Bahl wanted Snapdeal to make a fresh start, which is why the acquisition deal was called off. Snapdeal recently sold FreeCharge to Axis Bank at around Rs 385 crore, which has allowed the company to begin a new journey.

About the Founders: Snapdeal was co-founded by Kunal Bahl and Rohit Bansal, who are school friends. Kunal Bahl is currently the CEO of Snapdeal whereas Rohit Bansal is the COO. Kunal Bahl has studied management at the University of Pennsylvania, the Wharton School and Kellogg School of Management. He had worked at Microsoft earlier. Rohit Bansal is an engineering graduate from the Indian Institute of Technology, New Delhi.

60 Million+Products300,000Sellers
6000+Cities
In February 2010, Kunal Bahl along with Rohit Bansal, started Snapdeal.com – India’s largest online marketplace, with the widest assortment of 60 million plus products across 800 categories from regional, national and international brands and retailers.

With millions of users and more than 300,000 sellers, Snapdeal is the shopping destination for Internet users across the country, delivering to 6000+ cities and towns in India.

In its journey till now, Snapdeal has partnered with several global marquee investors and individuals such as SoftBank, BlackRock, Temasek, Foxconn, Alibaba, eBay Inc., Premji Invest, Intel Capital, Bessemer Venture Partners, Mr. Ratan Tata, among others.

Workplace Responsibilities
Fair Employment Practices and Diversity:

1.SNAPDEAL Group is committed to adoption of fair employment practices. It ensures diversity of workplace through efforts to recruit, develop and retain the most talented people from a diverse candidate pool. It upholds the principle that advancement is based on talent and performance and there is a commitment to equal opportunity.

2.As a fair employment practice, we expect that you shall not (during the course of your service or upon cessation of your service for a period of six months from the date of cessation) directly or indirectly on your own accord or on behalf or in conjunction with any other person, convey or solicit or attempt to induce any employee or business associate to leave their current employment with the SNAPDEAL Group and join the service of the new employer or any competitor.

Fair Competition:
1.Although it is common to gather information about the general marketplace,including competitors’ products and services, the Company wants to compete fairlyDrug Free Workplace.

2.You should ensure that your workplace is healthy and productive and free from rugsDiscrimination and Harassment and Intimidation.

3. SNAPDEAL Group is committed to prohibition of harassment and intimidation of employees in the workplace. The SNAPDEAL Group discourages conduct that implies granting or withholding favours or opportunities as a basis for decisions affecting an individual, in return for that individuals compliance. Such harassment is the easier form of harassment to identify because it takes the form of either a threat or a promise, whether explicitor implied.

4. SNAPDEAL Group has a Gender Neutral Policy that prohibits unwelcome advances,requests for sexual favours, or other verbal or physical conduct where such conducthas the purpose or effect of unreasonably interfering with an individuals work performance or creating an intimidating, hostile or offensive working environment.Safety in the Workplace.

5. SNAPDEAL Group considers safety of employees as the primary concern. The SNAPDEAL Groupis committed to safety of employees and expects its businesses and employees tocomply fully with appropriate laws and internal regulations.

6. SNAPDEAL Group encourages responsible behaviour of its employees and colleagues that result in the best possible accident prevention measures. This applies both to the technical planning of workplaces, equipment, and processes and to safety management and personal behaviour in everyday workplace.

Awards and recognitions(Kunal Bhel)
1. BMA Entrepreneur of the Year 2014 
2. ET Top 50 Entrepreneur of India 2014
3. Ranked 25 on Fortune 40 under 40 most influential business leaders list 2014 
4. EY Entrepreneur of the year – Startup 2014 
5. Nasscom NextGen Entrepreneur 2014 
6. AIMA Transformational Business Leader of the Year 
7. Indian Affairs Business Leader of the Year 2015
Awards and recognitions-Rohit Bansal1. BMA Entrepreneur of the Year 2014 
2. ET Top 50 Entrepreneur of India 2014
3. EY Entrepreneur of the year – Startup 2014
 
 
CHAPTER 4- DATA ANALYSIS AND INTERPRITATION

DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding ³Recruitment ; Selection Procedure´ of their company. 30 employees are selected from different department and were distributed the questionnaire from the purpose of the study.

Analysis of the data
The analysis of the data is done as per the survey finding. The data is represented graphically in percentage.

The percentage of the people opinion were analyzed and expressed in the form of charts and have been placed in the next few pages.

Analysis of the data
The analysis of the data is done as per the survey finding. The data is representedgraphically in percentage.

The percentage of the people opinion were analyzed and expressedin the form of charts and have been placed in the next few pages.

Manpower Planning-
1.

Specify the time period(s) for which the estimates are made?
S.NO OPENION(YEARS) NO.OF RESPONDANT PERCHANTAGE
1 0-2 9 30%
2 2-3 6 20%
3 3-4 9 30%
4 4 ; ABOVE 6 20%
20% people said that the company specifies 0-2 year for making estimation of forecasting.

30% people said that the company specifies 2-3 years for making estimation.

30% people said that the company specifies 3-4 years for making the estimation of forecasting.

20% people said that the company specifies 4 ; above time period for making forecasting.

2.Does your organization plan the recruitment policy?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 30 100%
2 no 0 0

100% people said that the plan the requirement policy

3. What do you suggest should be the basis of forecasting?
1 Total cost of project 6 20%
2 Past experience 12 40%
3 Diff.phase of project 9 30%
4 All of the above 3 10%
20% people said that their company forecast on the bases of Total cost of the project.

40% people said that the company forecast on the bases of past experiences.

30% people said that the company forecast on the bases of the Different phases of the project.

10% people said that the company forecast on the bases on of the above.

4. Do you think the present recruitment policy is helpful in achieving the goals of the company?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 15 50%
2 no 06 20%
3 To some extent 09 30%
50% people said that the company is recruitment policy is helpful in achieving the goals.

20% people said that the company is recruitment policy is not helpful in achieving the goals.

30% people said that the company is recruitment policy is helpful to some extent in achieving the goals

5. Through which source your organizations recruit the employees?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 internally 06 20%
2 externally 18 60%
3 both 06 20%
20% people said that the company recruits the employee from the internal sources.

60% people said that the company recruits the employee from the external sources.

20% people said that the company recruits the employee from the both sources

6. Which of the following external sources you choose for the recruitment of the employees?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 Employee exchange consultant 6 20%
2 Private employee agency 6 20%
3 advertisement 3 10%
4 internet 12 40%
5 anyother3 10%
20% people said that the company uses the employee exchange consultants.

20% people said that the company uses private employment agencies.

10% people said that the company uses the advertisement method.

40% people said that the company uses the Internet method.

10% people said that the company uses the any other way.

7. Does your organization recruit employees through latest method of recruitment through Internet?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 30 100%
2 no 0 0%

100% people said that the company uses the latest method of recruitment.

.8.Is company use own web site for recruitment.?S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 Yes 27 90%
2 no 03 10%
90% people said that the company uses his own web site for recruitment.

10% people said that the company not uses his own web site.

9.How much number of employees you train in a year?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 5 to 10 employee 0 0%
2 10-15 employee 6 20%
3 15 ; above empl. 24 80%
80% people said that the company trains 10-15 Employees in a year.

20% people said that the company trains 15;above Employees in a year
10. Is Internet recruitment is effective in your opinion?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 24 80%
2 no 6 20%
80% people said that the Internet recruitment is effective sources of recruiting the employee.

20% people are not in favor of recruiting the employee through Internet.

11.Is there any provision for recruitment of summer trainees?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 0 0%
2 no 100 100%
100% people said that there is no provision to recruiting summer/in-plant trainees.

12. Does the procedure adopted for recruitment and selection of employees enables to give right person at the right job?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 21 70%
2 no 3 10%
3 To some extant 6 20%
70% people said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job.

10% people said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for at the right job
20% people said that the procedure adopted for recruitment and selection of employees enable to some extent to place the right person for at the right job.

13. Which type of technique is used for interview?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 structured 18 60%
2 unstructured 3 10%
3 both 9 30%
60% people said that the company uses the structure technique for selection.

10% people said that the company uses the unstructured technique for selection.

30% people said that the company uses both the techniques for selection.

14. Is there any provision for evaluation and control of recruitment and selection process?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 24 80%
2 no 6 20%
80% people said that the company has the provision for evaluation and control of recruitment and selection.

20% people said that the company does not have the provision for evaluation and control of recruitment and selection

15.Is there any facility for absorbing the trainees in your organization?
S.NO OPENION NO.OF RESPONDANT PERCHANTAGE
1 yes 100 100%
2 no 0 0%
100% people said that the company has the facility for absorbing the trainees.

CHAPTER5:
1.CONCLUSION AND RECOMMENDATIONS
2.LIMITATIONOF THE STUDY
3.BIBLIOGRAPHYCONCLUSION AND RECOMMENDATION
SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM ANDPRACTICES OF RECRUITMENT AND SELECTION PROCEDURE.The following are the suggestions received from the respondents of the questionnaire.These suggestions are based on their awareness regarding the Recruitment and Selection procedure.

1.During the selection process not only the experienced candidates but also the freshcandidate should be selected so as to avail the innovation and enthusiasm of newcandidates.

2.In the organization where summer training facility prevailing then such kind of practices must be adopted so that the student can learn and again from their practical views.

3.Candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and atease.

4.Company should follow all the steps of recruitment and selection for the selection of the candidates
.5.Selection process should be less time consuming.

6.The interview should not be boring, monotonous. It should be made interesting. Theremust be proper communication between the Interviewer and the Interviewee any thetime of interview.

7.Evaluation and control of recruitment and selection should be done fair judgment.

8.Methods used for selection of candidates should be done carefully and systematically
9.The attainment of goals and objective of any organization depend on the type andquality of its manpower. To have right type of men at right job and at right time, the recruitment and selection procedure should be fair and impartial.

10.This is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it.

CONCLUSIONS-
Based on the analysis through the questionnaire responses the following is the conclusionof the study.The organization follows the rules and regulation involved in their Recruitment and Selection Procedure of the organization. However, there is some scope for improvement with regard to following:
1.The managers are fully satisfied with the existing Recruitment and Selection procedure.

2.The recruitment and Selection procedure should not be lengthy.

3.To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.

4.The Recruitment and Selection procedure should be impartial

LIMITATIONS OF STUDY
The project has inherent limitations due to its potential scope
1)Time is too short to give shape to a new idea in an old set up like escorts.

2)Less importance to long term operational benefits.

3)Expenses for HR Departments are not viewed as investments.

Since SNAPDEAL is a large organization with its strongly set business practices, so extensive efforts and change in organization thinking will be necessary in order HR Department. 
 

 
 
BIBLIOGRAPHY

1.Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.

2.CHHABRA T.N, Principles ; practices of management, Dhanpat Rai and co. (p)Ltd, Delhi, 2000.

3.Practice of Human Resource by Danny Shield.

4.Manuals from the Bank.

5.www.snapdeal.com

x

Hi!
I'm Marcia!

Would you like to get a custom essay? How about receiving a customized one?

Check it out