A SUMMER TRAINING REPORT

ON

RECRUITMENT AND SELECTION

AT
MISTUBA SICAL INDIA PRIVATE LIMITED
Submitted in partial fulfilment of the requirement for award of degree of
Bachelor of Business Administration
Submitted to

MAHARISHI DAYANAND UNIVERSITY, ROHTAK

(Session 2017-2020)
Submitted to: Submitted by:
Dr. Sanjeev Khurana Purva Mudgal
HOD in Commerce Department Roll no…………
Government PG college Reg. No.: 17GU301015
Sector 9, Gurugram BBA 5th semester

GOVERNMENT PG COLLEGE

Sector 9, Gurugram, Haryana

 DECLARATION

I hereby declare that the Summer Training on A Study on Recruitment And

Selection in Mitsuba Sical India Private Limited, as undertaken by me and
submitted to Maharshi Dayanand University, Rohtak In partial fulfillment of
the requirements for the award of the degree Bachelors Of Business
Administration is my original work and in the best of my knowledge the
same has not been submitted for the award of any other degree.

Purva Mudgal
BBA 5TH SEMESTER
 CERTIFICATE OF GUIDE

Ms PURVA MUDGAL a bonafide student of Bachelor Of Business

Administration, Government P. G. College, Gurugram, an affiliated Institute
of Maharshi Dayanand University, Rohtak has carried out the Summer
Training on “A STUDY ON HUMAN RESOURCE” in partial fulfillment of
the requirement for the Degree Of Bachelor Of Business Administration
under my supervision and guidance.

SIGNATURE OF GUIDE
Name : Sanjeev Khurana
Designation : HOD In Commerce
Government P G College,
Sector – 9 , Gurugram
 ACKNOWLEDGEMENT

I express my deep sense of gratitude and indebtedness to Dr. Sanjeev

Khurana, HOD, Department of Management, Government P. G. College,
Gurugram and my guide Dr. Sanjeev Khurana (Faculty of Management) for
their keen interest, valuable guidance, constant inspiration and continuous
encouragement during the various phases of work.

I am immensely thankful and indebtedness to Brig. Satymanyu Yadav,

Principal, Government P .G. College, for his thoughtful advice and useful
suggestion in selection of project title and carrying out the work.

I also express my gratitude to all the Faculties of Department of

Management, Government P. G. College, for their extended cooperation and
creative validation of my work as needed for its completion.

I also owe my obligation to the Librarian and the Staffs of Library,

Government P. G. College, who made available to me quite a few of the
information and data, books and journals I had wanted to go through for
preparation of this dissertation.

I cannot go without expressing my thanks to all my well-wishers, associated

with the project directly or indirectly, for providing support and cooperation
during the project.
 EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations have to

respond quickly to requirements of people. The market has been witnessing
growth for the past few years but not in the very recent years. Many
players have entered in the market thereby increasing the level of
competition. In this competitive scenario it has become a challenge for each
company to adopt practices that would help the organization stand out in
the market. The competitiveness of an organization is measured through the
quality of products and services offered to customers that are unique from
others.

Thus the best services offered to the customers are results of the genius
brain working behind them. Human resource in this regard have become an
important function in any organization. All practices if marketing and
finance can be easily emulated but the capability, the skills and the talent
of a person cannot be emulated. Hence, it is important to have well defined
recruitment policy in place, which can be executed effectively to get the
best candidates for the vacant position. Selecting the wrong candidate or
rejecting the right one could turn out to be costly mistakes for the
organization. Therefore the recruitment and selection process of the
organization should be studied, make changes to the existing one, if
necessary, and the new process should be implemented efficiently.
 INDEX

 INTRODUCTION
 COMPANY PROFILE
 INTERNSHIP EXPERIENCE
 RECRUITMENT AND SELECTION PROCESS
a) INTRODUCTION
b) RECRUITMENT
c) SELECTION
 DIFFERENCE BETWEEN RECRUITMENT AND
SELECTION
 ANALYSIS & INTERPRETATION OF DATA
 FINDINGS
 IMPORTANT NOTE
 CONCLUSION
 SUGGESTIONS
 ANNEXURE
INTRODUCTION
 1) INTRODUCTION

Human Resources is a basic need of any work to be done.

Human Resource Management is concerned with the “human
being” in an organization. Human Resource Management is viewed
in the way of staff and support which provides assistance in HRM
matters to Line employees, or those directly involved in producing
Organization’s goals and services . HRM is a function of every
manager’s job. Whether or not one in a “FORMAL” HRM
department, the facts remain that to effectively managers to handle
the activities.
Human Resource planning helps determine the number and types
of the people an organization needs . Recruitment follows Human
Resource planning and goes hand in hand with the selection
process by which organizations evaluate the suitability of the
prospective candidates for the job . Job analysis and job design
specify the tasks and duties of jobs and the qualifications expected
from prospective job holders . The next logical step is to select
the right number of people the right type to fill the jobs.
Selection involves two broad gropes of activities:
(a) Recruitment
(b) Selection.
 DETERMINED
HUMAN
RECRUITMENT JOB ANALYSIS
RESOURCE
AND SELECTION DOCUMENT
MANAGEMENT
NEEDS

Recruitment is a process of searching out the potential applicants

and inspiring them to apply for the actual or anticipated vacancy
whereas Selection is a process of hiring employees among the
shortlisted candidates and providing them a job in the organization.
An organization small or large, profit or service oriented, the
ultimate aim is to achieve organizational goal. This achievement
can only be possible through skillful and management of power.
Selection is a key component in the acquisition of human
resources.

Without a reliable selection mechanism, a business can never

flourish, especially in the present world market Economy, which is
fiercely competitive and dynamic. Usually after successful
completion of recruitment, selection and induction process the new
employee must be developed to better fit the job and organization.
MITSUBA CORPORATION has an enriched and skilled Human
Resource Division. HRD through definite and systematic
recruitment and selection procedure selects and trains up its
manpower for achieving its ultimate goal. This study is important
because we find out the methods of MITSUBA CORPORATION
adopts for recruitment and selection and some recommendations for
their better effect in future.
 2) ORIGIN OF THE STUDY

The Internship report is prepared for making a study on

“RECRUITMENT AND SELECTION PROCESS at MITSUBA
SICAL INDIAPRIVATE LIMITED” It is required for BBA
Program Internship which includes three months practical working
experience at a branch office in the representative organization.
The guideline and preparation of the report was supervised and
directed by Dr. Sanjeev Khurana, HOD of Commerce department
of Government College at Maharashi Dayanand University, Rohtak
and I am thankful to him for assigning this project.

3) OBJECTIVES OF THE STUDY

3.1) BROAD OBJECTIVES

 To make familiar with the terms what I have studied

during BBA course.
 To know about the HR functions and processes at
MITSUBA CORPORATION.
 To get an overall idea about the management functions
and operation strategy of MITSUBA CORPORATION.

3.2) SPECIFIC OBJECTIVES

 To be familiar with the HR Management at MITSUBA

CORPORATION.
 To fulfill the partial requirement of BBA degree.
  To gather comprehensive practical knowledge on the
recruitment and selection process and to know how
MITSUBA CORPORATION works at operational level.

4) METHODOLOGY OF THE STUDY

In order to contract the report I have collected necessary

information from two sources - Primary Sources and Secondary
Sources

4.1) PRIMARYSOURCES:- The primary data collected from the

following sources
 Face to face discussion
 Telephonic discussion
 Oral interview of the responsible officers

4.2) SECONDARY SOURCES:- The secondary data collected from

the following sources
 Websites of Inpace
 Various documents Inpace

5) LIMITATIONS OF THE STUDY

The officers are very co-operative but they are too busy to give
me time to get knowledge about practical activities. Moreover,
they have to deal in a very competitive environment based on
money related activities. I had to prepare this report alone.
Every task has some limitations. I faced some usual constraints
during the course of my Internship. These are as follows :-

 SHORT OF TIME
The time constraint of the study hindering the course of vast area.

 BUSY WORKING ENVIRONMENT

The officials had sometimes been unable to provide information
because of their huge routine work.

 LACK OF SUFFICIENT WEL INFORMED OFFICIALS

Many officials of the branch are not well informed about different
systems of Mitsuba Corporation. They know but less. I had to
face much difficulty to collect this information.

 INSUFFICIENT DATA
Some desired information could not be collected due to
confidentially of business.

 CONFIDENTIAL ISSUES
Human resource department maintains very much confidential about
their activities and internal information.
 COMPANY
PROFILE

MITSUBA SICAL INDIA

PRIVATE LIMITED
 1) INTRODUCTION TO MITSUBA CORPORATION

Mitsuba Sical India Private Limited is the first dealer

manufacturing motorcycle components, nursing care equipment, and
car accessories in JAPAN, since 1946. It is one of the best
dealership facility in the heart of a city and started spreading in
America, Mexico, Brazil, Brasil, Europe, Africa, France, India,
Turkey, Italy, Germany, Hungary, Asia, Indonesia, Vietnam,
Philippines Thailand, China, Hong Kong, and many more. This is
keeping in mind customer convenience at the time of purchase and
later for periodic maintenance and repairs.

As the management says, “TOGETHER WITH THOSE WHO

SUPPORT IT, MITSUBA WILL PROVIDE PLEASURE AND
PEACE OF MIND TO THE PEOPLE OF WORLD BY
CREATING TECHNOLOGY IN HARMONY WITH SOCIETY
AND THE ENVIRONMENT”
Their 73years of experience, spanning more than 2.5 generations,
in automobile and nursing care products dealership business gives
them the added advantage to look customer’s precious Mitsuba.
“MITSUBA CORPORATION promises to give customer a whole
new experience of PRODUCTS OWNERSHIP!”

2) HISTORY OF MITSUBA CORPORATION

This journey was started in October 1994,when the name of the

Industry was named by Sunvip-Co., Ltd. in Higashimurayama,
Tokyo.
In October 2000, the name of the company was changed to
Sankowa Co., Ltd due to the merger of Sunvip-Co.,Ltd and
Hirowa Electric Co., Ltd.
In September 2003, the location of the head head office was
Relocated.
In April 2005, Sankowa Co., Ltd took over Mitsuba’s automotive
supplies business and changed its name to Mitsuba Sankowa Co.,
Ltd.

In June 2006, Chiaki Norimoto assumed office as Representative

Director.
In 2007, Mitsuba received Best Supplier Award for the year 2007-
08.
In 2008-2009, Top in Kaizen Achievement for the year 2008-2009 to
meet Roundness.
In June 2011, Hiroshi Kashiwagi was appointed as a representative
director.
In September 2017, the location of the Sapporo Sales Office and
Fukuoka Sales Office was Relocated.
In 2017, Mitsuba received Best Support Award for the year 2017
In June 2018, Shinichi Sugawara assumed the position of
Representative Director.
In 2018, Mitsuba received Best Supplier Award for the year 2018
Mitsuba Corporation is Japan’s No.1 product maker and is on its
way to becoming the World’s No.1. They have chosen Chennai to
be their hometown and have setup in Gummidipoondi. The
Mitsuba Family is proud been awarded for the supply service.

3) MITSUBA GOAL
Mitsuba Corporation is committed to maintain state of the art
manufacturing facilities for ensuring best quality products to the
customers. The company is devoted to increase sale growth,
increase productivity, improve company image, customer
satisfaction and ensuring continuous improvement.

4) BIO-DATA
INDUSTRY MITSUBA CORPORATION

FOUNDED MARCH8,1946

HEADQUARTERS ITABASHI-KU, TOKYO

AREA SERVERED WORLDWIDE

KEY PEOPLE 1) NOBORUHINO {CHAIRMAN

AND CEO}

2) YUICHI NAGASE {PRESIDENT

AND COO}

PRODUCTS AUTOMOBILE AND NURSING

CARE PRODUCT, LUXURY

PRODUCT

NO. OF EMPLOYEES 4,105(3,074-MEN & WOMEN-1,031)

CAPITAL JPY 9,885 MILLION

SALES JPY 144,536 MILLION

PARENT MITSUBA GROUP

WEBSITE WWW.MITSUBA.CO.JP

CONSOLIDATED EMPLOEES 28,433

CONSOLIDATED SALES JYP333,278 MILLION

5) MITSUBA BRAND

Our company has been using the Brand MITSUBA for over 2.5
decades. The Brand represents the attributes of innovation and
long-lasting quality, making the products real value for money,
leading to tremendous customer satisfaction.
The Brand has consistently been declared among the top consumer
durable Brands in the country. A survey done by
Mr. Sandeep Goyal, places our Brand among the top 5 Brands in
Auto Electrical System, Motorcycle Products, Driving Motor
Products, General Use Products, Nursing Care Products categories.
Mitsuba is among the popular Brands in electronic products like
ACs etc. The Brand is also in the hospitality business through our
chain of exclusive hotels and resorts.
MITSUBA has a rich legacy, of backing its products with
excellent after sales service, resulting in satisfied customers.

6) CALL CENTRE

A call centre is a platform to allow

communication channel interface,

uniform interaction with customer

irrespective of channel communication

and facilitate backend system /

processautomation using appropriate

workflow algorithm and security system

7) VERTICLES OF MITSUBA
 AUTO
ELECTRICAL
PRODUCTS

MOTOR-
GENERAL
CYCLE
USE
ELECTRICAL
PRODUCTS
PRODUCTS
VERTICLES

NURSING
DRIVING
CARE
MOTORS
PRODUCTS

8) QUALITY POLICY
 Absolute commitment to the highest standard quality product
and service.
 Improve market share and productivity.
 The quality management system shall be resourced with the
competent personnel, suitable premises and up to date
technology.

9) QUALITY ASSURANCE

Mitsuba stated belief that “No compromises on quality can be

made in a business to satisfy the customer.”

Mitsuba’s quality assurance department is prepared with the best

trained and most up to date machineries. All practices about
testing, sampling, and inspecting products are plainly approved,
implanted and clearly documented. Through training program, it
makes employees and workers updated and ensures about quality.

10) WORKPLACE ATTIRE (DRESS CODE)

 Male
 Tucked in long shirt (may wear half shirt during
summer)
 Pant (formal)
 Jacket / Blazer / Suit / Sweaters (when and where
required)
 Considering the job nature and relevance employee
may require wearing tie.
 female
 Salwar Kameez / Saree
 Formal footwear
 Jacket / Shawl / Sweater (when and where required)

11) CONVERSATIONAL ETIQUETTE

Employee’s conversation or communication with his / her peers,

customers, supervisors or vendors should be formal avoiding any
kind of local colloquial diction.

12) USE OF MOBILE PHONES

Employees are discoursed to make personal phone calls during the

office hour by using official phones / personal cell phone. However
they may make such calls during the breaks. All employees should
always keep their voice low while talking over phones so that it
does not distract their peers.

13) USE OF COMPANY PROPERTY

While using company’s property employee has to be very careful

about that property as well as himself / herself.

14) USE OF COMPUTER

Employee should be cautions while using computer and must abide

by the “IT security policy” which has been uploaded in the
MITSUBA intranet.

15) PERSONAL PROPERTY

Employee must keep his / her personal thing in safe place. If

anything is lost / misplaced from his / her desk, Mitsuba is not
liable for that.

16) SMOKING

Mitsuba’s premise has been decaled a non-smoking zone.

Employees who prefer to smoke are advised to use designed place
for smoking Cooperation of all in this regard is highly appreciable.
 17) CLEAN DESK / WORK STATION

Employee’s desks must be kept neat and tidy and all unnecessary
papers and files should be removed. Confidential documents are
kept in right place before leaving their desks.

18) ACCESS TO THE COLLEGUES’S DESK / PC

Without permission, employees should not touch / go through their

peer’s documents whether it is hard / soft copy.
 INTERNSHIP
EXPIERENCE

I have worked as an Intern at Mitsuba Corporation in the Bilaspur

Branch from 1st June 2019 to 31st August 2019. The internship
program has provided me tremendous opportunities and scopes to
learn and get the insights of practical works which will help me
in developing my future career. Through the internship program I
have learnt regular work as well as corporate work experience that
I never could have learnt from the classroom. Moreover, besides
the regular office work I have learned to deal with the challenges
of the industry, got the opportunity to apply knowledge gained
from the academic experience, explored many scopes to observe
various roles and jobs in the industry sector and all these learning’s
helped me to gain “real world” experience in banking world .
since my first day, I had the chance to handle a multitude of
tasks and responsibilities. I worked in Human Resource
Management sector throughout my three months Internship
program.
 RECRUITMEMT
AND
SELECTION
PROCESS

1) INTRODUCTION

Human Resource management involves all management decisions

and practices that directly affect or influence the person or human
resources who work for the organization. In recent years increased
attention has been devoted to how organizations manage human
resources. Work force of an Organization is one of the most
important inputs of components. It is said that people are our
single most important assets. Because of the unique importance of
HUMAN RESOURCE and its complexity due to ever changing
psychology, behaviour and attitudes of men and women at work,
in all business concerns, there is one common element. I. e.
Human personnel function, i.e., manpower management function or
system can be broadly defined as the management of people at
work management of managers and management of workers.
Personnel function function is particularly interested in personnel
relationship and interaction of employees—human relation.
In a sense, management is a personnel administration. Management
is the development of people, and not mere direction of material
resources. Human capital is the greatest asset of a business
enterprise. The essential ingredients of management is the
leadership and direction of people. Each manager of people has to
be his own personnel man. Personnel management is not
something you really turn over to personnel department staff.

1.1) HISTORICAL BACKGROUND OF HRD IN MITSUBA

CORPORATION
Human Resources Management (HRM) is the strategic management
of the employees, who individually and collectively contribute to
the achievement of the objectives of the organization. The
objective of MITSUBA SICAL INDIA PVT. LTD. is to remain a
partner for the growth of their customers and well-wishers.
As to development of manpower MITSUBA CORPORATION
always emphasizes on extensive training both internal and external.
They believe that offering unfettered career development
opportunities to its employees will return greater benefit for the
organization in the long run by increasing the commitment level
and service delivery capacity of the staff.
A good organization makes sure that it itself and the people who
work for it succeed together, and the Human Resources Division's
prime concern is the success of the people who work for the
organization. MITSUBA Human Resources Division is in constant
pursuit of providing for the optimum benefits and career support
to its personnel.
Mitsuba Corporation that is the human resources that underlie all
success of the organization and it will reach still higher goals
capalitalizing the powers of its human resources.
Mitsuba Corporation has a separate HRM Division from its
beginning. There are now around 4100 full time employees
working in Mitsuba Corporation’s different branches.

1.2) RESPONSIBILTY OF HR MANAGEMENT

 BOARD
OF
DIRECTOR

MANAGING
DIRECTOR

HEAD OF
HUMAN
RESOURCE

STAFFING MAINTAINE DEVELOPM MOTIVATIO

NCE ENT N
•HUMAN • HEALTH • ORIENTA • JOB
RESOURCE & TION DESIGN
PLANNING SAFTEY • EMPLOY • REWARD
•SELECTION • COMMU EE S AND
•PLACEMEN NICATIO TRAININ COMPEN
T NS G SATION
•DISCIPLINA
RY
• EMPLOY • EMPLOY
ACTION EE EE
DEVELOP BENEFIT
MENT S
• PERFOR
MANCE

1.3) ORGANOGRAM OF HUMAN RESOURCE DIVISION

 1.4) ACTIVITIES OF HUMAN RESOURCE DIVISION
HUMAN RESOURCE
PLANNING

MAINTAINENCE OF HUMAN
RESOURCE INFORMATION
SYSTEM
HRD

RECRUITMENT AND
SELECTION

EMPLOYEE TRAINING AND

DEVELOPMENT

ANNUAL CONFIDENTIAL
REPORT

2) RECRUITMENT
 2.1) INTRODUCTION

Recruitment is the process of searching for prospective employees

and stimulating them to apply for the job in the Organization.

In The Recruitment Process, 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
selection.

For this, different sources of recruitment such as newspaper

advertisement, employment exchanges, internal promotions, etc., are
used. Recruitment represents the first contact that a company
makes with potential employees.

One area in which human resource management has been

significantly impacted upon by a technology is recruitment. Before
the internet recruitment relied on print publication such as
newspaper, to post jobs and get prospectus for open positions.
Other methods such as, networking also were used, but it was
difficult for recruiters to post a job in one or more locations and
have millions of people see it all at once.

2.2) PURPOSE

 To determine the present and future requirements of the

 Organization on conjunction with its personnel-planning and
job analysis activities.
 To increase the pool of job candidates at minimum cost.
 To help in increasing the success rate of the selection
process by reducing the number of visibly under qualified
and overqualified job applicants.
 To meet the organization’s and social obligations regarding
the composition of workforce.
 To help in reducing the profitability that job applicants,
once recruited and selected, will leave the organization only
after a short period of time.
 Being identifying and preparing potential job applicants who
will be appropriate candidates.
 To increase the organizational and individual effectiveness in
the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
 Recruitment is a positive function in which publicity is
given to the jobs available in the organization and interested
candidates are encouraged to submit application for the
purpose of selection.

2.3) THEORY

 Objective Theory
  Assume applicants use a very rational method for
making decision.
 Thus, the more information you can give them (E.g.
salaries, benefits, working conditions, etc.), the better
applicants weight these factors to arrive at a relative
“desirability” index.
 Subjective Theory
 Assumes applicants are not rational, but responds to
social and psychological needs (E.g. security,
achievement, affiliation)
 Thus, play to these needs by highlighting job security
or opportunity for promotion or collegiality of work
group, etc.
 Critical Contact Theory
 Assumes key attractor of quality of contact with the
recruiter or recruiter behavior , (E.g. promptness,
warmth, follow-up calls, sincerity, etc.)
 Research indicates that more recruiter contact enhances
acceptance of offer, also experienced recruiter (E.g.
middle-aged) more successful than young or
inexperienced recruiter- may be especially important
when recruiting ethnic minorities, women, etc.

2.4) POLICY
Recruitment policy of any organization is derived from the
personnel policy of the same organization. However the recruitment
policy by itself should take into consideration the government’s
reservation policy, policy regarding son of soil, etc., personnel
policies of other organizations regarding merit, internal sources,
social responsibility in absorbing minority sections, women, etc.
Specific issues which may be addressed in Recruitment Policy :

 Statement
 Nondiscrimination (EEO employer) or particular
protected class members that may be sought for
different positions
 Position description
 Adherence to job description (qualification) in
recruitment - BFOQs (bonafide occupational
qualifications).
 How to handle special personnel in recruitment
 E.g. relatives (nepotism), veterans (any special
advancement towards retirement for military experience),
rehires (special consideration, vacation days or other
prior benefits), part-time or personnel temporary (special
consideration, benefits).

 Recruitment budget / expenses

 What is covered? Travel, lodging / meals staff travel to
recruit, relocation, expenses, etc.
 Others
  Residency requirement in district
 Favors, special consideration related to recruitment -
E.g., Get spouse a job.

2.5) FACTORS AFFECTING RECRUITMENT

All organizations whether small or large, do engage in recruiting
activity, though not to the same extent.
 The size of the organization.
 The employment conditions in the community where the
organization is located.
 Working conditions, salary and benefits packages offered
by the organization.
 The rate of growth of the organization.
 Future expansion program of the organization.
 Cultural and legal issues.
 Organization’s ability to find and retain good performing
people.

2.6) PROCESS
Recruitment is a process of finding and attracting the potential
resources for filling up the vacant positions in an organization. It
sources the candidates with the abilities and attitude, which are
required for achieving the objectives of an organization.
Recruitment process is a process of identifying the jobs vacancy,
analyzing the job requirements, reviewing applications, screening,
shortlisting and selecting the right candidate.

STEP-1 • Recruitment Planning

STEP-2 • Strategy Development
STEP-3 • Searching
STEP-4 • Screaning
STEP-5 • Evaluation and Control

STEP-1
Recruitment Planning

The recruitment process begins with the planning where in the

vacant job positions are analyzed and then the comprehensive job
draft is prepared that includes : job specifications and its nature,
skills, qualifications, experience needed for the job, etc.

 Identifying Vacancy
This process begins with receiving the requisition for recruitments
from different department of the organization to the HR
Department, which contains –
  Number of posts to be filled
 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing
manager to ascertain whether the position is required or not,
permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment.
Proper identifying, planning and evaluating leads to hiring of the
right resource for the team and the organization.

 Job Analysis
Job analysis is a process of identifying, analyzing, and determining
the duties, responsibilities, skills, abilities, and work environment
of a specific job. These factors help in identifying what a job
demands and what an employee must possess in performing a job
productively.
Job analysis helps in understanding what tasks are important and
how to perform them. Its purpose is to establish and document
the job relatedness of employment procedures such as selection,
training, compensation, and performance appraisal.

The following steps are important in analyzing a job −

 Recording and collecting job information.

 Accuracy in checking the job information.
 Generating job description based on the information.
 Determining the skills, knowledge and skills, which are
required for the job.
The immediate products of job analysis are job descriptions and
job specifications.

 Job Description
Job description is an important document, which is descriptive in
nature and contains the final statement of the job analysis. This
description is very important for a successful recruitment process.
Job description provides information about the scope of job roles,
responsibilities and the positioning of the job in the organization.
And this data gives the employer and the organization a clear
idea of what an employee must do to meet the requirement of
his job responsibilities.
Job description is generated for fulfilling the following
processes −

 Classification and ranking of jobs

 Placing and orientation of new resources
 Promotions and transfers
 Future development of work standards

A job description provides information on the following

elements−

 Job Title / Job Identification / Organization Position

 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
  Process of Supervision
 Working Conditions
 Health Hazards
ADVANTAGES OF JOB DESCRIPTION
 Provide an Opportunity to Communicate Mitsuba Direction
and Inform Employees How They Fit Into the Big Picture.
 Set Clear Expectations About What You Expect From People.
 Help You Cover Yourself Legally.
 Help Organizational Employees, Who Must Work With the
New Hire, Understand the Boundaries of the Person's
Responsibilities.
DISADVANTAGES OF JOB DESCRIPTION
 They Become Outdated in a Fast-Paced, Changing, Customer-
Driven Work Environment.
 Don't Always Have Enough Flexibility so Individuals Can
"Work Outside of the Box."
 Don't Always Provide for Reviews of an Employee's Day -
To – Day Work.
 Can Sit Unused in a Drawer and Therefore Are a Waste of
Time.

 Job Specification
Job specification focuses on the specifications of the candidate,
whom the HR team is going to hire. The first step in job
specification is preparing the list of all jobs in the organization
and its locations. The second step is to generate the information
of each job.
This information about each job in an organization is as follows −
  Physical specifications
 Mental specifications
 Physical features
 Emotional specifications
 Behavioral specifications
A job specification document provides information on the
following elements −

 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career

 Job Evaluation
Job evaluation is a comparative process of analyzing, assessing,
and determining the relative value / worth of a job in relation to the
other jobs in an organization.
The main objective of job evaluation is to analyze and determine
which job commands how much pay. There are several methods such
as job grading, job classifications, job ranking, etc., which are
 involved in job evaluation. Job evaluation forms the basis for salary
and wage negotiations.
STEP-2
Strategy Development
Strategy development is the second step of the recruitment process,
where a strategy is prepared for hiring the resources. After completing
the preparation of job descriptions and job specifications, the next step
is to decide which strategy to adopt for recruiting the potential
candidates for the organization.
While preparing a strategy development, the HR team considers
the following points −

 Make or buy employees

 Types of recruitment
 Geographical area
 Recruitment sources
The development of a strategy development is a long process, but
having a right strategy is mandatory to attract the right
candidates. The steps involved in developing a recruitment
strategy include –

 Setting up a board team

 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy
STEP-3
Searching
Searching is the process of recruitment where the resources are
sourced depending upon the requirement of the job. After the
recruitment strategy is done, the searching of candidates will be
initialized. This process consists of two steps −
 Source activation − Once the line manager verifies and
permits the existence of the vacancy, the search for
candidates starts.
 Selling − Here, the organization selects the media through
which the communication of vacancies reaches the
prospective candidates.
Searching involves attracting the job seekers to the vacancies.
The sources are broadly divided into two categories : Internal
Sources and External Sources.
STEP-4
Screening
Screening starts after completion of the process of sourcing the
candidates. Screening is the process of filtering the applications of
the candidates for further selection process.

Screening is an integral part of recruitment process that helps in

removing unqualified or irrelevant candidates, which were received
through sourcing. The screening process of recruitment consists of
three steps −

 Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this
process, the resumes of the candidates are reviewed and checked
for the candidates’ education, work experience, and overall
background matching the requirement of the job.
While reviewing the resumes, an HR executive must keep the
following points in mind, to ensure better screening of the
potential candidates −

 Reason for change of job

 Longevity with each organization
 Long gaps in employment
 Job – hopping
 Lack of career progression

 Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of

screening candidates. In this process, after the resumes are
screened, the candidates are contacted through phone or video by
the hiring manager.
This screening process has two outcomes −
 It helps in verifying the candidates, whether they are active
and available.

 It also helps in giving a quick insight about the candidate’s

attitude, ability to answer interview questions, and
communication skills.

 Identifying the top candidates

Identifying the top candidates is the final step of screening the

resumes / candidates. In this process, the cream / top layer of
resumes are shortlisted, which makes it easy for the hiring
manager to take a decision. This process has the following three
outcomes −
  Shortlisting 5 to 10 resumes for review by the hiring
managers.
 Providing insights and recommendations to the hiring
manager.
 Helps the hiring managers to take a decision in hiring the
right candidate.
STEP-5
Evaluation and Control
Evaluation and control is the last stage in the process of
recruitment. In this process, the effectiveness and the validity of
the process and methods are assessed. Recruitment is a costly
process, hence it is important that the performance of the
recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated
and controlled effectively.
These include the following −
 Salaries to the Recruiters.

 Advertisements cost and other costs incurred in recruitment

methods, i.e., agency fees.
 Administrative expenses and Recruitment overheads.
 Overtime and Outstanding costs, while the vacancies remain
unfilled.
 Cost incurred in recruiting suitable candidates for the final
selection process.
 Time spent by the Management and the Professionals in
preparing job description, job specifications, and conducting
interviews.
 2.8) SOURCES

EMPLOYMENT
EXCHANGES
PROMOTION
EMPLOYMENT
AGENCIES
TRANSFER

RECRUITING FOR ADVERTISEMENT

EMPLOYEES EXTERNAL
INTERNAL
RECRUITMENT RECRUITMENT
PROFESSIONAL
JOB POSTING ASSOCIATION

EMPLOYEE WORD OF MOUTH

REFERALS ADVERTISEMENT
PREVIOUS
APPLICANTS CAMPUS
RECRUITMENT

Internal Source of Recruitment

Internal sources of recruitment refer to hiring employees within
the organization internally. In other words, applicants seeking for
the different positions are those who are currently employed with
the same organization.
At the time recruitment of employees, the initial consideration
should be given to those employees who are currently working
within the organization. This is an important source of
recruitment, which provides the opportunities for the development
and utilization of the existing resources within the organization.
Internal sources of recruitment are the best and the easiest way of
selecting resources as performance of their work is already known
to the organization. Internal source of recruitment includes the
following :-

 Promotions

Promotion refers to upgrading the cadre of the employees by

evaluating their performance in the organization. It is the process
of shifting an employee from a lower position to a higher
position with more responsibilities, remuneration, facilities, and
status. Many organizations fill the higher vacant positions with the
process of promotions, internally.

 Transfers

Transfer refers to the process of interchanging from one job to

another without any change in the rank and responsibilities. It can
also be the shifting of employees from one department to another
department or one location to another location, depending upon
the requirement of the position.

 Recruiting Former Employees

Recruiting former employees is a process of internal sources of

recruitment, wherein the ex-employees are called back depending
upon the requirement of the position. This process is cost
effective and saves plenty of time. The other major benefit of
recruiting former employees is that they are very well versed with
the roles and responsibilities of the job and the organization needs
to spend less on their training and development.

 Job Posting
Internal Advertisements is a process of posting / advertising jobs
within the organization. This job posting is an open invitation to
all the employees inside the organization, where they can apply
for the vacant positions. It provides equal opportunities to all the
employees working in the organization. Hence, the recruitment
will be done from within the organization and it saves a lot of
cost.

 Employee Referrals

Employee referrals is an effective way of sourcing the right

candidates at a low cost. It is the process of hiring new resources
through the references of employees, who are currently working
with the organization. In this process, the present employees can
refer their friends and relatives for filling up the vacant positions.
Organizations encourage employee referrals, because it is cost
effective and saves time as compared to hiring candidates from
external sources. Most organizations, in order to motivate their
employees, go ahead and reward them with a referral bonus for a
successful hire.

 Previous Applicants

Here, the hiring team checks the profiles of previous applicants

from the organizational recruitment database. These applicants are
those who have applied for jobs in the past. These resources can
be easily approached and the response will be positive in most of
the cases. It is also an inexpensive way of filling up the vacant
positions.
Advantages of Internal source of recruitment
Internal sources of recruitment, i.e., hiring employees within the
organization, has its own set of advantages. The advantages are as
follows −
  It is simple, easy, quick, and cost effective.
 No need of induction and training, as the candidates already
know their job and responsibilities.
 It motivates the employees to work hard, and increases the
work relationship within the organization.
 It helps in developing employee loyalty towards the
organization.
Disadvantages of Internal source of recruitment
Internal sources of recruitment, i.e., hiring employees within the
organization, has its own set of disadvantages.
The disadvantages are as follows −

 It prevents new hiring of potential resources. Sometimes, new

resources bring innovative ideas and new thinking onto the
table.
 It has limited scope because all the vacant positions cannot
be filled.

 There could be issues in between the employees, who are

promoted and who are not.
 If an internal resource is promoted or transferred, then that
position will remain vacant.
 Employees, who are not promoted, may end up being
unhappy and demotivated.

External Source of Recruitment

External sources of recruitment refer to hiring employees outside
the organization externally. In other words, the applicants seeking
job opportunities in this case are those who are external to the
organization.
External employees bring innovativeness and fresh thoughts to the
organization. Although hiring through external sources is a bit
expensive and tough, it has tremendous potential of driving the
organization forward in achieving its goals. Internal source of
recruitment includes the following :-

 Employment Exchanges

As per the law, for certain job vacancies, it is mandatory that the
organization provides details to the employment exchange.
Employment exchange is a government entity, where the details
of the job seekers are stored and given to the employers for
filling the vacant positions. This external recruitment is helpful in
hiring for unskilled, semi-skilled, and skilled workers.

 Employment Agencies

Employment agencies are a good external source of recruitment.

Employment agencies are run by various sectors like private,
public, or government. It provides unskilled, semi-skilled and
skilled resources as per the requirements of the organization.
These agencies hold a database of qualified candidates and
organizations can use their services at a cost.

 Advertisements

Advertisements are the most popular and very much preferred

source of external source of recruitment. The job vacancy is
announced through various print and electronic media with a
specific job description and specifications of the requirements.
Using advertisements is the best way to source candidates in a
short span and it offers an efficient way of screening the
candidates’ specific requirements.
Advertisement is the best suitable practice for this kind of hiring,
because a large volume of hiring in a short span can be done
through Advertisement only. Advertisement is one of the costliest
way to recruit candidates, but when time and number are
important, then advertisement is the best source of recruitment.

 Professional Associations

Professional associations can help an organization in hiring

professional, technical, and managerial personnel, however they
specialize in sourcing mid – level and top – level resources. There
are many professional associations that act as a bridge between
the organizations and the job - seekers.

 Campus Recruitment

Campus recruitment is an external source of recruitment, where

the educational institutions such as colleges and universities offers
opportunities for hiring students. In this process, the organizations
visit technical, management, and professional institutions for
recruiting students directly for the new positions.
OBJECTIVES OF CAMPUS RECRUITMENT
 The main objective of campus placement is identify the
talented candidates before they complete their education.
 To provide employment opportunities to students who are
pursuing or in the final stage of completing the course.
  This process reduces the time for an industry to pick the
candidates according to their need.
 It is a cumbersome activity and hence majority of the
companies find it difficult to trace the right talent.

TYPES OF CAMPUS RECRUITMENT

There are two types of Campus Placement Programs
 On – Campus Placement Drives
In On – Campus placement drives, companies visit colleges to
select final year students and selection depends upon a student’s
ability to work-hard, his technical capabilities and his focus.
 Off – Campus / Pool Campus Placement Drives
In Off – Campus placement drives, recruitment is conducted at a
common place that may be a particular college or a public place
where students from different colleges assemble and take part in
the various stages of the campus placement drive. A number of
these drives are advertised as “Job-Fairs”.

PROCESS OF CAMPUS RECRUITMENT

Step-1
Pre – Placement Talk
A presentation about the company will be made during the
pre - placement talk. Basically the presentation includes the
information like selection procedure, company's milestones,
organizational achievements, candidate scope of improvement within
the organization if selected, salary, employment benefits. Usually
this presentation will end up with question and answer session,
students given chance to ask questions about.
Step-2
Educational Qualification
Companies who are interested in campus visit for recruitment
purpose will have specific qualification criteria. Qualification
criteria include marks or grade range, specific program. Basically
company go for specific professional like MCA, MBA to recruit
those people because their qualification suitable for their criteria.
Step-3
Written Test
Qualified students will undergo a test. This is usually a simple
aptitude test but depending on company and the position looking
for, the difficulty level of the test may be at the higher side.
Campuses globally has been using Wheebox Graduate
Employability Test to measure Skills in English Language,
Mathematical Skills, Critical Thinking Skills and IT Coding Skills.
The Wheebox test has been marked as Standard in India for
Graduate hiring in Engineering campuses by many Fortune and
Multinational companies.

Step-4
Group Discussion
Most of the companies will have this round as a filtering round.
This round may be or may not be conducted.
A common topic is placed before the group and a formal
discussion or knowledge sharing is expected by the judge. Purpose
of this round is to check communication skills, etiquette of person,
listening ability, convincing power, group leadership, leader or
follower and many more thing are evaluated on the basis of
requirement or the particular intention of organization or company.
It is very important to keep yourself updated with latest news and
discussion topics for appearing in GD round.
Step-5
Technical Interview
Based on outcome of above said process, students will further
undergo a round called technical round. This round valuates the
technical ability of the student. In most of the cases this will be
an individual round but it may be grouped with the formal
interview.
Step-6
Formal Interview
Final round of the selection process, where the student's stability
and his confidence level towards the particular work will be
evaluated. The interview focuses on overall personality of the
candidate. The more practical application knowledge a candidate
has, the more chances of their selection increase. So having
worked on projects in the industry, internships in relevant
companies and industry visits to brands in the same sector will
enhance a candidate's chance of selection.

Step-7
Post – Placement Talk
After the selection, of the candidate, the officer letter will be
given. The company executive tells about the guidelines related to
joining process and about the company’s policies.
Generally, the typical Campus Recruitment process can be
identified.
The number of students is finally selected by the company
depends on two major parameters :-
 The number of students that are able to match the minimum
basic requirements of the company set.
 The organizational requirements in terms of the people
required for the coming fiscal year.
  Word of Mouth Advertising

Word of mouth is an intangible way of sourcing the candidates

for filling up the vacant positions. There are many reputed
organizations with good image in the market. Such organizations
only need a word – of – mouth advertising regarding a job
vacancy to attract a large number of candidates.
2.9) modes of EMPLOYEES
Mitsuba Corporation has three types of employment to meet the
highest order of the satisfaction level of its customers. These are :-
 Full Time
 HR Contractual
 Internship Programs (IP)

2.9) REQUIREMENT FOR ALL EMPLOYEES

 Age
 Physical Fitness

2.10) RECRUITMENT SOURCES

MITSUBA SICAL INDIA PRIVTE LIMITED has gone through
several sources in their recruitment process. It is because of they
are trying to search the best brain from the market that can assist
this organization more powerful. They believe in talent nourishing
rather than hiring. It is the place “where brain meets”. So in the
HR point of view, this is going to be more challenging. Basically
these are the reasons they try to focus on various sources.
Sources of Recruitment that MITSUBA SICAL INDIA PRIVTE
LIMITED has followed
 Online portals “naukri.com”
When the organization has noticed that they need some people for
the specific post, their first and foremost choice is naukri.com,
Basically they give an advertisement to that source and the
applicants from all the part of this country have applied regarding
the minimum objectives. Then HR comes up some of them by
matched maximum job description. Then the best CVs are
shortlisted and that’s how they come up with the initial screening.

 Online portals “LinkedIn”

MITSUBA SICAL INDIA PRIVTE LIMITED search some
experienced senior level candidates from a professional site
LinkedIn. But it is only used for the top level candidates who are
usually passive job seekers.
 Campus placement
MITSUBA SICAL INDIA PRIVTE LIMITED conducted within the
educational institute to provide jobs to the students pursuing or in
the stage of completing the program. The main objective of
campus placement is to identify the talented candidates before they
complete their education.
 Internal Referral-
MITSUBA SICAL INDIA PRIVTE LIMITED has gone through
with their internal own resources. They hire the best performer
from their own sources for every level of job.

2.11) interview recruitment

An interview is a purposeful exchange of ideas, the answering of
questions and communication between two or more persons.
Generally, an interview is a process of private meeting
conversation between people, where questions are asked and
answered, for obtaining information about qualities, attitudes,
prospectus etc.
An interview refers to a conversation with one or more persons
acting as the role of an interviewer who ask questions and the
person who answers the questions acts as the role of an
interviewee.

The primary purpose of an interview is to transfer information

from interviewee to interviewer. Interviews can be either formal
or informal, structure or unstructured. Interviews can be carried
out one – to – one or in groups; they can be conducted over
telephone or via video conferencing.
 How to Interview?
Various researches have proved that organizations that spend more
time on recruitment have benefitted greatly in long term. An
important thing to do, when you are planning for an interview is
to think, whom you are interviewing and what kind of information
you want from that person. Hence, you should prepare a list of
questions, which you want to ask, prior to conducting an
interview.
Interviewing is both an art and a science. Hence, how to
interview is a technique that every HR professional should learn
and try to implement.
The following five P’s should be taken into consideration in order
to ensure effective selection and interviewing −
 Prepare
Preparation is the first step of conducting an interview. Prior to
interview, the interviewer should make sure that he / she
understands the key elements of the job. And the interviewer
should go through the resume of the candidate for understanding
his / her qualities and efficiencies
 Purpose
The interviewer should have knowledge about the purpose of the
interview, why he / she is conducting it. The interviewer should
project the organization as the best place to work to the
interviewee, which helps in selecting the right candidate.

 Performance
An interviewer must identify the attitude, attributes, knowledge
and skills of the applicants, who are needed for the success of
the organization. If the requirement is about special education and
technical skills, then hiring high – performing applicants plays an
important role.
 People Skills
The applicant, who comes for an interview, will not be
completely transparent. Hence, it is the job of an interviewer to
un – mask the applicant and discover the inner qualities and skills
during the interview. This good practice of hiring will help in
selecting the right candidate for the organization.
 Process
Every interviewer should follow a structured interview process to
get better results. A structured process of interview avoids bias
and gives equal and fair chance to all the applicants. The best
way for accomplishing this process is by using the behavioral
based questions and situational questions.
 Importance of Interview
An interview provides an organization the scope to learn more
about the applicants, who come for an interview, while the
applicants get an opportunity to become more familiar with the
demands of a given position. Interviews enable both the parties to
exchange information, ask questions and also help in evaluating
the potential for establishing a professional working relationship
with the organization.
Interviews help in gathering a wide range of information about
the applicants’ attitude, feelings and motivations, which in turn
help in the decision – making process to hire the right candidates.

The following points explain the importance of conducting

interviews −
 Interviews help in selecting the right candidate from a group
of applicants, who applied for a job.
 Interviews are a medium to help collect useful information
about potential candidates.
 Information given in the application form or resume is very
less. Recruiters can ask the candidates to provide an
elaborate explanation during the interview.
 A good interviewer gives good impression about the
organization, which in turn increases the goodwill of the
organization.
 Interviews also help in promotions and transfers of the
candidates, as per the requirements of the organization.
  Interview Process
Interviewing candidates is the final stage in the recruitment
process. Hence, to find the right person for a specific position,
there should be a proper process, that has to be followed for the
right results.
An ideal interview process for selecting the right candidates is as
follows −
 Determine the requirements of the job Conduct a thorough
job analysis.
 Prepare a specific job description and a job specification.
 Make a plan – how and where to find qualified candidates.
 Collect and review applications and resumes and from them,
select the most potential and qualified candidates for further
proceedings.

 Interview the shortlisted candidates based upon the job

description and specification.
 Verify the candidate’s background with the references
provided by them.
The HR department can hire the best possible candidates for a
vacant job position.
 3) SELECTION
3.1) introduction
Employee selection is the process of putting right men on right
job. It is a procedure of matching organizational requirements with
the skills and qualifications of people. Effective selection can be
done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality
performance of employees. Moreover, organization will face less
of absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and
money. Proper screening of candidates takes place during selection
procedure. All the potential candidates candidates who apply for
the given job are tested.
But selection must be differentiated recruitment, though these are
two phases of employment process. Recruitment is considered to
be positive process as it motivates more of candidates to apply
for the job. It creates a pool of applicants. It is just sourcing of
data. While selection is a negative process as the inappropriate
candidates are rejected here. Recruitment precedes selection in
staffing process. Selection involves choosing the best candidate
with best abilities, skills and knowledge for the required job
Selection is staffing is the part of the recruiting process that deals
with choosing an employee to hire from among a narrowed – down
list of outstanding candidates. Selection can actually occur several
times throughout the recruiting process. Managers select which
candidates to contact based on their resumes, which applicants to

hire for open positions. Understanding the different levels of

selection and what to look for at each level can help you to select
the ideal job candidates for long – term success.
After interviews are conducted, hiring managers and human
resources personnel meet and select a candidate to offer the job
to. The team carefully considers the candidates qualification,
assessments and interviews to determine whom to offer the job. If
hiring managers are not satisfied with any of the candidates, the
recruiting process may start again. In most cases, the hiring team
has the ability to select a candidate and a job offer is made. If
the candidate declines the job offer, the recruiting process may
start again.

3.2) benefits
Employee Selection tests have following benefits:
 Selection test avoids biasness in selection procedure.
 Selection test helps to minimize the cost and time to be
taken by selection procedure.
 Selection test helps to estimate about the candidate's ability,
knowledge and other proficiency.
 Selection test provides guideline for reference evaluation.
 Selection test compares different candidates on the basis of
skills, knowledge and special abilities possessed by them.
 Selection test provides a basis for selecting the most likely
candidate as per the requirement of job specifications.

3.3) barriers to effective selection

The main objective of selection is 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.

 PERCEPTION

Our inability to understand others accurately is probably the most

fundamental barrier to select the right candidate. Selection demands
an individual or a group of people to assess and compare the
respective competencies of others, with the aim of choosing the
right persons for the jobs. But our views are highly personalized.
We all perceive the world differently. Our limited perceptual
ability is obviously a stumbling block to the objective and rational
selection of people.

 Fairness

Fairness in 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
selections of the society in middle and 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.

 Validity

Validity, is a test that helps predict job performance of an

incumbent. A test that has been validated can differentiate between
the employees who can perform well and those will not. However,
a validated test does not predict job success accurately. It can
only increase possibility of success accurately. It can only increase
possibility of success.

 Reliability

A reliable method is one which will produce consistent results

when repeated 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
right ones. Appointments to public sector undertakings take place
under such pressures.

3.4) methods
 The interview as a selection method.
 Tests as a selection tool.
 The selection interview.

3.5) SELECTION process

The Selection is a process of picking the right candidate with
pre-requisite qualifications and capabilities to fill the jobs in the
organization.

The selection process is quite lengthy and complex as it involves

a series of steps before making the final selection. The procedure
of selection may vary from industry to industry, company to
company and even from department to department. Every
organization designs its selection process, keeping in mind the
urgency of hiring people and the prerequisites for the job vacancy.
 PREMILINARY EMPLOYMENT MEDICAL
INTERVIEW TEST EXAMINATION

RECEVING FINAL
INTERVIEW
APPLICATIONS SELECTION

SCREENING REFERNCE
APPLICATIONS CHECKING

STEP-1
Preliminary Interview

The preliminary interview is also called as a screening interview

wherein those candidates are eliminated from the further selection
process who do not meet the minimum eligibility criteria as
required by the organization.
Here, the individuals are checked for their academic qualifications,
skill sets, family backgrounds and their interest in working with
the firm. The preliminary interview is less formal and is basically
done to weed out the unsuitable candidates very much before
proceeding with a full-fledged selection process.

STEP-2
Receiving Application

Once the individual qualifies the preliminary interview he is

required to fill in the application form in the prescribed format.
This application contains the candidate data such as age,
qualification, experience, etc. This information helps the interviewer
to get the fair idea about the candidate and formulate questions to
get more information about him.

STEP-3
Screening Application
Once the applications are received, these are screened by the
screening committee, who then prepare a list of those applicants
whom they find suitable for the interviews. The shortlisting criteria
could be the age, sex, qualification, experience of an individual.
Once the list is prepared, the qualified candidates are called for
the interview either through a registered mail or e-mails.

STEP-4
Employment Test

In order to check the mental ability and skill set of an individual,

several tests are conducted. Such as intelligence tests, aptitude
tests, interest tests, psychological tests, personality tests, etc. These
tests are conducted to judge the suitability of the candidate for the
job.

The following are the type of tests taken : -

 Ability Test
Assist in determining how well an individual can perform tasks
related to the job. An excellent illustration of this is the typing
tests given to a prospective employer for secretarial job. Also
called as ‘ACHEIVEMENT TESTS’.

It is concerned with what one has accomplished. When applicant

claims to know something, an achievement test is taken to
measure how well they know it. Trade tests are the most common
type of achievement test given. Questions have been prepared and
tested for such trades as asbestos worker, punch - press operators,
electricians and machinists. There are, of course, many
unstandardized achievement tests given in industries, such as
typing or dictation tests for an applicant for a stenographic
position.
 Aptitude Test
Aptitude tests measure whether an individuals has the capacity or
latent ability to learn a given job if given adequate training. The
use of aptitude test is advisable when an applicant has had little or
no experience along the line of the job opening. Aptitudes tests
help determine a person’s potential to learn in a given area. An
example of such test is the general management aptitude tests
(GMAT), which many business students take prior to gaining
admission to a graduate business school programme.
Aptitude test indicates the ability or fitness of an individual to
engage successfully in any number of specialized activities. They
cover such areas clerical aptitude, numerical aptitude, mechanical
aptitude, motor co - ordination, finger dexterity and manual
dexterity. These tests help to detect positive and negative points in
a person’s sensory or intellectual ability. They focus attention on a
particular type of talent such as learning or reasoning in respect of
a particular field of work.

Forms of aptitude test:

 Mental or intelligence tests

They measure the overall intellectual ability of a person and

enable to know whether the person has the mental ability to deal
with certain problems.

 Mechanical aptitude tests

They measure the ability of a person to learn a particular type of

mechanical work. These tests helps to measure specialized
technical knowledge and problem solving abilities if the candidate.
They are useful in selection of mechanics, maintenance workers,
etc.
  Psychomotor or skills tests

They are those, which measure a person’s ability to do a specific

job. Such tests are conducted in respect of semi - skilled and
repetitive jobs such as packing, testing and inspection, etc.

 Intelligence Test

This test helps to evaluate traits of intelligence. Mental ability,

presence of mind (alertness), numerical ability, memory and such
other aspects can be measured. The intelligence is probably the
most widely administered standardized test in industry. It is taken
to judge numerical, skills, reasoning, memory and such other
abilities.

 Interest test

This is conducted to find out likes and dislikes of candidates

towards occupations, hobbies, etc. such tests indicate which
occupations are more in line with a person’s interest. Such tests
also enable the company to provide vocational guidance to the
selected candidates and even to the existing employees. These tests
are used to measure an individual’s activity preferences. These
tests are particularly useful for students considering many careers
or employees deciding upon career changes.

 Personality test

The importance of personality to job success is undeniable. Often

an individual who possesses the intelligence, aptitude and
experience for certain has failed because of inability to get along
with and motivate other people. It is conducted to judge maturity,
social or interpersonal skills, behavior under stress and strain, etc.
this test is very much essential on case of selection of sales force,
public relation staff, etc. where personality plays an important role.
Personality tests are similar to interest tests in that they, also,
involve a serious problem of obtaining an honest answer.

 Projective test

This test requires interpretation of problems or situations. For

example, a photograph or a picture can be shown to the
candidates and they are asked to give their views, and opinions
about the picture.

 General knowledge test

Now days G.K. Tests are very common to find general awareness
of the candidates in the field of sports, politics, world affairs,
current affairs.

 Perception test

At times perception tests can be conducted to find out beliefs,

attitudes, and mental sharpness etc.

 Graphology test

It is designed to analyze the handwriting of individual. It has been

said that an individual’s handwriting can suggest the degree of
energy, inhibition and spontaneity, as well as disclose the
idiosyncrasies and elements of balance and control. For example,
big letters and emphasis on capital letters indicate a tendency
towards domination and competitiveness. A slant to the right,
moderate pressure and good legibility show leadership potential.

 Polygraph test

Polygraph is a lie detector, which is designed to ensure accuracy

of the information given in the applications. Department store,
banks, treasury offices and jewellery shops, that is, those highly
vulnerable to theft or swindling may find polygraph tests useful.

STEP-5
Interview

The one on one session with the candidate is conducted to gain

more insights about him. Here, the interviewer asks questions from
the applicant to discover more about him and to give him the
accurate picture of the kind of a job he is required to perform.

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

is crucial in the performance of the job. Through an interview, it
is easier for the employer to understand the candidate’s
expectations from the job and also his communication skills along
with the confidence level can be checked at this stage.

 Types of interview
Depending up the requirements, situations, locations and time, the
interviews are broadly classified into ten different categories.
Recruiters should be knowledgeable enough to understand which
type of interview should be used when. The ten different types of
interviews are as follows −
 Structured Interview
In this type, the interview is designed and detailed in advance. A
structured interview is pre - planned, accurate, and consistent in
hiring the candidates.
 Unstructured Interview
This type of interview is an unplanned one, where the interview
questionnaire is not prepared. Here, the effectiveness of the
interview is very less and there is a tremendous waste of time
and effort of both the interviewer and the interviewee.

 Group Interview
In this type of interview, all the candidates or a group of
candidates are interviewed together. Group interviews are
conducted to save time when there is a large number of
applications for a few job vacancies. A topic will be given to
discuss among the candidates and the interviewer judges the
innovativeness and behavior of each candidate in the group.
 Depth Interview
Depth interview is a semi – structured interview, where the
candidates have to give a detailed information about their
education background, work experience, special interests, etc. And
the interviewer takes a depth interview and tries in finding the
expertise of the candidate.
 Stress Interview
Stress interviews are conducted to discover how a candidate
behaves in stressful conditions. In this type of interview, the
interviewer will come to know whether the candidate can handle
the demands of a complex job. The candidate who maintains his
composure during a stress interview is normally the right person
to handle a stressful job.
 Individual Interview
In an individual interview, the interview takes place
one – on – one i. e., there will be a verbal and a visual interaction
between two people, an interviewer and a candidate. This is a
two – way communication interview, which helps in finding the
right candidate for a vacant job position.

 Informal Interview
Such interviews are conducted in an informal way, i.e., the
interview will be fixed without any written communication and
can be arranged at any place. There is no procedure of asking
questions in this type of interview, hence it will be a friendly
kind of interview.
 Formal Interview
A formal interview held in a formal way, i.e., the candidate will
be intimated about the interview well in advance and the
interviewer plans and prepares questions for the interview. This is
also called as a planned interview.
 Panel Interview
Panel interview, as the name indicates, is being conducted by a
group of people. In this type of interview, 3 to 5 members of the
selection committee will be asking questions to the candidates on
different aspects. The final decision will be taken by all the
members of the panel collectively.
 Exit Interview
Exit interviews are conducted for those employees who want to
leave the organization. The importance of the exit interview is to
discover why an employee wants to leave his job.

STEP-6
Reference Checking

The firms usually ask for the references from the candidate to
cross check the authenticity of the information provided by him.
These references could be from the education institute from where
the candidate has completed his studies or from his previous
employment where he was formerly engaged. These references are
checked to know the conduct and behavior of an individual and
also his potential of learning new jobs.

STEP-7
Medical Examination
Here the physical and mental fitness of the candidate are checked
to ensure that he is capable of performing the job. In some
organizations, the medical examination is done at the very
beginning of the selection process while in some cases it is done
after the final selection.
Thus, this stage is not rigid and can take place anywhere in the
process. The medical examination is an important step in the
selection process as it helps in ascertaining the applicant’s physical
ability to fulfill the job requirements.

STEP-8
Final Selection

Finally, the candidate who qualifies all the rounds of a selection

process is given the appointment letter to join the firm. Thus, the
selection is complex and a lengthy process as it involves several
stages than an individual has to qualify before getting finally
selected for the job.
DIFFERENCE
BETWEEN
 RECRUITMENT
AND SELECTION

Basis Recruitment Selection

Meaning It is an activity of It is a process of

establishing contact picking up more
between employers and competent and suitable
applicants. employees.

Objective It encourages large number It attempts at rejecting

of Candidates for a job. unsuitable candidates.

Process It is a simple process. It is a complicated

process.
Hurdles The candidates have not to Many hurdles have to
cross over many hurdles. be crossed.

Approach It is a positive approach. It is a negative

approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical It is an expensive

method. method.

Time Less time is required. More time is required.

Consuming

DATA
ANALSIS
 AND
INTERPRETATION

1) DATA INTERPRETATION

A questionnaire was prepared for the purpose of getting feedback

from employees and manager regarding “recruitment and selection”
of their Company. 20 employees are selected from different
department and were distributing questionnaire from the purpose of
the study.

2) ANALYSIS OF DATA

The analysis of the data is done as per the survey findings. The
percentage of the people opinion were analyzed and expressed in
the form of chart and have been placed in the next few pages.
Question- 1 Which of the sources of recruitment and
selection are used in MITSUBA CORPORATION ?

a) Internal
b) External
c) Both

OPTIONS INTERNAL EXTERNAL BOTH TOTAL

Responses 02 7 11 20
Percentage 10% 35% 55% 100%
 10%

55% 35% Internal

External
Both

Question- 2 Which of the following external sources are used

for recruitment in MITSUBA CORPORATION ?

a) Advertisement
b) Internet
c) Campus recruitment
d) Consultancies
e) All of the above
OPTIONS ADVERTISEMENT INTERNET CAMPUS CONSULTANCY ALL OF TOTAL
DRIVES THE
ABOVE
Responses 05 03 02 08 02 20
Percentage 25% 15% 10% 40% 10% 100%
 10%
25%

Advertisement
Internet
40% 15% Campus Recruitment
Consultancies
10%
All Of The Above

Question- 3 Which form of recruitment and selection in used in

MITSUBA CORPORATION ?

a) Centralized
b) Decentralized

OPTIONS CENTRALISED DECENTRALISED TOTAL

Responses 02 18 20
Percentage 10% 90% 100%
 10%

Decentralised
Centralised

90%

Question- 4 Are you satisfied with the recruitment process ?

a) Yes
b) No

OPTIONS YES NO TOTAL

Responses 16 04 20
Percentage 80% 20% 100%
 20%

Yes
No
80%

Question- 5 Which of the following methods does MITSUBA

CORPORATION uses during SELECTION ?

a) Written
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above
OPTIONS WRITTEN GD PI GD & ALL TOTAL
PI OF
THE
 ABOVE
Responses 01 03 06 08 02 20
Percentage 05% 15% 30% 40% 10% 100%

10% 5%
15%

Written
GD
40%
PI
30%
GD & PI
All Of The Above

Question- 6 Are you satisfied with the selection process ?

a) Yes
b) No

OPTIONS YES NO TOTAL

Responses 16 04 20
Percentage 80% 20% 100%
 20%

Yes
No
80%

Question- 7 Do you think innovative techniques like stress test,

psychometric test and personality test should be
used for selection ?

a) Yes
b) No

OPTIONS YES NO TOTAL

Responses 04 16 20
Percentage 20% 80% 100%
 20%

Yes
No
80%

Question- 8 Does your company follow different recruitment

process for different grades of employment ?

a) Yes
b) No

OPTIONS YES NO TOTAL

Responses 20 00 20
Percentage 100% 00% 100%
 0%

Yes
No

100%

Question- 9 How do you rate HR practices of the company ?

OPTIONS RESPONDENTS IN PERCENTAGE

Excellent 10 50%
Good 08 30%
Average 01 10%
Bad 01 10%
TOTAL 20 100%
 10%
10%

50% Excellent
Good

30% Average
Bad

Question-10 Is there any contact signed by employees while

joining the organization ?

OPTIONS RESPONDENTS IN PERCENTAGE

Yes 18 90%
No 02 10%
Total 20 100%
 10%

Yes
No

90%

Question-11 Are you comfortable with the HR policies of the

company ?

OPTIONS RESPONDENTS IN PERCENTAGE

Yes 18 90%
No 02 10%
TOTAL 20 100%
10%

Yes
No

90%
 FINDINGS

The collected data are analysed and general observation has proven
that MITSUBA CORPORATION has done remarkable job in its
Human Resource Department.

The main findings are as follows :-

a) In MITSUBA CORPORATION employees feel that the

HR Department is good.
b) The recruitment and selection process is decentralised.
c) About 90% of the employees are satisfied with the
recruitment and selection process.
d) Most of the managers prefer personal interviews.
e) Mostly external sources of recruitment are considered
f) About 90% of employees feel that they are comfortable
working with the current HR Policies of the company
and 10% feel that they need some changes in the
policies. The policy of the company is to submit one of
the original educational documents and cannot leave the
company for 1 year, if done so then they have to pay a
sum of Rs. 1,00,000 to the company to get the certificate
back, which some of the employees find unnecessary and
also risky.
 IMPORTANT
NOTE

Why recruitment is regarded as a

positive process and selection as a
negative process?

Recruitment and selection are both phases of the employment

process. “Recruitment” is a positive process that encourages more
and more employees to apply. And “Selection” is a negative
process as it involves rejection of the unsuitable candidates.
Recruitment is the process of searching the candidate for
employment and stimulating them to apply for jobs in the
organization and Selection involves the series of steps by which
the candidates are screened for choosing the most suitable persons
for vacant posts.

The basic purpose of Recruitment process is to create a talent

pool of candidate to enable the Selection of best candidates for
the organization, WHEREAS the basic purpose of selection process
is to choose The Right Candidate to fill the various positions in
the organization.
 CONCLUSION

Every company looks for an employee, who can work effectively.

They are in search of a person who has the maximum skills
required for the job. After selecting the right person, the
company’s main aim is to place that person at the right job. The
main strength of any company is its employees. Effective workers
are the best route to success. For this reason, company’s strives to
attract and hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague

organization is people related because they don’t place more
emphasis on getting the recruitment process right. If they get the
right person in the right job at the right time, bottom – line and
many other business benefits are immediate, tangible and
significant. If they get the wrong person in the wrong job, then
productivity, culture and retention rates can all take a hit in a big
way.

MITSUBA SICAL INDIA PRIVATE LIMITED has competent and

committed workforce, still there are scope for more improvements.
To ensure that company recruits the right people, it has to identify
essential skills and behaviors that applicants should be a Job
Description outlining typical duties and responsibilities and a person
specification defining personal skills and competences. The
emphasis should be on matching the needs of the company to the
needs of the applicants. This would minimize employee turnover
and enhance satisfaction.

It is important for the company 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.
 SUGGESTIONS

From the findings I can suggest MITSUBA CORPORATION

following things for more effectiveness of recruitment and selection
process and HR policies : -

 Recruitment must be done by analysing the job firstly

which will make it easier and will be beneficial from the
company point of view.
 More emphasis should be given on internet and
advertisement so that more and more candidates can apply
for the jobs and it will be easy to find the Right employee
among them.
 The recruitment and selection procedure should not be too
lengthy and time consuming.
 Company should try to use the internal recruitment process
first because it incurs less cost and acts as a motivational
factors to the employees.
 Provide training to employees so that they get better
knowledge, skills and attitude.
 Company should amend some parts of their HR policies for
better effectiveness.

ANNEXURE
QUESTIONNAIRE
Recruitment and Selection process of IT personnel in
MITSUBA SICAL INDIA PRIVATE LIMITED.
This questionnaire survey is purely for academic purpose. Any
information collected through this survey is confidential and would
not be shared with anyone other than the people involved in this.

Name :-………………………………..………………………….
Designation :-
Age :-………………………………..………………………….
Department :-
Qualification :-

Answer the following questions : ( kindly give your unbiased

response ).

1) How do you rate the effectiveness of HR planning ?

 Very Good
 Good
 Average
2) What are sources of planning ?
 Internal
 External
 Both
3) What are the external sources for planning ?
 Government
  Competition
 Public
 Customer
4) When do you go to prefer manpower planning ?
 Yearly
 Quarterly
 No Fixed Time
5) How do you rate HR practices ?
 Average
 Very Good
 Good
 Bad

6) What are the internal source of planning ?

 Production
 Marketing
 Sales
7) What are the internal factors that effect planning ?
 Employees
 Prices
 Demand
 Packaging
8) What are the external factors that effect planning ?
 Customer
 Public
 9) What problems should an organization face during it’s
implementing of planning ?
 Employees Satisfaction
 Better Quality Production
 Standard
10) How do you rate HR Practices ?
 Very Good
 Good
 Low
 Average

11) How do you rate the effectiveness of HR planning ?

 Internal
 External
 Both
12) What are the external sources for planning ?
 Government
 Competition
 Public
 Customer

13) When do you prefer manpower planning ?

 Yearly
  Quarterly
 No Fixed Time
14) What are the internal sources for planning ?
 Production
 Marketing
 Sales