"TO STUDY AND ANYLYSE THE RECRUITMENT & SELECTION

PROCESSS WITH RESPECT TO BENCHMARKING"

A Project submitted to

University Of Mumbai for partial completion of the degree of

Bachelor of Management Studies

under the faculty of commerce

By

RAHUL SANDESH BELOSE

Under the guidance of

MS. NIKITA

ASM’S Institute Of Management And Computer Studies , C – 4 Wagle Estate , Near

Mulund Check naka , Thane ( West )

2017 - 2020
 Declaration by learner

I the undersigned miss Ruchita Milind Madhavi here by , declare that the work embodied in this
project work titled "TO STUDY AND ANYLYSE THE RECRUITMENT & SELECTION
PROCESSS WITH RESPECT TO BENCHMARKING"

“ , forms my own contribution to research work carried out under the guidance of Ms. Aparna
Nair is a result of my own research work and has not been previously submitted to any other
University for any other Degree / Diploma to this or any other university .

Wherever reference has been made to previous work of others , it has been clearly indicated as
such as included in the bibliography .

I , here by further declare that all information of this document has been obtained and presented
in accordance with academic rules and ethical conduct .

Name and signature of learner

Certified by

Name and signature of the Guiding teacher

 ASM ‘S INSITUTE OF MANAGEMENT AND COMPUTER STUDIES

C- 4 , WAGLE ESTATE , NEAR MULUND CHECK NAKA , THANE ( WEST )

Certificate

This is to certify that Ms Ruchita Milind Madhavi has worked and duly completed her project
work for the degree of Bachelor of Management Studies under the faculty of commerce in the
subject of and her project is entitled , "TO STUDY AND ANYLYSE THE RECRUITMENT
& SELECTION PROCESSS WITH RESPECT TO BENCHMARKING"

“ under my supervision .

I further certify that the entire work has been done by the learner under my guidance and that no
part of it has been submitted previously for any Degree or Diploma of any university .

It is her own work and facts reported by her personal findings and investigation .

Name and Signature of

Guiding teacher

Date of submission
 ACKNOWLEDGEMENT

To list who all have helped me in the difficult because they are so numerous and the depth is so
enormous .

I would like to acknowledge the following as being idealistic channels and fresh dimensions in
completion of this project .

I take this opportunity to thank the University of Mumbai for giving me chance to this project .

I would like to thanks my Principal , Mr. Irshad Kazi for providing necessary facilities required
for completion of this project .

I take this opportunity to thank our Coordinator Prof Ms. Trupti Shelke , for her morale support
and guidance .

I would like to express my sincere gratitude towards my project guide Ms. Nikita whose
guidance and care made the project successful .

I would like to thank my college library , for having provided various refrence books and
magazines related to my project .

Lastly I would like to thank each and every person who directly or indirectly helped me in the
completion of project especially my parents and peers who supported me throughout the
project .
 Table of Content

Sr. no Topic Page no.

A List of tables 7
B List of figures 8
Executive Summary 9
1 Introduction 11
1.1 Benchmarking 13
1.2 Manpower Planning 15
1.3 Recruitment and Selection 20
2 Company Profile 33
2.1 Introduction 34
2.2 Recruitment and Selection Procedure of 39
Samsung
3 Objectives of Study 53
4 Review of literature 55
5 Research methodology 59
5.1 Research Design 60
5.2 Sample Size 60
5.3 Research Tools 61
5.4 Data Collection 62
6 Data analysis and interpretation 64
7 Conclusion 93
8 Recommendation & Suggestions 96
9 Annexure 99
9.1 Questionnaire 99
9.2 Bibliography 105

6
 List of tables

Table Table explanation Page no.

no.
C1 Path Infotech 66
C2 EXL 67
C3 BL International 68
C4 Peridot Consultant 69
C5 Sony 70
C6 Videocon 71
C7 Alcatel 72
C8 Samsung 73
G1 Experience Requirement 74
G2 Job Description & Analysis Consideration 76
G3 Consideration to sources of Recruitment 78
G4 Consideration to given test 80
G5 Consideration to Interviews 82
G6 Consideration to Selection Criterion 84
G7 Effectiveness of HR Team 86
G8 Effectiveness of Job Analysis 88

7
 List of figures

Figure Figure explanation Page no.

no.
C1 Path Infotech 66
C2 EXL 67
C3 BL International 68
C4 Peridot Consultant 69
C5 Sony 70
C6 Videocon 71
C7 Alcatel 72
C8 Samsung 73
G1 Consideration to Experience 74
G2 Job Description and Analysis Consideration 76
G3 Consideration to Sources of Recruitment 78
G4 Consideration to given test 80
G5 Consideration to Interviews 82
G6 Consideration to Selection Criterion 84
G7 Effectiveness of HR Team 86
G8 Effectiveness of Job Analysis 88

8
EXECUTIVE SUMMARY

9
 EXECUTIVE SUMMARY

Samsung Electronics PVT LTD. started its operation in India in 1969 and

since it is strolling towards grandness and has various trees to its name. My

arrangement period in this association has given me a lot of assurance and

introduction to what corporate world is. The wander given to me is

"Benchmarking on Recruitment and Selection".

The Aim of the wander is to choose the feasibility of Recruitment and

Selection Policy in Samsung in relative with various associations (Path

Infotech, EXL, Period of Consultancy, Alcatel, Sony, and Videocon).

As we understand that with a particular ultimate objective to run any

association we look "right plausibility for the right business". It is the

fundamental walk to run any relationship since laborers are the most

essential asset of any affiliation. The accomplishment or disillusionment of

an affiliation is, as it were, dependent on the drag of the all inclusive

community working in that. That is the reason I have picked this topic and

furthermore it is critical bit of HR which is my subject of interest.

This wander mirrors the working society of Samsung in the matter of how

the association uses diverse procedures in selecting and picking the

competitors in relative with various associations and in which ranges it

needs some change.

10
 CHAPTER-1
INTRODUCTION

11
 CHAPTER-1

INTRODUCTION
===============================================================================
=

As we understand that the HR are the most basic asset of an affiliation. The
accomplishment or dissatisfaction of an affiliation is for the most part
dependent on the gage of the overall public working in that. Without useful
and creative responsibilities from people, affiliations can't progress and
succeed. Remembering the true objective to achieve the goal or play out the
activities of a relationship, thusly, firstly we need to mastermind proper
work organizing since it is the fundamental method of getting the right
number of qualified people into the right work at the perfect time so that an
affiliation can meet its goals. It is a game plan of planning the supply of
people with openings the affiliation expects over a given time traverse. After
the work orchestrating we need to enlist people with basic capacities,
abilities and experience to play out the activities of an affiliation.
Henceforth,

"Enlistment is an authentic arrangements work. A determination delegate

should uncover the necessities of the competitors and fathom why they have
those prerequisites and the enlistment pro can then show how the affiliation
can especially satisfy such needs".

Enlistment gives a pool of possibility to decision. Decision is generously

more than essentially picking the best cheerful. It is an attempt to strike a
peppy agreement between what the competitor can and needs to do and what

12
the affiliation requires. Distinctive decision mechanical assemblies and
systems are used to find people with relevant capacities who will recognize
the occupation offer and give pleasing organization and execution as time
goes on.

What is Benchmarking?

Benchmarking is the route toward looking out and focus the best internal
practices that make prevalent execution. We supplement the routine
estimations focused approach with an examination of why and how practices
convey remarkable results. Best Practices, LLC finishes more than help our
clients appreciate their qualities and weaknesses - we give them a guide for
improvement.

Benchmarking can yield mind boggling focal points in the direction of heads
and the recognized execution changes of operations. Furthermore,
benchmarking can be used to choose key domains of possibility. At the point
when all is said in done, it is the use of what is discovered in benchmarking
that passes on the stamped and significant results so every now and again
noted. The confirmation of benchmarks licenses one to make a quick
relationship. Any recognized openings are change ranges.

Benchmarking can take a couple structures. Internal benchmarking

concentrates the practices and execution inside the client affiliation. Outside
benchmarking chooses the execution of other, in a perfect world-class,
associations.

13
The best kind of benchmarking not simply makes relationships with an
association's adversaries in its own industry, moreover hopes to make
examinations with best practice in various endeavors.

Ideal position of the benchmarking for an association

1. A better cognizance of the holds up (longings) of the customer since

it: relies on upon reality of the market assessed in an objectivity way.

2. A better money related orchestrating of the reasons and the objectives

to finish in the association since they are: centered around what occurs
outside controlled and aced.

3. A better augmentation of the benefit: assurance of the bona fide issues

cognizance of the techniques and what they convey.

4. Better energy practices search for the change various decisions

practices of break

5. A better force in light of: a solid learning of the resistance a strong

consequences of the staff new considerations on practices and endeavored
techniques.

Benchmarking has results which are past the system itself: it changes each
one of the levels of the association; modifies the technique of manufacture
of the thing leads(driver); also changes the dynamic relationship of the
association, the thing itself, and the point of view of the delegates.

14
WORK PLANNING

"Work" or "Human Resource" may be considered as "the total data",

aptitudes, imaginative limits, blessings and aptitudes of an affiliation's work
compel, and the qualities, airs and favorable circumstances of an individual
included… … It is the entire of natural limits, acquired learning and
capacities addressed by the capacity and aptitudes of the used individuals."
Of all the "Ms" in organization (i.e., the organization of materials, machines,
systems, money, point of view control), the most basic is "M" for men or
HR. It is the most vital asset of an affiliation, and not the money or physical
rigging.

HR are utilized to the most extraordinary possible degree remembering the

ultimate objective to fulfill individual a legitimate destinations. An
affiliation's execution and occurring benefit are particularly with respect to
the sum and nature of its HR.
Human resource orchestrating includes a movement of activities, viz.

A. Forecasting future work necessities, either to the extent logical

projections of examples in the money related condition a change in industry,
or to the extent judgmental evaluations based upon the specific speculative
courses of action of an association;

B. Making a load of present work resources and assessing how much

these advantages are used in a perfect world;

15
C. Anticipating work issues by suspecting present resources later on and
differentiating them and the gage of necessities to choose their adequacy,
both quantitatively and subjectively; and

D. Planning the critical program of essential, decision, planning,

headway, utilization, trade, progression, motivation and compensation to
ensure that future work necessities are fittingly met.

Work PLANNING PROCESS

Work masterminding fulfills individual, various leveled and national targets.

The essential question is one of planning or fitting agent's abilities to
enormous business requirements, with an emphasis on future as opposed to
present strategies.

Along these lines, work orchestrating incorporates assessing work need,

arranging work stock to assess within supply of work, recognizing
verification of work hole which may be as either surplus or insufficiency of
work, and delineating movement suspects traverse this opening. Progressive
goals and plans offer base to work orchestrating so it is associated with the
past.

• Organizational Objectives and Plans:

The starting phase of any development in an affiliation is its objectives

which make distinctive courses of action and methodologies which give
direction for future methodology. Out of this heading, diverse subsystems of

16
the affiliation devise their own particular game plans and activities. Along
these lines, each subsystems orchestrates and undertakings are associated
with legitimate game plans and methodologies. To the degree, this linkage is
not proper, a subsystem's dedication to the achievement progressive targets
is horribly affected. This is substantial with work orchestrating too. While
encountering its methodology, in this way, definitive methodologies
concerning feasible utilization of HR should be perceived and participated in
organizing process.

• Forecasting Manpower Requirement:

The principle crucial component of work masterminding is the deciding

prerequisites for HR in a relationship over a time allotment. Suspecting of
human resource necessities fills the going with requirements:

1. To assess the occupations crucial for making a given number of items;

or offering a given measure of organization;

2. To make sense of what staff-mix is charming later on;

3. To overview appropriate staffing levels in different parts of the

relationship to avoid futile cost;

4. To stay away from insufficiencies of people where and when they are
required most; and

5. To screen consistence with real requirements as to reservation of jobs.

17
• Preparing Manpower Inventory:

Stock is a term which is frequently used to counting of unmistakable things

like unrefined materials and finished stock, et cetera. Thus, load of HR can
similarly be prepared. The essential explanation behind prepare work stock
is to find the size and nature of staff available inside the relationship to man
distinctive positions. Every affiliation will have two vital wellsprings of
supply of work: inside and outside.

a) Internal work supply: A profile of agents to the extent age, sex,

direction, planning, learning, work level, past execution and future
conceivable outcomes should be kept arranged for use at whatever point
required. Necessities to the extent improvement/extension, inside
advancement of specialists ought to similarly be assessed early.

b) External work supply: When the affiliation grows rapidly, improves

into fresher zones of operations (dealer sparing cash, capital market
operations, shared resources, et cetera in case of a bank) or when it is not
prepared to find the overall public inside to fill the open doors, it needs to
research outside sources.

• Identification of Manpower Gap:

Work opening is the qualification between work required at a particular time

and the work drive being available at that particular time. This cleft can be
recognized on the preface of figures for human resource needs and supply.

18
This cleft should be measured in respect of various sorts of work constrain
since basic aggregate quantitative opening would not fill copiously require.
This hole may be of two sorts: surplus HR and absence of HR. In light of the
examination of this opening, movement organizes must be made to thrashing
this fissure.

• Action Plans:

Distinctive movement courses of action are composed to framework human

resource fissure. If there is flood of HR either therefore of awful work
masterminding in the past or subsequently of advance in various leveled
course of action, for instance, divestment of business or closing down a
couple of associations because of various reasons, action plans may be
considered to prune their size through reduction, purposeful retirement, et
cetera. If there is lack of HR, movement plan may be planned to select
additional work drive.

19
 RECRUITMENT AND SELECTION PROCESS

The Recruitment and Selection get ready advances powerful enrolling

decisions that can truly influence the accomplishment of the affiliation.

The decision of a candidate with the right blend of guideline, work

contribution, perspective, and imagination won't simply grow the quality and
security of the workforce, it will in like manner expect an immense part in
passing on organization strategies and needing to acknowledgment.

Enlistment

Enlistment outlines the chief orchestrate in the process which continues with
assurance and stops with the circumstance of the candidate. It is the
accompanying step in the acquisition convergence, the first being the work
orchestrating. Enlistment makes it possible to get the number and sorts of
people imperative to ensure the continued with operation of the affiliation.

"Enrolling is the finding of potential possibility for bona fide or expected

various leveled openings. By the day's end, it is an 'interfacing activity'
joining those with occupations and those searching for businesses."

COMPONENTS AFFECTING RECRUITMENT

20
Factors speaking to enlistment may exhaustively be apportioned as inward
and external components.

Within components are:

i. Recruiting system of the affiliation;

ii. Human resource masterminding procedure of the association;

iii. Size of the affiliation and number of delegates used;

iv. Cost incorporated into enrolling delegates, in conclusion;

v. Growth and improvement game plans of the affiliation.

The outside components are:

i. Supply and demand of specific capacities in the work grandstand;

ii. Political and legitimate thought, for instance, reservation of

occupations for SCs, STs and whatnot;

iii. Company's photo impression of the occupation searchers about the

association.

21
WELLSPRINGS OF RECRUITMENT

Preceding an affiliation activity begins enrolling competitors, it should

consider the no doubt wellspring of the sort of delegate it needs. A couple of
associations endeavor to develop new sources, while most simply endeavor
to deal with the present sources they have. These sources, in like way, may
be named as inside and external.

Inside SOURCES:

Choosing may contract to mind work workplaces and described

advancements, yet current agents are routinely the best wellspring of
hopefuls. These consolidate staff starting at now on the pay move of an
affiliation, i.e., its present working force, at whatever point any open door
happens, some person from inside the affiliation is refreshed, traded,
progressed or generally downsized. This source moreover consolidates staff
who where once of the remuneration move of the association yet who plan to
return or whom the association may need to rehire, for instance, those on
time away, the people who quit purposely, or those on creation lay-offs.

Outside Sources:

22
Firms can not for the most part get each one of the specialists they require
from their present staff, and as a less than dependable rule they basically
would incline toward not to. . We will look at the sources firms use to find
outside hopefuls next. Usually, taking after outside sources are utilized for
different positions.

Business: Everyone thinks about business advancements, and an extensive

segment of us have in all likelihood responded to no less than one. It is the
best plans to request potential delegates from outside the affiliation. Work
advancement in journals, every day papers, discharges, et cetera., is
exceptionally essential in our country. A business contains brief
verbalization of the method for occupations, the sort of people required, and
framework for applying for these livelihoods.

Business Agencies: Many affiliations get the information about the arranged
contenders through work workplaces. In our country, two sorts of work
workplaces are working. These are:

A. Public associations worked by chose, state or adjacent governments;

B. Private work workplaces

23
A. Public work workplaces: There are business exchanges continue
running by the organization essentially in all district. The business searchers
get themselves enrolled with these exchanges. Commonly, such exchanges
offer contender to lower positions.

B. Private work workplaces: Private business associations are basic

sources on authoritative, work area, and managerial staff. They charge costs
(set by state law and posted in their work environments) for each applicant
they put.

On Campus Recruitment: Many affiliations coordinate preliminary request

of inescapable agents by driving gatherings at the grounds of various
associations, schools, and colleges. This source is exceptionally profitable
for picking people to the posts of organization understudies, specific
executive, scientist, and specialists. The affiliation hold preliminary
gatherings on the grounds on the fated date and candidates found sensible
are called furthermore meets at decided spots.

Referrals and Walk-Ins: "Delegate referrals" campaigns are another

decision. The firm posts statements of openings and requesting for referrals
in its notice and on its wallboards and intranet; prizes or exchange
compensates that end up at ground zero out enrolling. Agent referrals have

24
been the wellspring of half of all agreements at America Credit since the
firm started its "you have associates, we have to meet them" specialist
referrals program. Laborers making a referral get $10 stipends, with the
portions spread over a year. As the head of choosing says, "Quality people
know quality people. If you allow delegates to make referrals, they
subsequently propose high bore people since they are accomplices… .."

Web Recruiting: An enormous and rapidly creating degree of organizations

use the Internet as an enlisting bounced from 10% in 1997 to 75% in 2000.
Infosys Technologies Ltd., for example, gets more than 1000 proceeds with
a day from inevitable hopefuls through the Net. The HR chief needs to enter
in his or her essential and "profiles" of candidates from the association’s
database get collected.

25
SELECTION

The traverse of the work promote, the photo of an association, the place

of posting, the nature of occupation, the compensation package and a vast

gathering of various segments affect the path in which work hopefuls are

presumably going to respond to the selecting attempts of an association.

Through the methodology of selection, an association tries to discover

approaching delegates and urges them to apply for circumstances at

various levels. Enrolling along these lines, gives a pool of contender to

assurance.

"Decision is the path toward picking individuals who have essential

capacities to fill occupations in an affiliation. The key explanation behind

existing is to pick the individual who can most viably play out the work,

from the pool of qualified contenders".

Decision Procedure

The assurance technique is concerned with securing critical information

around an applicant. This information is secured in different walks or

stages. The objective of decision process is to choose if a hopeful meets

26
the capacities for a specific work and to pick the applicant who is bound

to perform well in that occupation. The utilizing framework is not a lone

show but instead it is fundamentally a movement of procedures or steps

or stages by which additional information is secured about the

competitor.

WANDERS IN SELECTION PROCEDURE

There is no simple course to a correct appraisal of a cheerful. The

utilizing system is, subsequently, generally long and tangled. Various

organizations make use of such systems and pseudo-sciences as

phrenology, physiognomy, soothsaying, graphology, et cetera., while

coming to contract decision. In any case, in present day times, these are

thought to be deceitful measures.

The going with is an outstanding anyway it may be changed to suit

solitary condition:

1. Gathering or preliminary meeting or screening;

2. Application clear a reality pioneer which helps one in discovering

around a competitor's understanding and life history;

27
3. Unmistakable sorts of test used to look at a cheerful's sensibility for

work;

4. An inside and out guided meeting to examine the facts and get at the

perspectives of the applicant and his family work and the

5. A physical examination-prosperity and stamina's are basic figures

accomplishment;

6. A reference check;

7. Last assurance support by Manager and correspondence of the decision

to the confident.

1. SOCIAL EVENT, INITIAL OR PRELIMINARY INTERVIEW OR

SCREENING

The basic screening is ordinarily driven by an extraordinary examiner to

a high gage secretary in the work office. This meeting is essentially a

sorting system in which arranged competitors are given the vital

information about the method for the occupations in the affiliation. The

imperative information, then, roused from the hopefuls relating to their

28
preparation, foundation, capacity, pay asked for, the reasons behind

leaving their present occupations, their work focal points and whether

they are open for the business, their physical appearance, age, "drive" and

office in talk. In case a candidate meets with the essentials of the

definitive structure he is wiped out at the preliminary stage.

2. Application Blank or Application Form

An application clear is a standard, extensively recognized contraption for

getting information. Corn an arranged applicant which will engage an

organization to settle on a fitting decision.

It is a better than average strategies for quickly assembling irrefutable

(and in this way really correct) basic chronicled data from the candidate.

The information required to be given in the applicant's own particular

hand creating is relied upon to remember him genuinely and to draw

restrictive conclusions about his fittingness for work. Many sorts of

utilization structures a couple of conditions long and intensive and from

time to time short are used. Information is all things considered moved

toward the going with things.

29
a. Biographical Data

b. Education Attainment

c. Work Experience

d. Salary

e. Personal Items

f. Other Items: Names and addresses of past supervisors, reference et

cetera.

3. Decision Test:

Various affiliations hold different sorts of assurance tests to get some

answers concerning the hopefuls or to expel the contenders who can't be

assembled for conference, et cetera. Decision tests usually supplement

the information gave in the application outlines. Such structures may

contain legitimate information about contenders. Assurance tests may

give information about their slant, interest, personality, et cetera., which

can't be known by application shapes.

4. Meet:

30
Meeting is the oral examination of plausibility for work. This is the most

key walk in the decision strategy. In this movement, the examiner tries to

get and incorporate information about the limits of the interviewee and

the necessities of the occupation. A couple sorts of gatherings are

typically used depending upon the nature and essentialness of the

position to be filled inside an affiliation. These are Structured Interview,

Non-Structured Interview, Situational Interview, Behavioral Interview,

Panel Interview, Stress Interview, et cetera.

5. Therapeutic Examination:

Therapeutic examination is done to take in the physical gages and

wellbeing of up and coming specialists. Remedial Examination can give

the going with information:

• Whether the hopeful is restoratively sensible for the specific business

or not;

• Whether the hopeful's physical estimations are according to

occupation essentials or not.

6. Reference Checks:

31
The usage of references is standard in most assurance strategies, for it

incorporates only a little time and money and slightest of effort. The

philosophy places reliance on the appraisal of past managers, sidekicks

and master work constrain. Watches out for references are made through

mail or by telephone, and on occasion or by using reference shape.

7. Utilizing Decision:

The Line Manager concerned necessities to settle on an extreme

conclusion now-whether to pick or expel a rival in the wake of asking for

the required information through different frameworks. Ensuing to taking

an official conclusion, the affiliation needs to close this decision to

productive and furthermore unsuccessful candidates. The affiliation sends

the course of action demand to the productive hopefuls either speedily or

after some time, dependent upon its time arrange.

32
 CHAPTER-2
COMPANY PROFILE

33
 CHAPTER-2
COMPANY PROFILE

The Samsung Group is a South Korean total made out of different

associations, including Samsung Electronics, as one of the world's greatest
equipment associations. Samsung Group is South Korea's greatest exporter
and is helmed by Chairman Lee Kun-hee , the third offspring of the
originator Lee Byung-chul.

Samsung Electronics is a South Korean Multinational Corporation and one

of the world's greatest Electronics and IT associations. In August 2005,
Business Week assessed Samsung as the Number 1 purchaser equipment
stamp on the planet. Headquartered in Seoul, South Korea, it is a bit of the
Korean Samsung Group working in around more than 100 countries. The
name Samsung genuinely means "three stars" or "tristar" in Korean.

Samsung Electronics is seen by various Koreans as a picture of national

pride and 'can do' soul. Samsung Electronics announced toward the start of
the 21st century its desire to "wind up clearly the world's greatest equipment
association in just 5 years".

SAMSUNG IN INDIA

Samsung India is the middle for Samsung's South West Asia Regional
Operations. The South West Asia Regional Headquarters deals with the

34
Samsung business in Nepal, Sri Lanka, Bangladesh, Maldives and Bhutan
other than India. Samsung India Electronics Limited (SIEL), the Indian
assistant of the US $ 55.2 billion Samsung Electronics Corporation (SEC)
headquartered in Seoul, Korea, started operations in India in 1995. Today
acknowledges a business turnover of over US $ I Bn in just a period of
operations in the country. At to start with, it was a player just in the shading
TVs area when it endeavored contract creating for videocon. In any case,
later it ventured into shading screens (1999) and coolers (2003). Today, it is
seen as one of the speediest creating brands in the hover of modernized
development.

In its residency of over 10 years in the country, Samsung India has set up
collecting workplaces for Color Televisions, Washing Machines, Color
Monitors and all the more starting late, Refrigerators in the country. Each
one of the workplaces are arranged at its Manufacturing Complex at Noida,
Uttar Pradesh. The association set up a Software Technology Park for
Digital Visual Display Products at Noida in the year 2002. In the year 2004,
Samsung India has been made the Regional Head quarters for Samsung
Operations in South West Asia.

OUR LOGO

Samsung, which really connotes "three stars" in Korean, at first had three
stars as its logo.

In 1993, Samsung displayed another corporate identity program is regard of

its 55th celebration and fifth remembrance of the introduction of the "second

35
foundation". It was intended to brace forcefulness by bringing Samsung's
desired acknowledgment by general society. Samsung's corporate logo was
reconsidered to wander Samsung's firm affirmation to twist up evidently a
world pioneer. The Samsung name is by and by formed in English,
developing its overall proximity all through the world.

The name is superimposed over a dynamic, new logo setup, giving a general
picture of component undertaking. The bended logo shape symbolizes the
world going through space, passing on an unmistakable picture of
progression and change. The fundamental letter, "S", and the last letter,"G",
fairly break out of the oval to relate within with the outside, exhibiting
Samsung's desire to be brought together with the world and to serve society
when all is said in done.

Vision

Creating To Be The Best

Samsung India plans to be the 'Best Company' in India by the year 2006.
'Best Company' similarly as both the internal workplace condition and
furthermore the outside setting in which the association works Samsung
means to create in India by adding to the Indian economy and making the
lives of its customer more direct, less requesting and wealthier through its
transcendent quality things

36
"Our mean to increment imaginative expert in the Indian business focus
even as we will probably get the love and respect of a greater amount of our
Indian clients"

AREAS OF BUSINESS

Samsung Electronics Co., Ltd is an overall pioneer in semi-conductor,

telecom, propelled media and modernized meeting advancements. Using
around 123,000 people in 930 work environments in 48 countries, the
association contains five essential claim to fame units. These are:
Digital Appliances Business
Digital Media Business
LCD Business
Semi-conductor Business
Telecommunication Network Business

Samsung India's areas of business are widely orchestrated into the going
with 3 classes:

• Consumer Electronics (CE)/Audio Visual(AV) Business:

TVs - Home Theater Systems
Home Audio Players - Digital Still Cameras
Digital Audio Players - Camcorders
CD/DVD Players
• Home Appliances (HA) Business:
Refrigerators
Air Conditioners

37
 Washing Machines
Microwave Ovens
• Information Technology (IT) Business:

Note PCs
Hard Disk Drives
CD/DVD ROMS
CD/DVD Writers
Monitors
Laser Printers and Laser-based Multi-work Printers
Fax

38
 RECRUITMENT AND SELECTION PROCEDURE OF
SAMSUNG

Samsung makes a translation of its business philosophy into a work

mastermind and develop an enrollment program in like way, which will
engage it to attract and select people with the best possible blend of
contribution, capacities and data.

Goals

The rule objectives of the Recruitment Policy are plot as takes after:

•Build the Samsung stamp in the occupation publicize

•Ensure availability of the "right" capacity at the "right" time

•Evaluate through an intelligent system that ensures the right fit between the
affiliation and the candidate.

Enrollment Procedure

A. Work get ready

Manpower Forecasting

39
1. The general yearly procedure for accomplishment for the association
isolates into courses of action and centers for each individual division. Each
division processes their audit adroit work necessities in light of the staffing
measures, and give quarterly and month to month work requirements to
corporate HR.

2. Based on the whittling down examples and work essentials, all the
different Head of Departments arrive on the work numbers nearby Head-HR
and obtain on MD'S underwriting.

3. The foreseen requirements for the year must accomplish Head-HR, latest
by the primary week of January reliably.

Manpower Inventory

HR prepares the present work status of each division, including an

examination of the present work at each territory, survey and capacity
summary.

Identifying Manpower Gaps

The present number of delegates and their ability levels appeared differently
in relation to the evaluated requirements with recognize subjective and
quantitative fissure. Options for the redeployment through holding, trades,

40
headways are considered. Where these decisions don't exist, decisions for
enlisting from external sources are considered.

Manpower Plans

On the introduce of perceived cleft, HR prepares on general work organize

which gives tasteful lead time to trades, holding, progressions and external
contracting. The plan contains purposes of enthusiasm on:

•Department savvy numbers for trades, holding and progressions.

•Department savvy numbers for outside enrollment.

•The last work orchestrate prepares. Once completed, it will be set up for
support by all the division heads and Managing Director.

B. Prepare Job Description and Person Specification

Each position in the affiliation has quick and dirty arrangement of working
duties including the going with:

Description of profile to be dealt with

Department/Location/Region

41
 Reporting relationship-Designation

Whether the position is arranged – in case of another opening or

substitution say purposes of enthusiasm of last officeholder

Qualifications-Essential/Desired

Position in the request/Organization Structure

C. Raising Manpower Request

The utilizing chairmen raise the work request using the going with course of
action and to HODs for their support using MR outline.

Particulars Details

Date of begin

JD Code

Position

Declaring Relationship (Designation)

Region

Date of closing the position

42
 The work request climbs through My Single by the enrolling
administrators. Commonplace HR boss educate HO-HR and Head-HR while
searching for HOD underwriting.

Once the opening is filled, My Single MRF support in printed duplicate

close by the signs of Head-HR recorded in the staff appeal to for picked
hopefuls. Head-HR signs the work request outline once the open door is
filled.

All requests another position must be sent to HR in a Manpower

Requisition Form after underwriting from the HOD, Human Resource
manages the method of enrollment and assurance with commitments from
the line work.

D. Wellsprings of enrollment

All around the wellsprings of enlistment are organized into two areas:

•Internal Recruitment

•External Recruitment

Internal Recruitment:

The association has trust in offering open entryways for advancement and
conveyor development to its delegates; along these lines each time a need
rises, inside enlistment is a favored mode. For each opening develops
underneath level, a decision of filling the post at first is considered. HR puts

43
a notice on the intranet. The business contains the going with purposes of
intrigue:

a.Job Profile

b.Education abilities, Skills, Experience

c.Last date of tolerating Applications

d.Contact individual in HR

All applications are screened for the capability against pre-chosen criteria
for the open door. HR prepares an once-over of qualified competitors and
searches for underwriting from the different Reporting Manager and
Departmental Head. In case support is given, HR sends notice to the
qualified hopefuls by methods for email. Competitors who are not found
qualified are also be educated as by methods for email.

Qualified CANDIDATES UNDERGO A PANEL INTERVIEW.

In case no proper competitors apply inside one week from the date of
posting the notice, outside enlistment is begun.

External Recruitment:

44
The opening can be filled through the going with channels:

Candidates walking around/sending their CVs direct

Job Portals

Samsung Site (through hrindia@samsung.com)

Consultants

Campus Recruitment

Contracting collaboration on each position as per the going with:

S.No. Position Lead time for conclusion

1. Up to Asst. Manager 30 timetable days

2. Managers 45 timetable days

3. Sr. Manager& DGM 45 plan days

4. GM& Above 60 plan days

The gather spend no under 1 week in chasing down the right confident
through sources other than specialists.

Lead time figured as takes after: Date of tolerating come with respect to
the open door Date of contender denoting the LOI and giving a joining date
in the wake of serving the notice time period.

The lead time is passed on to the HODs/Regional Managers by Head-HR

at the period of correspondence of the opening to HR.

45
 Direct CVs/Job Portals/Samsung Site/Consultants:

The CVs overcame specialists, particularly got CVs, work portals&

Samsung site is secured in the CV database.

Campus Recruitments:

Grounds enrollment is used for fresh graduates/postgraduates who are taken

as Executive Trainees and Management Trainees or for individuals joining
at section level positions in the association.

In case contender have shy of what one year of work inclusion, he/she sees
as a fresh contract (section level enlistment).

Trainee Schemes

Management Trainees

Dependent upon the requirements expected in the work mastermind, the

association starts Management Trainees from Management Institutes in the
country.

Sourcing of Trainees

Organization learners are sourced from Management Institutes the country

over.

The decision criteria for establishments are depicted underneath:

•Campus rating through conveyances: HR implies the Campus examinations

appropriated in the Business Magazines, open in the country and land at

46
typical grounds assessments. For the present year the association will target
establishments that are situated in the region of fifteenth and twentieth
positions as demonstrated by the situating made. It is further recommended
that by the year 2006-2007.

•Recruitment days given: The association offers slant to the Institutes who
will give either day 0, 1 or 2

•Campus Specialization: Relevance of courses offered to the association's

business.

•Campus Relationship: The Company develops comfortable relationship

with centered grounds by obtaining tremendous numbers, driving events,
taking summer learners, sending senior bosses for locations et cetera.

Positioning of Trainees

Picked understudies are arranged at the going with assessments:

Fresh Graduates: Student with a Masters in Business Administration is put at

the Management Trainee surveys and gets asserted in level

After powerful summit of the planning time period.

Experience: Student with critical work comprehension of 1-3 years give

weight age however takes as Management Trainee.

E. Enrollment Process

47
The enrollment system for the Management learners is according to the
accompanying:

HR begins the grounds selection plan by sending the association's

composition to the grounds, one month before the proposed date of
enlistment. This contains pamphlets of the association composing containing
information about the association, the occupation profile and the pay
package.

SIEL agents to the grounds include:

HO HR/Regional HR

Regional Manager/Regional Functional Manager

Pre Placement Talks:

HR encourages with the Placement Cell of short recorded Institutes and

date-book Pre Placement talks (PPT)

The HR head and Regional Manager light up the Pre Placement Team. The
going with information is passed on to the Pre Placement Talks:

A Pre Placement (PPT) for 30 minutes, covering Samsung Corporate

Video, Position Profile and improvement plot, Increments, GPMS and
Company game plans,

Application Blanks,

Number of work openings

48
Decision Process

A.Eligibility Criteria:

The going with capability measure is used to short summary hopefuls from
various Institutes:

A CGPA of no under 6 out of 10 or its indistinguishable in the

MBA/PGDBM program

Projects endeavored at the late spring understudy/impermanent occupation

level

B. Screening of Application Blanks:

The position Coordinator/Administrative Offices short once-over candidates

on the preface of fated capability criteria and send the once-over of short
recorded understudies to the association no short of what one week before
the date of grounds gatherings. HR will then the application spaces that are
gotten and short demonstrate to them a minute time as showed by the
capability criteria.

C. Decision Criteria:

The hopefuls qualifying the %/CGPA criteria are considered for the
assurance rounds. The weight age for the assurance exercises are as under:

S.No. Hone Weight age(%)

49
1. Cluster Discussion 20

2. Psychometric Analysis 30

3. Board Interview 50

F. Letter Of Intent:

Picked contenders are issued a letter of plan on the spot. Course of action
letters are issued in the wake of joining.

a)Trainee Scheme

Once picked, each one of the learners are given a HR freebee that once-
overs the purposes of enthusiasm of the understudy plan are shown
underneath:

Travel:

Organization Trainees are outfitted with AC class Train Fare from home to
the association. Development costs, for instance, travel (taxi) from the
Railway station to the place of posting et cetera are given.

Accommodation:

Learners are outfitted with shared settlement. Guest House is obliged one
month for outstation hopefuls.

50
 Training Program:

The planning time allotment is for six months. The purposes of intrigue are
given underneath:

A three day enrollment period held for all understudies by the top
Management on the vision, mission and association systems.

All learners consume through one week in every limit with regards to a
period of Weeks.

Trainees endeavor 2 stretches out in 2 unique limits than their

specialization.

A solidified test for each one of the divisions and limits it is set up by
individuals named in HO by HODs. It is coordinated and evaluated by RHR
and sent to HO-HR.

Detailed information session is guided by HR and sent to HO-HR and

handover to specific divisions/branches.

G. Execution Evaluation and Placement:

Perpetual supply of the planning time allotment, all learners encounter

execution appraisal.

Process:

Trainees are required to present a report of the errands they have grasped
to the Department Head toward the complete of the planning time span.

51
 HR arranges an execution meet for every organization learner. The board
for meeting involves one cross-utilitarian head, Departmental head and HR
Manager.

The understudy is overviewed on the exercises completed and different

parameters recorded in the "Learner Evaluation Form".

The Performance Evaluation Panel recommends an attestation segment as

indicated by the learner's execution. In the wake of tolerating the evaluation
and proposition, HR issues an insistence letter to the understudy avowing
him/her at level.

52
 CHAPTER-3
OBJECTIVES
&
RATIONALE OF STUDY

53
 CHAPTER-3
OBJECTIVES AND RATIONALE OF STUDY
========================================================================

OBJECTIVES

It is disengaged in two characterizations:

Basic Objective: To analyze the practicality of enlistment and decision
system in Samsung.
Assistant Objective: To highlight the selection and decision methodologies
of the associations.

TECHNIQUE OF THINKING STUDY

Samsung is a completely known customer electronic association. It is a

world surely understood huge association. Remembering the true objective
to run any association we look for "right probability for the right business".
It is the fundamental walk to run any association since specialists are the
most basic asset of any affiliation. The accomplishment or disillusionment of
an affiliation is, as it were, liable to the gage of the all inclusive community
working in that. That is the reason I have picked this point and besides it is
critical bit of HR which is my subject of interest.

With the help of this direct I require toward consider the selection and
decision plans of the associations and endeavor to make more effective in
Samsung. In addition, it would be helpful for me for the future perspective.

54
 CHAPTER-4
REVIEW OF LITERATURE

55
 CHAPTER-4
REVIEW OF LITERATURE
========================================================================

Information Value of Recruitment and Selection

In early selection mastermind, affiliations need to settle on a couple of basic
decisions concerning the characteristics of the information they give. The
medium, the level of exactness or realness, the total and nature of the
information, may all impact both pre-enroll comes about (e.g., prospects'
preparation to apply) and post-utilize comes about (e.g. early turnover).

Sensible work sneak pinnacles (RJPs) are no ifs ands or buts the most clearly
comprehended enlistment technique identifying with plan of information.
Utilizing RJPs, both positive and inauspicious information is given to
applicants with a particular true objective to decrease post-utilize turnover.
In the at first disseminated record of a RJP attempt more than 40 years back,
(Weitz, 1956) applauded the potential accommodation of having potential
agents' yearnings as useful as could be normal considering the present
situation.

In the midst of this investigation, vague records of the suitability, strategy

for thinking and related systems planned to upgrade a variety of various
leveled comes about (work satisfaction, execution, work residency,
obligation) have been represented.

A couple surveys have reviewed the associations between the measure of

information gave in enlistment materials and occupation searchers'

56
enthusiasm to apply for the work portrayed (Barber and Roehling, 1993;
Gatewood, Gowan, and Lautenschlager, 1993; Herriot and Rothwell, 1981;
Mason and Belt, 1986). The outcomes of these surveys generally exhibit that
enrollment materials should be instructive; that they should address an
extent of occupation and various leveled qualities; and that they should give
specific information about those properties (Barber, 1998). Based upon bare
essential information about occupation requirements less qualified prospects
will lose interest. Qualified prospects, of course, will most likely respond to
advancements when they give specific information on what the affiliation
conveys to the table. In any case, before strong conclusions can be drawn,
additional replication is required. More especially, we require more audits
on the associations between online advancements and hopeful interest.
Additionally, Barber prescribed that "it may well be that the positive
associations between [potential] hopeful reactions and information holds just
to a certain point: if selection materials contain too much information, they
may overwhelm applicants and have a less positive.

Moreover from time to time uncovered in the enrollment composing is the

positive association between hopeful interest and the measure of information
gave by the choice delegate in the midst of the meeting (Harris and Fink,
1987; Liden and Parsons, 1986; Maurer, Howe, and Lee, 1992; Powell,
1984; Rynes and Miller, 1983; Turban and Dougherty, 1992). In this way,
instructive enlistment pros are generally needed to uninformative ones. Be
that as it may, spotters are presumably not going to show especially a
considerable measure of information about the relationship, since they have
to secure information about the hopeful's abilities additionally inside the
obliged time open.

57
CHOICE OF RECRUITMENT SOURCE

Ask about on business information sources has commonly made a capability

between formal versus easygoing enrollment sources. Formal business
information sources incorporate the usage of formal center individuals, for
instance, circumstance work environments, and enrollment takes note. On
the other hand, easygoing occupation information sources do exclude the use
of formal center individuals (e.g., partners and relatives). Beautician (1998)
gave the going with audit of the distinctive selection sources: "Standard
sources consolidate delegate referrals, work workplaces (checking grounds
circumstance work environments and authority request firms), every day
paper or radio notification, and unconstrained applications or "walk-ins". All
the more starting late, affiliations have swung to choice sources, for
instance, on-line (web) contracting organizations, work fairs, and
contenders' reductions/outsourcing programs as techniques for recognizing
contenders (Glickstein and Ramer, 1988)"

58
 CHAPTER-5
RESEARCH METHODOLOGY

59
 CHAPTER-5
RESEARCH METHODOLOGY
===============================================================================

RESEARCH DESIGN

Every examination augment drove tentatively has a predefined framework

for controlling the data assembled. The structure is called Research Design.

An examination arrangement is the game-plan of conditions for social event

and examination of data in a way that way to combine criticalness to the
investigation prevail upon economy in system.

1. The objectives are resolved with sufficient exactness to ensure that

data assembled is appropriate.
2. The data gathering procedures used is Questionnaires and Structured
Interviews. While arranging data collection framework, it was ensured that
the data assembled is impartial and tried and true.
3. The request are set up in an unmistakable, reasonable, and appropriate
to the objective resolved to ensure precision.
4. The looking at setup used is Random Sampling.

Sample Size

To choose the sufficiency of Recruitment and Selection Policy of Samsung,

an illustration size of 8 associations was assembled. The respondents were
essentially the HR boss, people from the enrollment and assurance office.

60
The names of the 8 associations are recorded underneath:

• Path InfoTech
• EXL
• BL International
• Peridot Consultancy Services Pvt Ltd
• Sony
• Videocon
• Alcatel
• Samsung

ASK ABOUT TOOLS AND QUESTIONNAIRE

For the accomplishment of my wander I arranged an open-completed survey

the purpose of which was to grasp the HR systems for enlistment and
decision of various associations with the objective that benchmark can be set
for the same for the change of the affiliation. With the help of this survey I
drove different reviews and assembled the data. Meeting of concerned
specialists of the associations was coordinated to get proficient with the
enrollment and assurance technique of various associations and to choose
their ampleness.

61
MOVEMENT PLAN FOR DATA COLLECTION

Correct movement prepare for data amassing is the most basic piece of a
sensible report. To complete my report in a correct and finy I made an action
to finish the same.
The data for the present research study was assembled by with the help of
the going with two techniques for data collection:

•The Primary Method for Data Collection

•The Secondary Method for Data Collection
The Primary Data Collection:
1.A Structured study with cement and demonstrated question was set up
with the help of the business coordinate, which covers each one of the
perspectives to consider the enlistment and assurance systems of the
associations to choose the sufficiency of Samsung in selection and decision.
2.To accumulate the data firstly, I found the areas and phone no. of the
associations on the net and took courses of action.
3. The survey was appropriated to an example size of 8 associations
consolidating Samsung from thusly that the general objective of the
investigation is proficient legitimaty.
4. Some of the data was accumulated by coordinating Structured Interviews
and E-Mails.
5. Personal Interactions with the HR Managers, Senior Level Managers and
distinctive people from the HR gathering to take the feedback of enlistment
and decision systems of the association.

Assistant Data Collection:

62
The assistant data was assembled by two sources. These are:
1. Data assembled as to with the enlistment and assurance procedure of
Samsung from the Company manuals.
2. Access corporate intranet site.

63
 CHAPTER-6

DATA ANALYSIS

64
 CHAPTER-6
DATA ANALYSIS
========================================================================

Data Analysis

Remembering the ultimate objective to choose the sufficiency of enrollment

and assurance methodology of Samsung I have divided my survey in eight
parameters. These are recorded underneath:

1. Experience
2. Set of working obligations and Job examination
3. Wellsprings of enlistment
4. Sorts of tests grasp for picking candidates
5. Sorts of gatherings
6. Last measure for decision
7. Ampleness of HR gathering
8. Ampleness of work examination
On the start of these parameters I have measured the ampleness of
enlistment and decision strategy of Samsung with different associations and
I have found in which districts it needs change.

The examination is isolated into two classes:

1. Firstly, it is exhibited the rate of ampleness of the individual associations

on the eight parameters said above:

65
CHART I

Experience
Path infotech
Job description and job analysis

Sources of recruitment

80.40% 64% Types of test adopt for selecting

82.30% candidates.
82.70%
Types of interviews

Final criterion for selection

57% 65%
78.57% 100% Effectiveness of HR team

Effectiveness of job analysis

IN
PARAMETERS PERCENTAGE
Experience 64%
Job description and job analysis 82.30%
Sources of recruitment 65%
Types of test adopt for selecting
candidates. 100%
Types of interviews 78.57%
Final criterion for selection 57%
Effectiveness of HR team 82.70%
Effectiveness of job analysis 80.40%

66
CHART II

EXL Experience

Job description and job analysis

Sources of recruitment
72% 65.70%
70.30% Types of test adopt for selecting
78.57%
candidates.
Types of interviews

57% 80% Final criterion for selection

100% 87.50% Effectiveness of HR team

Effectiveness of job analysis

IN
PARAMETERS PERCENTAGE
Experience 65.70%
Job description and job analysis 70.30%
Sources of recruitment 80%
Types of test adopt for selecting
candidates. 87.50%
Types of interviews 100%
Final criterion for selection 57%
Effectiveness of HR team 78.57%
Effectiveness of job analysis 72%

67
CHART III

Experience
BL International
Job description and job analysis

Sources of recruitment
77.40% 65%
Types of test adopt for selecting
42.86% 79.40% candidates.
Types of interviews

56% Final criterion for selection

70%
57.14% 62.50% Effectiveness of HR team

Effectiveness of job analysis

IN
PARAMETERS PERCENTAGE
Experience 65%
Job description and job analysis 79.40%
Sources of recruitment 70%
Types of test adopt for selecting
candidates. 62.50%
Types of interviews 57.14%
Final criterion for selection 56%
Effectiveness of HR team 42.86%
Effectiveness of job analysis 77.40%

68
CHART IV

Peridot consultant
Experience

Job description and job analysis

71.60% 60% Sources of recruitment

71.43% 70%
Types of test adopt for selecting
candidates.
Types of interviews
60%
74% Final criterion for selection
85.71% 87.50%
Effectiveness of HR team

Effectiveness of job analysis

IN
PARAMETERS PERCENTAGE
Experience 60%
Job description and job analysis 70%
Sources of recruitment 60%
Types of test adopt for selecting
candidates. 87.50%
Types of interviews 85.71%
Final criterion for selection 74%
Effectiveness of HR team 71.43%
Effectiveness of job analysis 71.60%

69
CHART V

Sony Experience

Job description and job analysis

Sources of recruitment
88.20% 78%
Types of test adopt for selecting
82.86% 90.10%
candidates.
Types of interviews

70% Final criterion for selection

78%
85.71% 87.50% Effectiveness of HR team

Effectiveness of job analysis

IN
PARAMETERS PERCENTAGE
Experience 78%
Job description and job analysis 90.10%
Sources of recruitment 70%
Types of test adopt for selecting
candidates. 87.50%
Types of interviews 85.71%
Final criterion for selection 78%
Effectiveness of HR team 82.86%
Effectiveness of job analysis 88.20%

70
CHART VI

Videocon Experience

Job description and job analysis

74.40% 70% Sources of recruitment

85.71% 70.20% Types of test adopt for selecting

candidates.
Types of interviews
70% Final criterion for selection
62%
78.57% 87.50%
Effectiveness of HR team

Effectiveness of job analysis

IN
PERCENTAGE
PARAMETERS
Experience 70%
Job description and job analysis 70.20%
Sources of recruitment 70%
Types of test adopt for selecting
candidates. 87.50%
Types of interviews 78.57%
Final criterion for selection 62%
Effectiveness of HR team 85.71%
Effectiveness of job analysis 74.40%

71
CHART VIII

Alcatel
Experience

Job description and job analysis

82.30% 62% Sources of recruitment
81.10%
85.71%
Types of test adopt for selecting
candidates.
Types of interviews
68%
70%
Final criterion for selection
92.86% 100%
Effectiveness of HR team

Effectiveness of job analysis

IN
PERCENTAGE
PARAMETERS
Experience 62%
Job description and job analysis 81.10%
Sources of recruitment 68%
Types of test adopt for selecting
candidates. 100%
Types of interviews 92.86%
Final criterion for selection 70%
Effectiveness of HR team 85.71%
Effectiveness of job analysis 82.30%

72
CHART IX

Experience
Samsung
Job description and job analysis

Sources of recruitment
87.20% 85%
Types of test adopt for selecting
82.86% 90% candidates.
Types of interviews

Final criterion for selection

74% 70%
92.86% 87.50% Effectiveness of HR team

Effectiveness of job analysis

IN
PERCENTAGE
PARAMETERS
Experience 85%
Job description and job analysis 90%
Sources of recruitment 70%
Types of test adopt for selecting
candidates. 87.50%
Types of interviews 92.86%
Final criterion for selection 74%
Effectiveness of HR team 82.86%
Effectiveness of job analysis 87.20%

73
2. Secondly, it is shown the comparative effectiveness of these companies on
the eight parameters mentioned above:
GRAPH I

Consideration to Experience
Experience consideration in

85%
90 78%
80 64% 65.7% 65% 70%
70 60% 62%
60
50
%

40
30
20
10
0

Company Name

EXPERIENCE REQUIREMENT
IN
NAME OF COMPANIES PERCENTAGE
Path Infotech 64%
EXL 65.7%
BL International 65%
Peridot Consultant 60%
Sony 78%
Videocon 70%
Alcatel 62%
Samsung 85%

74
INTERPRETATION

Graph shows Samsung gives 85% consideration to experience that means

that the organization prefer experienced person more than the other
candidates whereas Peridot Consultant give a comparatively less preference
to experience and give opportunities to freshers’.

75
GRAPH II

Analysis Conderation in % Job Description and Analysis Conderation

Job Description and

100 82.3% 79.4% 90.1% 81.1% 90%

90 70.3% 70% 70.2%
80
70
60
50
40
30
20
10
0

Company Name

JOB DESCRIPTION AND ANALYSIS

CONSIDERATION
IN
NAME OF COMPANIES PERCENTAGE
Path Infotech 82.3%
EXL 70.3%
BL International 79.4%
Peridot Consultant 70%
Sony 90.1%
Videocon 70.2%
Alcatel 81.1%
Samsung 90%

76
INTERPRETATION

Graph shows consideration of Job description and Job Analysis of Sony and
Samsung is equal i.e., 90.1% & 90%. On the other hand the least
consideration of Job description and Job analysis is 70% of Peridot
Consultant.

77
GRAPH III

Consideration to Sources of Recuitment

Sources of Recuitment
consideration in %

90% 80%
80% 65% 70% 70% 70% 68% 70%
70% 60%
60%
50%
40%
30%
20%
10%
0%

Company Name

CONSIDERATION TO SOURCES OF
RECRUITMENT
IN
NAME OF COMPANIES
PERCENTAGE
Path Infotech 65%
EXL 80%
BL International 70%
Peridot Consultant 60%
Sony 70%
Videocon 70%
Alcatel 68%
Samsung 70%

78
INTERPRETATION

Graph shows EXL is 80% effective out of set benchmark. On the other hand
ABC Limited shows 60% effectiveness but it is very less. So, it needs some
improvement in the sources of recruitment. Samsung shows 70%
effectiveness out of set benchmark. So, it needs slight improvement to make
effective recruitment and selection process according to set benchmark.

79
GRAPH IV

Consideration Given to Test

Test Consideration in %

120% 100% 100%

100% 87.50% 87.50% 87.50% 87.50% 87.50%
80% 62.50%
60%
40%
20%
0%

Company Name

CONSIDERATION GIVEN TO TEST

IN
NAME OF COMPANIES PERCENTAGE
Path Infotech 100%
EXL 87.50%
BL International 62.50%
Peridot Consultant 87.50%
Sony 87.50%
Videocon 87.50%
Alcatel 100%
Samsung 87.50%

80
INTERPRETATION
Graph shows Path Infotech and Alcatel are 100% effective in test series
according to set benchmark. On the other hand BL International is 62.50%
effective but it needs some improvement. And Samsung shows 87.50%
effectiveness out of set benchmark but it needs some improvement to reach
out the standard.

81
GRAPH V

Consideration to Interviews
Interview Consideration In %

120.00 100.00%
85.71% 85.71% 92.86% 92.86%
100.00 78.57% 78.57%
80.00 57.14%
60.00
40.00
20.00
0.00

Company Name

CONSIDERATION TO INTERVIEWS
IN
NAME OF COMPANIES PERCENTAGE
Path Infotech 78.57
EXL 100.00
BL International 57.14
Peridot Consultant 85.71
Sony 85.71
Videocon 78.57
Alcatel 92.86
Samsung
92.86

82
INTERPRETATION
Graph shows EXL is 100% effective in conducting interviews according to
set benchmark. On the other hand BL International shows 57.14%
effectiveness but it is least effective and it needs some improvement. And
Samsung is 92.8% effective in conducting interviews that means it needs
slight improvement to reach out the set benchmark.

83
GRAPH VI

Consideration to Selection Criterion

Selection Consideration in

90% 78% 74%

80% 74% 62% 70%
70% 57% 57% 56%
60%
50%
%

40%
30%
20%
10%
0%

Company Name

CONSIDERATION TO SELECTION
CRITERION
NAME OF
COMPANIES IN PERCENTAGE
Path Infotech 57%
EXL 57%
BL International 56%
Peridot Consultant 74%
Sony 78%
Videocon 62%
Alcatel 70%
Samsung 74%

84
INTERPRETATION
Graph shows the selection criteria of Sony to select the candidates whether
it is a position of managerial level, Supervisory level, Associates and Staff
level and others is 78% effective and the least effective is 57% of BL
International. And Samsung shows 74% effectiveness.

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GRAPH VII

Effectivness of HR Team
85.71%
Effectiveness in %

82.7% 78.57% 82.86% 85.71% 82.86%

90.00 71.43%
80.00
70.00
60.00 42.86%
50.00
40.00
30.00
20.00
10.00
0.00

Company Name

EFFECTIVENESS OF HR TEAM
NAME OF IN
COMPANIES PERCENTAGE
Path Infotech 82.70%
EXL 78.57%
BL International 42.86%
Peridot Consultant 71.43%
Sony 82.86%
Videocon 85.71%
Alcatel 85.71%
Samsung 82.86%

86
INTERPRETATION
Graph shows on the basis of recruitment and selection procedure the
effectiveness of HR Team of Alcatel and Videocon is 85.71% out of set
benchmark. The least effective HR Team is BL International. It shows
42.86% effectiveness. And the Samsung shows 82.86%.

87
GRAPH VIII

Effectiveness of Job Analysis

88.2% 87.2%
Effectiveness %

100 80.4% 82.3%

90 72.1% 77.4% 71.6% 74.4%
80
70
60
50
40
30
20
10
0

Company Name

EFFECTIVENESS OF JOB ANALYSIS

NAME OF COMPANIES IN PERCENTAGE
Path Infotech 80.4%
EXL 72.1%
BL International 77.4%
Peridot Consultant 71.6%
Sony 88.2%
Videocon 74.4%
Alcatel 82.3%
Samsung 87.2%

88
INTERPRETATION

Graph shows on the basis of ‘can do’ skills and ‘will do’ needed Sony
shows 88.2% effectiveness of job analysis and ABC Limited shows 71.6%
that means it needs some improvement to identify the job description in a
proper manner. And Samsung shows 87.2% effectiveness. Therefore, it n
needs bit improvement to make more effective job analysis.

89
 INTERPRETATIONS

By examination of the diverse parameters as communicated above it can be

deciphered that on the preface of experience Samsung gives 85% thought to
experience that infers the affiliation support experienced individual more
than substitute contenders.

Sony and Samsung gives equal and most critical considered Job depiction
and Job examination i.e., 90.1% and 90% in relative distinctive associations.
On the other hand insignificant considered Job depiction and Job
examination is 70% of Peridot Consultant.
EXL demonstrates 80% suitability in the wellsprings of enlistment. On the
other hand Peridot Consultant shows 60% sufficiency yet it is less. Thusly, it
needs some adjustment in the wellsprings of enrollment. Samsung shows
70% ampleness out of set benchmark. Along these lines, it needs slight
change to make feasible enlistment and assurance handle as demonstrated by
set benchmark Way Infotech and Alcatel are 100% effective in test course of
action as demonstrated by set benchmark. On the other hand BL
International is 62.50% capable yet it needs some change. Likewise,
Samsung demonstrates 87.50% ampleness out of set benchmark yet it needs
some change to associate the standard.
EXL is 100% effective in coordinating gatherings according to set
benchmark. On the other hand BL International shows 57.14% suitability yet
it is scarcest effective and it needs some change. Furthermore, Samsung is

90
92.8% capable in driving gatherings that suggests it needs slight change to
associate the set benchmark.
The assurance criteria of Sony to pick the contenders whether it is a position
of managerial level, Supervisory level, Associates and Staff level and others
is 78% effective and the smallest fruitful is 57% of BL International.
Likewise, Samsung demonstrates 74% sufficiency.
On the commence of enlistment and decision strategy the practicality of HR
Team of Alcatel and Videocon is 85.71% out of set benchmark. The base
fruitful HR Team is BL International. It shows 42.86% ampleness.
Additionally, the Samsung shows 82.86%.
On the start of 'can do' aptitudes and 'will do' required Sony exhibits 88.2%
reasonability of work examination and Peridot Consultant demonstrates
71.6% that infers it needs some change to perceive the normal arrangement
of duties legitimaty. Likewise, Samsung shows 87.2% suitability. In this
way, it needs bit change to make all the more intense occupation
examination.

91
 CHAPTER-7

CONCLUSION

92
 CHAPTER-7
CONCLUSION
===============================================================================

Reasonable Recruitment and Selection is the fundamental walk and the most
essential key show run any affiliation. The accomplishment or
dissatisfaction of an affiliation is, as it were, dependent on the drag of the all
inclusive community working in that. Without useful and creative
responsibilities from people, affiliation can't progress and succeed.
Remembering the true objective to fulfill the goals or play out the activities
of a relationship, in this way, we need to choose people with basic aptitudes,
capacities and experience. Some individual says that,

"Better enlistment and decision frameworks result in made progress

Definitive outcomes. The more suitably affiliations enroll additionally,
select contenders, the more likely they are to enroll and hold satisfied
agents".

The survey transcendently focuses on what should do Samsung to make

capable enrollment and assurance plan in claim relationship in examination
with various associations. Thusly, here we reason that Samsung needs slight
change in the system of Recruitment and Selection. Firstly, association
needs to concentrate on improvement open entryways for the laborers since
today's tight work market is making it more troublesome for relationship to
find, enlist, and select skilled people. The resistance for capacity is uplifting,
as there are less qualified applicants available. This insufficiency of hopefuls

93
makes it all the more basic for relationship to have the ability to effectively
attract, select, and hold quality candidates.
Affiliation needs to improve the assurance criteria for decision whether it the
post of executive, associate& staff, supervisor et cetera. They should settle a
couple of parameters to pick the contender for specific position.
They should use assessment procedure and slant test to pick the hopefuls.
They should guide Behavioral Interviews to some degree while picking
candidates. This sort of gatherings can be used to genuinely anticipate future
lead in estimations (or abilities) fundamental to occupation accomplishment.

94
 CHAPTER-8
RECOMMENDATIONS
&
SUGGESTION

95
 CHAPTER-8
RECOMMENDATIONS & SUGGESTION
===============================================================================

1. They should give more slant on interpersonal and social capacities of the
hopefuls instead of activity quality in light of the fact that to wind up
observably a respectable pioneer correspondence is must.
2. Organization needs to upgrade the assurance criteria for decision whether
it the post of executive, associate& staff, manager et cetera. They should
settle a couple of parameters to pick the contender for specific position.
3. They should use assessment procedure and wellness test to pick the
contenders despite the starting at now they are coordinating.
4. They should lead Behavioral Interviews to some degree while picking
candidates. This sort of gatherings can be used to genuinely predict future
lead in estimations (or capacities) essential to work accomplishment.
5. For enrolling regulatory/capable, the Internet is the most standard
publicizing medium. Along these lines, they should use them to pull in more
hopefuls.
6. There should be greater improvement open entryways for the agents to
make themselves.
7. They need to raise the remuneration scale to hold the drag freshers.
8. They should get advancements and work doors to pull in the drag
hopefuls since it is the best and unassuming strategy.
9. They need to make competency amidst can do capacities and will do
aptitudes.

96
10. They should give more slant to freshers in light of the way that thusly the
cost will be diminished.

97
 ANNEXURE -
QUESTIONNAIRE

98
 ANNEXURE - QUESTIONNAIRE

RECRUITMENT AND SELECTION QUESTIONNAIRE

The objective of the review is to appreciate the HR techniques for
enlistment and assurance of various associations so benchmark can
be set for the same for the headway of the affiliation.

1. Is there an approach communicating the affiliation's rationale on

selection Yes/No likewise, assurance?

In case yes then please give brief portrayal (in few words)

2. Is there a formal system set up for recognizing work openings?

Yes/No

If yes please demonstrate?

3. Rapidly delineate the technique from necessities ID through

convincing underwriting endorsement?

99
4. Is work examination coordinated for each position?

Yes/No

5. Does the work examination unequivocally recognize the

fundamental 'can do' aptitudes required (i.e. aptitudes, limits, data,
preparing and encounter)?

Yes/No

If yes then please say your slant.

(i) (ii) (iii)

(iv) (v)

6. Does the occupation examination correctly recognized the crucial

'will do' aptitudes required (i.e. activity, interpersonal,
entrepreneurial, correspondence moreover, incredible perspective)?

Yes/No

In case yes then please determine your slant.

(i) (ii) (iii)

(iv) (v)

7. Does the technique contain strategy to guide managers through the

selection and assurance handle?

Yes/No

If yes then please give brief portrayal (in few words)

100
8. Is thought given to inward plausibility for all or some work

openings before outside enlistment begin?

Yes/No

If a couple positions are settled not to be filled from inside, would

you have the capacity to mercifully propose its parameters?

9. Are enlistment methodology (systems to get qualified contenders)

set before enlistment begins?

Yes/No

Who appreciates the framework change?

Does this system consolidate administrative strategy with respect to

minorities in the public arena and varying qualities needs?

Yes/No

10. Which methodology is all things considered used to enroll the

delegates in your affiliation?

(a) Campus (f) Job fairs

(b) Employee Referrals (h) Portals

(c) Consultants (i) Internet Recruiting

101
(d) Walk-ins (j) Employment look firms

(e) Advertisements (k) Others (show)

11. Does your affiliation measure the feasibility and moreover the
costs of these selecting sources?

Yes/No

To whom are these execution measures and enrolling costs

bestowed?

12. Are contenders telephone gatherings, remotely organizing or

video screening coordinating before individual gatherings?

Yes/No

13. What number of candidates are conventionally met before filling

a position furthermore, at what levels?

14. Who appreciates the meeting and what between times?

15.How numerous people are conventionally required in the talking

technique?

102
THANKS FOR YOUR VALUABLE RESPONSE……………….

103
BIBLIOGRAPHY

104
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REFERENCES

WEBSITES
1. www.samsungindia.com
2. www.google.com
3. www.hrcite.com
4. www.wikipedia.com

107