A PROJECT REPORT

ON

RECRUITMENT & SELECTION PROCESS

SUBMITTED IN THE PARTIAL FULFILLMENT

FORTHE AWARD OF DEGREE OF MASTER OF
BUSINESS ADMINISTRATION (MBA Gen.)

Submitted by: Guided by:

Shikha Rathor Dr. Nishith Kumar Mishra

BHARATI VIDYAPEETH DEEMED UNIVERSITY

SCHOOL OF DISTANCE EDUCATION
Academic Study Center - BVIMR, New Delhi
An ISO 9001:2008 Certified Institute NAAC Accredited Grade “A”
University
 STUDENT UNDERTAKING

Certificate of Originality

I, SHIKHA RATHORstudent of MBA-Gen 3rd , would like to declare that the

summer training project report entitled “RECRUITMENT $ SELECTION
PROCESS” in MACHTIG SOLUTIONS Submitted to Bharati Vidyapeeth Deemed
University, School of Distance Education Pune, and academic Study Centre BVIMR
New Delhi in partial fulfillment of the requirement for the award of the degree.

It is an original work carried out by me under the guidance of Dr. Nishith Kumar
Mishra

All respected guides, faculty member and other sources have been properly
acknowledged and the report contains no plagiarism.

To the best of my knowledge and belief the matter embodied in this project is a
genuine work done by me and it has been neither submitted for assessment to the
University nor to any other University for the fulfillment of the requirement of the
course of study.

SHIKHA RATHOR
 PREFACE

The successful completion of this project was a unique experience for me because by
visiting many places and interacting various person, I achieved a better knowledge
about Recruitment and selection. The experience which I gained by doing this project
was essential at this turning point of my career this project is beginning submitted
which content detailed analysis of the research under taken by me.

The research provide an opportunity to the student to devote her skills knowledge and
competencies required during the technical session. The research is on the topic ‘A
Study Of Recruitment And Selection Process’ in MACHTIG SOLUTIONS .
 ACKNOWLEDGEMENT

I express my deep sense of gratitude towards my guide, Dr. Nishith Kumar Mishra
without whose kind help this project study would have been extremely difficult. He
has helped me with his valuable suggestions right from the beginning till the final
draft of the report. The sheer mention of my project shall ever commemorate his kind
guidance.

I am grateful to Dr. Nishith Kumar Mishra faculty in Bharati Vidyapeeth University

of Pune, School of Distance Education Pune, and academic Study Centre BVIMR
New Delhi for his kind effort to make all the required facilities available and gave his
valuable suggestions in preparing this project report.

The library facility of the college has been immense use to me for reference of books
and old project reports.

Finally, I would like to record my special thanks to my parents, friends and colleagues
help me directly or indirectly in preparation of project report.
TABLE OF CONTENT

Chapter 1: Introduction 1……10

1.1. About the Company 1

1.2. Environmental Scanning 4
1.3. Porters five forces model of competition –Michael Porter 8

Chapter 2: Research Methodology 11……16

2.1. Statement of the Problem 11

2.2. Objectives & Scope of Study 11
2.3. Managerial usefulness of study 12
2.4. Type of Research and research Design 12
2.5. Data Collection Methods 14
2.6. Limitations of Study 15

Chapter 3: Conceptual Discussion

3.1. Review of Literature 17

3.2. Current Issues 17
3.3. History and Development of Company and Industry 20
3.4. New Development of Company and Industry 20
3.5 Screening the candidates 22

Chapter 4: Data Analysis

4.1. Methods and techniques of data analysis 24

Chapter 5: Findings and Recommendations 36……38

Chapter 6: Conclusions and Suggestions 39…….39

Appendix 40…….41

Bibliography 42…….42
 Chapter 1:Introduction

1.1Formation of the company

Machtig Solution private Limited is a private incorporated on 04 October 2012. It is

classified as Non-govt company and is registered at Registrar of Companies, Kanpur.
Its authorized share capital is Rs. 100,000 and its paid up capital is Rs. 100,000. It is
involved in Data processing. This includes the processing or tabulation of all types of
data. Provision of such services on (i) an hourly or time -share basis, and (ii)
management or operation of data processing facilities
Machtig Solutions Private Limited's Annual General Meeting (AGM) was last held on
29 September 2018 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2018.

What we do?

We offer technology intensive solutions and services while being highly cost
effective. Thus we are able to offer to our clients the best of both the worlds-
Technology and cost.Our core expertise includes solving complex and hard to crack
problems and developing applications. The processes we follow for development are
turned for quick turnaround and quality deliverables.
Machtig Solutions one of the top quality boutique software development company.
We provide services in different technical and functional domains.

We are hardcore technical professional who love to provide best solution in the tech
world. We are bunch of engineers coming with different experiences and expertise
from big IT top notch companies and we love to provide excellence and reliability in
our products. We have our listed company named as Machtig Solutions. We are based
out in Delhi NCR. We provide solutions in different domains ranging from enterprise
web & mobile to cloud solutions. We have expertise working on different
technologies such as Xaml, C#, Java, Objective C, Angular, Ionic, Python, Php,
Anugular, React, React native etc, in CMS Drupal 8,9 WordPress, Joomla, in
ecommerce framework SAP HYBRIS, Magento2, ATG, in hybrid mobile app and

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native as well We have our past experiences working with different clientele and
domains providing solution to large product development companies. We emphasize
unconditionally on the quality, performance and security of our products. We follow
best engineering practices to provide better solution and satisfaction to our client

1.1.1 Vision of company

The vision of the company is to be the largest global mobile and web development
company. Focused on constant innovation as our key for achieving the ultimate goal
and success and emerge as globally recongnized company by providing the superior
quality services and solution. We stick to the following principle in delivering our
vision:
 Machtig solution believes in exploring new opportunities that maximizes
the business value, consistent growth and sustainability using our core
competencies.
 Meeting expectations of our customers, employees, and partners.
 Be a vibrate organization where openness, trust, teamwork and innovation
are valued and promoted.

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1.1.2 Mission of the Company

 Being professional web development, mobile application and digital

marketing company. Our mission is to provide customer oriented, result
oriented, and functional It solutions to our valuable global clients .
 We understand needs and requirements of our customer and make technology
to resolve the needs
 Collaborate with our clients in their continued success.
 To become a recognized leader by creating business solutions for small and
medium business enterprise and consumers.

1.1.3 Function of the Company

 
Machtigsolutiondevelop and deliver quality mobile and web apps hardcore technical
professional who love to provide best solution in the tech world.
We are bunch of engineers coming with different experience and expertise from big
IT top notch companies and we love to provide excellence and reliability in our
products.
We offer technology intensive solutions and services while being highly cost
effective. Thus we are able to offer to our clients the best of both the worlds-
Technology and cost.Our core expertise includes solving complex and hard to crack
problems and developing applications. The processes we follow for development are
turned for quick turnaround and quality deliverables.

1.1.4 Objectives of the company

 The objective of the company is to fulfill the needs and requirement of

their clients and promote the digital and global work.
 Also provide employment opportunities to young and eligible candidates.
 Building long lasting relationship with their partners.

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  Understanding the needs of employees and offering them superior product
and services.
 Being professional web development, mobile application and digital
marketing company. Our mission is to provide customer oriented, result
oriented, and functional It solutions to our valuable global clients .
 To become a recognized leader by creating business solutions for small
and medium business enterprise and consumers.
 We emphasize unconditionally on the quality, performance and security of
our products. We follow best engineering practices to provide better
solution and satisfaction to our client.

1.1.5 Product and services

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They provide a range of services in affordable price.They are hardcore
technical professional who love to provide best solution in the tech world.

We are a full-cycle Software Development Company delivering innovative

solutions for SMBs and Enterprises with a proven track record in Product
Development, Technology Consulting and IT Outsourcing. Our Experience
Design, Complex Engineering, and Agile Delivery give you the best software
product for better business outcomes.

 Mobile Development
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 The mobile application development is incredibly enticing as it promises
better growth and scope in the industry. We provide multiple services ranging
from native mobile app development to hybrid app development

 Sap hybris solution

We provide all types of solutions for SAP Hybris platform. Our freelancers
and consultants have great exposure on it and successfully delivered projects.

 Cloud Computing

We provide the deep partner cloud support and guidance to small and medium
size business . we love to help and guide to integrate new technology and help
your business scale and grow

 E-wallet Solutions

We are enterprise in end-to-end e-wallet solutions. Hire us and get your e-

wallet. We will provide you banks white label solutions.

1.2 Organizational Structure

An organizational structure defines how activities such as task allocation ,

coordination , and supervision are directed towards the achievement of organizational
aims. The organizational structure also determines how information flow between
levels within the company. And if we are talking about machtig solutions the directors
of machtig solutions private limited are nishant Sharma and sachin saxena mohan.
6
1.3 SWOT Analysis of machtig solutions

Strengths
 Relevant andunique content
 User- friendly design
 Quick sign up and check out
process
 Good hosting service
 Large customer base and
global presence
 Strong financial and a large
range of products
 Efficient delivery network
 A three-tier strategy of cost leadership, differentiation , and focus

Weakness
 Weak operating margins

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  Several flop products
 Poor content and image
 Long subscription process
 Poor mobile optimization
 Poor hosting service

Opportunities
 New technology
 Innovative marketing strategy
 Huge global market

Threats
 New entrants (websites)
 Poor government policy
 Software piracy
 Fraudulent activities
 
 

1.2 Environmental Scanning

8
  

 
Pestel Analysis stands for Political, Economic, Social, Technological,
Environmental and Legal analysis and describes a framework of macro-
environmental used in the environmental scanning component of strategic
management. It is the part of the external analysis when conducting a strategic
analysis or doing market research and gives an overview of the different
macro environmental factors that the company has to take into consideration.
It is useful strategic tool for understanding market growth or decline, business,
potential and direction for operations.
 
   Political factors are how and to what degree a government intervenes
in the economy. Specifically, political factors include areas such as tax
policy, labour law, environmental law, trade restrictions, tariffs and
political stability

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   Economic factors include economic growth, interest rates, exchange
rates and inflation rates. These factors have major impacts on how
businesses operate and make decisions. For example, interest rates
affects a firm’s cost of capital and therefore to what extent a business
grows and expands.

 
  Social factors include the cultural aspects and include health
consciousness, population growth rate, age, distribution, career
attitudes and emphasis on safety. Trends in social factors affect the
demand for a company’s product and how that company operates.
 
   Technological factors include technological aspects such as R&D
activity, automation, technology incentives and the rates of
technological change. They can determine barriers to entry, minimum
efficient production level and influence outsourcing decisions.
Furthermore technological shifts can affects costs, quality and lead to
innovation.
 
  Environmental factors include ecological and environmental aspects
such as weather, climate change, which may especially affect
industries such as tourism, farming and insurance.
 
  Legal factors include discrimination law; consume law, antitrust law,
employment law and health and safety law. These factors can affect
how a company operates, its cost and the demand for its production.

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1.5 Porters’ five forces model of competition –Michael Porter

Porters five forces in Machtig solution:

 Bargaining power of customers-very high

Bargaining power of customers is very high. We are frequently pitted

against each other for pricing and delivery concessions. Most
customers have the luxury of interviewing over a dozen web designer
for a single project . They also haveaccess to freelance websites where
literally thousands of designers can bid for projects.

 Bargaining power of suppliers-moderate

Bargaining power of suppliers is moderate suppliers to our industry

including web hosting companies, software companies, subscription
service providers etc. since it a fragmented industry and most web
designers rarely band together to de4mand a better price, so suppliers
usually exert moderate pressure. However the good news is that our

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 suppliers are themselves in a competitive market hence web designers
still do retain some clout. There are course exceptions such as google
apps who have refused to lower prices provide flexibility.

 Threat of new entrants-very high

The barriers to entry in our business is very low. any person with a
laptop and a little knowledge of html can promote themselves as web
designers. Everyday, hundred of new companies, tiny and small, jump
into the fray.
This usually leads to two problems- they drive down prices and they
drive down industry reputation. this hurts the longterm players like us

 Threat of substitute products-high

The threat per se is not to website themselves but comes from an internal
source . ready to use off the shelf do it your self cheap websites are the
threat
 A great web designer can add tremendous value to a website and the
clients business but this is now being seriously undermined by quick
fix solution providers.
Of course these providers are filing a need for low cost ,fast solutions
but they are also bottoming out the market in term of cost and quality .
you can compare them to fast food like mcdonalds whereas we are the
fine dine gourmet restaurants . I suppose there will be place for both in
this industry but for high value solution providers like us , it’s a
constant threat.

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  Competitive rivalry within an industry –very high

This is a highly competitive industry. It is not common for web designers

to be pitted against 5-10 other rivals. Web industry designers are notorious
for under cutting each other. In this scenario no one wins, not even the
client. This is a very tough to survive in, let alone thrive.

Conclusion

Surviving in an industry where the 5 forces are so strong and prevalent is about
choosing a strong value proposition and sticking to it. Changing often or trying
different positions will kill you. The survivors will be the ones who successfully build
and defend a value position. This is a marathon not a sprint. Stick to your knitting, try
and build a uniqueposition and you might be one of the winners when the dust settles.

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 Chapter 2: Research Methodology

2.1 Statement of the Problem

To pursue these, I would be going through the recruitment and selection polices of
the company . By active participation in the recruitment process, the areas where the
improvement can be bought about can be identified.

Thus the whole research would be done under the guidance of external guide. It will
also involve recruitment and selection process , reading the material provide
internally by the organization information from the new employees . every task is
undertaken with an objective

Without any objective a task is rendered meaningless.

The main objective for undertaking this project are:

 To understand the internal recruitment process at machtig solution

 To identify areas where there can ne scope improvement
 To give suitable recommendation to streamline the hiring process

2.2Objective and scope of study

2.2.1 Objective

The following objectives of the study have been adopted:

 To understand the theoretical framework of term of recruitment and selection

of machtig

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  To explore the growth of the organization till its present status
 To study the term of recruitment and selection of machtigsolutionFunction
undertaken by the organization
 To evaluate the term of recruitment and selection of machtig

2.2.2 Scope of study

 This project is conducted survey to measure the level of term of recruitment

and selection of machtig
 This project is help full for those further those who are under going the project
in the concept of recruitment and selection machtig and to know the concept
of recruitment

2.3Managerial usefulness of study

 Market analysis customer awareness of human resource

 To gauge an idea on new product development
 To expand the product basket based on customers demand
 To expand the market penetrations of companys product and services.

2.4 Type of Research and Research Design

2.4.1 Types of Research

Types
of
Researh

Basic Action Evaluative

Research Applied Research Research
Research 15
2.4.2 Basic Research

 Also known as Fundamental Research (sometimes pure research) is research is

carried out to increase understanding of fundamental principles
 Many timesthe end result have no direct or immediate action commercial
benefits
 Basic Research can be thought of as rising out of curiosity
 However in the long term it is the basis for many commercial products and
applied research
 Basic research is mainly carried out by universities

2.4.3 Applied Research

 Concern with addressing problem of the world as they are perceived problem
of the world as they are perceived by participants, organization or group of
people
 Action oriented and aims to asses, describe, document or inform people
concerned about the phenomenon under investigation.
 Findings are intended to have immediate and practical value
 In the field of education, policy, evaluation and contract are all examples of
applied research

2.4.4 Action Research

Action research is simply a form of self- reflective enquiry undertaken by participant

in social situations in order to improve the rationality and justice of their own
practices, their understanding of these practices, and the situation in which these
practices are carried out.

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2.4.5 Evaluative Research

 Major Concern is practical application

 It tends to be viewed as an isolated case study through the methodologies may
be transferable
 Rooted in values and politics
 Is immediately prescriptive based upon logic and experience
 Reports are written for implementations, users and other interested people
 The extent of dissemination is controlled by sponsor

2.5 Methods of Data Collections

Data collection
Primary Secondary
Data Data

In the project work Primary data secondary data (both) sources of data has been
used

2.5.1. Primary data collection:

In deal ing with real life problem it is often found that data a hand are
inadequate, and hence, it becomes necessary to collect data that is appropriate.
There are several ways of collecting the appropriate data which di ffer
considerably in context of money costs, time and other resources at the d isposal
17
of the researcher.
Primary data can be collected either through experiment or through survey.

The data collection for this study was done in the following manner:

Through personal interviews

A rigid procedure was followed and we were seeking answers to many preconceived
questions through personal interviews

 Through questionnaire:-
Informat ion to find out the investment potential and goal was found out
through questionnaires.

 Through Tele-Ca lling:-

Information was also taken through telephone calls.

2.5.2 Secondary sources of data

In the secondary sources of data is used. (I nternet, magazine, books, journals)In

research, secondary data is data collected and possibly processed by people other
than the researcher in question. Common sources of secondary data for social
science include censuses, large surveys, and organizational records. In sociology
pr imary data is datayou have collected yourself and secondary data is data you
have gathered from primary sources to create new research.

2.6 Limitations of Study

Every task is undertaken with an objective and accomplishment of this objective

determines our success. The recruitment at machtig involved a lot search from the
database calling up candidates to check whether they fit the job specification.
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Difficulties:

 Candidates were reluctant to talk at times

 Candidates were to be searched from the job portals and called up to be
scheduled for an interview
 A summer trainees we could not separate systems to work on
 People did not disclose much about their employee details
 People asked lot of counter question so convincing them was a major task
 Candidate who were scheduled for interview would not turn up
 Run out of database many times since most of them would have already been
connected
 Since STD calls had to be made , the availability of phone was limited, so
there was greater coordination required with respect to its usage and
maintains a time slot so that other person has a chance to use

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 Chapter 3:Conceptual Discussion

3.1 Review of Literature

‘The art of choosing men is not nearly so difficult as the art of enabling those one has
chosen to attain there full worth’
Recruitment is a process by which organizations locate and attract individual to fill
job vacancies . Most organizations have a continuing need to recruit new employees
to replace those who leave or are promoted in order to acquire new skills and promote
organizational growth.
Recruitment follows HR planning and goes hand in hand with selection process by
which organizations evaluate the suitability of candidates . with successful recruiting
to create a sizeable pool of candidates, even the most accurate selection system is of
little use
Recruiting beings when a vacancy occurs and the recruiter receive authorization to fill
it. The next step is careful examination of the job and enumeration of skills , abilities
and experience needed to perform the job successfully . other step follow:
 Creating an applicant pool using internal or external methods
 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer

3.2Current Issues

Current issues that are faced by machtig solution:

 Requirement’s are not clearly defined: If you have hired a company for web
work in the past 15 years , you have probably learned that you need to be
extremely We are not aware of the overall cost of the project but everybody
wants to know that what it’s going to cost : The way we used to work, we
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 couldn’t tell you what any given project would cost . One part of the problem
is that we don’t know what you want to buy , or how much detailed work
would be necessary before declaring victory and calling the project complete .
 specific and detailed about what the finished sites needs to look like , and how
it needs to operate . The overall cost of the project can change substantially
based on seemingly minor requirements that end up making some existing
platform a bad choice.
 Requirements needs to change for business reasons: You get part wat through
a new web site project, and realize the requirements overlooked some critical
features you really needs , or didn’t specify clearly enough something about
the source data. Now all work come screeching to a halt as the developers
needs to renegotiate the contract, add a change order . The customer is
unhappy because they are paying more , and the project is late . The developer
is unhappy about having to stop what he’s doing and talk business-so all too
often we’d just throw in the work without doing this , and then have trouble
paying our bills.
 Requirements prevent changing to a more suitable situation: We get part way
through building a site , and realize that if we had chosen a different approach
or platform, the end result would work much better for the client. But we’re
far enough down the path of the current development to back up, and our
original approach does fulfill the requirement . we’re unhappy delivering a site
that could be better , and our customers end up with a clunkier , less than
optimal site – but its easier than going back and renegotiating with the client.
 It takes forever to launch the new site , identified the requirement , gotten the
vendor all lined up and started, something funny happens. The developers
disappears . off the face of the planet . you as the customer , have no ideas
 what happen . two or three weeks later , you decide to call, and they've done
part of it—but had other clients asking for work and so they haven't gotten to
it yet. Two months later, they've gotten close, and there is something to look
at, but it still needs a lot of polish. So the hard-core back-and-forth starts
happening—and then the requirements document starts getting in the way.
Four months down the road, you're starting to work on content. A year down

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the road, there's a little push of effort, and the site launches—but
nobody'sreally that happy about it. The developers have forgotten about all the
cool little tricks they employed to make your site do something slick, and
you're tired of thinking about it... it's a relief to launch, but little moreA site is
never really done when it's launched: You got the site launched, but it's not
perfect. You're mostly happy with it, but there's a couple more things you'd
like it to do, and you're done with the developer. Even if you could get them to
do more work for you, you really don't want to—you know they're going to
charge extra to try to make up some of the extra cost they swallowed to get the
site launched. And there's a whole list of other things you'd like to get done at
some point in the future—but at this point, you need a break. Soon, your site
starts collecting cobwebs. There's a bunch of spammers who have signed up
for user accounts. Your email form is collecting spam. You turn off comments
because it gets spam. And after a year or so you start looking for a new
developer, and go through the whole damned process again—and probably
end up with the same result

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  My fancy content management system/e-commerce site got hacked: It turns
out that the Internet is a bit of a nasty place. There's a lot of miscreants looking
to spread spam and viruses using your web site. Or hijacking your web host's
server to attack other sites. Or potentially intercepting your customers' credit
card or personal information. Any web site can be hacked. But for content
management systems, e-commerce sites, and other systems that are actually
programs running on a computer somewhere, there's more to keep up-to-date
to keep the miscreants at bay.

 My fancy content management system has reached the end of life: Another
issue nobody thinks about up front—developers are constantly writing new
software to replace older versions. After a while, they release entirely new
versions—but don't have enough time or resources to keep supporting old
versions indefinitely. So two or three years down the road, all of a sudden your
developer tells you your site is no longer secure. And you need to spend a few
more thousand dollars to upgrade.

3.3 History and Development of Company

In 1989,whilist working at CERN Tim burners Lee proposed to create a global

hypertext project , which later become known as the world wide web . During
1991 to 1993 the world wide web was born .web development is the creation of
dynamic web application . examples of web application are social networking sites
like facebook and e-commerce like amazon. The good news is that learning web
development is not that hard!
And if we are talking about machtig solution this company start as a freelancer and
give wonderful services at reasonable price and after sometimes they realize they
should expand their business and go for to develop professional website name as
machtigsolutions .

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Matchtig solutions private limited is a private incorporated on 4 october2012 . It is
classified as non government company and is registered at registrar of
companies,Kanpur.

3.4 New Development of Company and Industries

3.4.1 Selection of Sources

Regional HR would tap various sources/channels for getting the right candidate.
Depending on the nature of the position/grade, volumes of recruitment and any other
relevant factors, the Regional HR would use any one multiple sources such as:
 Existing database
 Employee referral as per any company scheme that may be approved from
time to time
 Advertisement in the internet/newspapers/magazines/company’s sites/job sites
or any other media
 Placement Agencies (particularly for positions of Managers and above)
 Headhunting firms particularly for senior positions, specialist positions and
critical positions
 Direct recruitment from campuses/academic institutes
 Job websites and
 Any other appropriate sources

The norms for using any of the sources are not water tight. Number of positions,
criticality of positions and the urgency of the positions, confidentiality requirements,
relative efficacy and cost considerations would play a role in the choice of the
appropriate sourcing mechanism.

3.4.2 Advertisements

All recruitment advertisements (in any form and any medium) shall always confirm
to the KLI compliance norms and would not be released by any department or branch

24
without the approval of the VP-HR. depending on the specifics of each position for
which recruitment advertisements are to be released, Regional HR may obtain
assistance from the company’s marketing department and/or any external advertising
agencies for the preparation of the contents. Key features of the positions as notified
by the Functional Heads would normally form a part of the advertisement text.
The media for releasing advertisement would depend on the level of the position
being considered and the urgency of the requirements. The advertisement mode that
could be broadly specified as newspapers (local or mainline depending on
requirements), internet sites and business magazines.

3.4.3 Placement Agencies/Headhunting Agencies

Depending upon the vacancies, fresher fitting different description listed above may
be recruited from time to time, from academic institutes of appropriate
standards/reputation/grade, in the requisite numbers and at the compensation/stipend
amounts to be formally approved of the VP-HR. Plans for such recruitment need
specific special approval of VP-HR. norms regarding the identification of the
appropriate institutes, constitution of the selection panels, timings of the recruitment,
number of candidates to be recruited into different positions, choice of the
appropriate selection process and the tools thereof shall be decided by the Head of
the Regional HR in consultation with the VP-HR, depending on the specific features
of the position.

3.5 Screening the candidates

3.5.1 First level screening

The Candidates would be screened by the HR Manager/Branch Manager for the

respective locations. Screening would be on the basis of the profile of the candidate
and the departmental requirements.
This assessment will be with respect to:
 The general profile of the candidate,

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  Personality fit of the candidate into the profile,
 Aptitude/attitude of the candidate,
 Motives of the person to join the company and whether focus is in the short
term or is a long term player,
 Basic skill level on our set of requirements, say numerically ability,
networking ability, etc
 Establish the annual guaranteed cash compensation of the individual and
check whether the person would fit into the system.
 Explain the role of Sales manager to the applicant and check the acceptance of
the candidate for the same.

In case of need, the Regional HR may take a Tele interview of the candidate for
further assessment process.

3.5.2 Second Level Screening

 Aptitude Test
If the first assessment is positive, the candidates will give the aptitude test, once
such test is selected approved by the company. The scoring, interpretation and the
generation of interview probes from that test will also be done at this time. People
who qualify the minimum criteria on this test will be put up on to the Functional
Head (VP’s in case of HO) for functional assessment and suitability into the role.

26
 CHAPTER 4: DATA ANALYSIS

4.1 Methods and techniques of data analysis

Research is best solution and most appropriate way to collect data. And I have used
this method in my project to find out the candidates needs by identifying the suitable
prospecting the city who can become the MACHTIG SOLUTIOS employees. Data
used to analysis the recruitment & selection in MACHTIG SOLUTIOS was of
primary and secondary.A sample of 20 employees was taken as a sample element.
The survey was conducted in thenoida region only.

27
 SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 3 15%

2 Moderately agree (4) 14 70%

3 Strongly disagree (3) 0 -

4 Moderately disagree (2) 3 15%

5 Can’t say (1) 0 -

Q1) In your organization manpower requirement is identified well in advance?

SCORE: 3.85 SAMPLE SIZE: 20

NO. OF EMPLOYEES IN %

100
90
80
70
60
50
40
30
20
10
0
STRONGLY Moderately STRONGLY Moderately CAN'T SAY
AGREE Agree DISAGREE Disagree

OPTIONS

Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

28
 1. 15% of the employees are strongly agreed that in our organization the
manpower requirement is identified well in advance.
2. 70% of the employees are moderately agreed that in our organization
the manpower requirement is identified well in advance.
3. 15% of the employees are moderately disagreed that in our
organization the manpower requirement is identified well in advance.

Q2) Is there any welldefined recruitment policy?

100
NO. OF EMPLOYEES IN %

90
80
70
60
50
40
30
20
10
0
STRONGLY Moderately STRONGLY Moderately CAN'T SAY
AGREE Agree DISAGREE Disagree

OPTIONS

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 9 45%

2 Moderately agree (4) 10 50%

3 Strongly disagree (3) 1 5%

4 Moderately disagree (2) 0 -

5 Can’t say (1) 0 -

SCORE: 4.4 SAMPLE SIZE: 20

29
 Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

1. 45% of the employees are strongly agreed that there is well defined
recruitment policy.
2. 50% of the employees are moderately agreed that there is well defined
recruitment policy.
3. 5% of the employees are strongly disagreed that there is well defined
recruitment policy.
NO. OF EMPLOYEES IN %

100
90
80
70
60
50
40
30
20
10
0
STRONGLY Moderately STRONGLY Moderately CAN'T SAY
AGREE Agree DISAGREE Disagree
OPTIONS

Q3) Do you think the need for manpower planning is given due consideration?

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 6 30%

2 Moderately agree (4) 10 50%

3 Strongly disagree (3) 0 -

4 Moderately disagree (2) 3 15%

5 Can’t say (1) 1 5%

SCORE: 3.85 SAMPLE SIZE: 20

Interpretation
30
 As per the response received from the questions asked from the employees it
was evaluated that:-

1. 30% of the employees are strongly agreed that manpower planning is

given due consideration.
2. 50% of the employees are moderately agreed that manpower planning
is given due consideration.
3. 15% of the employees are moderately disagreed that manpower
planning is given due consideration.
4. 5% of the employees can’t say that manpower planning is given due
consideration.

Q4) Do you think present selection process is feasible for selecting the employees?

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 2 10%

2 Moderately agree (4) 16 80%

3 Strongly disagree (3) 0 -

4 Moderately disagree (2) 2 10%

5 Can’t say (1) 0 -

SCORE: 3.9 SAMPLE SIZE: 20

NO. OF EMPLOYEES IN %

100
80
60
40
20
0
STRONGLY Moderately Agree STRONGLY Moderately CAN'T SAY
AGREE DISAGREE Disagree

OPTIONS

31
 Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

1. 10% of the employees are strongly agreed that present selection

process is feasible for selecting the employees.
2. 80% of the employees are moderately agreed that present selection
process is feasible for selecting the employees.
3. 10% of the employees are moderately disagreed that present selection
process is feasible for selecting the employees.

Q5) Are the views of the concerned department head are given special attention while
selecting the employees of the department?

YES NO

32
 SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Yes 12 60%

2 No 8 40%

SAMPLE SIZE: 20

Interpretation

As per the response received from the questions asked from the employees it was
evaluated that:-

1. 60% of the employees said that views of the concerned department head are
given special attention while selecting the employees of the department.
2. 40% of the employees said that views of the concerned department head are
not given special attention while selecting the employees of the department.

Q6) Are external sources are relied upon when requirement arises?

YES

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Yes 12 60%

2 No 8 40%

33
SAMPLE SIZE: 20

Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

1. 60% of the employees said that external sources are relied upon when
requirement arises.
2. 40% of the employees said that external sources are not relied upon
when requirement arises.

Q7) To identify the employees’ capability and aptitude psychological testing is

used. Do you think it is useful to use this technique?

100
NO. OF EMPLOYEES IN %

90
80
70
60
50
40
30
20
10
0
STRONGLY Moderately STRONGLY Moderately CAN'T SAY
AGREE Agree DISAGREE Disagree

OPTIONS

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 7 35%

2 Moderately agree (4) 10 50%

3 Strongly disagree (3) 0 -

4 Moderately disagree (2) 3 15%

34
5 Can’t say (1) 0 -

SCORE: 4.05 SAMPLE SIZE: 20

Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

1. 35% of the employees are strongly agreed that it is useful to identify

the employees’ capability and aptitude psychological testing.
2. 50% of the employees are moderately agreed that it is useful to identify
the employees’ capability and aptitude psychological testing.
3. 15% of the employees are moderately disagreed that it is useful to
identify the employees’ capability and aptitude psychological testing.

Q8) Is there any participation by the line manager in planning and recruitment?

35
 100

NO. OF EMPLOYEES IN %
90
80
70
60
50
40
30
20
10
0
STRONGLY Moderately Agree STRONGLY Moderately CAN'T SAY
AGREE DISAGREE Disagree

OPTIONS

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 1 5%

2 Moderately agree (4) 9 45%

3 Strongly disagree (3) 3 15%

4 Moderately disagree (2) 4 20%

5 Can’t say (1) 3 15%

SCORE: 3.05 SAMPLE SIZE: 20

Interpretation

As per the response received from the questions asked from the employees it was
evaluated that:-

1. 5% of the employees are strongly agreed that there is participation by the line
manager in planning and recruitment.
2. 45% of the employees are moderately agreed that there is participation by the
line manager in planning and recruitment.
3. 15% of the employees are strongly disagreed that there is participation by the
line manager in planning and recruitment.
4. 20% of the employees are moderately disagreed that there is participation by
the line manager in planning and recruitment.
5. 15% of the employees can’t say that there is participation by the line manager
in planning and recruitment.
36
Q9) Is principal of right man for the right job is strictly followed?

100
NO. OF EMPLOYEES IN %

90
80
70
60
50
40
30
20
10
0
STRONGLY Moderately Agree STRONGLY Moderately CAN'T SAY
AGREE DISAGREE Disagree

OPTIONS

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Strongly agree (5) 4 20%

2 Moderately agree (4) 12 60%

3 Strongly disagree (3) 1 5%

4 Moderately disagree (2) 2 10%

5 Can’t say (1) 1 5%

SCORE: 3.8 SAMPLE SIZE: 20

Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

1. 20% of the employees are strongly agreed that principal of right man for the
right job is strictly followed.
2. 60% of the employees are moderately agreed that principal of right man for
the right job is strictly followed.

37
3. 5% of the employees are strongly disagreed that principal of right man for the
right job is strictly followed.
4. 10% of the employees are moderately disagreed that principal of right man for
the right job is strictly followed.
5. 5% of the employees can’t say that principal of right man for the right job is
strictly followed.

Q10) Which internal or external source of recruitment is followed by the company?

EMPLOYMENT EXCHANGE CAMPUS INTERVIEW

ADVERTISEMENT PROMOTION
TRAINING

SL.NO OPTIONS IN NUMBER IN PERCENTAGE

1 Employment exchange 0 -

2 Campus interview 6 30%

3 Advertisement 10 50%

4 Promotion 2 10%

5 Training 2 10%

SAMPLE SIZE: 20

Interpretation

As per the response received from the questions asked from the employees it
was evaluated that:-

38
1. 30% of the employees said that recruitment is made through campus
interview.
2. 50% of the employees said that recruitment is made through
advertisement.
3. 10% of the employees said that recruitment is made through
promotion.
4. 10% of the employees said that recruitment is made through training.

39
 Chapter 5: Findings and Recommendations

5.1 Findings

 10% of the employees are strongly agreed that present selection process is
feasible for selecting the employees.
 80% of the employees are moderately agreed that present selection process is
feasible for selecting the employees.
 10% of the employees are moderately disagreed that present selection process
is feasible for selecting the After Going through the Internship training we
Find that.

 15% of the employees are strongly agreed that in our organization the
manpower requirement is identified well in advance.
 70% of the employees are moderately agreed that in our organization
the manpower requirement is identified well in advance.
 15% of the employees are moderately disagreed that in our
organization the manpower requirement is identified well in advance.
 45% of the employees are strongly agreed that there is well defined
recruitment policy.
 50% of the employees are moderately agreed that there is well defined
recruitment policy.
 5% of the employees are strongly disagreed that there is well defined
recruitment policy.
 30% of the employees are strongly agreed that manpower planning is
given due consideration.
 50% of the employees are moderately agreed that manpower planning
is given due consideration.
 15% of the employees are moderately disagreed that manpower
planning is given due consideration.

40
 5% of the employees can’t say that manpower planning is given due
consideration employees.
 60% of the employees said that views of the concerned department
head are given special attention while selecting the employees of the
department.
 40% of the employees said that views of the concerned department
head are not given special attention while selecting the employees of
the department.
 35% of the employees are strongly agreed that it is useful to identify
the employees’ capability and aptitude psychological testing.
 50% of the employees are moderately agreed that it is useful to identify
the employees’ capability and aptitude psychological testing.
 15% of the employees are moderately disagreed that it is useful to
identify the employees’ capability and aptitude psychological testing.
 5% of the employees are strongly agreed that there is participation by
the line manager in planning and recruitment.
 45% of the employees are moderately agreed that there is participation
by the line manager in planning and recruitment.
 15% of the employees are strongly disagreed that there is participation
by the line manager in planning and recruitment.
 20% of the employees are moderately disagreed that there is
participation by the line manager in planning and recruitment.
 15% of the employees can’t say that there is participation by the line
manager in planning and recruitment.
 20% of the employees are strongly agreed that principal of right man
for the right job is strictly followed.
 60% of the employees are moderately agreed that principal of right
man for the right job is strictly followed.
 5% of the employees are strongly disagreed that principal of right man
for the right job is strictly followed.
 10% of the employees are moderately disagreed that principal of right
man for the right job is strictly followed.
41
 5% of the employees can’t say that principal of right man for the right
job is strictly followed.
 30% of the employees said that recruitment is made through campus
interview.
 50% of the employees said that recruitment is made through
advertisement.
 10% of the employees said that recruitment is made through training.

42
 Chapter 6: Conclusions and Suggestion
6.1 Conclusion

On the bas is ofthe study it is found that machtig solutionsis better services prov ider
than the other web development companies and to provide best services we need best
emplyeesTherefore it makes recruitment a critical function in the organization. In
order to grow and sustain in the competitive environment it is important for an
organization to continuously develop and bring out innovations in all it activities. It is
only when organization is recognized for its quality that it can build a stability with its
employees. Thus an organization must be able to stand out in the crowd.

The first step in this direction is to ensure competitive people come in the
organization. Therefore recruitment in this regard becomes an important function. The
organization must constantly improvise in its recruitment process so that it is able to
attract best in the industry in order to serve the best. Thus the organization must look
out for methods that can enable it to adopt best recruitment practices.

The study is carried out to determine the study of Recruitment and selection of
machtig solutions Even though company is providing with sufficient facilities to the
employee’s to an extent. The company may provide some more facilities like proper,
medical facilities, transport facilities and welfare actives which would reduce
absenteeism and enhances the employees to work more efficiently and effectively for
achieving the organizational objectives.

6.2 Suggestion
 Need to open more branches to be a topper in market
Because it has a low distribution network

 Thecompanyshouldfocusonthecustomersatisfactionnotonjusttakingmoneyfr
om their pocket.

 Commitment should be equalized for every person .

43
 Provide the facility offered demonstrations for all.

44
Appendices

1) Do you have a clearly stated Recruitment & Selection Policy?

 Yes
 No
 To some extent

2) What are the qualities of machtig solutions Company recruitment System:-

 Quick Response time for requirement

 Bringing in Quality People
 Proper coordination with other team or department
 Efficient Maintenance & Updating of Database

3) What Recruitment Sources are used?

 Advertisement
 Employee Referral
 Consultant
 Portals
 All of these….

4) Does machtig solutions adopt Internal Recruitment Source i.e. Transfer &
Promotion:-

 Yes
 No
 If Yes than for which type post

5) Which source of Recruitment is better for companies:-

 Internal Source ;
 External Source
 Depends on Situation & Post
45
6) Rank the Qualities in the order of your preference on the basis of which you select
candidate:-

 Qualification
 Experience
 Skills 
 Personality
 Depend on Job Variety

7) How many Stages are followed in selection procedure:-

 2
 3
 4

8) Does machtig solutions ask candidates to enter into BONDS with them:-

 Yes   
 No
 If Yes then what kind of Job or Department………………………….

9) Is the estimation of Recruitment Process cost is done?

 Yes
 No

46
Bibliography

Websites:

1. www.machtigsolution.com
2. www.economictimes.com
3. www.upwork.com
4. https:/m.economicstimes.com
5. https://machtigsolutions.com

Newspaper

1. Economic Times

47