University of Mumbai

General Management Project On

A Study on recruitment and selection pcocess of Seashells Logistics pvt Ltd

Submitted in partial fulfilment for the award of the degree of

Master of Management Studies (MMS)

(under University of Mumbai)

Submitted By

Monu Surendra Bhoi

Roll No. 05

Under the Guidance of

Prof. Vikas Jadhav

NCRD’S Sterling Institute of Management Studies

(Naac Accredited A+ Grade)

Plot no-93/93 A Sector – 19, Near Seawood Darave Railway Station

Nerul (E), Navi Mumbai – 400706

1 Introduction

2 Objective of the Study

3 Review of Literature

4 Research Methodology

5 Data Analysis and

6 Findings, Suggestion and

7 Reference
 Chapter 1

Introduction
Acquiring and retaining high-quality talent is critical to an organization’s success. As the job

market becomes increasingly competitive and the available skills grow more diverse, recruiters

need to be more selective in their choices, since poor recruiting decisions can produce long-term

negative effects, among them high training and development costs to minimize the incidence of

poor performance and high turnover which, in turn, impact staff morale, the production of high

quality goods and services and the retention of organizational memory. At worst, the organization

can fail to achieve its objectives thereby losing its competitive edge and its share of the market.

Human resource department plays a crucial role in this process. The backbone of any successful

company is the HR department, and without a talented group of people to hire, culture, and inform

employees, the company is doomed for failure.

Human resource is most valuable assets in the organization. Profitability of the organization

depends on its utilization. If there utilization is done properly will make profit otherwise it will

make loss. To procure right man at right place in right time, some information regarding job and

job doer is highly essential. This information is obtained through job analysis, job description and

job specification. Without these recruitment will be unsuccessful.

A well planned and well managed recruitment will result in high quality applicants for the

company. The recruitment process should inform qualified individuals about employment

opportunities, create a positive image of the company, provide enough information of the jobs so

that applicants can make comparison with their qualifications and interests and generate

enthusiasm among the best candidates so that they will apply for vacant positions.

What distinguishes a successful company from unsuccessful one is the quality of manpower. The

role of management is to optimize the use of resource available to it. The role of HR is to

incorporate the planning and control of manpower resource into the corporate level plans so that

all resources are used together in the best possible combination.

Managing people at work and control of human activities in employment is a function that must

be performed in all societies. It is essential in every type of employment for every occupation and

every type of employed manpower. Manpower management is essential in government as well as

private employment under socialism or communication in small business and in large.

critically on the performance of an organization. While it is understood and accepted that poor

recruitment decisions continue to affect organizational performance and limit goal achievement,

it is taking a long time for public service agencies in many jurisdictions to identify and implement

new, effective hiring strategies.

Recruitment is a process which provides the organization with a pool of potentially qualified job

candidates from which judicious selection can be made to fill vacancies. Successful recruitment

begins with proper employment planning and forecasting. In this phase of the staffing process, an

organization formulates plans to fill or eliminate future job openings based on an analysis of future

needs, the talent available within and outside of the organization, and the current and anticipated

resources that can be expended to attract and retain such talent.

Selection is a process of hiring the best among the pool of candidates available.

‘Right person for the right job’ is the basic principle in recruitment and selection. Every

organization should give attention to the selection of its manpower, especially its managers. The

operative manpower is equally important and essential for the orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different business activities

smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.

Human resource management in an organization will not be possible if unsuitable persons are

selected and employment in a business unit.

Objectives of the study:

• To analyze the actual recruitment process in Seashell Logistics Pvt Ltd.

• To find whether the existing processes of recruitment and selection are taking place

scientifically or not.

• To review the importance and needs of recruitment and selection process.

• State, explain and evaluate various methods of recruitment.

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and
labour turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of businessactivities of
an enterprise. In addition, new vacancies are possible due to job specification.

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction withits
personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of visiblyunder
qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leavethe
organization only after a short period of time.

5. Meet the organization's legal and social obligations regarding the composition of itswork force.

6. Begin identifying and preparing potential job applicants who will be appropriatecandidates.

7. Increase organizational and individual effectiveness in the short term and long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types ofjob
applicants.

9. Recruitment is a positive function in which publicity is given to the jobs available in

LITERATURE REVIEW

In one of the earlier studies, Gannon (1971) examined the relationship between several Methods by
which individuals heard about job openings and voluntary turnover. Among his Findings, individuals
who were referred by a current employee or who had applied directly ("Walk-ins") without knowing
if there were job openings were less likely to quit than Individuals who responded to job
advertisements or who were referred by an employment Agency.

Barron, Bishop, and Dunkelberg (1985) in their study distinguished between an intensive margin and
an extensive margin of employer search. The intensive search involves the gathering of relevant
information on the applicants concerned, while the extensive search refers to the number of
applicants interviewed before the job is offered. The authors related both types of search to the
amount of training to be provided, to the hiring standards and to a number of firm's characteristics
(size and economic sector). It is interesting that on this topic the economic and personnel
management approaches appear to agree that recruitment channels have an impact on the result of
recruitment in terms of both duration and productivity.

Redman and Mathews (1995) used eleven hundred cases to examine the effectiveness of
recruitment advertisements. Findings showed that, in 1980s there was an increase in public sector
recruitment advertising (from 20.8 per cent to 37.8 per cent) and a corresponding decrease in
private sector (from 79.2 per cent to 62.2 per cent) over the decade. At the same time the authors
mentioned two main problems of recruitment advertisement designers. First, with the supply in lab
our market in 1993, there was a need for limited and selective response from those readily available
skills in order to minimize time and cost consumed by screening, short-listing and selection. Second,
despite the general over supply of the lab our market, skill shortages remained a problem in number
of areas.

RESEARCH METHODOLOGY

Research methodology is a systematic way to solve the research problem. It may be to understand
how research is done scientifically. Research is an art of scientific investigation. According to
Reedman and Mary defines research is a "systematic effort to gain knowledge".

RESEARCH DESIGN: A research design is the specification of methods and procedures for Acquiring
the information needed to structure or solve the problem. It is the overall operational pattern or
framework of the project that stimulates what information is to be collected from which source and
by what procedure. This kind of research has the primary objective of development of insights into
the problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.

DATA COLLECTION SOURCES: In this study both primary and secondary data have been used.

Primary source: The data required for the study have been collected from-
QUESTIONNAIRE survey from the employees.

PERSONAL INTERVIEW with the company representatives and the about Recruitment and Selection
process.

SECONDARY SOURCE: The secondary data related to the study have been collected from:

Internet Websites

Text book Articles

Time was the biggest limitation. The project requires a thorough study which requires a considerable
amount of time.

The study is based on both primary as well as secondary data and has the limitations pertaining to
the usage of both kinds of data.

Some of the respondents might hesitate to fill the questionnaires (Attitude)

Respondent may give biased answer to the question which affects the results of the study.
 Company introduction
eashell Group, through continuous Innovation, relentless pursuit for Excellence, Efficiency,
Foresight and un-matched execution capabilities along with personalized services, has
emerged as a leading SINGLE WINDOW services provider for Integrated and turnkey services
in Shipping, Logistics, Supply Chain Management, Projects – Engineering, Consultancy for
DGFT / Customs (own customs license) / Central Excise / other Indirect Taxation matters and
International Trade.
Seashell Group is an ISO 9001:2008 certified company & Multi Modal Transport Operator
approved by Director General - Shipping, Government of India. Seashell is also a member of
International Federation of Freight Forwarders Association, Federation of Freight
Forwarders' Association of India, Federation of Indian export Organization, Federal Maritime
Commission, World Cargo Alliance, WCA Project Network & Indian Global Logistics Network
& World Trade Center.
Seashell Group has established itself as an efficient and cost-effective organization offering
total shipping/international trade solutions under one roof with global reach. Being a
professionally managed company, Seashell Group has the ability and commitment to
execute with perfection, on time and taking up challenges globally.
Seashell Group by participating in execution of all kinds of Infrastructure projects, which
includes but does not restrict to Power, Irrigation, Road, Rail, Metro, Water Supply, Mining,
SEZ, Cold Chains & Gateway Terminals etc shares the responsibility of building the GEN-NEXT
nation. In Seashell Group we believe in designing and providing out of the box solutions with
our expert consultancy and execution to the level of excellence.
In Seashell group, we regularly handle shipments of various bulk commodities such as Coal,
Minerals Steel, Petroleum, Agricultural products (viz. Rice, Sugar, Wheat, Maize) through our
expertise in movement of cargo in racks. In addition to normal merchandise, Seashell Group
has emerged as a leading player in handling temperature controlled/perishable shipments
by developing own cold chain infrastructure.
In Seashell group we not only offer services to our clients, but a commitment as well. We
ensure best market standards in all our operations by combining skills, knowledge and
competence right from the planning stage till execution. The efforts of our dedicated team
of professionals have seen the company growing rapidly in all spheres of its business
verticals by delivering robust global business model. It has been possible because of our
dedicated team, as our team remains on its toes always to make our customers feel relaxed
and comfortable.
Seashell Group's customer focus has led it to a platform where integrated solutions are
provided on time and economically without compromising on customer's priorities.
Vision:
Our vision is to be the Earth's most customer oriented Supply Chain Solution Provider; a
place where every customer will find the solution for their requirements, through
continuous innovation.

We would like to be leader and trend setter in the Industry.

Mission:
Our mission is to continuously provide new solutions to our customers and exceed their
expectations. We make this possible by understanding our customer's needs in rapidly
changing business environment and developing our team to meet the same.

We share the responsibility in our customer's growth, which makes us a partner of choice.