Synopsis

of
Recruitment And Selection At “Coromandel International Limited”
INTRODUCTION:

With the human resource management paradigm, they are not simply mechanism for
filling vacancies. Recruitment & selection is a function of major importance to the
success of an enterprise.
Placing the interview by:

1. Merit basis
2. Considering the persons interest, background & physical capacities.
3. Examining the job available
4. Matching the available job recruitments with individual capacities

Recruitment:

According to Flippo- “It is the process of searching for prospective employees &
stimulating & encouraging them to apply for job in an organization.” It is the activity
which links employer and job seekers.

According to Yoder- “Recruitment is the process to discover the sources of manpower

to meet the requirements of the staffing schedule and to employ effective measures for
attracting the manpower in adequate number to facilitate effective selection of an
efficient working force.”

It is often learned positive in that it stimulates people to apply for jobs to increase hiring
ratio i.e. the no. of applications for a job.

The process of generating pool of qualified candidates for a job is the first step in the
hiring process.

The aim of recruitment is to attract qualified job candidates; the word qualified is
stressed because attracting applicants who are unqualified for the job is a costly waste
of time. Unqualified applicants need to be proceeded and perhaps tested or interviewed
before it can be determined that they are not qualified, to avoid these costs the
recruiting efforts should be targeted solely applicants who have the basis qualification
for the job.

Recruitment from the first stage in the process which continue with selection & ceases
with placement of the candidates. Recruitment & selection are critical elements of the
effective human managements.

“The art of choosing men is not nearly as difficult as the art of enabling those one has
chosen to Attain their full worth”.

Recruitment is the process by which organizations locate and attract individuals 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 begins when a vacancy occurs, and the recruiter receives 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 steps follow:

• Creating an applicant pool using internal or external methods

• Evaluate candidates via selection
• Convince the candidate
• And finally make an offer

Thus, we can say that:

• Recruitment is the activity that links employer and job seekers
• It is the process of finding and attracting capable applicants for employment. It
begins when their applications are submitted. The result is the pool of application
from which new employees are selected.
 • Recruitment of candidates is the function preceding the selection, which helps to
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of recruit process is to expedite the selection process.

Selection Procedure:

The various steps in the selection of the desirable person in the employment procedure
starts only after the applications from the prospective employees are receive by the
concern. These applications are scrutinized considering the standard set out by the
organization, The application is screened out at each step and those who are found
borne job are selected finally. The following are the necessary steps generally involved in
the selection process; -

1. Preliminary interview
2. Application blank
3. Employment Test
4. Employment interview
5. Reference check
6. Medical examination
7. Final selection

Steps In Selection Procedure:

1. Preliminary interview: It is the first step after receipt& scrutiny of the applications
forms in the Selection process. The purpose of this type of interview is to
eliminate the unqualified or unsuitable candidates. It should be quite brief just to
have an idea of general education, experience, training, appurtenance, personality
etc. of the candidate & to obtain his salary requirements.

2. Application Blank: A blank application or application blank is the next important

weeding out device in the selection procedure. The successful candidates in
preliminary interview supplied with the application blank to get a written record
of the following information. Identify information such as family background date
& place of birth, age, sex, height, citizenship, marital status etc. Information
recording education: It include information about his academic career, subject
 taken at various levels, school certificate & degree level, grade, division or place
awarded in school & college, technical qualification etc. expected salary,
allowance & other fringe benefits.

3. Employment test: Psychological& other test are becoming increasingly popular

even in India as a part of the selection process. However, their utility is
controversial. The personnel department can guide & help in the selection of type
of tests appropriate for a position.

4. Employment Interview: Perhaps this is the most complex & difficult part of the
selection process. The purpose of interview is to determine the suitability of the
applicant for the applicant for the job & job for the applicant. Interview must be
conducted in a friendly atmosphere & the candidate must be asked the Basis of
job specification. Unwanted questions should be avoided.

5. Reference Check: Employers generally provide a column in the application blank

for Reference. If the applicant crosses all the above hurdles an investigation May
be made on the reference supplied by the applicants regarding his Past
employment, education, character, personal reputation etc. Reference maybe
called upon on telephones or may be contracted through mail or personal visit.
Additional information can also be recorded by asking the questions from
references.

6. Medical Examination: In almost all the companies even in India medical

examination is a part of the selection process for all suitable applicants. It is
conducted of the final decision has been made to select the candidate. This is very
important because a person of poor health may generally be absent from work &
the training given to him may go waste. A person suffering from any disease nay
spread it amongst others & all this effects the working of the concern.

7. Final Selection: If a candidate successfully overcomes all the obstacles or tests

given above, he would be declared selected. An appointment letter will be given
to him mentioning the terms of appointment, pay scales, and post on which
Selected, when he joins the organization etc. It is the primary duty of the HR
manager to introduces him to the company & his job. In the selection of the
candidate whatever may be the procedure the personnel department plays an
 important role. It should be kept in the mind that the decision to recruit the
personnel is not taken by the personnel Department. It however assists the top
executives in selecting the candidate by devising the application from preparing
the job description & setting the job specification.

OBJECTIVES OF THE STUDY:

1. The objective of the study is to analyse and evaluate selection process for
Coromandel International Limited
2. To know the perception of employees regarding recruitment and selection
process.
3. The main objective is to select right candidates to the right jobs to reduce the cost
of the employment and losses occurred due to error made by the employees
which are not appropriate to the corresponding job.
4. The objective of this study is to find out the most efficient employee for the
organization i.e. Coromandel International Limited.
5. To suggest ways to improve Recruitment and Selection in Coromandel
International Limited.
6. To know whether employees are working according to their predetermined duties
and responsibilities or not.
7. To Study the implication of HR Manager in finding out what are various ways and
means to improve working capacity of the employees that have been adopted by
the Company.

SCOPE OF THE STUDY:

The study was confined to territorial division of “COROMANDEL INTERNATIONAL LTD.”

with special reference to its Recruitment and Selection Process.

Sample Size: The study was conducted with sample size of 30 employees selected at
random from both supervisory and management staff of” COROMANDEL
INTERNATIONAL LTD”.
RESEARCH METHODOLOGY:

Collection Data:

Primary data: A detailed and well-structured questionnaire was presented to the

managerial staff at COROMANDEL INTERNATIONAL LTD”. Copies of the questionnaire
being distributed to the employees at random to obtain their views followed this.
Further discussions regarding the recruitment policies were held with the HRD manager
to have in-depth knowledge and future of the company for its effective implementation.

Secondary data: Secondary data was gathered from academic texts and company
profile from company’s website.

ANALYSIS:

The data collected through questionnaires distributed to the employees was analysed
and Interpreted using the MS-EXCEL.

LIMITATIONS:

No project is without limitations and it becomes essential to figure out the various
constraints that we underwent during the study. The following points in this direction
would add to our total deliberations: -
• During the study, on many occasions the respondent groups gave us a cold
shoulder.
• The employees were busy with their daily schedule and it was very much difficult
for them to give time.
• Time and money were also an important constraint. Lack of time is the basic
limitation of this project.
• Lack of proper information and experience due to short period of time.