Volume-02 ISSN: 2455-3085 (Online)

Issue-08 RESEARCH REVIEW International Journal of Multidisciplinary

August-2017 [Link]

A Study on Recruitment and Selection Process of Bharti Airtel Limited

*Dr. Manojkumar B. Vanara
*
Lecturer in Instrumentation and Control Engineering, Government Polytechnic, Ambawadi, Ahmedabad (India)

ARTICLE DETAILS ABSTRACT

Article History There is a selection and recruitment process in which employees are hired against vacant
Received: 22 July 2017 posts. The process of selection and recruitment is the same age as the organization itself.
Accepted: 09 August 2017 Prior to those who have been leading in document selection, selection tests for civil
Published Online: 25 August 2017 servants, knowledge, skills, abilities, and other specialties that the psychologists need to
Keywords recognize are also known as KSAO vacancies for the organization This is a very sensitive
Recruitment, Airtel, Human issue to get hundred percent results in choosing the most candid candidate against.
Resource, Organizations Candidates are also trying to find the best work, which fulfil their expectations and suit
their skills, ambitions and expertise. Therefore, it can be explained by keeping the invoice
*
Corresponding Author recruiting above: "The process, in which one organization seeks, develops hunts and
Email: mbvanara@[Link] pulls itself to the right person (Nadler, 1984) recruitment and selection and the process of
human resource management is directly related to the planning of human resources. Due
to the importance and knowledge gained about the recruitment process, the organization
reveals the importance of selection and recruitment in its success. This study targeted
research focus on Airtel recruitment policy and 100 employees working in Airtel.

INTRODUCTION  Performance, behavior and behavior management

 Industrial and employee relations
Human resource overview  Human Resources Workforce Analysis
 Compensation, rewards, and profit management
Recruitment is the process of applying for employment  Training & Development
within an organization, with an appropriate number of people
attracting a sufficient number of people on a timely basis. With Recruitment is a major part of the organization's overall
a multi-dimensional skill and experience, the process of redevelopment strategies, which survive and succeed in the
searching for future employees, which is fundamentally in line short-medium term to identify and secure the people needed for
with organization's strategies for the development of the the organization.
organization, has demanded recruitment in a more
comprehensive strategic perspective. Organizations require the Recruitment activities should be liable towards the
services of a large number of personnel; these personnel have continuous growing competitive market to secure appropriate
occupied various positions made in the organization process. In qualified and competent recruits at all levels.
order to achieve organizational objectives, there are specific
contributions in each situation of the organization. The How and how best to recruit internally and externally, to
organizational recruitment process must be strong enough to make these initiatives effective. Recruitment shows the process
attract and select potential candidates with the right of attracting, screening and choosing the right people for a job
employment specificity. The recruitment process starts with the in an organization.
Human Resource Planning and ends with the selection of the
required number of candidates, both HR staff and operating Selection can be defined as the process by which the
managers have responsibilities in this process. organization chooses from the applicants, those people, who
they feel will complete the job requirement, according to the
HR A term is used which describes the workforce of an current environmental status.
organization. The term 'human resources' has been used by the
organizations to describe the available workforce capability to Data has been collected using the questionnaire and it has
dedicate the achievement of their strategies to the concepts been analyzed. In general, the data collected in the analysis of
developed in the organization. the data involves a series of related operations performed with
a summary of the collected data and is organized in a manner
Human resources can prepare strategies and develop that answers the research questions.
policies, standards, systems and processes that apply these
areas in the whole series. The following are typical of a wide
range of organizations: FACTORS INFLUENCING RECRUITMENT
 Recruitment, selection, and outsourcing Strategic Plans
 Organizational Design and Development
 Business Transformation and Change The steps most commonly used in developing an HR
Management strategy:

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Volume-02, Issue-08, August-2017 RESEARCH REVIEW International Journal of Multidisciplinary

 Deciding strategic direction Specter (1997) refers to the job satisfaction that people feel
 Designing the Human Resource Management about the different aspects of their jobs and their jobs. Ellickson
System and Logsdon (2002) have the choice of employees to define
 Planning total employees work satisfaction in the form of work which supports this view.
 Creation of essential human resources Scammerhorn (1993) defines functionality as a sentimental or
 Investment in Human Resource Development and emotional response to various aspects of the work. CR Rally
Performance (1991) defines job satisfaction as the feeling that a worker is
 Assessing and maintaining organizational ability about generality towards his job or job or job and it is
and performance influenced by the perception of someone's work. J.P. Vanes and
E.A. Lawler (1972) mention job satisfaction in all aspects of
Organizational Policies the job as the sum of the job facility. Ibrahim Maslow (1954)
has suggested that physical needs, safety, relation and love
should be self-reliant with a five-level hierarchy.
 Basic information on human resource management
 Getting the best employees
On the basis of Maslow's theory, some researchers have
 Paying employees (and providing benefits) contacted job satisfaction from the perspective of the need. Job
 Training staff satisfaction and dissatisfaction not only depends on the nature
 Enforce compliance with regulations of the job, it also depends on the expectations that the job
 Ensuring safe work environment supply to the employee (Hussami, 2008). Costs less, higher
 Maintaining high performing employees organizational and social and internal reward, job satisfaction
increase Will be (Mulinge and Mullier, 1998). Job satisfaction
Recruitment Criteria is accompanied by many aspects, along with complex aspects
and is influenced by factors like salary, work environment,
 Technical criteria, that is, professional skills and autonomy, communication and organizational commitment
experience in your field. (Vidal, Valle and Aragón, 2007). Different people interpret
 Candidate's personality and charisma are the most special compensation Compensation, reward, recognition, and
effective criteria in the recruitment process in wages, conditions used in different circumstances (Zobol,
France. 1998) are defined by the "cash and non-cash remuneration"
 Communication skills and knowledge of foreign provided by the employer for the services defined by the
languages are also very important, to ensure that American Association reimbursement is. The results of survey
the smooth flow of communication between the conducted by Kathwal et al was found to be the main factor of
company and its subsidiary company is ensured. the salaried employees' salaried employees and job satisfaction
(1990). In order to evaluate various job characteristics, surveys
LITERATURE REVIEW and staff gave them place in the form of motivational and
satisfaction. Results showed that the number of compensation
On the use of technologies in recruitment, screening and for job satisfaction was ranked as a job element and the
selection procedures for job candidates organized in the United increase for performance was ranked as number one work
States, Chapman and Webster (2003) found that most element for wage inspiration. Compensation for retention and
organizations have improved technology-based recruitment and business is very valuable, it is also a motivator for the
selection tools to improve efficiency, reduce costs and expand employee in the commitment to the organization, resulting in
the applicant pool. enhancing attraction and retention (Zobal, 1998; Moncarz et al.,
2009; Chiu et al., 2002). This communicator also works when
The meta-analysis of research conducted by Chapman, the employee is given against his services, which shows how
uggersler, Carroll, Piasentin and Jones (2005) concluded that valuable the employee is, for its organization (Zobl, 1998).
more time the applicants were associated with the attraction of
HR managers for a job with response organization. RESEARCH OBJECTIVE

According to Robin, in his study it has been found that "In  To find the effectiveness of Recruitment and
the ideal recruitment effort, a large number of eligible selection process in Bharti Airtel Limited.
applicants will be attracted, who are offering work, so  To know the recruitment policy.
recruitment is a process for finding potential candidates for
actual organizational vacancies." SAMPLE SIZE

Robert (2005), in his study, "Strategic HR Review, 2004" 100 employees of Airtel based in Ahmedabad have been
states that successful recruitment and selection can improve the targeted for this research study.
organization's performance.
DATA ANALYSIS
Bowen, et al (1991) examined in his study that "Integrated 1. Recruitment of More Number of Candidates
recruitment and selection process helps candidates to choose to
fit into the organization's characteristics" Particulars No. Of Respondents Percentage (%)
Sales 55 55
Beardwell, et al (2003) examined in his study that HR 10 10
"selection is done by organizations as the capacity and actual
Finance 15 15
performance of candidates, and the intake of the staff will make
the most appropriate contribution to the organization now and Operations 20 20
in the future". Total 100 100

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Volume-02, Issue-08, August-2017 RESEARCH REVIEW International Journal of Multidisciplinary

55% of the respondent states that the company recruit more Interpretation
candidates on sales, 10% of the respondents says company
recruit more candidates on Human Resource and whereas 15% 73% of respondents say that the recruitment policy of the
of the respondents says that company recruit more candidate on company is helpful in achieving the goals of the company,
Finance department and remaining 20% of them or chosen for while 27% respondents say that this statement is not helpful in
operation department. the recruitment policy of companies in achieving their goals.
2. Priority Given to Each of the Rounds Conducted 6. Revision of Recruitment Policy
Rounds No. Of Percentage Frequency Of No. Of Percentage
Conducted Respondents (%) Revision Respondents (%)
Written test 30 30 Very often 6 6
Technical Skill 40 40 Often 14 14
Group Discussion 10 10 Sometimes 22 22
HR Round 20 20 Only when need
Total 100 100 58 58
occurs
Total 100 100
30% of the respondents gave priority to written test
conducted, and 40% of the respondents gave priority to
Technical Skill, whereas 10% of the respondents gave priority Interpretation
to Group Discussion round and around 20% of the respondents’
states that they gave priority to HR Round to the statement. 58% of respondents say that the recruitment policy is being
evaluated and only when it is required, 22% of respondents say
3. Opinion about Consultants Involving in Process of that recruitment policy is being evaluated and only modified at
any time and 14% say that it is often and the remaining
Recruitment
respondents say that the recruitment policy is assessed and
No. Of Percentage often amended in the statement.
Particulars
Respondents (%)
Highly Satisfied 22 22 CONCLUSION
Satisfied 60 60
Neutral 12 12 Effective HR Management Required It is the heart of the
Dissatisfied 4 4 entire HR system in the organization The effectiveness of many
Highly Dissatisfied 2 2 other HR activities like selection and training depends on the
Total 100 100 quality of the new employees attracted through recruitment
process. The study has only been organized for employees of
22% of the respondent said that they are highly satisfied grade 1 and level 2 categories. Policies should always be
with the advisors involved in the recruitment process and 60% reviewed because they are influenced by the changing
of the respondents are satisfied and 12% respondents feel environment. To increase awareness on the threat of wrong
neutral and the remaining 4% are dissatisfied with the appointments, management should get specific training on
respondents, and although about 2% extremely dissatisfied with recruitment process. HR practitioners should be on guard
the advisors involved. against all misconduct and should be advocates for professional
approach in the entire system. Human resources should point
4. Satisfied with the Job Description given to Required out the disagreement in this incident that some candidates are
Vacancy inclined towards and show the outcomes mentioned in the case
of performance and motivation. In the end, organizational
Response No. Of Percentage
Respondents (%)
results have improved as a result of better recruitment and
Highly Satisfied 54 54
selection strategies. More effectively, recruitment of
Satisfied 35 35 organizations and selection of candidates, the more likely they
Neutral 10 10 are to hire and retain employees. In addition, the effectiveness
Dissatisfied 1 1 of the organization's selection system can affect the down-line
Highly business results, such as productivity and financial
0 0 performance. Therefore, investing money in the development
Dissatisfied
Total 100 100 of a comprehensive and valid selection system is well spent.

Interpretation
54% of the respondents are highly satisfied with job
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