B Recruitment & Selection - Samsung

“TO STUDY AND ANALYSE THE RECRUITMENT &

SELECTION PROCESS WITH RESPECT TO BENCHMARKING”

With special reference to

(Samsung Electronics PVT Ltd) Dissertation Submitted to the D.Y. Patil University School of Management Management In partial fulfillment of the requirements for the award of the Degree of BACHELORS OF BUSINESS ADMINISTRATION Submitted by: Miss. Barkha Rawat (Roll No-BBA015063)

Submitted To Dr.Adveta Gharat –  Asst.Professor   Asst.Professor D.Y. Patil University School of Management Management CBD Belapur, Navi Mumbai March 2017 1

“TO STUDY AND ANALYSE THE RECRUITMENT &

SELECTION PROCESS WITH RESPECT TO BENCHMARKING”

With special reference to

(Samsung Electronics PVT Ltd) Dissertation Submitted to the D.Y. Patil University School of Management Management In partial fulfillment of the requirements for the award of the Degree of BACHELORS OF BUSINESS ADMINISTRATION Submitted by: Dr. Barkha Rawat (Roll No-BBA015063)

Submitted To Dr. Adveta Gharat –  Asst.Professor   Asst.Professor D.Y. Patil University School of Management Management CBD Belapur, Navi Mumbai March 2017

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DECLARATION

TO STUDY AND ANALYSE THE I hereby declare that the dissertation TO  RECRUITMENT  RECRUITMENT & SELECTION SELECTION PROCESS PROCESS WITH RESPECT TO  BENCHMARKING  BENCHMARKING With special reference to (Samsung Electronics PVT  Ltd) submitted for the Full time BBA Degree at Dr. D.Y. Patil University School of Management is my original work and the dissertation has not formed the basis for the award of any degree, associate ship, fellowship or any other similar titles. “ 

”

”

SIGNATURE OF THE STUDENT

PLACE: Mumbai DATE:

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CERTIFICATE

TO STUDY AND ANALYSE This is to certify that the dissertation entitled  TO THE RECRUITMENT & SELECTION PROCESS WITH RESPECT TO  BENCHMARKING  BENCHMARKING With special reference to (Samsung Electronics PVT  Ltd) is the bona fide research work carried out by  Miss. Barkha Rawat , student of Full Time BBA, at D.Y. Patil University School of Management during the year 2015- 2018, in partial fulfillment of the requirements for the award of the Degree of Bachelors in Business Management and that the dissertation has not formed the basis for the award  previously of any degree, diploma, diploma, associate ship, fellowship fellowship or any other similar title. “  “ 

”

”

Dr. Adveta Gharat Assistant Professor DYPUSM

Dr. R. Gopal Director & HOD D.Y.Patil University School Of Management

Place: Mumbai Date: 4

ACKNOWLEDGEMENT

In the first place, I thank the D. Y. Patil University University School of Management, Management,  Navi Mumbai for giving me an opportunity opportunity to work on this project. I would also like to thank Dr. R. Gopal (Director & HOD) & Dr. Adveta Gharat- Assistant Professor , D.Y. Patil University School of Management,  Navi Mumbai for having given me me her valuable guidance for the project. project. Without her help it would have been impossible for me to complete the  project. I would be failing in my duty if I do not acknowledge with a deep sense of gratitude the sacrifices made by my parents and thus have helped me in completing the project work successfully.

SIGNATURE OF THE STUDENT PLACE: Mumbai DATE:

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Table of Content Sr. no A B

1 1.1 1.2 1.3 2 2.1 2.2 3 4 5 5.1 5.2 5.3 5.4 6 7 8 9 9.1 9.2

Topic List of tables List of figures Executive Summary Introduction Benchmarking Manpower Planning Recruitment and Selection Company Profile Introduction

Recruitment and Selection Procedure of Samsung Objectives of Study Review of literature Research methodology methodology Research Design Sample Size Research Tools Data Collection Data analysis and interpretation interpretation Conclusion Recommendation & Suggestions Annexure Questionnaire Bibliography

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Page no. 7 8 9 11 13 15 20 33 34

39 53 55 59 60 60 61 62 64 93 96 99 99 105

List of tables Table no. C1 C2 C3 C4 C5 C6 C7 C8 G1 G2 G3 G4 G5 G6 G7 G8

Table explanation

Path Infotech EXL BL International Peridot Consultant Sony Videocon Alcatel Samsung Experience Requirement Job Description & Analysis Consideration Consideration to sources of Recruitment Consideration to given test Consideration to Interviews Consideration to Selection Criterion Effectiveness of HR Team Effectiveness of Job Analysis

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Page no.

66 67 68 69 70 71 72 73 74 76 78 80 82 84 86 88

List of figures Figure no. C1 C2 C3 C4 C5 C6 C7 C8 G1 G2 G3 G4 G5 G6 G7 G8

Figure explanation

Path Infotech EXL BL International Peridot Consultant Sony Videocon Alcatel Samsung Consideration to Experience Job Description and Analysis Consideration Consideration to Sources of Recruitment Consideration to given test Consideration to Interviews Consideration Consideration to Selection Criterion Effectiveness of HR Team Effectiveness of Job Analysis

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Page no.

66 67 68 69 70 71 72 73 74 76 78 80 82 84 86 88

EXECUTIVE SUMMARY

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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 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.

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CHAPTER-1

INTRODUCTION

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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 affiliation expects over a given time 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 between what the competitor can and needs needs to do and what

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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 Benchmarkin Benchmarking? g? 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 di rection of heads and the recognized execution changes of operations. Furthermore,  benchmarking can be be used to choose key domains domains of possibility. At the point 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.

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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 as sociation

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 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;

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C.

Anticipating work issues by suspecting present resources later on and

differentiating them and the gage of necessities to choose their adequacy,  both quantitatively quantitatively and subjectively; 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 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.

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RECRUITMENT AND SELECTION PROCESS The Recruitment and Selection get ready advances powerful enrolling decisions that can truly influence the accomplishment 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 organization strategies and needing to acknowledgment. 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 imperative to ensure the continued continued with operation operation of the affiliation. 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 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 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 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.

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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 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:

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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

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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 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.

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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

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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, 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;

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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 the applicant and his 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

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 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.

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a. Biographical Data  b. Education Attainment Attainment c. Work Experience d. Salary e. Personal Items f. Other Items: Names Names and addresses of past supervisors, 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:

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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  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: information:

•

Whether the hopeful hopeful is restoratively restoratively sensible for for the specific specific business business

or not;

•  Whether the hopeful's physical estimations are according to

occupation essentials or not. 6. Reference Checks:

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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 furthermore unsuccessful unsuccessful candidates. The affiliation affiliation sends the course of action demand to the productive hopefuls either speedily or after some time, dependent upon its time arrange.

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CHAPTER-2

COMPANY PROFILE

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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 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 Electronics announced toward the start 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

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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 st arting 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 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 component undertaking. undertaking. The bended logo logo shape symbolizes symbolizes the world going through space, passing on an unmistakable picture of  progression and change. change. The fundamental fundamental letter, "S", and 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 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

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"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 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 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

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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

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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 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,

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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:

or trades, holding and progressions. •Department savvy numbers f or •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

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Reporting relationship-Designation 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 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 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 Recruitment •External Recruitment 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, abilities, Skills, Experience 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 [email protected]) [email protected]) Consultants Campus Recruitment Contracting collaboration 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: 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 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 onceovers 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. 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 recorded in the "Learner Evaluation Evaluation Form". 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 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) apply) and post-utilize post-utilize comes about (e.g. (e.g. early turnover). 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 hopeful interest and the measure of information 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, notification, and unconstrained applications 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 s tructure is called Research Design.

An examination arrangement is the game-plan of conditions for social so cial event and examination of data in a way that way to combine criticalness to the investigation prevail upon economy in system. s ystem.

1.

The objectives are resolved with sufficient exactness to ensure that

data assembled is appropriate. 2.

The data gathering procedures used is Questionnaires 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: 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 benchmark can be b e 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 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 consider the enlistment enlistment and assurance systems 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 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 are recorded underneath: 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 description and job analysis Sources of recruitment 80.40%

64% 82.30%

82.70%

65%

57% 78.57%

Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness of HR team

100%

Effectiven Effectiveness ess 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

72%

Sources of recruitment

65.70%

78.57%

70.30%

57%

80% 100%

87.50%

Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness of HR team Effectivene Effectiveness ss 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 Inte International rnational

Job description description and job analysis Sources of recruitment 65%

77.40% 42.86%

79.40%

Types Types of test tes t adopt for selecting candidates. Types of interviews Final criterion for selection

56% 57.14%

70% 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 Peridot c onsultant

Experience Job description and job analysis Sources of recruitment

60%

71.60%

70%

71.43%

60%

74% 87.50%

85.71%

Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness of HR team

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

88.20%

Sources of recruitment

78% 90.10%

82.86%

70%

78% 85.71%

Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness of HR team

87.50%

Effectiven Effectiveness ess 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%

Sources of recruitment

70% 70.20%

85.71%

70%

62% 78.57%

87.50%

Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness 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

 Alc atel

Experience Job description and job analysis 82.30%

62% 81.10%

85.71%

68%

70% 92.86%

100%

Sources of recruitment Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness of HR team

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%

82.86%

90%

74%

70% 92.86%

Types of test adopt for selecting candidates. Types of interviews Final criterion for selection Effectiveness Effectiveness of HR team

87.50%

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   n    i   n   o    i    t   a   r   e    d    i   s   n   %   o   c   e   c   n   e    i   r   e   p   x    E

Consideration to Experience 90 80 70 60 50 40 30 20 10 0

78% 64%

   h   e  c    t    f  o   n    I    h    t    P  a

65.7%

65%

60%

   l    t   a   n   a  n    t   o    l    i    t   u   n  a   n  s   r   o    t  e   C    I  n   o   t    L   d    i    B   r    P  e

   L    X    E

  n  y   o   S

85% 70%

62%

   l    t  e   a    l  c   A

  n   c  o   o   e    i  d    V

  n  g    s  u   m   S  a

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    %   n    d   i   n   n   a   o 100 90    t   n   i 80   a   o    i    t   r   e 70 60   p    d    i   r   n 50   c   o 40   s   C 30   e    D   i   s 20 10    b   s 0   y   o   l    J   a   n    A

Job Description and Analysis Cond eration eration 82.3% 70.3%

   h   e  c    t    f  o    I  n    t   h    P  a

 

79.4%

90.1% 70%

   l    t   n  a   a  n    t   o    l    i    t   u   n  a   n  s   r   o    t  e   C    I  n   o   t    L   d    i    B   r    P  e

   L    E   X

81.1%

70. 2%

  n  y   o   S

  n   c  o   o   e    i  d    V

   l    t  e   a   c    l   A

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

90%

  n  g    u   s   m   a   S

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    t   n   e   %   m  n 90%    t 80%    i    i   u   n 70%   c   o 60%   e   i    R   t 50%    f   a   r 40%   o   e 30%    i   s   d   e   s 20% 10%   c   r   n 0%   u   o   c   o    S

80% 65%

   h   e  c    t    f  o    I  n    h    t    P  a

70%

60%

   l   n   t   n  a   a    t   o    l    t   i   u   n  a   n  s   r   o    t  e    t  C    I  n   o    L    i  d    B   r   e    P

   L    E   X

70%

  n  y   S  o

70%

  n   c  o   o   e    i  d    V

68%

   l    t  e   a    l  c   A

Company Name

CONSIDERATION TO SOURCES OF RECRUITMENT NAME OF COMPANIES

IN PERCENTAGE

Path Infotech

65%

EXL

80%

BL International

70%

Peridot Consultant

60%

Sony

70%

Videocon

70%

Alcatel

68%

Samsung

70%

78

70%

  n  g    s  u   m   S  a

INTERPRETATION

Graph shows EXL is 80% effective effective out of set benchmark. 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 Consid eration eration Given to Test    %   n    i 120%   n   o    i 100%    t   a 80%   r   e    d 60%    i   s 40%   n   o 20%    C 0%    t   s   e    T

100%

   h   e  c    t    f  o    I  n    t   h   a    P

87.50%

87.50%

87.50%

87.50%

100%

87.50%

62.50%

  a   l   n   t   n   a    t    l    i  o   a   t   s  u   n   n   r    t  e   C  o   n    t    I    i  d  o    B   L   r    P  e

   L    E   X

  n  y   o   S

  n   c  o   o   d  e    V   i

   l    t  e   a   c   A   l

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

  n  g    s  u   m   S  a

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

   %   n    I   n   o 120.00    i    t   a 100.00 78.57%   r   e    d 80.00    i   s 60.00   n   o 40.00    C 20.00   w   e 0.00    i   v   r   e   c   h    t   e    t   n    I    f  o

   I  n    h    t    P  a

Consid eration eration to Interviews 100.00%

85.71%

85.71%

92.86%

78.57%

92.86%

57.14%

   l   a   n   t   n   a    t   o    l    t   i   u   a   n   n  s   r   o    t  e    t  C    I  n   o    L    i  d    B   r   e    P

   L    E   X

  n  y   o   S

  o  n   c   o   d  e    i    V

   l    t  e   a   c   A   l

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

  n  g    u   s   m   a   S

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.

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GRAPH VI

  n    i   n   o    i    t 90%   a 80%   r   e 70%    d 60%    i   s 50%   n   % 40%   o    C 30% 20%   n 10%   o    i    t 0%   c   e    l   e    S

Cons ideration to Selection Selection Criterion 78% 57%

   h   e  c    t    f  o    I  n    t   h    P  a

57%

74% 56%

  a   l   n   t   n   a    t    l    i  o   a   t   s  u   n   n   r    t  e   C  o    t    I  n   o    i  d    B   L   r   e    P

   L    E   X

70%

62%

  n  y   o   S

  n   c  o   o   d  e    V   i

   l    t  e   a   c   A   l

Compa ny 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

74%

  n  g    s  u   m   S  a

INTERPRETATION Graph shows the selection selection criteria of Sony to select the candidates 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 o f HR Team    % 90.00   n 80.00    i   s 70.00   s   e 60.00   n 50.00   e 40.00   v    i    t 30.00   c 20.00   e 10.00    f    f 0.00    E

82.7%

   h   e  c    t   o   n   f    I    t   h   a    P

82.86%

78.57%

85.71%

85.71%

82.86%

71.43% 42.86%

   l   n   t   n  a   a    t   o    l    t   i   u   n  a   n  s   r   o   e    t    t  C    I  n   o    B   L   r   i  d   e    P

   L    E   X

  n  y   o   S

  o  n   c   o   d  e    i    V

   l    t  e   a   c   A   l

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

  n  g    u   s   m   a   S

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%.

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GRAPH VIII Effectiveness Effectiveness of Jo b Analysis    % 100   s 90   s 80   e 70   n 60   e 50   v    i 40    t   c 30   e 20    f    f 10    E 0

80.4%

   h   e  c    t    f  o   n    I    h    t    P  a

72.1%

88.2%

77.4%

74.4%

71.6%

   l   n   t   n  a   a    t   o    l    i    t   u   a   n   n  s   r   o    t  e    t  C    I  n   o    L    i  d    B   r   e    P

   L    X    E

  n  y   o   S

  o  n   c   o   d  e    i    V

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

82.3%

   l    t  e   a   c   A   l

87.2%

  n  g    u   s   m   a   S

INTERPRETATION Graph shows on the basis basis of ‘can ‘can do’ skills skills and ‘will ‘will do’ needed 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 other hand BL International International shows 57.14% suitability 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, 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 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 s hould 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. accomplishment. 5. For enrolling regulatory/capable, the Internet is the most standard  publicizing medium. 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 t he 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? endorsement? __________________________ ________________________________________ _________________________________ ___________________ __________________________ ________________________________________ ____________________________ ___________________ _____ __________________________ ________________________________________ ____________________________ ___________________ _____ __________________________ _______________________________________ _____________

99

4. Is work examination coordinated for each position? Yes/No 5. Does the work examination unequivocally recognize the fundamental 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)_______________ (iv)_______________ (v) ______________ ______________ 6. Does the occupation examination examination correctly recognized the crucial 'will do' aptitudes required (i.e. activity, interpersonal, entrepreneurial, entrepreneurial, correspondence correspondence moreover, incredible perspective)? 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? affiliation? (a) Campus

(f) Job fairs

(b) Employee Referrals

(h) Portals

(c) Consultants Consultants

(i) Internet Recruiting 101

(d) Walk-ins (e) Advertisements Advertisements

(j) Employment look firms (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, gatherings, remotely organizing or video screening coordinating 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……………….

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BIBLIOGRAPHY

104

BIBLIOGRAPHY 1. Weitz, J. (1956). Job expectancy and survival. Journal of Applied Psychology, 40, 245-247. 2. Barber, A. E. & Roehling, M. V. (1993). Job postings and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78, 845-856. 3. Harris, M. M. & Fink, L. S. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40, 765-784. 4. Liden, R. C. & Parsons, C. K. (1986). A field study of job applicant interview perceptions, alternative opportunities, and demographic characteristics. Personnel Psychology, 39, 109-122. 5. Maurer, S. D., Howe, V., & Lee, T. W. (1992). Organizational recruiting as marketing management: An interdisciplinary study of engineering graduates. Personnel Psychology, 45, 807-833. 6. Rynes, S. L. & Miller, H. E. (1983). Recruiter and job influences on candidates for employment. Journal of Applied Psychology, 68, 146154. 7. Turban, D. B. & Dougherty, T. W. (1992). Influences of campus recruiting on applicant attraction to firms. Academy of Management Journal, 35, 739-765. 8. Schreurs, B., Derous, E., De Witte, K., Proost, K., Andriessen, M., & Glabeke, K. (in press). Attracting potential applicants to the military: The effects of initial face-to-face contacts. Human Performance. Performance.

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9. Harris, M. M. & Fink, L. S. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40, 765-784. 10.Powell, 10.Powell, G. N. (1991). Applicant reaction to the initial employment interview: Exploring theoretical and methodological issues. Personnel Psychology, 44, 67-83

11.Turban, 11.Turban, D. B. (2001). Organizational attractiveness as an employer on college campuses: An examination of the applicant population.  Journal of Vocational Vocational Behavior, Behavior, 58, 293-312.

12.Turban, 12.Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors.  Journal of Vocational Behavior, 52, 24-44.

13.Anderson, 13.Anderson, N. (2001). Towards a theory of socialization impact: Selection as pre-entry socialization.  International  International Journal of Selection and Assessment, 9, 84-91.

14.Anderson, 14.Anderson, N. & Ostroff, C. (1997). Selection as socialization. In N. Anderson & P. Herriot (Eds.),  International handbook of selection and assessment (pp. 413-440). Chichester: Wiley.

15.Iles, 15.Iles, P. A. & Robertson, I. T. (1997). The impact of personnel selection procedures on candidates. In N. Anderson & P. Herriot (Eds.),  International  International handbook of selection and assessment (pp. 543566). Chichester: Wiley.

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

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Plagiarism Checker X Originality Report Similarity Found: 12% Date: Thursday, March 30, 2017 Statistics: 1355 words Plagiarized / 11372 Total words Remarks: Low Plagiarism Detected - Your Document needs Optional Improvement. -----------------------------------------------------------------------------------------RECRUITMENT & SELECTION PROCESS WITH RESPECT TO BENCHMARKING” With special reference to (Samsung Electronics PVT Ltd) Dissertation Submitted to the D.Y. Patil University School of Management In partial fulfillment of the requirements for the award of the Degree of BACHELORS OF BUSINESS ADMINISTRATION Submitted by: Miss. Barkha Rawat (Roll No-BBA015063) _ Submitted To Mrs. Adveta Gharat – Asst.Professor D.Y. “TO STUDY AND ANALYSE THE

Patil University School of Management CBD Belapur, Navi Mumbai March 2017 “TO STUDY AND ANALYSE THE RECRUITMENT & SELECTION PROCESS WITH RESPECT TO BENCHMARKING”  With

special reference to (Samsung Electronics PVT Ltd) Dissertation Submitted to the D.Y. Patil University School of Management In partial fulfillment of the requirements for the award of the Degree of BACHELORS OF BUSINESS ADMINISTRATION Submitted by: Miss. Barkha Rawat (Roll No-BBA015063) _ Submitted To Mrs. Adveta Gharat – Asst.Professor D.Y. Patil University School of Management CBD Belapur, Navi Mumbai March 2017

108