A study on Effectiveness of Recruitment and Selection system with special reference to Adecco India Private limited.
To understand the current Recruitment Policies being followed at Adecco India Private limited.
To find the relationship whether jobs offered based on qualification to the employees in the organization.
To determine key employee skill gauges, like academic record, socio-economic conditions, overall work experience and experience in a specific field.
To evaluate the various recruitment and selection techniques which include include interviews, group tests, psychological tests, intelligence tests, technical tests and others.
Determine the present and future requirement of the organization personnel-planning and job analysis activities.
To identify general practices that organizations use to recruit and select employees.
To determine which recruitment and selection practices are most effective.
To determine how the recruitment and selection practices affect organizational outcomes.
To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies so as to obtain a pool of suitable candidates for vacant posts.
To infuse fresh blood at all levels of the organization.
To develop organizational culture that attracts competent people to the company.
To ensure that all recruitment activities contribute to company goals.
This study helps to make decision in selecting the right candidates for the right job. This study helps the organization to study the area of problem and suggest ways to improve the recruitment and selection process. This study focus on understanding recruitment and selection process.The present research is confined to study the recruitment and selection process followed at Adecco India Private limited. The study reveals the recruitment and selection process followed in the organization.
Whether employees are satisfied with the recruitment process?
Is the organization is providing ethical process for recruiting employees?
Research was to be conducted maintaining the decorum of the company.
Employees were busy in their work so they did not spend much time in respond openly to the question asked.
Due to time constraint the in depth study could not be conducted.
The information collected from the employees may not be 60 percent true the may some false because of some company rules.
The data was collected only on current working employees not an employees who left the organization.
Research means a search for knowledge. It refers to scientific and systematic research pertinent information on a specific topic. Research methodology is a way to systematically solve the problem. In this the researcher studies about the various steps that are generally adopted in studying is research problem along with logic behind them. Research methodology has many dimensions and research methods to constitute the part of the research methodology. It is necessary for the researcher to know not only the research methods/techniques, but also the methodology.
A research design is purely and simply the framework or plan for a study that guides the collection and analysis of data. It is a blue print that is followed in completing a study.
Descriptive research design is called explanatory design. This describes the demographic characteristics of employers who are attending training program. Descriptive studies are undertaken in many circumstances. When the researcher is interested in knowing the characteristics of certain groups such as age, occupation, experience etc, a descriptive study is necessary. Hence the researcher has chosen descriptive research method for the study.
In this research, we have taken survey from Employees from Adecco India private limited.
A total of 50 Employees were chosen for the study.
It is a non-probability sampling in which samples are drawn at convenience of the researcher.
Primary data are generated by a study specifically designed to accommodate the needs of the problem at hand. The methods used were direct survey from the Employees.
Secondary data are those, which are not collected specifically for solving the problem currently being investigated. Here secondary data were collected from the records available in the company and through the internet.
A structured questionnaire was prepared using close ended questions with various scaling techniques.
% refers to a special kind of ratio. % is used in making comparison between two or more serried of data, % are used to describe relationship. It can be used to compare the relative terms, the distribution of two or more series of data.
The objective of the chi-square test is to determine whether real of significant differences exist among the various groups. Chi-square rest involves comparison of expected frequency (Ei) with observed frequency (Oi).To determine whether the difference between the two in greater than which might occur by chance.
There are 5 steps in using chi-square test.
The difference between each observed frequency and each expected frequency is computed.
Each squared difference is divided by its respective expected frequency.
Their quotient is added together to obtain the computed chi-square.
This computed value is then compared to tabulated chi-square.
The Kruskal-Wallis test is a nonparametric test that compares three or more unpaired groups. To perform the Kruskal-Wallis test, Prism first ranks all the values from low to high, disregarding which group each value belongs if two values are the same, then they both get the average of the two ranks for which they tie. The smallest number gets a rank of 1. The largest number gets a rank of N, where N is the total number of values in all the groups. Prism then sums the ranks in each group, and reports the sums. If the sums of the ranks are very different, the P value will be small.
From the table it is found that 10% belongs to 15-20years, 34% belongs to 21-25 years, 36% belongs to 26-30 years and 20% belongs to above 31 years of age respondents.
From the table it is observed that 66% belongs of male and 34% belongs to female respondent.
From the table it indicates that 10% belongs to 0-5 years, 30% belongs to 5-10 years, 40% belongs to 10-15 years and 20% belongs to above 15 years of experience respondents.
From the table it is estimated that 20% refer job website portal, 50% belongs to employee reference and 30% refer to consultancy respondents.
4.1.5 TABLE SHOWING THE PERCENTAGE OF JOB OPENING IN ADECCO COMPANY PRIVATE LIMITED.
4.1.5 CHART SHOWING THE PERCENTAGE OF JOB OPENING IN ADECCO COMPANY PRIVATE LIMITED.
From the table it is inferred that 30% belongs to aptitude test, 30% belongs to projective test, 24% belongs to psychometric test and 16% belongs to judgement test respondents.
From the table is observe that 14% belongs 10 minutes, 32% belongs to 10 to 20 minutes, 34% belongs to 20 to 30 minutes and 20% belongs to more than 30 minutes of respondents.
4.1.8 TABLE SHOWING ON THE KIND OF VERIFICATION DURING TIME OF RECRUITMENT PROCESS.
From the table it is found that 36% belongs to educational qualification, 26% belongs to legal background, 22% belongs to family background and 16% belongs to reference check of respondents.
From the table it is observe that 44% belongs say yes and 56% belongs to no about work experience.
From the table it is inferred that 38% says yes and 62% belongs to no about recruitment method.
From the table it is found that 64% belongs to yes and 36% belongs to no referral policy of respondents.
The Cronbach's alpha coefficient for 18 items is 0.780 suggesting that the items have moderate level of internal consistency.
Null hypothesis (Ho): There is no significant difference between the satisfaction level towards selection process and gender of the employees.
Alternate hypothesis (H1): There is significant difference between the satisfaction level towards selection process and gender of the employees.
a. 5 cells (50.0%) have expected count less than 5. The minimum expected count is 2.38.
Null hypothesis (Ho): There is no significant difference between the interview process of the firm and experience of the employees.
Alternate hypothesis (H1): There is no significant difference between the interview process of the firm and experience of the employees.
Since p-value = 0.000 ≤ 0.05 = α, we reject the null hypothesis. At the α = 0.05 level of significance, there exists enough evidence to conclude that there is a between the interview process of the firm and experience of the employees.
From the table it is observed that 66% belongs of male and 34% belongs to female respondents.
From the table it is estimated that 20% belongs to job website portal, 50% belongs to employee reference and 30% belongs to consultancy respondents.
From the table it is estimated shows that 20% belongs to very informative, 50% belongs to informative and 30% belongs to somewhat informative respondents.
The Pearson chi square significant value is 0.000 which is less than 0.05.Hence Reject Null hypothesis. There is significant difference between the satisfaction level towards selection process and gender of the employees.
The management of Adecco India can increase its scope of requirements through advertisements and company can go for job fairs where people get to know about the openings.
They should also follow new selection techniques and methods for better recruitment.
The member of the selection committee should be well qualified and experienced people. So that the selection of the employee will be more effective.
For filling up vacancies recruitment process can be adopted more in the concerned.
It suggested that the Hr department should involve various departmental heads while recruiting an individual, because the departmental heads can analyze the technical knowledge relating to the job to the particular department.
R Department should be more practical and efficient so that the recruitment and selection become more effective.
Stress should be given on proper maintenance of database of application for future recruitment in the organization.
The company should follow new traits / trends in the recruitment process.
The stress should be given on knowledge and the experience should be the major criteria for selection of employees.
More stress should be given to recruit qualification & skills percentage for scrutinizing the application of prospective candidates.
The study was based on the recruitment practices but there is a scope to study other HR practices and overall organizational study not only in ADECCO INDIA PVT LIMITED but also considering the remaining manufacturing and service industries. Researchers may also find the linkage between the different HR practices with the recruitment and selection practices like organization performance, employee satisfaction etc. Researchers' may also find the online recruitment sources followed in the organizations and also the online screening of employees.
The focus of recruitment and selection is to match the capabilities of prospective candidates against the demands and rewards inherent in a given job. For this reason, top performing companies devote considerable resources and energy to creating high quality selection systems. Recruitment and selection process are important practices for human resource management, and are crucial in affecting organizational success. The quality of new recruits depends upon an organization's recruitment practices, and that the relative effectiveness of the selection phase is inherently dependent upon the caliber of candidates attracted.
The study was conducted among the employees of The ADECCO INDIA PVT LIMITED covering 50 respondents. The data was collected by means of questionnaire and the data was classified and analyzed carefully by all means. From the analysis, it has been found that the most of the employees in the company were satisfied but changes are required according to the changing scenario of recruitment process that has a great impact on working of the company as a fresh blood, new idea enters in the company. Selection process is also good and the company's recruitment department is doing well in placing the candidates and filling the job vacancies for all levels of positions. Some of the suggestions were mentioned to enhance the organizational policies, strategies, procedures and process.
Mamoria C.B (2002), Personnel Management published by Himalaya publishing house.
Absar, M. M. (2012). Recruitment & Selection Practices in Manufacturing Firms in Bangladesh. The Indian Journal of Industrial Relations , 47 (3), 436-448.
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Armstrong, C. P. (2006). Current Recruitment and Selection Practices: A National Survey of Fortune 1000 Firms. northamerican journal of psychology , 8 (3), 489-496.
How did you hear about job opening in ADECCO INDIA PRIVATE LIMITED?
How would you define the information on the ADECCO INDIA PRIVATE LIMITED Job opening in the website?
Were you consistently informed on the various hiring steps throughout the recruitment process?
Do you have any previous work experience?
Does the organization clearly define the objectives, requirements and job specification in the recruitment process?
Is the organization doing timeliness recruitment and interview process?
Does HR provides an adequate pool of quality applicants in the recruitment process?
What kind of the following tests conducted during the time of recruitment?
What is the average time spent by HR department for the candidate during recruitment process?
Do you take any technological support for the process of recruiting?
What kind of verification you do during the time of recruitment process?
According to you, which is the best source of recruitment?
What are the factors that are to be given more importance in recruitment?
Were the interviews scheduled for you comfortable? How was the flexibility and commitment level during the whole process?
15.Does the test administered reveal your strengths and weaknesses?
Which of the following methods does your company prefer for sourcing?
Do you have referral policy in your organization?
Do you feel that the right jobs is being performed by the deserved person at your working environment?
Rate your satisfaction level with the selection procedures adopted by the ADECCO INDIA PRIVATE LIMITED in the process of recruitment?
What are the strategies adopted by your firm to increase the number of recruits?
Suggestion for improving recruitment process at ADECCO INDIA PRIVATE LIMITED …………………………………..