Presentation1.pptx

PRESENTATION
ON
“TO STUDY OF RECRUITMENT & SELECTION PROCESS
OF THICS IMMIGRATION”
SUBMITTED TO: SUBMITTED
BY:
Miss. Gurvinderjit Kaur Jashandeep Kaur
Assistant Professor MBA 3rd SEM
ROLL NO. 210600115
PUNJAB INSTITUTE OF TECHNOLGY
MAHARAJA RANJIT SINGH PUNJAB TECHNICAL UNIVERSITY
ACADEMIC SESSION (2021-2023)

INTRODUCTION
 The recruitment and selection procedure of the company
determines the level of achieving organizational goals in
the long run. As per definition it is stated that which is all
about selecting right person for the right job at the right
time at the best possible position. Although it sounds quite
simple but it is also not an easier job to evaluate a person
with his ability and skills that may satisfy the core
competency for the job so that his degree of willingness to
pursue a job becomes positive. From job seeker’s
prospective it is the core competencies which matter much
for a job. So it is the effective recruitment and selection
procedure which h determines not only the right
candidature for a job but also a long-term accomplishment
of organizational goals.

COMPANY PROFILE
 Tracking back its emergence from the year 2002, it has an edge over other
institutions and visa service provider of the region. With the aim of imparting
high quality language training students at different level from beginners to
advanced.
 Authorized test booking Course
 Certification from British Council
 Certification from IDP, Australia
 Certification from Pearson (PTE)
 Examination Assistance for students
 Classes acco. To student level
 Smart class Availability
 One to One sessions
 Special Doubt classes regularly
 Free Grammar classes for students
 Visa Guidance to students
 Minimal Visa Processing charges to our student

RECRUITMENT
 Recruitment is “hiring” of employees from outside.
Recruitment has been regarded as the most important
function of the HR department , because unless the
right type of people are hired, even the best plans,
organization chart and control system would not do
much good.
 Recruitment is the discovering of potential applicant
for actual or anticipated organizational vacancies.
Accordingly the purpose of recruitment is to locate
sources of manpower to meet the job requirements
and job specification.

SOURCES OF RECRUITMENT
 Internal sources of
recruitment
 Present permanent
employees
 Present temporary/casual
employees,
 Retrenched or retired
employees,
 Dependents of deceased,
disabled, retired and
present employees.
External sources of
recruitment
 Campus recruitment,
 Private Employment
Agencies/Consultants,
 Public Employment
Exchanges,
 Professional Associations,
 Data Banks,
 Casual Applicants,
 Similar Organizations

Objective of Recruitment
 To attract with multi dimensional skills and experience that suite the
present and future organization strategies.
 To induct outsider with new perspective to lead the company.
 To infuse fresh blood at all levels of organization.
 To develop an organizational culture that attracts competent people to
the company.
 To search or headhunt people whose skill fit the company’s values.
 To seek out non-conventional development grounds of talent
 To devise methodology for assessing psychological traits.
 To search for talent globally not just within the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and find people for position that doesn’t exists yet.

FACTORS AFFECTING
RECRUITMENT
 Internal factors: These
includes –
 Company’s pay package
 Quality of work life
 Organizational culture
 Company’s size
 Company’s product
 Growth rate of the
company
 Role of trade unions
 Cost of recruitment
 External factors: These
include -
 Supply and demand factors
 Employment rate
 Political, legal and
government factors
 Information system

SELECTION
 Selection is a negative process and involves the
elimination of candidates who do not have the
required skills and qualification for the job proposed.
Also it is a process of differentiating between
applicants in order to identify and hire those with
greater likelihood of success in job.

Organization for selection
 Until recently the basic hiring process was performed
in a rather unplanned manner in many organizations.
In some companies, each department screened and
hired its own employees. Many mangers insisted on
screening their own employees as they thought no one
else could do that as efficiently as they themselves. But
now selection is centralized and handled by the
Human Resource Department.

Essentials of Selection Procedure
 Someone should have the authority to select.
 There must be sufficient number of applicants from
whom the required number of employees to be
selected.
 There must be some standards of personnel with
which a prospective employee may be compared.

NEED OF THE STUDY
 Till now many studies have been conducted on
recruitment and selection but with the passage of time
study becomes obsolete and also it caters to the
different segments because every company follows it’s
own standards as per the need of the organization.
Therefore an attempt has been made to study the
“recruitment & selection’ policy of THICS.

RESEARCH OBJECTIVES
 Every task is undertaken with an objective. Without
any objective a task is rendered meaningless. The main
objectives for undertaking this project are:
 To understand the internal Recruitment process at
THICS Immigration
 To identify areas where there can be scope for
improvement
 To give suitable recommendation to streamline the
hiring process

RESEARCH METHODOLOGY
 Research methodology includes the following steps to
carry out the project under study.
 Research Approach: - Descriptive research approach has
been applied to this research study because it includes
survey and fact finding enquiries of different kinds. It helps
to know the state of present affairs.
 Type of Research: - Field Research is used in which
Personal Interview method is applied. In this method
researcher used schedule with open and closed questions.
 Data Source: - Primary data has been collected for the
research study.
 Secondary data has also been used.

 Approach Instrument:- Primary data has been
collected through Structured Questionnaires.
 Data analysis: - Data analysis has been done by
simple statistical methods.
 Type of Universe: - To serve the objective of the study
finite universe has been selected. The universe
includes the employees working in THICS
Immigration branches at Rajpura.
 Sample Size: - Sample size is the number of elements
to be included in a study. Keeping in mind all the
constraints 50 respondents were selected.
 Sampling Procedure: - Convenient Sampling
technique has been applied to the research study.

DATA ANALYSIS AND
INTERPRETATION

What are the sources for
recruitment and selection?
Responses Total Responses % of Responses
Internal 4 8
External 9 18
Both 37 74
Internal
External
Both

Which method do you mostly prefer for recruitment and
selection Preferred way of recruitment?
Direct 33 66
Indirect 16 16
Third Party 1 2
66%
32%
2%
Direct
Indirect
Third Party

When do you prefer to go for
manpower planning?
Responses Total Responses %of Responses
Yearly 10 20
Quarterly 25 50
No Fixed Time 15 30
20%
50%
30%
Yearly
Quartely
No Fixed Time

What are the sources for external
recruitment are preferred?
Responses Total Responses %of Responses
Campus Interviews 17 34
Placement Agencies 4 8
Data Bank 16 32
Casual Applicants 13 26
34%
8%
32%
26%
Campus Interview s
Placement Agencies
Data bank
Casual Applicants

What form of interview did you
prefer?
Personal Interviews 20 40
Telephonic Interviews 15 30
Video Conferencing 10 20
Other 5 10
40%
30%
20%
10%
Personal Interview s
Telephonic Interview s
Video Conferencing
Other

How do you rate the HR practices
of the company?
Very Good 25 50
Good 15 30
Average 9 18
Bad 1 2
50%
30%
18%
2%
Very good
Good
Average
Bad

According to you, how many rounds of
interviews are conducted?
1-3 20 40
3-5 18 36
More than 5 12 24
40%
36%
24%
1-3
3-5
More than 5

Are you satisfied with round of
interviews conducted?
Yes 31 62
No 6 12
To some Extent 11 22
Cant say 2 4
62%
12%
22%
4%
Yes
No
To Some Extent
Can’t say

Are you satisfied with the present method being followed
by the company for recruitment and selection?
Yes 44 88
No 6 12
88%
12%
Yes
No

Is the aptitude test conducted?
Yes 23 46
No 8 16
Till some extent 13 26
Cant say 6 12
46%
16%
26%
12%
Yes
No
Till Some Extent
Can’t say

FINDINGS
 In THICS Immigration most of the employees feel that the HR
department is good.
 About 75% of the managers say that they prefer both internal as well as
external source for recruitment and selection.
 About 65% of the mangers go for direct recruitment and selection and
less number for mangers prefer indirect or third party.
 Mostly the manpower planning is done Quarterly and 20 % do not
follow any pattern they don‟t have any fixed time.
 THICS Life prefers to go for campus interviews and even casual
application that are received for recruitment but they hardly prefer
placement agencies.
 Most of the manager Prefer Personal interviews, 30% prefer to take
telephonic interviews where as only 20% go for video conferencing and
rest 10% adopt some other means of interviews

CONCLUSION
 This presents the summary of the study and survey done in relation to
the Recruitment and Selection in THICS Immigration. The conclusion
is drawn from the study and survey of the company regarding the
Recruitment and Selection process carried out there.
 The recruitment process at THICS Immigration to some extent is not
done objectively and therefore lot of biasness hampers the future of the
employees. That is why the search or headhunt of people should be of
those whose skill fits into the company’s values.
 Most of the employees were satisfied but changes are required
according to the changing scenario as recruitment process has a great
impact on the working of the company as a fresh blood, new idea
enters in the company.
 Selection process is good but it should also be modified according to
the requirements and should job profile so that main objective of
selecting the candidate could be achieved

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