file on recuritment and selection

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INTRODUCTION ABOUT TOPIC…………..

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Difference between Recuritment And Selection
Recruitment and selection are the two phases of the employment process. The
differences between the two are: ·Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organization WHEREAS selection involves the series of steps by which the
candidates are screened for choosing the most suitable persons for vacant posts·
The basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organization, by attracting
more and more employees to apply in the organization WHEREAS the basic
purpose of selection process is to choose the right candidate to fill the
various positions in the organization.
Recruitment is a positive process i.e. encouraging more and more employees
to apply WHEREAS selection is a negative process as it involves rejection of
the unsuitable candidates.
Recruitment is concerned with tapping the sources of human resources
WHEREAS selection is concerned with selecting the most suitable candidate
through various interviews and tests.
There is no contract of recruitment established in recruitment WHEREAS
selection results in a contract of service between the employer and the selected
employee.

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RECRUITMENT
Recruitment and selection are the most important functions in an organization because
with the help of these functions the management selects the best available candidate
from a batch of them. The organizations, in this growing competitive world, need to
have the best of the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization."
In the words of Yoder, “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective
measured for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force."

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FEATURES:
.
PURPOSE
 Recruitment is a process or a series of activities rather than a single
event.
 It is a linking activity as it brings together the employers and
employees.
 Attract and encourage more candidates to apply in
organization.
 Create talent pool of candidates to enable selection of
best candidates.
 Determine present and future requirement of organization.

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RECURITMENT REQUIRED TO
 Provide new skills to enable the company to expand into new areas and
utilize new technologies
 Help the company to expand into new markets
 Ensure the company has the correct mix of skills ,knowledge and
experience

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Sources of Recruitment
The searching of suitable candidates and informing them about the openings in the enterprise
is the most important aspect of recruitment process.
The candidates may be available inside or outside the organisation. Basically, there are two
sources of recruitment i.e., internal and external sources.
(A) INTERNAL SOURCES:
Best employees can be found within the organisation… When a vacancy arises in the
organisation, it may be given to an employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion. When a higher post is given to a
deserving employee, it motivates all other employees of the organisation to work hard. The
employees can be informed of such a vacancy by internal advertisement.

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Methods of Internal Sources:
The Internal Sources Are Given Below:
1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These do not
involve any change in rank, responsibility or prestige. The numbers of persons do not
increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige, higher
responsibilities and more pay. The higher positions falling vacant may be filled up from
within the organisation. A promotion does not increase the number of persons in the
organisation.
A person going to get a higher position will vacate his present position. Promotion will
motivate employees to improve their performance so that they can also get promotion.
3. Present Employees:
The present employees of a concern are informed about likely vacant positions. The
employees recommend their relations or persons intimately known to them. Management is
relieved of looking out prospective candidates.
The persons recommended by the employees may be generally suitable for the jobs because
they know the requirements of various positions. The existing employees take full

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responsibility of those recommended by them and also ensure of their proper behaviour and
performance.
ADVANTAGES OF INTERNAL SOURCES:
The Following are The Advantages of Internal Sources:
1. Improves morale:
When an employee from inside the organisation is given the higher post, it helps in increasing
the morale of all employees. Generally every employee expects promotion to a higher post
carrying more status and pay (if he fulfils the other requirements).
2. No Error in Selection:
When an employee is selected from inside, there is a least possibility of errors in selection
since every company maintains complete record of its employees and can judge them in a
better manner.
3. Promotes Loyalty:
It promotes loyalty among the employees as they feel secured on account of chances of
advancement.
4. No Hasty Decision:
The chances of hasty decisions are completely eliminated as the existing employees are well
tried and can be relied upon.

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5. Economy in Training Costs:
The existing employees are fully aware of the operating procedures and policies of the
organisation. The existing employees require little training and it brings economy in training
costs.
6. Self-Development:
It encourages self-development among the employees as they can look forward to occupy
higher posts.
DISADVANTAGES OF INTERNAL SOURCES:
(i) It discourages capable persons from outside to join the concern.
(ii) It is possible that the requisite number of persons possessing qualifications for the vacant
posts may not be available in the organisation.
(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot
be followed.
(iv) If only seniority is the criterion for promotion, then the person filling the vacant post may
not be really capable.
IN spite of the disadvantages, it is frequently used as a source of recruitment for lower
positions. It may lead to nepotism and favouritism. The employees may be employed on the
basis of their recommendation and not suitability.

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(B) EXTERNAL SOURCES:
All organisations have to use external sources for recruitment to higher positions when
existing employees are not suitable. More persons are needed when expansions are
undertaken.
The external sources are discussed below:
METHODS OF EXTERNAL SOURCES:
1. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and higher staff.
Advertisement can be given in newspapers and professional journals. These advertisements
attract applicants in large number of highly variable quality.
Preparing good advertisement is a specialised task. If a company wants to conceal its name, a
‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box
Number or to some advertising agency.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-skilled,
skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has
been made obligatory for the business concerns to notify their vacancies to the employment
exchange. In the past, employers used to turn to these agencies only as a last resort. The job-
seekers and job-givers are brought into contact by the employment exchanges.

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3. Schools, Colleges and Universities:
Direct recruitment from educational institutions for certain jobs (i.e. placement) which
require technical or professional qualification has become a common practice. A close liaison
between the company and educational institutions helps in getting suitable candidates. The
students are spotted during the course of their studies. Junior level executives or managerial
trainees may be recruited in this way.
4. Recommendation of Existing Employees: The present employees know both the
company and the candidate being recommended. Hence some companies encourage their
existing employees to assist them in getting applications from persons who are known to
them. In certain cases rewards may also be given if candidates recommended by them are
actually selected by the company. If recommendation leads to favouritism, it will impair the
morale of employees.
5. Factory Gates:
Certain workers present themselves at the factory gate every day for employment. This
method of recruitment is very popular in India for unskilled or semi-skilled labour. The
desirable candidates are selected by the first line supervisors. The major disadvantage of this
system is that the person selected may not be suitable for the vacancy.
6. Casual Callers:
Those personnel who casually come to the company for employment may also be considered
for the vacant post. It is most economical method of recruitment. In the advanced countries,
this method of recruitment is very popular.

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7. Central Application File:
A file of past applicants who were not selected earlier may be maintained. In order to keep
the file alive, applications in the files must be checked at periodical intervals.
8. Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where
there is instability of employment) all recruits usually come from unions. It is advantageous
from the management point of view because it saves expenses of recruitment. However, in
other industries, unions may be asked to recommend candidates either as a goodwill gesture
or as a courtesy towards the union.
9. Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled
workers in brick kiln industry. The contractors keep themselves in touch with the labour and
bring the workers at the places where they are required. They get commission for the number
of persons supplied by them.
10. Former Employees:
In case employees have been laid off or have left the factory at their own, they may be taken
back if they are interested in joining the concern (provided their record is good).

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11. Other Sources:
Apart from these major sources of external recruitment, there are certain other sources which
are exploited by companies from time to time. These include special lectures delivered by
recruiter in different institutions, though apparently these lectures do not pertain to
recruitment directly.
Then there are video films which are sent to various concerns and institutions so as to show
the history and development of the company. These films present the story of company to
various audiences, thus creating interest in them.
Various firms organise trade shows which attract many prospective employees. Many a time
advertisements may be made for a special class of work force (say married ladies) who
worked prior to their marriage.
These ladies can also prove to be very good source of work force. Similarly there is the
labour market consisting of physically handicapped. Visits to other companies also help in
finding new sources of recruitment.
MERITS OF EXTERNAL SOURCES:
1. Availability of Suitable Persons:
Internal sources, sometimes, may not be able to supply suitable persons from within. External
sources do give a wide choice to the management. A large number of applicants may be
willing to join the organisation. They will also be suitable as per the requirements of skill,
training and education.

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2. Brings New Ideas:
The selection of persons from outside sources will have the benefit of new ideas. The persons
having experience in other concerns will be able to suggest new things and methods. This
will keep the organisation in a competitive position.
3. Economical:
This method of recruitment can prove to be economical because new employees are already
trained and experienced and do not require much training for the jobs.
DEMERITS OF EXTERNAL SOURCES:
1. Demoralisation:
When new persons from outside join the organisation then present employees feel
demoralised because these positions should have gone to them. There can be a heart burning
among old employees. Some employees may even leave the enterprise and go for better
avenues in other concerns.
2. Lack of Co-Operation:
The old staff may not co-operate with the new employees because they feel that their right
has been snatched away by them. This problem will be acute especially when persons for
higher positions are recruited from outside.

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3. Expensive:
The process of recruiting from outside is very expensive. It starts with inserting costly
advertisements in the media and then arranging written tests and conducting interviews. In
spite of all this if suitable persons are not available, then the whole process will have to be
repeated.
4. Problem of Maladjustment:
There may be a possibility that the new entrants have not been able to adjust in the new
environment. They may not temperamentally adjust with the new persons. In such cases
either the persons may leave themselves or management may have to replace them. These
things have adverse effect on the working of the organisation.

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SUITABILITY OF EXTERNAL SOURCES OF RECRUITMENT:
External Sources of Recruitment are Suitable for The Following Reasons:
(i) The required qualities such as will, skill, talent, knowledge etc., are available from
external sources.
(ii) It can help in bringing new ideas, better techniques and improved methods to the
organisation.
(iii) The selection of candidates will be without preconceived notions or reservations.
(iv) The investment on employees will be minimum because candidates selected in this
method will be placed in the minimum pay scale.
(v) The entry of new persons with varied experience and talent will help in human resource
mix.
(vi) The existing employees will also broaden their personality.
(vii) The entry of qualitative persons from outside will be in the long-run interest of the
organisation.

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SELECTION
Selection is the process of choosing the best candidate out of the all the applicants. In
this process, relevant information about the applicants is collected through a series of
steps so as to evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the job so that the
candidate can be entrusted with the task that matches with his credibility. It is a process
of weeding out unsuitable candidates and finally identifying the most suitable
candidates. Selection is a negative process because in this process the management tries
to minimize the number of factors and at the end of it best candidate is selected.
o According to Yoder “ Recruitment is a process to discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient working force.”
o According to Edwin Flippo,“Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.”

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Selected candidate the has to pass through
the following stages-
 Preliminary Interview
 Application Form
 Selection test
 Selection Interview
 Physical examination
 Reference check
 Final approval
 Employment

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 Preliminary Interview
Is the initial screening done to weed out the undesirable candidates. This is mainly a
sorting process in which the prospective candidates are given the necessary
information about the nature of the job and the organization. Necessary information
about the candidate is also taken
 Application Form
Is a traditional and widely used device for collecting information from candidates. This
form asks the candidates to fill up the necessary information regarding their basic
information like name, address, references, date of birth, marital status, educational
qualifications, experience, salary structure in previous organization and other such
information.
 Selection Tests
Are being increasingly used in employee selection. Tests are sample of some aspect of
an individual's attitudes, behaviour and performance. It also provides a systematic basis
for comparing two more persons.
 Selection Interview
Involves the interaction of the employer and the employee. Selection involves a
personal, observational and face-to-face appraisal of candidates for employment The
applicants who have crossed the above stages have to go through

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 Physical Examination
Either by the company's physician or the medical officer approved for the purpose.
The next stage marks of
 Checking the references
The applicant is asked to mention in his application form the names and addresses of
two or three person who know him well
The executives of the concerned departments then
 finally approve
The candidates short-listed by the human resource department. Employment is offered
in the form of an appointment letter mentioning the post, the rank, the salary grade, the
date by which the candidate should join and other terms and conditions in brief.
After satisfactory performance during the period candidate is finally confirmed in
the job on permanent basis or regularized basis
Selection is an important function as no organization can achieve its goals without
selecting right persons for the required job. Faulty selection leads to wastage of time
and money and spoils the environment of organization.

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SSTL is a venture, involving equity participation by Sistema Joint Stock Financial
Corporation of Russia (“SISTEMA JSFC”), the Russian Federation and
the Shyam Group of India. Sistema JSFC is the majority shareholder in the
Company.
With a strong focus on its “Data Centric; Voice Enabled” strategy, SSTL is one of
the fastest growing telecom companies in the Indian telecom market and is one of
the top three data service providers in the country. The Company provides telecom
services under the brand MTS to over 10 million wireless subscribers including
more than 1million High Speed Mobile Broadband customers in over 450 towns
across the country. MTS is well recognized in India and worldwide for its
commitment to high quality and innovative telecom solutions. MTS has recently
been ranked by Millward Brown as 82nd most valuable brand in the World.
SSTL is focused on creating a strong portfolio of smartphones catering to customers
across various segments. MTS India is the First Telecom Operator to offer FREE
Mobile Calls through an innovative next generation service called “MTS m
Ad”. The service provides captive and targeted audience to advertisers while
enabling free mobile calling to all smartphone customers for free. MTS also offers its
data customers innovative applications like MTS TV, a free to download application
that provides ‘on the move’ access to more than 100 Live TV and video on demand
channels.
The IUEPN campaign leverages private sector resources to enhance polio kno.
The IUEPN campaign is an initiative implemented by Aid matrix Foundation, in
partnership with the Polio Eradication Programme in India, a collaborative effort

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between the Ministry of Health and Family Welfare (MOHFW), United Nations
Children’s Fund (UNICEF), World Health Organization (WHO), National Polio
Surveillance Project (NPSP), Rotary International, and the U.S. Centre for
Disease Control (As part of the initiative, SSTL has actively participated in
awareness drives in several Indian states including Delhi, Haryana, Uttar Pradesh,
Bihar, Jharkhand, West Bengal and Maharashtra - reminding people about the
need to get their children vaccinated against Polio.

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MTS is:
 The leading mobile phone operator in Russia and CIS
 A top 10 global mobile operator
 One of the 100 most powerful brands in the world*
A GROWING BASE OF OVER 95 MILLION SUBSCRIBERS WITHIN A
MARKET POPULATION OF 230 MILLION
 MTS, together with its subsidiaries, expanded its total subscriber base to over 95
million as at December 31, 2008
 Continued development of our value-added services (VAS) and high-speed
networks
 MTS is focused on delivering the highest-quality products and services to its
customer base, including VAS services such as:
o Voicemail
o Text
o SMS and MMS
o Internet (mobile broadband)
o News
o Entertainment
o Email
o Ring-back tones
o Mobile advertising

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 The free float of the Company’s shares is approximately 46.7%*
ASSOCIATION (GSMA), THE GLOBAL TRADE
ASSOCIATION FOR THE MOBILE INDUSTRY
 In April 2008, MTS became the first Russian brand to be named among the top
100 most powerful brands in BRANDZ™ 100, a ranking published by the
FINANCIAL TIMES and Millward Brown
 In May 2008, MTS was included in the InfoTech 100 ranking of the best-
performing technology companies by BUSINESSWEEK
 In June 2008, MTS was recognized by READER’S DIGEST as the ‘Most Trusted
Brand’ among mobile operators in Russia
 In September 2008, MTS received three nominations for the World
Communications Awards 2008. The Company made the shortlist in the ‘Best
Brand’, ‘Best Mobile Operator’ and ‘Best Project Management’ award categories
 In October 2008, MTS became the first and only Russian company to join the
Mobile Marketing Association

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 Company coverage area
At its peak, MTS operated services in 21 out of 22 telecom circles of India. However,
MTS has shut services in 13 circles and currently operates in 9 circles.
 Delhi
 Gujarat
 Karnataka
 Kerala
 Kolkata
 Rajasthan
 Tamil Nadu
 Uttar Pradesh (West) (includes Uttarkhand )
 West Bengal (includes Sikkim and Andaman and Nicobar Islands)
No longer operates
 Assam
 Andhra Pradesh
 Bihar
 Himachal Pradesh
 Haryana
 Jammu and Kashmir
 Madhya Pradesh
 Maharashtra and Goa

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 Mumbai
 North East
 Orissa
 Punjab
 Uttar Pradesh (East)

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HR DEPARTMENT OF MTS
Mr VishuHarit (head of HR)
Mr Bhumik
Bhatt
Miss NehaZudiaMrs VandnaSodhi Miss AnziaZabeen
Off role
employees
related task
• Talent
acquisition
• HR
operations(on
roll)
• Learning and
development
• Team
mangment
Sending mail , keeping
record and wishing slides ,
slides to related awards
announcement and policy
stating from time to time .

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GUIDING
PRINCPLES
OF
MTS
MISSION
"TO PROVIDE WORLD-CLASS INFORMATION
TECHNOLOGY SOLUTIONS AND SERVICES TO ENABLE
MTS,S CUSTOMERS TO SERVE THEIR CUSTOMERS
BETTER"
VISSON
"TOGETHER WE CREATE THE ENTERPRISES OF
TOMORROW"
QUALITY POLICY
"WE DELIVER DEFECT-FREE PRODUCTS, SERVICES
AND SOLUTIONS TO MEET THE REQUIREMENTS
MTS EXTERNAL AND INTERNAL CUSTOMERS, THE
FIRST TIME, EVERY TIME"
CORE VALUES
 WE SHALL UPHOLD THE DIGNITY OF THE
INDIVIDUAL
 WE SHALL HONOUR ALL COMMITMENTS
 WE SHALL BE COMMITTED TO QUALITY,
INNOVATION AND GROWTH IN EVERY
ENDEAVOUR

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 To find outthat what is the criteria of MTS to recruit and select their
employees.
 To find outthe process used by MTSto select their employees.
 To find outhow much of employeesare satisfied from their
organization.
 To find outwhat typeof opportunitiesMTS providesto new
generation as is their campusplacementor not.

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 The scope of the study in terms of coverage is limited to the Noida
operations of the MTS
 Within the organization the study is limited to the top-level
management of the Personnel Department of the organization
 I faced in the organizations is the absence of Trade Unions co-operation,
otherwise which could have help me in understanding the industrial
relations in a comprehensive manner.
 The limitation that I have is the scope of collection of sample size which
was confined to only one department, which would have otherwise
made my study and observations in an effective manner.

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The first step involves the filling up of Manpower Indent Form. This form is filled up by
the department, which is having the vacancy. The form consists of various questions
which are to be answered like if the current vacancy is a replacement vacancy, its
reason is to be specified -the factors which resulted it like death, retirement etc.
The department is required to give the qualifications that the future candidate should
possess.
In the next step, this form is given to the Human Resource (HR) department; this
department sees if the position can be filled through internal sources. The internal
sources can be transfers, promotion etc. In the case of internal sources, the
recommendations of the employees are not taken into consideration. If the HR
department does not find suitable candidate within the organization then this
department has to give reasons for it. The form then goes to the Corporate HR for its
approval.
When the suitable candidate is not available within the organization, the organization
then moves to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its consideration
three ways-
 The Data bank of the organization.
 Advertisements.
 Contacting large consultants.

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Advertisements are the second big source to attract the candidates. These are having
much larger scope and reach to a number of people. The qualifications required by the
organization and the criteria could be described in detail.
Large number of consultants also constitutes a big source. Many people register
themselves with these consultants and they act as a bridge between the organization
and the candidates. The consultants provide the company required details about all
criteria. These consultants are fixed for the organization, which are chosen on the basis
of their performance. In case of overseas recruitment it is checked whether their Indian
counterparts can perform the job efficiently or not. If need arises then they are also
taken through consultants.
But if the number of vacancies is very small then the organization takes the help of the
local consultants.
The candidates are then required to fill up the Application Form. This form requires the
candidate to fill the details regarding the previous employment, if any and his personal
data.
After the application form has been duly filled and submitted, the selection process
starts wherein the candidate has to pass through various stages and interview. The
interview panel consists of the persons from Corporate (HR), and other persons
including the executives from the department for which the vacancy is to be filled.
The selected candidates are then short-listed. The short listed candidates are then given
priority numbers; this is due to the reason that sometimes the candidate who is having
first priority is unable to join the organization due to some reasons then in that case the
candidate next in the priority list is given preference. The candidate has to undergo

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medical examination and his credentials are verified. After qualifying these stages, the
candidate is then absorbed in the organization and explained his/her duties. This phase
marks the end of the selection procedure . MTS India Ltd. also performs Campus
interviews as and when the need arises. The esteemed organization also provides
apprentice training-wherein the organization trains the people in the working of the
organization and gives then stipend. If these trainees are found useful to the
organization then they are absorbed in the organization else they are given certificate
so that they can show this as an experience and get a job elsewhere.

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RECURITMRENT AND
SELECTION PROCESS AT
MTS

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Sourcing
Hiring
Recuritment
Selection
Joining kit formality
Indextion
PROCESS

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Sourcing
It includes taking employee according to job requirement . It includes
qualification or other needs as per the company. In this a form is filled for
this purpose and then suitable candidates are found.
Hiring
Hiring meaning seeming requirement if selected candidate full fill needs of
company .It include following issues Salary or other issues related to terms
and condition of company .Candidates can be arrange from own self sourcing
or from other employees candidates data or from candidate list provided by
head of particular department which has vacancy for particular employee .
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract individuals in
external labour markets, who are capable of and interested in filling available vacancies.
Recruitment is an intermediate activity whose primary function is to server as a linked
between Human Resource Planning on the one hand and selection on the other. Sources
of recruitment are through internal and external channels. MTS recruits its employees
both externally as well as internally. Recruitment for the airline is done through
interviews of selected applicants and people who pass the interviews of selected
applicants and people who pass the Interview is required to undergo a medical test
before he/she is finally placed in the MTS. Employees are also recruited through
internal mobility. This is done on the basis of merit and seniority. After passing

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examination the candidates are called for an interview along with employees who
have become eligible for promotion on the basis of seniority
Joining formality
It includes:
 Work list
 Check list
 Personal data form
 Educational details

 About experience
 Professional reference
 Letter of consent
 ID card form
 Provident fund nomination form
 Post-paid customers application
form
 Mediclaim policy
v
 Agreement betttween employee and
company
 Statment
 Terms and condition

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Indexation
Indexation means telling new employees about his/her work and department
under which he/she is selected . It includes all details about work done ,
salary under that department. Example - task in HR like training or recruitment
and selection

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HUMAN RESOURCE MANAGEMENT IN MTS
Organization structure:
The whole organization behaves as a Parivar, with one legal guardian. All directors and
shareholders are from among workers and the entire have taken an oath through
affidavit. In the court of law that neither their family members shall have claim or share
in the assets or profits of the company. All workers of company are the proud owners of
the organization. The workers believe in the concept that “manpower is superior to
money power”.
Feedback analysis
Done through filling form by employee who have attended seminar. It is taken
online under a certain time limit and on paper immediate after seminar and
through timely asking them how they are utilizing information provided in
training through mail or phone call .
Company policies
 No value .It cannot be in cash further next month . All expenses of
travelling of employee for company work except extra expenses fulfilled
by company
 There is limited leave in a month and on starting next month those leave
have

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SOURCE OF RECURITMENT in MTS
Job
portals
References
Existing or re-schedule resume

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Exit interview
Exit interview in conducted in company by HR to know reason of leaving
there company . If there is any personal reason or other , as to see that
company policy is not a reason as if there is more percentage of employees
who are leaving job due to company policy . So there is need to some
change in company policy to reduce employee turnover ie company loss
Personal or Professional reasons
If employee is leaving job due to personal
reasons or getting other job .
Poor performance
Emplyoee is terminated if poor performance
Absconding
Leaving job without notification
REASONS
FOR
LEAVING
THE
JOB

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OBJECTIVES
To fuel initiative and foster activity by allowing individuals freedom of action
and innovation in attaining defined objectives
PEOPLE OBJECTIVES
To help people in MTS Info systems Ltd. share in the company's successes,
which they make possible; to provide job security based on their performance; to
recognize their individual achievements; and help them gain a sense of
satisfaction and accomplishment from their
CORPORATE OBJECTIVE
Corporate goals for the next two years. This journey has been called the STARS
PROGRAMME.
The specific goals are:
- Sales turnover of Rs. 3500 corers in 2009-10.
- Profit after tax Rs. 334 corers in 2009-10.
.QUALITY OBJECTIVES
THE COMPANY’S QUALITY OBJECTIVES ARE AS FOLLOWS:
- To focus on its customers and successfully meet their needs and requirements.
- To manufacture effective health care products at competitive prices and to improve
the quality of life of the common masses.

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- To implement system to ensure prevention of errors rather than detection of
errors.
- To ensure global competitiveness by striving to achieve Current Good
Manufacturing Practices (CGMP).
- To ensure safety in all operations by working according to the systems in all areas
of operations.
- To provide appropriate training to improve their skills and expertise.
- To increase productivity and reduce wastage within the organization.

~ 54 ~
The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and
analysis procedure. Out of total universe 50 respondents from MTS have been taken for
convenience. The sample procedure chosen for this are judgement sampling method.
Here randomly employees are selected and interviewed. Information, which I collected,
was based on the questionnaires filled up by the sample employees. Under secondary
method I took the help of various reference books which I have mentioned in
bibliography and also by way of surfing through the company website.
 Primary Data
 Questionnaire: Corresponding to the nature of the study direct, structured
questionnaires with a mixture of close and open-ended questions will be
administered to the relevant respondents within the Personnel and other
Departments of the organization.
Secondary Data
 Organizational literature: Any relevant literature available from the
organization on the Company profile, recruitment & selection procedures, Job
specifications (MTS), department-wise break up of manpower strength and the
organizational structure.
 Other Sources: Appropriate journals, magazines such as Human Capital,
relevant newspaper articles, company brochures and articles on www sites will also
be used to substantiate the identified objectives.

~ 55 ~
 Sampling Plan and Design
A questionnaire will be used for the purpose of research:
 Questionnaire: To test the validity and effectiveness of the recruitment and
selection procedures within the organization and to test the validity and
effectiveness of the policies and procedures within the organization.
 The basic rationale of Questionnaire is to ascertain the perception of the non-HR
departments in terms of the validity and effectiveness of the policies and procedures
used by the organization. It is also in line with the assessment of any
suggestions/recommendations that the respondents from these Departments might
have in terms of the use of an alternative source/device of recruitment and
selection, than what already forms the current practice of the HR Department.
 Questionnaire would be administered to 15 respondents, holding a senior
designation within the Personnel Department of the organization. It will also be
administered to at least 15 respondents belonging to typical Departments within
the organization and holding senior designations within their respective
Departments.
 Sampling Element (Unit)
 For the purpose of administering the Questionnaire, the respondents would
comprise of personnel holding senior designations within the Personnel Department
of the organization. The respondents for the Questionnaire will also be

~ 56 ~
preferably being panel members of the Recruitment & Selection Board of the
organization.
 The respondents would comprise of personnel holding senior designations within
certain typical Departments identified within the organization, namely:
- Stores
- Finance
- Operations
- Electronics
- Engineering
Sample Extent(Area)
The extent of the sample is confined to the Sahibabad operations of the MTS,
specifically to the Administration.
 Sampling Technique
 Judgment Sampling would be used for the purpose of choosing the sample for the
purpose of administering Questionnaire. The identified expert would have a
thorough knowledge about all the respondents within the Personnel Department of
the organization. Thus his/her expertise would be incorporated in locating,
identifying and contacting the required respondents.

~ 57 ~
 Again Judgment sampling would be effectively used in identifying the typical non -
HR Departments with organization and subsequently for the location and
identification of suitable respondents for Questionnaire.

~ 58 ~
DATA ANALYSIS
AND
INTERPRETATION

~ 59 ~
The analysis of the various sources of recruitment and selection devices is presented on
the following pages.
 The response entailed from the HR Department (as analysed from Questionnaire)
represents current practice within the organization in terms of the sources of
recruitment and selection devices used.
 The analysis of the response entailed from all the other departments (as analysed
from Questionnaire) forming the sample, represents the perception of the
respondents from these Departments in terms of the validity and effectiveness of the
various sources/devices of recruitment/selection (specific to these Departments)
 The analysis further entails any suggestions/recommendations given by these non-
HR Departments (forming the sample for administering Questionnaire), in terms
of any recruitment source and/or selection device that should be deployed by the
organization apart from what already constitutes current practice (specific to these
Departments)

~ 60 ~
QUES1-DOES THE RECRUITMENT AND SELECTION PROCEDURE
AFFECTS THE PERFORMANCE OF THE EMPLOYEES?
INTERPRETATION:
Yes, it does because if in appropriate candidates are selected it would lead to loss of
productivity, labour turnover.
90% out of 100 %employees said that recruitment and selection procedure affects the
performance of the employees while 10% out of 100% employees said that it does not.
0%
20%
40%
60%
80%
100%
yes NO
yes
NO
company name
MTS
Percentage
of
employees

~ 61 ~
QUES2- DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?
INTERPRETATION:
100 %out of 100% employees said MTS recruit employees internally.
0%
20%
40%
60%
80%
100%
YES NO
YES
NO
Company name MTS
Percen
tage
of
employ
ees

~ 62 ~
QUES3-IS THE RECRUITMENTANDSELECTION PROCEDURE FOLLOWED
BY THE COMPANY APPROPRIATE?
INTERPRETATION: 75 %out of 100% employees believe that the recruitment and selection
procedure followed by the company is appropriate while 25% out 100% employees believe its
inappropriate.
0%
10%
20%
30%
40%
50%
60%
70%
80%
YES NO
YES
NO
Company name
MTS
Perce
ntage
of
empl
oyees

~ 63 ~
QUES4-DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION OF SELECTION OF A
CANDIDATE?
INTERPRETATION:
Disclosing of job specification basically depends on the job profile of the candidate.
65 %out of 100% employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35 %out of 100% employees said the company doesn’t disclose
job specifications at the time of selection.
0%
10%
20%
30%
40%
50%
60%
70%
YES NO
YES
NO
company name MTS
Percenta
ge of
employe
es

~ 64 ~
QUES5-DOES YOUR COMPANY ASKS FOR REFERENCES AT THE TIME OF SELECTION?
INTERPRETATION:
100% out of 100% employees said that the company asks for references at the time of selection.
0%
20%
40%
60%
80%
100%
YES NO
YES
NO
company name MTS

~ 65 ~
QUES6- WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE WRITTEN TEST
CONTRIBUTE?
INTERPRETATION:
70% out of 100 %employees say that the written test contribute the main factor of recruitment
but 30% employees say that written test not take a main part of recruitment.
0%
10%
20%
30%
40%
50%
60%
70%
70%
30%
Percentage of
Employees
Company name
Yes
No
MTS

~ 66 ~
QUES7- WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY USUALLY
FOLLOW?
INTERPRETATION:
70 %out of 100% employees say that company follows direct interview method, and 30 %out of
100% says company follow the GD interview.
0%
10%
20%
30%
40%
50%
60%
70%
70%
30%
0%
Percentage of
Employees
Company name MTS
Direct
GD interview
Other

~ 67 ~
QUES8-MTS GO FOR A CAMPUS RECRUITMENT FOR FRESHER’S
INTERPRETATION:
In the survey I find that MTS prefer the fresher only 55% in campus and 45% Not prefer for
fresher in campus.
0%
10%
20%
30%
40%
50%
60%
55%
45%
Yes
No

~ 68 ~
QUES9-DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE
INTERPRETATION:
In the survey I find that MTS recruit the people in other state.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
100%
0%
Yes
No

~ 70 ~
 90% employees said that recruitment and selection procedure affects the
performance of the employees while 10% employees said that it does not.
 Salary comparison is not justifies. Old employees are demoralized by getting less
surely then new employee
 75% employees believe that the recruitment and selection procedure followed by
the company is appropriate while 25% employees believe it’s inappropriate.
 Recruitment procedure is not fully computerized.
 Manpower’s are recruited from private placement consultancy, who are demanding
high amount of fees, whereas HRD Department is not fully utilised to recruit
manpower by advertisement
 65% employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35% employees said the company doesn’t disclose job
specifications at the time of selection.
 100% employees said that the company asks for references at the time of selection.
 Manpower is recruited from reliable source however efficiency does not recognise.
 70% employees say that the written test contribute the main factor of recruitment
but 30% employees say that written test not take a main part of recruitment.

~ 72 ~
The research in MTS has helped me in broadening my view. It has helped me to know
that HR is the heart of every organization. It made me aware about how policies play an
important role in the smooth functioning of any organization. But I have found that
there is something that lacks in the company and which is possible to overcome.
MTS is engaged in making maximum sales, providing satisfaction to its customers, as
well as maintaining good relations with the corporate world. But it has not thought
about marinating a health relation with its employees. This is the reason that there was
an increase in the labour turnover. Also, it has never given consideration to find the
reason lying behind the same.
Employee retention is crucial to the long-term success of your business and therefore
the ability to retain employees is a primary measure of the health of your organization.
Of significant concern is the fact that unplanned employee turnover directly impacts the
bottom line of a business.
The company can undertake the following steps to maintain long and existing
relationship with its employees as well as a steady increase in sales:-
1. Employees should know clearly what is expected of them-
Continually changing expectations minimize employee’s sense of internal
security and create unnecessary stress. It is beneficial therefore to provide a
specific framework, in which people can work.

~ 73 ~
2. Employeesshould be provided with quality management and leadership
It is well documented that people leave their managers more often than they
leave the company or the job. Turnover issues that cause an employee to feel
unvalued by their manager include lack of feedback about performance, lack of
clarity regarding earning potential, failure to hold scheduled meetings, and the
failure to provide a framework for the employee to succeed. Ensure that the right
people are in place to lead your teams, departments, business units and the
organization as a whole towards success.
1. The company should compensate candidates applying for any position in the
organization in case of external recruitment; this will give candidates a positive
impression about the company.
2. The references given by the candidates at the time of selection should be brought
into use and should be verified in order to avoid undesired candidates.
3. Job specifications should be disclosed at the time of recruitment and selection so
that employees are well aware of the tasks to be performed by them and the
expectations their seniors have from them.
4. Company should undergo personality test in order to judge the personality of the
person applying for the job.
5. Company should have a round of panel interview so that decision of selecting a
candidate is not based on personal biasness of the interviewer, interviews should
therefore be followed by group discussion.

~ 75 ~
REQUIREMENT:-
‘Necessity is the mother of Invention’ this is true everywhere. In the study
first of all I tried to find out the cause of the process of Recruitment and selection.
I got the answer from MTS that here in MTS major cause for the process is its
Expansion program as MTS is growing vastly. Few other reasons are Replacement
vacancy Retirement hardly takes place here.
SOURCES:-
An organization’s excellence depends upon its employee’s performance, which has
not only to be maintained on a consistent level, but also must be improved
constantly. All this can be achieved if suitable employees are selected, through
proper Recruitment and Selection procedure.
METHODS:-
For the recruitment and selection various test include for e.g. aptitude test,
personality test and group discussion. As we all know that, in today’s highly
competitive age the biggest problem is of retention of its highly skilled employees in
the organization. Recruitment plays a vital role in this regard. But it should be seen
that no system is without any flaws. Every system has its strong and weak points
and is open for change at any time.
IMPROVEMENT:- MTS a well-developed Selection System for its employee’s
development. Thus, the company provides scope for employees on future growth,
career planning, training and development.

~ 77 ~
BOOKS
 Robbins P. Stephens, Organizational Behaviour, Prentice Hall, 7th Edition, Chapter
16, pages 636-641.
 Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Grow Hill, 5th
Edition, Chapter 11, pages 217-245.
 Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall,
3rd Edition, Chapters 6, 7 & 8, pages 117-209.
Magazines
 India Today
 Today’s traveler
 Business Today
News Paper
 Times of India
 Hindustan Times
 Economic Times
Web sites
 www.MTSindia.in
 www.indiatimes.com

~ 79 ~
QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE
EMPLOYEES
1. Does the recruitment and selection procedure affect the performance
of employees?
Yes [ ] No [ ]
2. Does the company recruit employees internally ?
Yes [ ] No [ ]
3. Is the recruitment and selection procedure followed by the company
appropriate?
Yes [ ] No [ ]
4. Does your company disclose the job specifications at the time of selection of
a candidate ?
Yes [ ] No [ ]
5. Does your company ask for reference at time of selection of
candidate?
Yes [ ] No [ ]
6. What per cent of the selection procedure does the written test
contribute?

~ 80 ~
Yes [ ] No [ ]
7. Which type of interview methods does your company usually
follow?
Yes [ ] No [ ]
8. MTS go for campus recruitment for fresher?
Yes [ ] No [ ]
9. Does your company recruitment for the other state?
Yes [ ] No [ ]
___________________________________________________________________

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