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The recruitment and selection policies and practices at emphasis world, a company that emphasizes talent engagement. It examines the company's internal and external recruitment sources, the selection process, and the effectiveness of these practices. The document also includes a survey of employees' opinions on the recruitment and selection process, providing insights into the company's strengths and areas for improvement.
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Research Project Submitted in Partial Fulfillment of the Requirements for the Degree of BCOM Honors by Mayank Jha to the DEPARTMENT OF COMMERCE BHOPAL SCHOOL OF SOCIAL SCIENCES April, 2021 Submitted by:- Guided By:- Mayank Jha Richa Bhatia Department of Commence
I would like to thank our Principal Dr. Fr. John P.J. and Vice Principal Dr Sr Sonia Kurien for their immense support and blessings. I thank our HOD Dr Amit Kumar Nag for his support. I would like to express my special thanks of gratitude to my research guide Dr.Richa Bhatia, of Department of Commerce for her valuable suggestions and guidance and for giving me the golden opportunity to do this wonderful research project on the topic: “Recruitment and Selection Process With Special Reference to Emphasis World Pvt. Ltd.” Without her help it would have been difficult for me to have reached this state of completion of my project report. Also, I would like to thank my parents and friends who helped me a lot in the preparation of this project. I wish to acknowledge the help of all those who have provided me information, guidance and other help during my research period.
I hereby declare that this project report entitled “ Recruitment and Selection Process With Special Reference to Emphasis World Pvt. Ltd. ,” was carried out by me for the degree of BCOM Honours under the guidance and supervision of Dr. Richa Bhatia (Associate Professor) of Department of Commerce, BSSS College. The interpretations put forth are based on my reading and understanding of the original texts and they are not published anywhere in any form. The other books, articles and websites, which I have made use of are acknowledged at the respective place in the text. This research report is not submitted for any other degree or diploma in any other University. Place: Bhopal Name of the Student: Mayank Jha Class & Section: B.COM HONOURS Date: 29/04/
➢ Introduction (^09) ➢ Scope of the Study 11 ➢ Objectives of the Study 11 ➢ Literature Review 12 Chapter 2 ➢ Company Profile 17 ➢ The Policies Related to Recruitment and Selection Followed in EMPHASIS WORLD PVT. LTD.
➢ Recruitment and Selection Process followed at EMPHASIS WORLD PVT. LTD.
Chapter 3 Research Methodology ➢ Introduction 29 ➢ Tools and Methods of Data Collection 29 ➢ Sample Profile (^29) ➢ Limitations of the Study (^29) ➢ Recruitment and selection process (^29)
Acquiring and retaining high-quality talent is critical to an organization’s success. As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimize the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services and the retention of organizational memory. At worst, the organization can fail to achieve its objectives thereby losing its competitive edge and its share of the market. Human resource department plays a crucial role in this process. The backbone of any successful company is the HR department, and without a talented group of people to hire, culture, and inform employees, the company is doomed for failure. Human resource is most valuable assets in the organization. Profitability of the organization depends on its utilization. If there utilization is done properly will make profit otherwise it will make loss. To procure right man at right place in right time, some information regarding job and job doer is highly essential. This information is obtained through job analysis, job description and job specification. Without these recruitment will be unsuccessful. A well planned and well managed recruitment will result in high quality applicants for the company. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information of the jobs so that applicants can make comparison with their qualifications and interests and generate enthusiasm among the best candidates so that they will apply for vacant positions. What distinguishes a successful company from unsuccessful one is the quality of manpower. The role of management is to optimize the use of resource available to it. The role of HR is to incorporate the planning and control of manpower resource into the corporate level plans so that all resources are used together in the best possible combination. Managing people at work and control of human activities in employment is a function that must be performed in all societies. It is essential in every type of employment for every occupation and every type of employed manpower. Manpower management is essential in government as well as private employment under socialism or communication in small business and in large.
To get right person at right place and in right time, the organization should have the specific and clear policies and recruitment and selection methods which are essential for the growth of the organization.
decisions. They should be provided with sufficient training so that they are confident about their decisions.
willing to offer to the right person. This is a very vital but easily overlooked point in the process of selection and recruitment. The employers would do well to remember that the potential candidate would most definitely be sizing up the prospective employer as well during the selection and recruitment process. Behind every attrition there is recruitment! Whenever an employee leaves an organization without informing and without giving notice or leaves the organization in the middle of the project it should be known that he or she is joining some other organization. Many times the employees of the recruitment consultants are hired by their own clients and are asked to join at a very short notice period. They are been told that “relieving letter” is not required and some even offer incentives for early joining. There must be some guidelines and ethics for recruitment so that there can be fair recruitment policies. There must be some ethical guidelines such as a) Notice period must be served and nobody must be hired without relieving letter or providing proof of serving the notice period. b) Corporate should not hire anyone who has spent less than one year in his current organization. The logic is obvious. Employees six months to begin their contribution and at least one year is required to recover recruitment process. More importantly if somebody is hired who has worked less than a year with the current organization, that individual will ditch in even shorter period. c) Corporate should not head hunting from competition. They should advertise and encourage employees seeking change to voluntarily respond to this advertisement. d) Corporate should not bail out the prospective employee commitments such as employment bond etc. These are some of the studies conducted earlier on the recruitment and selections.
Recruitment is one of the most critical human resource functions for organisations. Attracting the right people, with the right blend of skills and experience into the right jobs, and aligning this to the organization’s overall objectives is crucial to organization success. Whether the economic environment is booming, and attraction and retention of a talented and flexible workforce is essential for competitive advantage, or is in a downturn and the survival of the organization depends on the productivity of staff, it is essential that the recruitment function is clearly identified.
Emphasis World is HRM firm which provide Human resource Solutions to our clients for PAN India location, services like Recruitment service, Human Resource service, payrolls, HRM solutions etc.
SERVICES: RECRUITMENT, OUTSOURCING HEAD HUNTING TRAINING & DEVELOPMENT CAMPUS RECRUITMENT, BULK HIRING DSA HR SERVICES CONTRACTUAL STAFFING GOAL OF INNOVATIVE
The Policies Related to Recruitment and Selection Process At EMPHASIS WORLD the recruitment and selection policy has been named “ Talent Engagement Policy” and the company will recruit the required human resources through policy.
The company is having a talent engagement policy which describes the approving authority for recruitment, selection methods followed by the company. Talent engagement form attached as Annexure-1. For all recruitment engagement of talents in the organization, the process shall be initiated through human potential department (HPD) only. Group HPD is the process owner and shall be issuing the guidelines on this from time to time. The recruitment of new associates is based on the vacancies in the approved organization structure of the company. For recruitment of any position in the organization, a manpower requisition duly filled in by the format shown in the annexure-1 has to be sent by the department head. Based on the request, the HPD will initiate the process.
