A STUDY ON

“RECRUITMENT AND SELECTION”

With reference to
VISAKHAPATNAM PORT TRUST

A Project Report submitted in partial fulfillment of the requirement for the award of
the degree of
BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY

UNDER THE ESTEEMED GUIDANCE OF

ASSISTANT PROFESSOR

Department Of Management Studies

Gayatri VidyaParishad College for Degree and PG Courses (Autonomous)
Affiliated to Andhra University
(Accredited by NAAC with B++)
Gayatri Vidyaparishad, Rushikonda Campus
Visakhapatnam-530045
2017-2020

1
 DECLARATION

I hereby declare that the project work entitled topic of “RECRUITMENT

AND SELECTION” submitted to as a part of BBA curriculum, is a record of
an original work done by me under the guidance of (Faculty Guide, Department
Of Management Studies) and this project work is submitted in the partial
fulfillment of requirement for the award of the degree of Bachelor of Business
Administration. The results embodied in this project have not been submitted to
any other university or company for the award of any degree or diploma.

DATE

2
 CERTIFICATE

This is to certify that this project work entitled topic “Visakhapatnam for the
award of the degree under my guidance and supervision.

DATE:

ACKNOWLEDGEMENT:

This project is an authenticated work of mine carried out at“, and Department of
Management Studies Gayatri Vidya Parishad College for Degree& P.G Courses
(Autonomous) for the encouragement throughout the academic period.

I am thankful to
I profoundly thank
Date:

3
 CONTENTS
SERIAL
TITLE PAGE NO.
NO.
CHAPTER - 1

 INTRODUCTION OF THE SUBJECT

 NEED FOR THE STUDY
1  SCOPE OF THE STUDY 9-11
 OBJECTIVE OF THE STUDY
 METHODOLOGY
 LIMITATIONS OF THE STUDY

CHAPTER – 2
2 17 - 29
 INDUSTRY PROFILE

CHAPTER – 3
3 30 - 41
 COMPANY PROFILE

CHAPTER – 4
4 42 – 78
 CONCEPTUAL PROFILE

CHAPTER – 5
5 79 - 99
 DATA ANALYSIS AND INTERPRETATION
6 101
CHAPTER – 6

 SUMMARY
 FINDINGS
 SUGGESTIONS
 CONCLUSION

4
  ANNEXURES

7 BIBLIOGRAPHY 115

TABLE INDEX

SERIAL
DESCRIPTION OF THE TABLE PAGE NO.
NO.
1. Minor ports 23

2. Ports Infrastructure 38

3. SWOT Analysis 41

4. Merits and demerits of recruitment 61

5. Comparison between selection and recruitment 77

5
 CHART INDEX

SERIA PAGE
DESCRIPTION OF THE CHART
L NO. NO.
1. Minor ports in India 24

2. List of cargos 39

3. Recruitment life cycle 47

4. Sources of recruitment 56

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 CHAPTER-1

 INTRODUCTION OF THE SUBJECT

 SCOPE OF THE STUDY
 OBJECTIVE OF THE STUDY
 METHODOLOGY OF THE STUDY
 LIMITATIONS OF THE STUDY

7
 INTRODUCTION

Human resources are the greatest assets for any organization. Human resources are
defined as the collection of people in all associated network and structures within the
organization to work together to make a collective contribution for better business excellence.
Human Resource Management can be defined as Managing (Planning, Organizing, Directing)
the function of employing, developing and compensating human resources resulting in the
creating and development of human relations with a view to contribute to the Organizational
and social goals. Human Resource Management is the central sub-system of an organization
and it permits all type of functional management, production management, marketing
management and financial management. The objective of the HR management is to achieve
healthy human relations and direct their efforts towards the goal of the organization. Healthy
human relations contribute to the employee with the sense of owner-ship, good business
results and joy in the workplace. Each employee should know where the company is aiming
to reach in the near future. Empowerment is the condition in which the employee has the
knowledge, skill, authority and desire to decide and act within prescribed limits.

Recruitment and Selections are systematic ways of measuring, reviewing and analyzing
employee Recruitment over a given period of time and using the information gathered to plan
for the employee's future with the organization. This periodical, impartial feedback is used to
judge employee effectiveness as well as provide necessary development and training to
improve the employee's contributions to the organization's goals.

One of the fundamental factors for bringing about an effective Recruitment

management program is often one of the most forgotten. All too often supervisor will
mistakenly focus all of his or her resources entirely on rating and ranking the workforce,
dolling out promotions or laying off workers as need be. While these steps are an essential
element of Recruitment management, they fall short in the long run. To begin with,
employees are left feeling as though their company has neglected their individual career
needs. This ultimately leads to higher employee turnover and makes it difficult for an
organization to retain top quality talent. This is why effective Recruitment management
incorporates the workers’ needs with that of the company. When engaging an employee base
on the level of their Recruitment, the successful manager will work to align the company’s

8
goals with those of the individualized career paths to ensure a high level of worker loyalty
and long term productivity.

One area of particular concern for Recruitment management is a large and growing
population of employees whose careers have reached the half way marker. For many
employees, this is a crucial time for climbing up a few more steps on the corporate ladder.
Unfortunately, the gaping absence of motivating organizational structure present in many
business environments kills the career momentum for these people. This negatively affects
the contribution made by these employees to the overall output and productivity on a
corporate level.

There are a variety of causes behind the lack of momentum within the halfway crowd. As
mentioned before, lack of organization is a major culprit. This really stems from having little
or no management at the top. Unfortunately, these important causes for the slowdown are
seldom recognized, and the fault becomes that of the employees rather than the faulty system
under which they work.

Selection is a long process commencing from the preliminary interview of the applicants
ending with the contract of employment.
Every organization needs to look after recruitment and selection in the initial period and
therefore as and when additional manpower is required due to expansion and development of
business activities.
“Right person for the right job” is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its managers.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently for this recruitment and selection of suitable candidates are essential.
Human Resource management in an organization will not be possible unsuitable persons are
selected and employed in a business unit.

Recruitment is simply defined as the process to attract the people towards the organization
before selecting suitable candidates for the job. Whereas Selection means the process of
finding out the most suitable candidate to the job out of the candidates recruited.
It is said if right person is appointed at right place then half work has been done. In this
project I have tried to cover all the important points that should be kept in mind while
recruitment and selection process are conducted. A research study through a questionnaire

9
filled by all the sales managers of VISAKHAPATNAM PORT TRUST, is attached and tried
to find out which method would be helpful I have tried to come to a conclusion at what time
mostly the man power planning is required and what are the various methods used for
recruiting and selection process of the candidates is being done.

VISAKHAPATNAM PORT TRUST has well articulated policy which lays strong emphasis
on hiring of individual irrespective of age, race, caste or gender.

NEED FOR THE STUDY

The generally purpose of recruitment is to provide a pool of potentially
qualified job candidates specifically, the purpose is to

1 Determine the present and future requirement of the organization in

conjunction with its personnel planning and job analysis activities.

2 Increase the job pool of job candidates at minimum cost

3 Help to increase the success rate of the selection process by reducing the
number visibly under qualified or job application.

4 Help to reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time

5 Being identifying and preparing potential job applicants who will be

appropriate candidates.

6 Increase organizational effectiveness in the short and long term

7. Evaluation of the effectiveness of various recruiting techniques and

sources for all types of job applicants.

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 SCOPE

The scope of Recruitment and Selection is very wide and it consists of a variety
of operations. Resources are considered as most important assets to any
organization. Hence, hiring right resources is the most important aspect of
Recruitment. Every company has its own pattern of recruitment as per their
recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations-

1.Dealing with theexcess or shortage of resources.
2.Preparing the recruitment policy for different categories of
employees
3.Analyzing the recruitment policies, processes and procedures of the
organization.
4.Identifying the areas, where there could be a scope of improvement.
5.Streamlining the hiring process with suitable recommendation.
6.Choosing the best suitable process of Recruitment for effective hiring of
resources.

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 OBJECTIVE OF THE STUDY

The main objectives for undertaking this project is to understand the current Recruitment
policies being followed at VISAKHAPATNAM PORT TRUST conducted through this
study and to know how effectively it is being implemented in the organization.

1. To study the present recruitment and selection procedure followed at VISAKHAPATNAM

PORT TRUST.
2. To study whether the present process is being able to identify the right candidate for the
job with respect to qualification and experience at Visakhapatnam port.
3. To study the challenges faced by HR in recruitment and selection in the organization with
respect to VPT.
4. To find out better process of recruitment at VPT.
5. To know about the importance of recruitment and selection with respect to VPT.
6. To know about the role of recruiter at VPT.
7. To know the selection process of employees and its impact on job satisfaction at VPT.
8. To study and analyze the need of any modifications in current recruitment procedure of
VISAKHAPATNAM PORT TRUST.

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 METHODOLOGY OF THE STUDY

RESEARCH: Research in common parlance refers to a search for knowledge. One can also
define research as a scientific and systematic search for pertinent information on a specific
topic. In fact, research is an art of scientific investigation. Research is a careful investigation
or inquiry especially through search for new facts in any branch of knowledge.
Research is a movement from the known to unknown. It is actually a voyage of discovery.
METHODOLOGY: Methodology is the systematic, theoretical analysis of the methods
applied to a field of study. It comprises the theoretical analysis of the body of methods and
principles associated with a branch of knowledge. Typically, it encompasses concepts such as
paradigm, theoretical model, phases and quantitative or qualitative techniques.
RESEARCH METHODOLOGY: Research methodology is the systematic way to solve the
research problem.It gives an idea about various steps adopted by the researcher in a
systematic manner with an objective to determine various manners.
RESEARCH DESIGN: The research design is used for this study of descriptive type.
Descriptive research studies are those studies which are concerned with describing the
characteristics of a particular individual or a group.
DATA SOURCE:
Primary data is the fresh data collected from the respondents through using a pre-structured
questionnaire. Most of the data collected by the collecting the questionnaire given to the 50
employees which contain around 18 questions.

Secondary data may be obtained from many sources including literature, industry surveys
and compilations from computerized or mathematical models of environmental processes.
This information was collected through the method: Internet sources, Books, companyprofile,
newspapers and internet etc.

SAMPLING PROCEDURE: Sampling is the selection of group with a view to obtain

information about the whole in group of persons that represents particular community. The
sampling method used was random sampling. These sampling methods were used because of
lack of time and lack of thorough knowledge about the universe.

13
SAMPLE POPULATION: There are total 300 employees working in the organization.
SAMPLE SIZE: All items in any field of enquiry constitute a ‘universe’ or ‘population’. A
finite subject of the population gives sample .The statistical units in the sample are called
sample units. The number of units in the sample is called the size of the sample.
If the size of the sample is less than or equal to 30 then it is called small samples. If the size
of the samples is greater than 30 it is called large samples. Out of the total strength the
sample taken amongst workers i.e., 100 respondents.
SAMPLE AREA: The research was conducted at VISAKHAPATNAM PORT TRUST.
SAMPLE METHOD: The research was made by the survey in accordance to the
convenience of the employees. So the sample type is convenient sampling.

TOOLS OF ANALYSIS:
CONTACT INSTRUMENT: A structure closed-end Questionnaire is used and the type of
questions are dichotomous and like scale.
CONTACT METHOD: The research was conducted by using instruments like
Questionnaire, interview and observation. The information was collected from both
employees as well as from management staff.
DATA ANALYSIS TECHNIQUE: The data is analyzed through simple analysis
technique.The data tool is percentage method.The collected data are analyzed and interpreted
using tools and techniques.Percentage method is used in making comparison between two or
sense of data.This method is used to describe relationship.
Percentage of Respondents=No. of Respondents/Total no. ofrespondents X100

14
 LIMITATIONS OF THE STUDY

1. Adequate data was not supplied by the company officials as per the requirements.
2. To the extent that the executives could spare their time, they gave us information by
way of small discussions for the purpose of data collected.
3. Most of the information was kept confidential and as not passed on, as part of the
policy of the company.
4. Managers didn’t allow interacting with the employees and candidates on the floor or
inside the cabin because of hectic schedule
5.The employees were busy all throughout the day.Hence few of them refused to answer
the questionnaire so that most of the samples are collected as random sampling.

15
 CHAPTER-2

INDUSTRY PROFILE

16
INTRODUCTION TO INDIAN SEA PORT
Ports are commonly known as place of safe shelter with necessary infrastructure, for purpose
of trade. In that view, there are airports and seaports. Seaports are gateways to the world.
Seaport is an essential link in the international maritime transport chain. At present, over 85%
of the international trade goes by sea. In case of developing countries like ours, percentage of
international trade would be in the land of 75% - 85%. So, there is imperative need for all the
seaports in our country to expand rapidly.

MEANING OF PORT:

A port is a transshipment point between sea and surface transport entry and exit for imports
and export trade plays a unique role in the country’s transport system. A port is a place by the
shore, where ships may run into shelters to load and unload. According to the encyclopedia of
the social equipped to facilitate the transshipment of fright between water and land carriers.

A Harbor is a body of water protected from wind and wave action with sufficient depth and
with the bottom of good holding ground, in the vessel may find heaven in it and anchor
safely.

CLASSIFICATION OF PORTS:
Ports in India are classified into 3 categories:
 Major Ports
 Minor Ports
 Satellite Ports

Indian government has a federal structure, and according to its constitutions, maritime
transport is to be administered by both the central and the state governments. While the
central government’s shipping ministers the major ports, the minor and intermediate ports
are administered by the relevant departments or ministers in the nine coastal states,
Andhra Pradesh, Orissa, West Bengal, Tamil Nadu, Kerala, Karnataka, Goa, Maharashtra,
Gujarat. Several of these 187 minor and intermediate ports have been identified by the

17
 respective governments to be developed, in a phased manner, a good proportion of them
involving “Public private partnership”.

MAJOR PORTS:
 WEST COAST
---Deendayal Port (Gujarat)
--- Mumbai Port (Maharashtra)
--- Jawaharlal Nehru Port (Maharashtra)
--- Marmugao Port (Goa)
--- New Mangalore Port (Karnataka)
--- Cochin Port (Kerala)

 EAST COAST
--- V.O.chidambaram port
--- Chennai Port (Tamil Nadu)
--- Vishakhapatnam (Andhra Pradesh)
--- Paradip Port (Orissa)
--- Kolkata, Haldia Port (West Bengal)

MUMBAI PORT TRUST:

This port is established in 1875 in Maharashtra State. It is
leading Indian Port. This is commercial gateway and premier port of India.
Bombay port is a Tully ink great multipurpose port capable of handling dry
nulls, co-author food grain state.

KANDLA PORT:
It is established in 1995 and geographically situated in Gujarat
state. It is “Sea area of North West India” this port has the special feature of
highest productivity rates among India’s Ports.

18
JAWAHARLAL NEHRU PORT TRUST:
There is another port in New Bombay it is an International
Trade partner the most modern port of India with fully automated and computer,
controlled facilities for handling in port of day bulk cargo and in port and
export, of container cargo and machines.

COCHIN PORT TRUST:

This was established in 1930 at willing ti Island. This is leading port on the west
coast of India. The port has the following facility berthing facilities in the placid
backwater throughout the year.

KOLKATA PORT TRUST:

This port wasol0ol established in 1893 in West Bengal. Calcutta Port was
contributed to India’s economic development. Traditionally Calcutta port has
been a terminal port, vessels bang imports to Calcutta and after necessary
repairs if any are undertaken take first leads of cargo export.

CHENNAI PORT TRUST:

This port was established in 1976 in madras at Tamil Nadu. This is the eastern
gateway of India. A port with two modern floating dry docks providing under
water repairs to vessels in Anchorage.

PARADIP PORT TRUST:

This port was established in the year 1966 in Cuttack of Orissa
state. The port has four general cargo berths. Merchandised iron ore handling
plant with wagon tipplers and a cap tine berth for handling raw material for
fertilizer plant located closely.

19
VISAKHAPATNAM PORT TRUST:
This is a natural port. The port has the specific featured of quick
turnaround of ships better labour productivity, coast affective cargo handling
fast clearance of easiest better industrial relations, exemptions of levy on export
cargos local point on Goa’s rich maritime treaties.

V.O. CHIDAMBARANAR PORT TRUST:

This port was established in the year 1974. This port has many features i.e., the
ideal position for any business needs no congestion no ideal man or delay here
because work bustle on every tier documentation procedure facilities are
smoothed and accelerated.

ENNORE PORT:
New constructed port. Main activities in the port are been privatized.

20
MINOR PORTS: TABLE(1.1)

21
STATES/UNION TERRITORIES NUMBER OF MINOR PORTS
1-Gujarat 40
2-Maharashtra 53
3-Goa 05
4-Karnataka 10
5-Kerala 13
6-Diu & Daman 02
7-Lakshadweep Islands 10
8-Pondicherry 01
9-Tamil Nadu 15
10-Andhra Pradesh 12
11-Orissa 02
12-West Bengal 01
13-Andaman & Nicobar Islands 23

CHART – (1.1)

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SHIPPING:

Major ports handled over 74% of all cargo traffic in 2007 private sector participation in ports
have increased. There are also 7 shipyards under the control of the central government of
India, 2 shipyards controlled by state governments and 19 privately owned shipyards.

As of 2000, there were 102 shipping companies operating in India, of which five were owned
and based in India and one was owned by shipping Corporation of India. There were 639
government owned ships, including 91 oil tankers, 79 dry cargo bulk carriers, and 10 cellular
container vessels. Indian flagged vessels carried about 15% of overseas cargo at Indian ports
financial year 2003.

23
THE MAIN ACTIVITIES OF PORT:

 Maintenance of port approaches, navigate channels and alongside berths, dredging,

conservancy, hydro graphic surveys.
 Pilot age, towage, berthing and un-berthing of visiting ships.
 Handling, warehousing and transportation of goods in port area.
 Civil, Mechanical and electrical engineering and maintenance of harbor crafts and
plants.
 Fire fighting and fumigation.
 Stores.
 Medical, welfare, housing etc.
 Management of port properties and estates.

To carry out various activities, each port engages different types of labour. The workers
employees by the port authorities are generally called “Port Workers” and they work on
shore.

For work on board the ship, workers registered with Dock Labour Board (DLB) known as
“Dock Labour” are engaged.

The DLB has been amalgamated into VPT w.e.f. 26.9.2008 duly renamed as CHD (Cargo
Handling Division) functioning under the control of Traffic Manager.

Ports are classified as Major ports, Medium ports and Minor ports. The Major Port Trust Act,
1963 and the Indian Sea Ports Act, 1908, generate the Major ports and the rules and
regulations framed there under.

Each Major port has a board of trustees representing various interests connected with the port
operations and the shipping industry. The chairman of each Major Port Trust is appointed by
the central government. Besides chairman, the Port Trust Board consists of Deputy
Chairman, representatives of customs, Railways, Defense, State owners, Shippers etc. All the
members of the Board, Chairman and the Deputy Chairman are part time members.

FACILITIES: - Handling containers in a port requires the following facilities.

 Shore crane at berth for loading/unloading of containers.

24
  Tippers for bringing in/out of container from to the berth quickly from/to the
container yard.
 Container yard duly segregated for import/export of container.
 Handling equipment of container in the yard.
 Computerized facilities of planning the yard to locate the container.
 Container fright stations to aggregate/segregate the containers and cargo.
 Movements of containers by road/ special trains.

HARBOUR FACILITIES IN VISAKHAPATNAM PORT TRUST:

 INNER HARBOUR:

The Visakhapatnam inner harbour consists of entrance channel of length of 1.62hms and
a turning basin and three navigational Arms one of which is the North Western Arm
occupied entirely by the Head Quarters of Eastern Naval Command. The other Arm are
Northern Arm which is the main commercial Arm of the Port with 12 berths and 3
moorings. The Western Arm is occupied by the Hindustan Shipyard, Hindustan
Petroleum Corporation Limited, Indian Oil Corporation, Coromandel Fertilizers and
Eastern Naval Command. Two oil berths are located in this Arm.

 OUTER HARBOUR:

Outer harbour has been commissioned in December 1976. These two berths for iron ore,
which can accommodate two ships of 1.50Lakhs DWT. A general cum bulk cargo berth
(GCB) designed to accommodate vessels of 1lakh DWT was commissioned on 23th
March 1985. An offshore oil tanker terminal (OSTT) which can accommodate tankers of
size 1, 50,000 DWT has the direct discharge facility from the ship to refinery tankers
was commissioned in1986.

 FISHING HARBOUR:

The Visakhapatnam fishing Harbour adjacent to outer Harbour was commissioned

in1978 of encloses a tranquil basin of 24 hectares and can accommodate 56 to 300
mechanized boats.

25
MAIN SOURCES OF REVENUE;

Ports mainly derive their revenue from cargo handling in their port areas, charges on the ships
visiting their areas and other related charges.

MAIN SOURCES OF REVENUE FROM CARGO TRAFFIC:

 Warfare/launching fees cargo related charges.

 Cranes hire charges.
 Rentals from were houses demurrage charges.
 Charges for providing rail and other transport, for the cargo, movement
and providing water facilities for the visiting ships.

MAIN SOURCES OF REVENUE FROM SHIP TRAFFIC:

 Port dues.
 Pilot age
 Berth hire
 Survey and measuring fees
 Ship repair in dock areas, charges for water supply.

DEFICIENCES:

 Ships have to wait for long in the channel for berthing.

 The productivity of unloading are so low that ships waiting at berth
increase quite consideration compared to international standards.
 Ports handling is labour intensive hence susceptible for not only low
productivity but also the whims of labour.
 Desire to change the outmoded system lacking.
 Available equipments are outdated and hence have low efficiency.
 Capital maintenance dredging is not adequate.
 Berthing of ship navigation wait for high tides.
 Insufficient yard for stacking/handling containers.

26
  Lack of ICDs facilities, where exists are insufficient.
 Due to resources crunch the developments needed are lacking. Port trust
official lack authority and flexibility.

DEVELOPMENT OF PORT DURING THE PLANNING ERA:

Planned development of the port began with the commencement of our five year
plans. Huge investments were made during different five year plan period for
providing more facilities, such as construction of additional berths, modernization of
cargo handling facilities, development of transit sheds ware house, open stacking
spaces, development of road and rail network to meet the increased requirement of the
trade. Thus, w2ith a humble beginning, Visakhapatnam has carved the place of
prestige, in the realm of ports by having a number of developments.

FIRST FIVE - YEAR PLAN:

The V.P.T allotted a sum of Rs. 1.36 lakh at a time of the first five year plan i.e.,
1951 – 56 for the better functioning of the said port. The port has undertaken the
essential works of construction of transit shed, lying of broad guage and narrow gauge
lines, construction of jetty berths and construction of query berths.

SECOND FIVE – YEAR PLAN:

For the second five year plan i.e., 1956 – 61, a sum of Rs. 4.03 lakhs was allotted
for expenditure initially and it was increased by Rs. 2.67 lakhs subsequently. During this
period, the VPT has extended the broad gauge, narrow gauge, and dry docks as
development activities. Construction of oil wharf consisting of 9.1 berths, G.R – 1 0r -2
and the procurement of electrical cranes, mobile crane Barger launches and so on were
also taken up by the VPT during the period.

27
THIRD FIVE - YEAR PLAN:
An amount of Rs. 9.07 lakhs during this period was taken as the plan
expenditure. The following were some development programs undertaken by VPT
under this period.

For the procurement and for better placement, the VPT had undertaken the
work of construction of two deep drafted mechanized ore berths, handling plant for
handling ore mechanically, construction of the lighter rage wharf (reclamation &
reclamation – 2 area), construction of partial bridges (rail / road ) connecting roads
across swappers, too undertaken by Visakhapatnam port trust.

ANNUAL PLANS (1967 – 1969):

Under the period of annual plan 1967 – 69 the plan expenditure was decreased to
Rs.6.54 lakhs decreasing the period of this plan. Several development activities on
construction of roads, flyover bridges remodeling of North holding yard, rail. Construct ion
facilities to serve the western ore of the port bay jetty for dredgers R&D yard,
administrative of five building , attention and modification of the procurement of fabric
life truck were undertaken by the Visakhapatnam Port Trust.

28
 CHAPTER 3

COMPANY PROFILE

29
VISION AND MISSION OF VPT:

PORT VISION:
To be the most preferred port in South Asia offering services of global standards. 

PORT MISSION:
To be a major partner in meeting the logistics requirements of the importers and exporters of 
the region.

ORGANISATIONAL STRUCTURE OF VPT:

VPT is managed by a board of trustees constructed under the major port trust act 1963. The
port trust board constitute of chairman; a deputy chairman.

Trustees appointed by the government in India are shown below:

 Chairman
 Deputy chairman
 Trustee representing the Indian railway
 Trustee representing the department of customs.
 Trustee representing mercantile marine department.
 Trustee representing other interests.
 Trustee representing the labour unions.
 Trustee representing the State Govt, of AP.
 Trustee representing the Naval officers of AP.
 Trustee representing the Coast guard of AP.
 Trustee representing Regional officer, Ministry of Environment, Chennai.

G.A.D – General Administrative Department

D.C – Marine

FA & CAO – Finance accounts and Charted Accounts Officer

T.M – Traffic Manager

C.M.E – chief Mechanical and Electrical Engineer

C.E – Civil Engineer

30
  OPERATIONAL DEPARTMENT:
 Marine department
 Traffic Department
 Mechanical and Electrical Engineering Department
 Civil Engineering Department

 NON-OPERATIONAL DEPARTMENT:
 General Administration Department
 Finance Department
 Medical Department
 Vigilance Department

OBJECTIVES OF VISAKHAPATNAM PORT TRUST:

 The quick turnaround time at shifts.

 The fast clearance of cargoes.
 Cost effective service by exemption of levy on all export cargoes.
 For regular container feeder services.
 The fastest growing port in the country.
 To evolve a participative style of management resulting in a safe and healthy working
environment increased production and productivity and goodwill amongst all the
employees.
 To strive towards improvement quality of life of employees and their families.
 To secure adequate return on the capital invested and generated internal resources to
finance further development.
 To minimize the pollution of air and eater in the port and harbour area.

THE SUCCESSIVE CHAIRMAN’S OF VPT:

 Col. H.Cart Wright Reid.(1921-1928)

31
  Mr.W.C.Ash (1928-1934)
 Mr.O.B.Rattembury (1934-1936)
 Mr.E.G.Lilley (1936-1941)
 Mr.W.E.MCrealock (1941-1945)
 Sri.S.Nanjundiah (1945-1958)
 Sri.C.R.Reddy,IAS (1958-1967)
 Sri.H.Samba Murthy,IAS (1967-1970)
 Sri.B.K.Rao, IAS (1973-1978)
 Sri.R.Srinivasam, IAS (1978-1980)
 Sri.T.R.Prasad, IAS (1980-1983)
 Sri.R.K.R Gonela, IAS (1983-1988)
 Sri.P.V.R.K.Prasad ,IAS (1988-1992)
 Sri.T.Gopala Rao, IAS (1998-2003)
 Sri.K.R.Kishore, IAS (2003-2008)
 Sri.Ajeya Kallam, IAS (2008-2012)
 Sri.R.P.S.Khaloon, IAS (2012-2014)
 Sri.M.T.KrishnaBabu, IAS(2014- TILL DATE)

ORIGIN AND HISTORICAL MILE STONES:-

Visakhapatnam was an ancient Port city which had trade relations with the Middle East and
Rome. Ships were anchored at open roads and were loaded with cargo transported from
Visakhapatnam shore by means of small Masula boats. A reference to Vizagapatam merchant
is available in the inscriptions of Sri BheemeswaraSwamy temple (1068 AD), East Godavari
District, Andhra Pradesh. During 12th century AD, Vizagapatam was a fortified merchandize
town managed by a guild. It has become a settlement of a branch of East India Company in
1682. Rs. 83 lakh worth of goods were moved through Vizagapatam / Bhimunipatnam in
1882-83.

Principal commodities traded at anchorage Port included Muslin cloth – manufactured at

Uppada (East Godavari District), Manganese ore – exports to UK and USA, Oilseeds,

32
jaggery, jute and indigo, hides and skins. Extensive trade relations existed with Burma.
Vessels of British India Steam Navigation Company regularly visited the Port.

With the advent of British Rule, in 1858, the need for a port in this part of the country was
emphasized in a report of a British Survey Party. Later in 1877 a report called Vizag the Port
of Central Provinces further emphasized the need for construction of a Port at
Visakhapatnam. It was only after the I World War (1914-18) that the proposal of
Col.H.Cartwright Reid of British Admiralty for construction of a harbour at Visakhapatnam
at the mouth of river Meghadrigedda was approved by the Government.

The unique feature of the harbour has been the Island Break-water, constructed by scuttling
two old ships JANUS and WELLESDON which form the skeleton around which a rubble
mound is formed. Two engineers Mr.W.C.Ash and Mr.D.B.Rattenberry were instrumental in
making this engineering marvel a reality.

The existing land locked Inner Harbour was built by Bengal Nagpur Railway between 1927
and 1933 to provide sea outlet for Manganese ore of the Central Provinces (Madhya
Pradesh).

The location of the port is very ideal in the sense that it affords protection from cyclones
which strike the east coast regularly, by a high promontory into the sea, known as Dolphin’s
Nose Hill which is to the north of the entrance channel. The low tidal range of a maximum of
1.82 meters is also advantageous for the location of the port.

The harbour was constructed by dredging 281.8 million cu.ft. Of land and soft material. It
consisted of outer channel, inner channel, island breakwater, sand trap, turning basin, quay
wall of 1600 ft (3 berths), two transit sheds, three storage sheds, open storage area, four
electric quay cranes, three NG Locos, one weigh bridge, railway track, 15 sq. miles of
acquired land and other facilities like, graving dock, dredgers, tugs, lighters, power house,
work shop, roads, drains, water supply, buildings etc. The Port was constructed at a cost of
Rs.378 lakhs.

The Port was opened to ocean traffic with the arrival of a passenger vessel S.S.JALADURGA
of the Scindia Steam Navigation Co., on the 7th October, 1933. The Port was formally
inaugurated by His Excellency Lord Willingdon, the then Viceroy and Governor General of
India on 19th December 1933.

33
In the first year of operation, the Port handled traffic of 1.3 lakh tonnes. The exports were 1.2
lakh tonnes and imports 0.1 lakh tonnes. The principal exports were manganese ore and
groundnuts. The imports consisted of rice, flour, tiles and other consumer goods. The cargo
was transported through bullock carts.

During the years of II World War (1939-42) the Port assumed military importance. After the
war and country’s independence, the planned development of the Port started with the
commencement of Five Year Plans of the country. Substantial investments were made in the
successive Five Year Plans for developing the infrastructure in the Port.

The metamorphosis of the small Port with 3 berths and with initial annual traffic of 1.3 lakh
tonnes into a leading Major Port with 24 berths and annual throughput of 65 million tones
involved many landmarks.

The Port administration has passed through different departments and Ministries of the
Government of India till its transfer to the Port Trust in February, 1964 under Major Port
Trusts Act 1963 as shown below:

34
 TABLE (1.2)

1926-1935
RAILWAY BOARD
1935-37
COMMERCIAL DEPT.

1937-42
COMMUNICATIONS DEPT
1942-44
WAR TRANSPORT DEPT
1944-46
DEFENCE (WAR) DEPT
1946-56
BENGAL NAGPUR RLY
1956-64
MINISTRY OF TRANSPORT

FEB-1964
TRUST, UNDER MPT ACT

35
PORTS AS INFRASTRUCTURE:

For international trade, transportation by sea is that cheapest. Port is an infrastructure,

affording the facilities import/export of trade/cargo. Thus port is an important infrastructure
for socio-economic development. High value/ value and more than 90% of import/export,
trades pass through the port. Advent of steam power, steel hit, opening up Suez Canal, all
have boosted and caused the ever increasing maritime trade. India has 6000km of coastal line
and some 160 ports.

Chennao, Calcutta, Mumbai, Muormugao were the oldest ports. The metro cities became the
port trade. The port of Visakhapatnam & Cochin came up 1933 & 1936. After partition of
india, in lieu of Karachi, Kandla Port was newly constructed and commissioned in 1959.
There is no proposal in 10th plan to create to any new major port. The effort is to expand and
consolidate the existing major ports.

In addition there are about 150 minor ports and few intermediate ports functioning mainly to
take care of coastal grade. Port development is a cost intensive project. Unless interlinked
infrastructure of road, railways, besides assured traffic and water way exists, it may not be
viable. That is the reason many minor ports are non functional. 10th plan project a traffic of
105 million ton for Minor Ports.

GROWTH:-

The metamorphosis of Visakhapatnam – a sleepy fisherman village into an industrial beehive

is not a sparkling event that occurred overnight. This story is intimately connected with the
growth of the VISAKHAPATNAM PORT. Substantial investments were made during
successive plan periods for the construction of additional berths, modernization of cargo
handling facilities, development of road and rail networks to meet the increasing
requirements of the trade. Thus the port which started with three berths has now grown into
fill fledged frontline port among the ports of India.

Visakhapatnam port comprises of two harbours viz.. The Inner Harbour in 100 hectares of
water basin and the outer harbour in 200 hectares of water basin besides, there is a fishing
harbour developed adjacent to outer harbour in 24 hectors of water basin. The outer harbour
is encompassed by three beak waters viz. North break water (412 meters), South break water
(1543) and East break water (1070 meters)

36
 TABLE (1.3)

Land:-

Total land acquired 10796 acres

Alienated to defence and other 3322 acres
organisations
Under VPT’s use 1981 acres
Occupied by Hills / Geddes 1092 acres
Leased to Govt and Pvt 2630 acres
Organisations
Land available for future lease 1771 acres

Awards & Achievements:

 The only Indian port to have three international certifications. 
ISO 9001 – Quality Management System.
ISO 14001 – Environmental Management System.
OHSAS 18001 – Occupational Health and Safety Management System.
 The Dredging to enable handling 200,000 DWT vessels (18.10m draft) cape size
vessels in outer harbor was completed during 2014.
 An ISPS compliant Port.
 Complimented by the Ministry of Shipping, Government of India as
the BRIGHTEST JEWEL among all the major ports of India
 NATIONAL SAFETY AWARD for outstanding performance in industrial
safety Winners for the year 2002, 2006,2007 Runner-up for years 1999, 2000, 2001
and 2003.
 GREENTECH SAFETY AWARD in service sector for outstanding achievement in
Safety management     Silver – 2008, 2010
 GREENTECH GOLD AWARD for Environment Management for the year 2007

37
  GREENTECH ENVIRONMENT EXCELLENT AWARDin Service Sector for ou
tstanding achievement in Environment Management Gold – 2007, 2009

CHART – (1.2)

LIST OF CARGO’S:

Cargo

project
Bulk Cargo
cargo

38
BULK CARGO:

 Coal
 Iron Ore
 Sulphur
 Fertilizers
 All POL’S

All finished petroleum oils (Naphtha, HSD, Petrol Kerosene), Gases (LPG) Ammonia

PROJECT CARGO:

39
Project Cargo is a term used to broadly describe the national or international; transportation
of large, heavy, high value or a critical (to the project they are intended for) pieces of
equipment. Also commonly referred to as heavy lift, this includes shipment made of various
components which need disassembly for shipment and reassembly after delivery.

TARGET MARKET:-

 HPCL
 BPCL
 SR
 MMTC
 MNDC
 CORMMANDEL PVT LTD
 RAIN C2 INDIA LTD
 STEEL AUTHORITY
 IOC

TABLE (1.4)
SWOT-ANALYSIS

STRENGTHS WEAKNESS

Wide presence in India Susceptible to foreign players

Efficient, cost effective Stiff competition

High brand equity General perception
Everyday discount prices

Online booking and delivery of goods

OPPURTUNITIES THREATS

40
Evolving customer preferences Global players

Organized retails are lesser Could be perceived as low quality

products
Global expansion Competitors

Tie-ups with international brands unorganized sectors

CHAPTER-4
CONCEPTUAL FRAMEWORK OF RECRUITMENT
AND SELECTION

41
 INTRODUCTION
Human resource is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualification and experience. While doing so we need to
keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in
recruitment can create difficulties for any company including an adverse effect on its
profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to
labour shortages, or problems in management decision making.

Recruitment is however not just a simple selection process but also requires management
decision making and extensive planning to employ the most suitable manpower. Competition
among business organisations for recruiting the best potential has increased focus on
innovation, and management decision making and the selectors aim to recruit only the best

42
candidates who would suit the corporate culture, ethics and climate specific to the
organisation.

The process of recruitment does not however end with application and selection of the right
people but involves maintaining and retaining the employees chosen. Despite a well drawn
plan on recruitment and selection and involvement of qualified management team,
recruitment processes followed by companies can face significant obstacles in
implementation. Theories of HRM may provide insights on the best approaches to
recruitment although companies will have to use their in house management skills to apply
generic theories within specific organizational contexts.

RECRUITMENT
Recruitment is defined as, “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 workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.” In simple words recruitment can
be defined as a ‘linking function’-joining together those with jobs to fill and those seeking
jobs.
The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and costeffective manner. The recruitment
process includes analyzing the requirements of a job, attracting employees to that job,
screening and selecting applicants, hiring, and integrating the new employee to the
organization
Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analyzing the job
requirements, reviewing applications, screening, shortlisting and selecting the right
candidate.

43
IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes and needs are:

 Determine the present and future requirements of the organization in conjunction

with its personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of
visibly, under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Induct outsiders with a new perspective to lead the company.
 Infuse fresh blood at all levels of the organization.
 Develop an organizational culture that attracts competent people to the company.
 Search for talent globally and not just within the company

ADVANTAGES OF RECRUITMENT:

Recruitment process outsourcing is still new for a lot of companies. Some may not realize
that there are options in how to outsource or to improve their recruiting process, while others
may stick with other solutions because that’s the way it’s always done and that’s the way the
boss likes to do things. However, if you’re serious about RPO and really want to know what
it could do for your organization, then here are the six awesome benefits of RPO.

1.Reduced recruiting costs

This is one of the top reasons why organizations choose an RPO solution, and it’s also one of
the biggest benefits of RPO. Many companies spend a lot of money on headhunters and job
boards, or waste a lot of money through high turnover rates. With other companies, time is
simply wasted in lengthy hiring processes or outdated (or a lack of) technology. An RPO

44
provider can reduce recruiting costs by streamlining your recruiting process and showing you
how to find good candidates better and with less time and money.

2. Scalable Recruiting Capacity

Christmas season is here, and many employers during this time go through a hiring spree for
seasonal employees. If that’s you, then an awesome benefit of RPO is having a recruiting
process in place that can scale up for the Christmas season, and then scale back down at the
beginning of the next year. RPO is also great for companies that are growing rapidly, that
may need extra help in scaling their recruiting capacity to meet growth

3. A Consistent and Predictable Recruit-to-Hire Process

Candidates don’t like it if they don’t know where they stand in the recruiting process, or if
they don’t know what’s happening or what’s supposed to happen next. This problem could
also plague companies who have multiple entities or multiple departments, where each one
could have their own hiring process. RPO can help get everything together and make the
recruit-to-hire process consistent and predictable for both parties and across the entire
organization. This makes it easier to know what’s going on and what everyone is doing to
when recruiting or hiring someone.

4. Increased Candidate Quality

Hiring managers know that a great candidate is much more than a combination of experience
and education, but also includes personality and previous accomplishments. Hiring managers
who are pressed for time to fill a position, or have a ton of candidates to go through, may not
necessarily take a look at the qualities that determine whether or not the new hire will stick
with the position. An RPO solution can get into those qualities while still looking for
candidates who have the needed experience and education.

5. Increased Hiring Manager Satisfaction

The increased hiring manager satisfaction comes from many aspects of RPO. Hiring
managers now have better away to assess the success of their efforts. Hiring managers now
have more support from executives in the recruiting process. Hiring managers now aren’t

45
stretched so thin and are better able to do their jobs. With the help and partnership of an RPO
provider, hiring managers will be more satisfied with what’s accomplished and how
candidates are recruited and brought into the company.

6. Enhanced Employment Brand

The employment brand is essentially the identity of the company as an employer, and when
every other aspect of the recruiting process is in place and doing well, the employment brand
improves. If your candidate quality improves, that only looks good to other potential
candidates for your organization. If your hiring managers are satisfied and are working in a
consistent recruit-to-hire process, then people who go through that process will only have
good things to say about it and your company as an employer. Overall, RPO helps the
company in many more ways that just cutting recruiting costs or filling positions faster. RPO
can actually help a business become a better place to work.

PROCESS OF RECRUITMENT:
Recruitment process is the first step in creating a powerful resource base.The process
undergoes a systematic procedure starting from sourcing the resources to arranging and
conducting interviews and finally selecting the right candidates.
Recruitment process is a process of identifying the job vacancy, analyzing the job
requirements, reviewing applications, screening, short listing and selecting the candidates.

CHART – (1.3)

46
Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the vacant positions
are analyzed and described. It includes job specifications and its nature, experience,
qualifications and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of

candidates. The potential candidates should be qualified, experienced with a capability to
take the responsibilities required to achieve the objectives of the organization.

Identifying Vacancy

47
The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −

 Number of posts to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain

whether the position is required or not, permanent or temporary, full-time or part-time, etc.
These parameters should be evaluated before commencing recruitment. Proper identifying,
planning and evaluating leads to hiring of the right resource for the team and the
organization.

Job Analysis

Job analysis is a process of identifying, analyzing, and determining the duties,

responsibilities, skills, abilities, and work environment of a specific job. These factors help
in identifying what a job demands and what an employee must possess in performing a job
productively.

Job analysis helps in understanding what tasks are important and how to perform them. Its
purpose is to establish and document the job relatednessof employment procedures such as
selection, training, compensation, and performance appraisal.

The following steps are important in analyzing a job −

 Recording and collecting job information

 Accuracy in checking the job information

 Generating job description based on the information

 Determining the skills, knowledge and skills, which are required for the job

48
The immediate products of job analysis are job descriptions and job specifications.

Job Description

Job description is an important document, which is descriptive in nature and contains the
final statement of the job analysis. This description is very important for a successful
recruitment process.

Job description provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization. And this data gives the employer and the
organization a clear idea of what an employee must do to meet the requirement of his job
responsibilities.

Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location

49
  Summary of Job

 Job Duties

 Machines, Materials and Equipment

 Process of Supervision

 Working Conditions

 Health Hazards

Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is going
to hire. The first step in job specification is preparing the list of all jobs in the organization
and its locations. The second step is to generate the information of each job.

This information about each job in an organization is as follows −

 Physical specifications

 Mental specifications

 Physical features

 Emotional specifications

 Behavioral specifications

A job specification document provides information on the following elements −

 Qualification

 Experiences

 Training and development

 Skills requirements

50
  Work responsibilities

 Emotional characteristics

 Planning of career

Job Evaluation

Job evaluation is a comparative process of analyzing, assessing, and determining the relative
value/worth of a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyze and determine which job commands how
much pay. There are several methods such as job grading, job classifications, job ranking,
etc., which are involved in job evaluation. Job evaluation forms the basis for salary and
wage negotiations.

Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is
prepared for hiring the resources. After completing the preparation of job descriptions and
job specifications, the next step is to decide which strategy to adopt for recruiting the
potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include −

 Setting up a board team

 Analyzing HR strategy

51
  Collection of available data

 Analyzing the collected data

 Setting the recruitment strategy

Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the
requirement of the job. After the recruitment strategy is done, the searching of candidates
will be initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.
 Selling − Here, the organization selects the media through which the communication
of vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly
divided into two categories: Internal Sources and External Sources.

Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through −

 Promotions

 Transfers

 Former Employees

 Internal Advertisements (Job Posting)

 Employee Referrals

52
  Previous Applicants

External Sources

External sources of recruitment refer to hiring employees outside the organization through −

 Direct Recruitment

 Employment Exchanges

 Employment Agencies

 Advertisements

 Professional Associations

 Campus Recruitment

 Word of Mouth

Screening / Short listing

Screening starts after completion of the process of sourcing the candidates. Screening is the
process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or

irrelevant candidates, which were received through sourcing. The screening process of
recruitment consists of three steps --

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidates’ education, work experience, and
overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind, to
ensure better screening of the potential candidates −

53
  Reason for change of job

 Longevity with each organization

 Long gaps in employment

 Job-hopping

 Lack of career progression

Conducting Interview
Conducting telephonic or video interviews is the second step of screening candidates. In this
process, after the resumes are screened, the candidates are contacted through phone or video
by the hiring manager. This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.
 It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills. The different types of interviews are
as follows-
 In a non directive interview the recruiter asks questions as they come to mind. There
is no specific format to be followed.
 In a patterned interview, the employer follows a pre-determined sequence of
questions. Here the interviewee is given a special form containing questions regarding
his technical competence, personality traits, attitudes, motivation, etc.
 In a structured or situational interview, there are fixed job related questions that are
presented to each applicant.
 In a panel interview several interviewers question and seek answers from one
applicant. The panel members can ask new and incisive questions based on their
expertise and experience and elicit deeper and more meaningful expertise from
candidates.
 Interviews can also be designed to create a difficult environment where the
applicant’s confidence level and the ability to stand erect in difficult situations are put
to test. These are referred to as the stress interview. This is basically an interview in
which the applicant is made uncomfortable by a series of, often, rude, annoying or
embarrassing questions.

54
Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In this
process, the cream/top layer of resumes is shortlisted, which makes it easy for the hiring
manager to take a decision. This process has the following three outcomes −

 Short listing 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager

 Helps the hiring managers to take a decision in hiring the right candidate

Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a
costly process; hence it is important that the performance of the recruitment process is
thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency
fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled
 Cost incurred in recruiting suitable candidates for the final selection process
 Time spent by the Management and the Professionals in preparing job description,
job specifications, and conducting interviews.

SOURCES OF RECRUITMENT:

Broadly, there are two main sources of recruitment

55
1) Internal sources of recruitment which means recruitment from within the organization.

2) External sources of recruitment means recruitment from outside the organization.

CHART – (1.4)

1) Internal sources of recruitment which means recruitment from within the

organization:

i) Transfer: it means shifting of employees from one job to another. There is no drastic
change in the pay or status of the employees it generally remains the same. Transfer is the
permanent lateral movement of an employee from one position to another position in the
same or another job class assigned to usually same salary range.

56
ii) Promotion: it means shifting the employee to higher position with the change in the pay
or status. It is the permanent movement of a staff member from a position in one job class to
a position in another job class of increased responsibility or complexity of duties and in a
higher salary range

iii) Internal advertisement: it means appointing the employees from within the organization
through advertisement.

iv) Lent services: it means employing the person for newly started plant in the organization.

v) Extension of services: it is extending the service of employees by recruiting them again.

vi) Absorption of trainees: those who come in the organization for training employing them.
vii) Job Posting:Job Posting is an arrangement in which a firm internally posts a list of open
positions (with their descriptions and requirements) so that the existing employees who wish
to move to different functional areas may apply. It is also known as Job bidding. It helps the
qualified employees working in the organization to scale new heights, instead of looking for
better perspectives outside. It also helps organization to retain its experienced and promising
employees.

viii) EmployeeReferrals: It is a recruitment method in which the current employees are

encouraged and rewarded for introducing suitable recruits from among the people they know.
The logic behind employee referral is that “it takes one to know one”. Benefits of this method
are as follows:

 Quality Candidates
 Cost savings
 Faster recruitment cycles
 Incentives to current employees
On the other hand it is important for an organization to ensure that nepotism or favoritism
does not happen, and that such aspects do not make inroads into the recruitment process.

57
2) External sources of recruitment mean recruitment from outside the
organization:

i) Advertisement: it is a way to attract number of employees by giving

advertisement in the newspaper. Advertisements are the most common form of
external recruitment. They can be found in many places (local and national
newspapers, notice boards, recruitment fairs) and should include some
important information relating to the job (job title, pay package, location, job
description, how to apply-either by CV or application form, etc). Where a
business chooses to advertise will depend on the cost of advertising and the coverage needed
i.e. how far away people will consider applying for the job.

ii) Casual callers: the good organizations have a list of casual callers also who apply them
and the organization instead of giving new advertisement give a call to these casual callers.

iii) Employment exchange: it is a good source of recruitment where the candidates are
called with the help of employment exchange.

iv) Educational institutions: here the company’s go to the educational institutions from
where they select the suitable employees for the job.

v) Labor union: the organization may select the candidate from the labor union of the
company to satisfy the labors also.

vi) Recommendation of employees: sometimes the employees working in the organization

also suggest the name of suitable candidate for the appointment.

vii) Waiting lists: generally the organization s prepares the waiting lists of the employees.
Sometimes the selected candidates failed to join in that case the waiting list employees are
called.

Thus the above said are the main sources of recruitment of the employees within the
organization and outside the organization which are used by the organization to employ the
employees.

58
Viii) Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important

Technical and Professional Institutes in an attempt to hire young intelligent and smart
students at source. It is common practice for Institutes today to hire a Placement Officer
who coordinates with small, medium and large sized Companies and helps in
streamlining the entire Campus Recruitment procedure.

Benefits of Campus Recruitment

 Companies get the opportunity to choose from and select the best talent in a short
span of time.
 Companies end up saving a lot of time and efforts that go in advertising vacancies,
screening and eventually selecting applicants for employment.
 College students who are just passing out get the opportunity to present
themselves to some of the best companies within their industry of interest.
Landing a job offer while still in college and joining just after graduating is
definitely what all students dream of.
On the negative front, campus recruiting means hiring people with little or no work
experience.

ix) Walk-ins: Walk-ins is relatively inexpensive, and applicants may be filed and processed
whenever vacancies occur. Walk-ins provide an excellent public relations opportunity
because well-treated applicants are likely to inform others. On the other hand, walk-ins show
up randomly, and there may be no match with available openings. This is particularly true for
jobs requiring specialized skills.

x) Public and private employment agencies: Public and private employment agencies are
established to match job openings with listings of job applicants

These agencies also classify and screen applicants. Most agencies administer work-sample
tests, such as typing exams, to applicants.

59
Xi)E-Recruiting: There are many methods used for e-recruitment, some of the important
methods are as follows:

Job boards: These are the places where the employers post jobs and search for candidates.
One of the disadvantages is, it is generic in nature.

Employer web sites: These sites can be of the company owned sites, or a site developed by
various employers.

Professional websites: These are for specific professions, skills and not general in nature.

xii) Gate Hiring and Contractors: The concept of gate hiring is to select people who
approach on their own for employment in the organization. This happens mostly in the case
of unskilled and semi-skilled workers. Gate hiring is quite useful and convenient method at
the initial stage of the organization when large number of such people may be required by the
organization

TABLE (1.5)

Merits and Demerits of ‘Recruiting people from ‘within’

Merits Demerits

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 1) Economical: The cost of recruiting 1) Limited Choice: The organization is
internal candidates is minimal. No forced to select candidates from a
expenses are incurred on advertising. limited pool. It may have to sacrifice
quality and settle down for less
2) Suitable: The organization can pick the
qualified candidates.
right candidates having the requisite
skills. The candidate can choose a right 2) Inbreeding: It discourages entry for
vacancy where their talents can be fully talented people, available outside an
utilized. organization. Existing employees may
fail to behave in innovative ways and
3) Reliable: The organization has the
inject necessary dynamism to
knowledge about suitability of a
enterprise activities.
candidate for a position. ‘Known devils
are better than unknown angels!’

4) Satisfying: A policy of preferring 3) Inefficiency: Promotions based on

people from within offers regular length of service rather than merit,
promotional avenues for employees. It may prove to be a blessing for
motivates them to work hard and earn inefficient candidate. They do not
promotions. They will work with work hard and prove their worth.
loyalty commitment and enthusiasm. 4) Bone of contention: Recruitment
from within may lead to infighting
among employees aspiring for limited,
higher level positions in an
organization. As years roll by, the race
for premium positions may end up in a
bitter race.

Merits and Demerits of External sources of Recruitment

Merits Demerits

Wide Choice: The organization has the Expenses: Hiring costs could go up

61
 freedom to select candidates from a large substantially. Tapping multifarious sources
pool. Persons with requisite qualifications of recruitment is not an easy task either.
could be picked up.

Time consuming: It takes time to

Infection of fresh blood: People with advertise, screen, to test and test and to
special skills and knowledge could be hired select suitable employees. Where suitable
to stir up the existing employees and pave ones are not available, the process has to be
the way for innovative ways of working. repeated.

Motivational force: It helps in motivating De-motivating: Existing employees who

internal employees to work hard and have put in considerable service may resist
compete with external candidates while the process of filling up vacancies from
seeking career growth. Such a competitive outside. The feeling that their services have
atmosphere would help an employee to not been recognized by the organization,
work to the best of his abilities. forces then to work with less enthusiasm
and motivation.

Long term benefits: Talented people

could join the ranks, new ideas could find Uncertainty: There is no guarantee that
meaningful expression, a competitive the organization, ultimately will be able to
atmosphere would compel people to give hire the services of suitable candidates. It
out their best and earn rewards, etc. may end up hiring someone who does not
fit and who may not be able to adjust in the
new setup.

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1) INTERNAL FACTORS
 Recruiting policy
 Temporary and part-time employees
 Recruitment of local citizens

62
  Engagement of the company in HRP
 Company’s size
 Cost of recruitment
 Company’s growth and expansion

2) EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate
 Labour-market conditions
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

63
2) Thus, the more information you can give them (e.g. salaries, benefits, working condition,
etc), the better applicants weight these factors to arrive at a relative “desirability” index

2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g.
security, achievement, affiliation)
2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.
(promptness, warmth, follow-up calls, sincerity, etc.)
2) Research indicates that more recruiter contact enhances acceptance of offer, also
experienced recruiter (e.g. middle-aged) more successful than young or inexperienced
recruiter - may be especially important when recruiting ethnic minorities, women, etc.

Policies: Recruitment policy of any organization is derived from the personnel policy of the
same organization. However, recruitment policy by itself should take into consideration the
government’s reservation policy, policy regarding sons of soil, etc., personnel policies of
other organizations regarding merit, internal sources, social responsibility in absorbing
minority sections, women, etc.
Specific issues which may be addressed in Recruitment Policy:

1) Statement : Nondiscrimination (EEO employer) or particular protected class members

that may be sought for different positions (see also Affirmative Action guidelines)
2) Position description: Adherence to job description (& qualifications) in recruitment &
selection -BFOQ’s -bonafide occupational qualifications
3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism)
veterans (any special advancement toward retirement for military experience?), rehires
(special consideration? vacation days or other prior benefits?), part-time or temporary
personnel (special consideration? benefits?)

64
4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to
recruit, relocation, expenses, etc.
5) Others:
a. Residency requirement in district?
b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

INDUCEMENTS TO RECRUITMENT

Organizational inducements are all the positive features and benefits offered by an
organization that serves to attract job applicants to the organization. Three inducements need
specific mention here, they are:-

 Compensation: Starting salaries, frequency of pay increases, incentives and fringe

benefits can all serve as inducements to potential employees.
 Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful inducements
to potential employees.
 Image or Reputation: Factors that affect an organization’s reputation include its
general treatment of employees, the nature and quality of its products and services and
its participation in worthwhile social endeavors.

CONSTRAINTS

 Poor image: If the image of the firm is perceived to be low (due to factors like
operation in the declining industry, poor quality products, nepotism etc), the
likelihood of attracting large number of qualified applicants is reduced.
 Unattractive jobs: if the job to be filled is not very attractive, most prospective
candidates may turn indifferent and may not even apply. This is specially true of job
that is boring, anxiety producing, devoid of career growth opportunities and generally
not rewards performance in a proper way (e.g. jobs in post office and railways).

65
  Government policy: Government policies often come in the way of recruitment as per
the rules of company or on the basis of merit and seniority. Policies like reservations
(scheduled castes, scheduled tribe etc) have to be observed.
 Conservative internal policies: Firms which go for internal recruitments or where
labour unions are very active, face hindrances in recruitment and selection planning.

CHART- (1.5)
RECRUITMENT RELATIONSHIP WITH OTHER ACTIVITIES

CENTRALISED V/s DECENTRALISED RECRUITMENT

66
 Recruitment practices vary from one organization to another. Some organizations like
commercial banks resort to centralized recruitment while some organizations like the Indian
Railway resort to decentralized recruitment practices. Personnel department at the central
office performs all the functions of recruitment in case of centralized recruitment and
personnel departments at unit level/zonal level perform all the functions of recruitment
concerning to the jobs of the respective unit or zone.

The following five P’s should be taken into consideration in order to ensure
effective selection and interviewing

1) Prepare

2) Purpose
3) Performance
4) People skill

5) Process
to conclude the HR department should be flexible enough o choose between internal or
external methods of recruitment depending upon the recruitment of organization

67
 SELECTION

INTRODUCTION

The size of the labour market, the image of the company, the place of posting,
the nature of job, the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the recruiting efforts
of the company. Through the process of recruitment the company tries to locate
prospective employees and encourages them to apply for vacancies at various
levels. Recruiting, thus, provides a pool of applicants for selection.

DEFINITION
To select means to choose. Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an organization. The basic purpose is
to choose the individual who can most successfully perform the job from the
pool of qualified candidates.

PURPOSE

The purpose of selection is to pick up the most suitable candidate who

would meet the requirements of the job in an organization best, to find out
which job applicant will be successful, if hired. To meet this goal, the company
obtains and assesses information about the applicants in terms of age,
qualifications, skills, experience, etc. the needs of the job are matched with the
profile of candidates. The most suitable person is then picked up after
eliminating the unsuitable applicants through successive stages of selection
process. How well an employee is matched to a job is very important because it
is directly affects the amount and quality of employee’s work. Any mismatch in
this regard can cost an organization a great deal of money, time and trouble,
especially, in terms of training and operating costs. In course of time, the
employee may find the job distasteful and leave in frustration. He may even

68
circulate negative information about the company, causing incalculable harm to
the company in the long run. Effective election, therefore, demands constant
monitoring of the ‘fit’ between people the job.

The process of interviewing and evaluating candidates for a specific job and
selecting an individual for employment based on certain criteria. Employee
selection can range from a very simple process to a very complicated process
depending on the firm hiring and the position. Certain employment laws such as
anti-discrimination laws must be obeyed during employee selection.

PROCESS/STEPS IN SELECTION
CHART – (1.6)

Sel
ection process or selection procedure involves a series of steps to be followed
for choosing the suitable person for the vacant job. This process starts after
recruitment and divides the candidates in two parts those who will be offered

69
job and those will not be. There is a need of well-organized selection process
because only then right type of candidate can be selected and unsuitable
candidates are rejected. The selection process varies from organization to
organization and even from department to department within the same
organization. Like in some organizations medical examination is done after
final selection while in other it may be done before final selection. However
every organization designs the selection process as per its need. The
mainselection process steps are:

 1. Preliminary interview: the selection process generally starts with this step
where the totally unsuitable applicant is eliminated. Thus the organization is
saved from the expenses of processing the applicant through the remaining steps
of selection. The candidates who pass this step are only asked to fill the
application form.

2. Receiving applications: after passing the preliminary interview the candidate

is asked to fill the standard application form. The application form generally
consists the information about the age, qualification, experience etc. of the
candidate on the basis of which the interviewer gets the idea about the candidate
and this information also helps in formulating questions.

3. Screening of applications: after receiving the applications the screening

committee screens the applications. Only the candidates who qualify the criteria
of the screening committee are called for the interview. Usually the candidates
selected for interview are four to six times than the number of posts. Interview
letter is sent to them or they are called telephonically.

4. Employment test: after getting the interview letter and before going to the
interview there is one more step and that is the employment tests. These tests
are done to check the ability of the candidate. These tests vary from

70
organization to organization and change as per the need of the particular job.
these tests are intelligence tests, aptitude tests, trade tests, interest test,
personality tests etc. these tests must be designed properly otherwise they will
not good indicator of one knowledge.

5. Employment interview: the candidates who qualify the above tests are

called for the employment interview. This interview is done to get more
information about the candidate, to give him the actual picture of what is
required from him, to check the communication skill of the candidate etc. for
senior position post; a panel is prepared who take the interview. At the end of
interview of each candidate the members of panel discuss about the candidate
and give him the grades.

There may be direct interview or indirect interview. The interview should be

conducted in a room free from the noise and disturbance only than the
candidates will be able to speak freely and frankly.

6. Checking references: before selecting the employ the prospective employee

generally look out for the referees given by the candidate. To check about the
candidate’s past record, reputation, police record etc.

7. Physical examination: The organizations generally prefer medical

examination to be incurred of the person to avoid time and expenditure spend
on the medically unfit person. Sometimes the organization may ask the
candidate to get them examined from the medical expert.

8. Final selection: after all these steps the candidate is selected finally. He is

appointed by issuing appointment letter. Initially he is appointed on probation
basis after finding his work satisfactory he is appointed as permanent employee
of the organization or otherwise he may be terminated.

71
 Thus, all the above said steps of selection are important for the appointment of
right kind of person for the right job.

IMPORTANCE OF SELECTION

Reduce Applicant Numbers

Recruitment attracts many applicants to a particular job, which may prove

difficult to manage, but selection reduces applicants to a manageable number.
Candidates who have applied for a job during the recruitment stage are screened
in the selection stage. Those who prove suitable for the job are selected, and
unsuitable ones are rejected.

Assess Behavior

Selection gives managers an opportunity to assess potential employees'

character and personality. This ensures that only an employee with the most
suitable personalities and skills is given the job. The organization takes
particular notice of the personal flexibility and adaptability of a candidate,
which assures that such an individual can adjust rapidly to the tough demands of
the job.

Low Employee Turnover

Appropriate selection procedures applied in the recruitment process ensure that

only the most qualified individual is chosen to fill a vacancy. Recruited
employees who are satisfied with their jobs lead to a low employee turnover

72
rate. Employee retention is important to an organization, as the costs of hiring
and training new employees are very high.

The Time Dimension

A good selection procedure saves time in the recruitment and orientation

processes because the applicant is expected to have been introduced to some
aspects of the organizational culture, such as the dress code. No time is wasted
trying to inculcate the new recruit with various aspects of the organization's
culture and norms. The employee is given an adequate picture of what the new
job entails, thus eliminating wasting time doing unnecessary chores that are not
part of his job description.

ADVANTAGES

1. Selection test avoids biasness in selection procedure.

2. Selection test helps to minimize the cost and time to be taken by selection
procedure.

3. Selection test helps to estimate about the candidate's ability, knowledge and
other proficiency.

4. Selection test provides guideline for reference evaluation.

5. Selection test compares different candidates on the basis of skills, knowledge

and special abilities possessed by them.

6. Selection test provides a basis for selecting the most likely candidate as per
the requirement of job specifications.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

73
Recruitment is a process of searching out the potential applicants and inspiring
them to apply for the actual or anticipated vacancy. On the other
hand, Selection is a process of hiring employees among the shortlisted
candidates and providing them a job in the organization.

Due to increase in population, getting a good job is not an easy task. Employers
want the right candidate for the concerned position. The large supply of
workforce has given them the opportunity to select the best talent.

Nowadays, there is a very lengthy procedure for appointment of an employee to

a post. There are two major stages which may be heard by you hundreds and
hundreds of times; they are recruitment and selection. Most of us view them as
the same thing. But, they are quite different in meaning and behavior. Read the
article provided below that explains the difference between recruitment and
selection in human resource management (HRM) in tabular form.

Definition of Recruitment

Recruitment is a process of finding out the prospective applicants and

stimulating them to apply for the vacancy. It is a long process which involves a
series of activities that starts with analyzing the job requirements and ends on
the appointment of the employee. The activities involved in the recruitment of
employees are as under:

Analyzing job requirement

Advertising the vacancy

Attracting candidates to apply for the job

Managing response

Scrutiny of applications

74
Shortlisting candidates

The recruitment is done by the Human Resource managers either internally or

externally. The sources of internal recruitment are promotion, transfers,
retrenched employees, contact or references, ex-employees, retired employees,
etc. On the other hand, sources of external recruitment are recruitment through
advertisement, campus recruitment, recruitment by employment exchanges,
recruitment by third parties (recruitment agencies), internet recruiting,
unsolicited applicants, etc.

Definition of Selection

Selection is an activity in which the organization selects a fixed number of

candidates from a large number of applicants. It involves the actual appointment
of the employee for filling up the vacancies of the enterprise. The term selection
means the placement of the right man at the right job. We all know that a lot of
people apply for a single job at the time of recruitment, in which the recruiters
have to decide which candidate fits the best for the job.

The selection also involves a set of activities which are given as under:

 Screening
 Eliminating unsuitable candidates
 Conducting the examination like aptitude test, intelligence test,
performance test, personality test, etc.
 Interview
 Checking References
 Medical Test

The process of selection is a time-consuming one because the HR managers

have to identify the eligibility of every candidate for the post. Besides this, the

75
educational qualification, background, age, etc. are also some of the most
important factors in which they have to pay more attention. After this, the
written examination and interview is also a very tough task.

Key Differences between Recruitment and Selection

1. 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.

2. 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.

3. 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.

4. 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.

5. There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected
employee

76
 CHART – (1.7)

Comparison Chart

BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Meaning Recruitment is an activity Selection refers to the

of searching candidates and process of selecting the
encouraging them apply for best candidates and
it. offering them job.

Approach Positive Negative

Objective Inviting more and more Picking up the most

candidates to apply for the suitable candidate and
vacant post. rejecting the rest.

Key Factor Advertising the job Appointment of the

candidate

Sequence First Second

Process Vacancies are notified by The firm makes

the firm through various applicant pass through
sources and application various levels like
form is made available to submitting form, written

77
 BASIS FOR
RECRUITMENT SELECTION
COMPARISON

the candidate. test, interview, medical

test and so on.

Contractual As recruitment only implies Selection involves the

Relation the communication of creation of contractual
vacancies, no contractual relation between the
relation is established. employer and employee.

Method Economical Expensive

78
 CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

79
1. Does the organization clearly define the position objectives, requirements
and candidate specifications in the requirement process?

TABLE 1

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Agree 26 52%
Strongly Agree 14 28%
Disagree 8 16%
Strongly disagree 2 4%
Total 50 100%

CHART- (1.8)

Percentage Of Respondents
60%
52%
50%

40%

30% 28% Percentage

20% 16%

10%
4%
0%
Agree Strongly agree Disagree Strongly
disagree

80
INTERPRETATION: From the above table and graph it was interpreted that
52% of the respondants agreed that the organization defines the objectivwhere
28% strongly agreed, 16% of them disagreed, 4% strongly disagreed.

81
 2. Is the company following manpower planning and job analysis
following requirement process correctly?

TABLE 2
PARTICULARS NO. OF PERCENTAGE
RESPONDENTS
Agree 24 48%
Strongly Agree 16 32%
Disagree 7 14%
Strongly disagree 3 6%
Total 50 100%

CHART- (1.9)

Percentage of Respondents
60%

50% 48%

40%
32% Percentage
30%

20%
14%
10% 6%

0%
Agree Strongly agree Disagree Strongly disagree

INTERPRETATION: From the above table and graph it was interpreted that
48% of the employees agreed that the company is following manpower
planning, 32% of them strongly agreed, where 14% disagreed, and 6% strongly
disagred.

82
 3. The company has been attracting and retaining the talent through its
effective recruitment process.

TABLE 3
PARTICULARS NO. OF PERCENTAGE
RESPONDENTS
Agree 28 56%
Strongly Agree 14 28%
Disagree 6 12%
Strongly disagree 2 4%
Total 50 100%

CHART- (1.10)

Percentage of Respondents
60% 56%

50%

40%

30% 28% Percentage

20%
12%
10%
4%
0%
Agree Strongly agree Disagree Strongly
disagree

INTERPRETATION: From the above table and graph it was interpreted that
56% of the employees agree that the company has been attracting talent through

83
effective recruitment process, 28% strongly agreed and, 12% disagreed, where
4% strongly agreed.

4. In your opinion what is the important factor for recruitment in VPT?

TABLE 4

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Communication 18 36%
Family background 2 4%
Experience 25 50%
Education 5 10%
Total 50 100%

CHART- (1.11)

Percentage Of Respondents
60%
50%
50%

40% 36%

30% Percentage

20%
10%
10%
4%
0%
Communication Family Experience Education
background

84
INTERPRETATION: From the above table and graph it was interpreted that
36% of employees feel that communication is the important factor for
recruitment,4% feel that it is family background,50% feel it is experience,10%
feel it is education.

85
5 .What are the sources adopted for recruitment in this organization?

TABLE 5
PARTICULARS NO. OF PERCENTAGE
RESPONDENTS
Employee reference 20 40%
Job portals 8 16%
Walk in interview 10 20%
All of the above 12 24%
Total 50 100%

CHART- (1.12)

Percentage Of Respondents
45%
40%
40%
35%
30%
25% 24%
20% Percentage
20%
16%
15%
10%
5%
0%
Employee Job Portals Walk in interview All of the above
Reference

INTERPRETATION: From the above table and graph it was interpreted that
40% of the employees feel that employee reference is the source adopted for

86
recruitment,16% feel that it is job portal,20% walk in interview,24% all of the
above.

87
 5. What are the recruitment methods followed in the organization for
higher management positions?

TABLE 6

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Internal promotions 16 32%
Placement consultants 19 38%
Head hunting 13 26%
Fieldtrips 2 4%
Total 50 100%

CHART- (1.13)

Percentage of Respondents
40% 38%
35% 32%
30%
26%
25%

20% Percentage

15%

10%

5% 4%

0%
Internal Placement Head hunting Fieldtrips
promotions consultants

INTERPRETATION: From the above table and graph it was interpreted that
32% employees feel that recruitment methods for higher management positions
are internal promotions, 38% placement consultants,26% headhunting,4%
fieldtrips.

88
 6. Are the interviews being conducted by several executives from
different levels of this company?

TABLE 7

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Agree 15 30%
Strongly agree 12 24%
Disagree 19 38%
Strongly disagree 4 8%
Total 50 100%

CHART- (1.14)

Percentage of respondents
40% 38%

35%
30%
30%

25% 24%
Percentage
20%

15%

10% 8%

5%

0%
Agree Strongly agree Disagree Strongly disagree

INTERPRETATION: From the above table and graph it was interpreted that
30% employees agree that the interviews are being conducted by several
executives, 24% strongly agreed, where 38% of the employees disagreed, and
8% strongly disagreed.

89
90
 7. Are you satisfied with your Recruitment and Selection process?

TABLE 8

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Satisfied
24 48%
Highly satisfied 16 32%
Dissatisfied 8 16%
Highly dissatisfied 2 4%
Total 50 100%

CHART- (1.15)

Percentage of respondents
60%

50% 48%

40%
32%
30% Percentage

20% 16%

10%
4%
0%
Satisfied Highly satisfied Dissatisfied Highly
dissatisfied

91
INTERPRETATION: From the above table and graph it was interpreted that
48% employees are satisfied with their recruitment process, 32% highly
satisfied, 16% dissatisfied, and 4% highly satisfied.

92
9. What are main problems you come across by selecting individuals?

TABLE 9

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Salary structure 18 36%
Lack of work ethics 14 28%
Lack of work
experience 5 10%
Others 13 26%
Total 50 100%

CHART- (1.16)

Percentage of respondents
40%
36%
35%
30% 28%
26%
25%
20% Percentage

15%
10%
10%
5%
0%
Salary structure Lack of work Lack of work Others
ethics experience

INTERPRETATION: From the above table and graph it was interpreted that
36% salary structure,28% lack of work ethics,10% lack of work
experience,26% others are the main problems while selecting individuals.

93
10. In your opinion are Better working conditions, career growth
opportunities being provided for the employees?

TABLE10

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
YES 31 62%
NO 9 18%
NEUTRAL 6 12%
CANNOT SAY 4 8%
TOTAL 50 100%

CHART- (1.17)

Percentage of respondents
70%
62%
60%

50%

40% Percentage

30%

20% 18%
12%
10% 8%

0%
Yes No Neutral Cannot say

94
INTERPRETATION: From the above table and graph it was interpreted that
62% employees agreed to the statement, 18% doesn’t, 12% feel neutral, 8%
couldn’t say.

95
11. Is the HR department is efficient in selection policy of the employees?

TABLE11

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
YES 29 58%
NO 9 18%
NEUTRAL 8 16%
CANNOT SAY 4 8%
TOTAL 50 100%

CHART- (1.18)

Percentage of respondents
70%

60% 58%

50%

40% Percentage

30%

20% 18%
16%

10% 8%

0%
Yes No Neutral Cannot say

INTERPRETATION: From the above table and graph it was interpreted that
58% Respondents agreed that HR Dept. is efficient in selection policy,18%
disagreed,16% were neutral,8% couldn’t say.

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12. Are the referredcandidates given more importance?

TABLE 12

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Agree 12 24%
Strongly agree 11 22%
Disagree 23 46%
Strongly disagree 4 8%
Total 50 100%

CHART- (1.19)

Percentage of respondents
50%
46%
45%
40%
35%
30% Percentage
25% 24%
22%
20%
15%
10% 8%
5%
0%
Agree Strongly agree Disagree Strongly disagree

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INTERPRETATION: From the above table and graph it was interpreted
that24% RESPONDENTS Agree that reference candidates are given more
importance, 22% strongly agreed, 46% disagreed, 8% strongly disagreed.

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13.What type of tests are conducted for employees at VPT?

TABLE 13

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Knowledge test 24 48%
Ability test 17 34%
Aptitude Test 5 10%
Psychometric test 4 8%
Total 50 100%

CHART- (1.20)

Percentage of respondents
60%

50% 48%

40%
34%
Percentage
30%

20%

10%
10% 8%

0%
Knowledge test Ability test Aptitude test Psychometric test

INTERPRETATION: From the above interpretation and graph it was

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interpreted that 48% employees responded that knowledge test was conducted at
VPT, 34% for ability test, 10% aptitude test, 8% psychometric test.

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14. Which of the following attracted you to apply for this job in this
organization?

TABLE 14

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Decent salary 16 32%
Career growth 28 56%
Job security 2 4%
Identification 4 8%
Total 50 100%

CHART- (1.21)

Percentage of respondents
60% 56%

50%

40%
32% Percentage
30%

20%

10% 8%
4%
0%
Decent salary Career growth Job security Identification

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INTERPRETATION: From the above interpretation and graph it was
interpreted that the criteria that attracted to apply in this org. is decent salary for
32% respondents, 56% for career growth, 4% for job security, and 8% for
identification.

15. Which of these is a part of your selection process during your

recruitment in this organization?

TABLE 15

PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Written test and
interview 4 8%
Group discussion and
interview 3 6%
Only interview 38 76%
All the above 5 10%
Total 50 100%

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 CHART- (1.23)

Percentage of respondents
80% 76%

70%

60%

50%

40% Percentage

30%

20%

8% 10%
10% 6%

0%
Written test & Group discussion Only interview All the above
interview & interview

INTERPRETATION: From the above interpretation and graph it was

interpreted that 8% respondents had written test &interview as a part of their
recruitment process in the organization,6% Group discussion& interview,,76%
only interview,10% had all the above.

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16. Is the Recruitment program conducted in this organization?

TABLE 16

PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
YES 38 76%
NO 12 24%
Total 50 100%

CHART- (1.24)

Percentage of respondents
80% 76%

70%

60%

50%
Percentage
40%

30%
24%
20%

10%

0%
Yes No

INTERPRETATION: From the above table and graph it was interpreted that
76% of respondents say Recruitment program was conducted in the
organization, 24% doesn’t agreed.

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17. What type of interview did you undergo during your selection process
in this organization?

TABLE 17

PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
Structured 15 30%
Unstructured 30 60%
Stress interview 3 6%
Board interview 2 4%
Total 50 100%

CHART- (1.25)

Percentage of respondents
70%
60%
60%

50%

40% Percentage
30%
30%

20%

10% 6%
4%
0%
Structured Unstructured Stress interview Board interview

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INTERPRETATION: From the above table and graph it was interpreted that
30% respondents have undergone structured interview, 60% unstructured, 6%
stress, 4% board interview.

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18. Does your experience here adds to your profile value?

TABLE 18

PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
YES 46 92%
NO 4 8%
TOTAL 50 100%

CHART- (1.26)

Percentage of respondents
100%
92%
90%
80%
70%
60% Percentage
50%
40%
30%
20%
10% 8%

0%
Yes No

INTERPRETATION: From the above table and graph it was interpreted that

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92% respondents feel experience in VPT adds to their profile value, 8% doesn’t
feel.

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 CHAPTER 6

 SUMMARY
 FINDINGS
 SUGGESTIONS
 CONCLUSION
 BIBLIOGRAPHY
 ANNEXURE

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 SUMMARY

Recruitment and Selections are systematic ways of measuring, reviewing and analyzing
employee Recruitment over a given period of time and using the information gathered to plan
for the employee's future with the organization. This periodical, impartial feedback is used to
judge employee effectiveness as well as provide necessary development and training to
improve the employee's contributions to the organization's goals. In order to be successful
and to provide good service to the customers organization should have sufficient employees.
Many organizations today in order to be competent enough to meet the global challenges and
the changing customer preferences, need to continuously monitor and enhance the
Recruitment of their employees.
The objective of the study is to study the current Recruitment and Selection system
of the organization and identify the gaps between the current state and the desired state. To
find out the Recruitment dimensions relevant to the strategic plan of the company. To
identify the potential areas for the scope of improvement in the current system and thereby in
the organizational Recruitment.
The analysis of the project is done based on the available information. The
information is gathered basically from the primary sources and as well as from the secondary
sources. For data collection a survey method is adopted through a structured questionnaire .It
was interpreted whether the organization clearly define the position, objectives and candidate
specifications in the recruitment process ,sources adopted for recruitment process and
important factors for recruitment process ,problems come across while selecting the
individuals.

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 FINDINGS

Recruitment and selection is done whenever there is a need within a year which indicates
optimum analysis for the man power .Recruitment and selection gives moderate importance
in employee career development.

1. 80% of the respondents opined that company is following manpower planning job
analysis and recruitment process correctly.

2. 80% of the respondents feel that the organization clearly defines position, objectives,
and candidate specifications in recruitment process.

3. 50% of the respondents responded that experience is the important factor for the
recruitment in VISAKHAPATNAM PORT TRUST.

4. It is observed that 40% of the respondents opined that employee reference is the main
source adopted for the recruitment in this organization.

5. 36% of the respondents opted for salary structure as the main problem they came
across during the selection of the individual.

6. 72% of them responded that Good working conditions, career growth opportunities
are provided to the employees by the organization.

7. 80% of the respondents are satisfied with the recruitment and selection process in
VISAKHAPATNAM PORT TRUST.

8. 46% of the respondents felt that reference candidates are given more importance.

9. 54%of the respondents felt that interviews are being conducted by several executives
from different levels of company.

10. 70% of respondents felt that HR dept is efficient in selection policy.

11. 56% of respondents opted for career growth as attractive factor to apply for the job in
VISAKHAPATNAM PORT TRUST.

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12. 76% of respondents opted for only interview as the part of their recruitment in this
organization.

13. 76%of respondents opined that induction program is conducted in this organization.

14. 92% of respondents felt that experience in VISAKHAPATNAM PORT TRUST adds
to their profile value.

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 SUGGESTIONS

Recruitment must be done by analyzing the job firstly which will make it easier
and will be beneficial from the company’s point of view.
.More emphasis should be given on internet and advertisement so that more
candidates apply for the job and it will be easier to find the right employee.
.The Recruitment and Selection should not be too lengthy and time consuming.

1. I suggest that Company should try to use the internal recruitment process
first because it incur less cost and act as motivational factor to employees.
Present internal recruitment percent observed is 32 which has to increase.

2. I suggest that Organization should take feedback on the Recruitment and

Selection system from all the employees.

3. I suggest that Management must concentrate on the salary satisfaction

level of employees and should take necessary steps.
4. I suggest that the company should concentrate and give more importance
to written test besides conducting only interview. This has to be fixed so
as to analyze the knowledge level of candidate during the interview
through written test.

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 CONCLUSION

Human resources are the greatest assets for any organization. Human resources
are defined as the collection of people in all associated network and structures
within the organization to work together to make a collective contribution for
better business excellence. Human Resource Management can be defined as
Managing (Planning, Organizing, Directing) the function of employing,
developing and compensating human resources resulting in the creating and
development of human relations with a view to contribute to the Organizational
goals.
The employees of any organization are its life blood, without doubt. With the
dawn of this realization upon the present day business organizations, there
appears to be a major shift towards human resource management. In fact, the
employees of today are encouraged to participate in the major decisions and
thus play a vital role in the management of the firm. The performance of the
organization depends on the efficiency that its employees exhibit. Hence it is of
crucial importance that employees with the most suitable qualifications be
selected. This is where the processes of recruitment and selection come in. It is
difficult to separate one from the other. The main objectives for undertaking
this project is to understand the current Recruitment policies being followed at
VISAKHAPATNAM PORT TRUST conducted through this study and to know
how effectively it is being implemented in the organization.
To study the present recruitment and selection procedure, to study whether the
present recruitment process is being able to identify the right candidate for the
job with respect to qualification and experience. To study the challenges faced
by HR in recruitment and selection and to know about the importance of
recruitment and selection at VISAKHAPATNAM PORT TRUST.

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The study on Recruitment and Selection system in VISAKHAPATNAM PORT
TRUST which is a firsthand study done with stated objectives to find and
analyze different methods of Recruitment and Selection in organization. The
process includes steps like HR planning, attracting applicants and screening
them. The company presently does Selection based on various parameters like
job knowledge, quality of output and leadership abilities and has a specific
format. The response of the surveyed employees is fair and good regarding the
contents of the program. Selection being conducted in the organization will
provide information upon which they make salary decisions and promotions.
Selection provides opportunity for the superiors and sub-ordinates to review
work related behavior this is in turn lets develop a plan for correcting any
deficiencies. Selection is a part of firm’s career planning process because it
provides an opportunity to review the person’s career plans in light of his/her
strengths and weaknesses. The Limitations in this organization are that adequate
data was not supplied by the company officials as per the requirements. To the
extent that the executives could spare their time, they gave the information by
way of small discussions for the purpose of data collected. Most of the
information was kept confidential and as not passed on, as part of the policy of
the company. Findings being that most of the respondents opined that company
are following manpower planning, job analysis and recruitment process
correctly. Most of the respondents opined that the organization clearly defines
position objectives, candidate specifications in recruitment process. Most of the
respondents responded that experience is the important factor for the
recruitment in VPT. It is observed that many of the respondents opined that
employee reference is the main source adopted for the recruitment in this
organization. Many of the respondents opted for salary structure as the main
problem they came across during the selection of the individual. Most of them
responded that Good working conditions, career growth opportunities are
provided to the employees by the organization. . I suggest that Company should

115
try to use the internal recruitment process first because it incur less cost and act
as motivational factor to employees.
I suggest that Organization should take feedback on the Recruitment and
Selection system from all the employees... I suggest that Management must
concentrate on the salary satisfaction level of employees and should take
necessary steps.

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 ANNEXURES

Respected Sir/Madam,

I am K.Nithish chowdary, BBA student of Gayatri Vidya Parishad College, is

conducting a survey on my project topic “Recruitment and Selection”

So I would be thankful if you cooperate with me in filling the questionnaire.

NAME:

EXPERIENCE:

DEPARTMENT:

1. Does the organization clearly define the position objectives ,requirements

and candidate specifications in the requirement process?

a) Agree

b) strongly agree

c) Disagree

d) strongly disagree

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2. Is the company following manpower planning and job analysis following
requirement process correctly?

a) Agree

b) strongly agree

c) Disagree

d) strongly disagree

3. The company has been attracting and retaining the talent through its
effective recruitment process.

a) Agree

b) strongly agree

c) Disagree

d) strongly disagree

4. In your opinion what is the important factor for recruitment in VPT ?

a) Communication

b) Family background

c) Experience

d) Education

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5 .What are the sources adopted for recruitment in this organization?

a) Employee reference

b) Job portals

c) walk in interview

d) all of the above

6. What are the recruitment methods followed in the organization for

higher management positions?

a) Internal promotions

b) Placement consultants

c) Head hunting

d) Fieldtrips

7. Are the interviews being conducted by several executives from different

levels of this company?

a) Agree

b) strongly agree

c) Disagree

d) Strongly disagree

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8. Are you satisfied with your Recruitment and Selection process?

a) Satisfied

b) highly satisfied

c) Dissatisfied

d) Highly dissatisfied

9. What are main problems you come across by selecting individuals?

a) Salary structure

b) Lack of work ethics

c)Lack of work experience

d)Others

10. In your opinion are Better working conditions, career growth

opportunities being provided for the employees?

a) Yes

b) No

c) Neutral

d) Cannot say

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11. Is the HR department is efficient in selection policy of the employees?

a) Yes

b) No

c) Neutral

d) Cannot say

12. Are the Reference candidates given more importance?

a) Agree

b) Strongly agree

c) Disagree

d) Strongly disagree

13.What type of tests are conducted for employees at VPT?

a) Knowledge test

b) Ability test

c) Aptitude test

d) Psychometric test

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14. Which of the following attracted you to apply for this job in this
organization?

a) Decent salary

b) Career growth

c) Job security

d) Identification

15. Which of these is a part of your selection process during your

recruitment in this organization?

a) Written Test and interview

b) Group discussion and interview

c) Only interview

d) All the above

16. Is the Induction program conducted in this organization?

a) Yes

b) No

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17. What type of interview did you undergo during your selection process
in this organization?

a) Structured

b) Unstructured

c) Stress interview

d) Board interview

18. Does your experience here add to your profile value?

a) Yes

b) No

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 BIBLIOGRAPHY

WEB:

https://vizagport.com

https://en.wikipedia.org/wiki/Visakhapatnam_Port

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