A PROJECT REPORT ON RECRUITMENT AND SELECTION AT

ORISSA DOOT PVT.LTD

BY

SURAJ DEV BRAHMA DUTT

Roll no- 2015MBA 042

A PROJECT REPORT

Submitted to the

DEPARTMENT OF IMBA

In the partial fulfillment for the award of the degree of

INTEGRATED MASTER OF BUSINESS ADMINISTRATION

B.J.B. AUTONOMOUS COLLEGE

BHUBANESWAR
 ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a

word, and on the other hand one can make a simple expression of gratitude”

I take the opportunity to express my gratitude to all of them who in some

or other way helped me to accomplish this challenging project in
ORISSA DOOT Pvt. Ltd., Bhubaneswar. No amount of written
expression is sufficient to show my deepest sense of gratitude to them.

The research on “RECRUITMENT AND SELECTION” as a case study at

“ORISSA DOOT PVT.LTD” has given to me as a part of the curriculum in the
completion of my Summer Internship in BBA final year. I had tried my best to
present this information as clearly as possible using basic terms that I hope will
be comprehended by the widest spectrum of researchers, analysis and students
for further studies.

I SURAJ DEV BRAHMA DUTT have completed this study under

the guidance,supervision & cooperation of Mrs. Kalpana Swain at Orissa Doot
Pvt.Ltd. as my external guide and Mr. Bishnu Pal as my internal guide. I shall
be failing in my duty if I do not acknowledge the esteemed scholarly guidance,
assistance and knowledge that I have received from them towards fruitful and
timely completion of my work.

I am also thankful to all the employees at ORISSA DOOT

PVT.LTD & for all their help and support.
 DECLARATION

I Suraj Dev Brahma Dutt,a student of BJB Autonomous College hereby

declare that this thesis entitled ‘’Recruitment and Selection in ORISSA DOOT

PVT.LTD’’ is the result of my own effort which is undergone as a part of the

curriculum leading towards the award of “Master in Business Administration”

under the guidance of external guide Mrs. Kalpana Swain and internal guide

Mr.Bishnu Pal[Professor].

Place:-Bhubaneswar Suraj Dev Brahma

Dutt

Date;-

2015MBA042
 BONAFIDE CERTIFICATE

Certified that the project report titled, “RECRUITMENT AND SELECTION” is

the bonafide work of Master- SURAJ DEV BRAHMA DUTT bearing Roll no.
2015MBA042 who carried out the work under my supervision. Certified further that
to the best of my knowledge the work reported here does not form part of any other
project report or dissertation on the basis of which a degree or award was conferred
on an earlier occasion on this or any other candidate.

Signature of the candidate Signature of internal guide

SURAJ DEV BRAHMA DUTT Mr. BISHNU PAL

2015MBA042
Sl. No Chapter Page No:

01 Introduction

02 Training and Development

03 Company profile of Orissa Doot Pvt.

Ltd.

04 Objective of the project

05 Training and Development at Orissa

Doot Pvt Ltd

06 Data interpretation and Data Analysis

07 Learning during SIP

08 Conclusion

09 Recommendation and suggestion

10 Bibliography

11 Annexure
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is concerned with human beings who are

energetic elements of Management. The success of an enterprise will depend

upon the ability. Strength and motivation of persons working in it. Human

Resource management refers to systematic approach to problems in any

organization. Human Resource Management is concerned with all aspects of

managing the human resources of an organization. According to Likert." Every

aspect of firm’s activities is determined by the competence. Motivation and

general effectiveness of its human organization. Of all the tasks of management,

managing the human component is the central and most important task because

all depends upon how well it is done. This quotation stuns up the importance of

human component in an organization and neat for managing it effectively.

Human Resource are the most important assets of an organization objective is

the maintenance of better human relations in the Organization by the

development application and evaluation of policies, procedure and programmers

relating to human resources to optimize their contribution towards the

realization of organizational objectives is concerned with getting better results

with the collaboration of people.

Human Resource Management Ins been defined by various eminent authors.

Some of them are mentioned below,

The policies and practices needed to carry out the people or human resources

aspects of a management position including recruiting. Screening, training,

rewarding and appraising.

Dictionary of Human Resource Management and Personnel Management.

"'Human Resource management is that pan of themanagements process which is

primarily concerned with me human constituents of an organization.

INTRODUCTION OF THE TOPIC

One of the most talked subjects in corporate circles, recent times is how to

optimize the contributions of human resources in Emilio, organizational goals.

An efficient and satisfied workforce is die most significant factor organization

effectiveness and marginal excellence. But experiences in business and service

organizations however Mcficate that management, comparatively speaking.

Bestow more tune and attention to policies and systems relating to production.

Technology, investment inventory, marketing.etc than to human resources.

Compulsion of modem business environment is however promoting corporate

managements to systematically review their current attitudes, beliefs and polka.

Towards human resources for they contribute most significantly to the survival

and growth of organization. Enlightened and progressive managements have

therefore come to believe that people are not problems but opportunities.

Training and Development activities are important pan of exploring the

Opportunities.

Training and Development activities are designed to impact specific skills,

abilities and knowledge to employees. Training is a planned effort by an

organisation facilitates employee's learning of job dated knowledge and skills

for the purpose of improving performance. Development refers to learning

opportunities designed to help employees grow and evolve a vision for future.
DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

Training Development

1. Training means learning skills and 1. Development means growth of

knowledge for doing a specific job. employees in all respects.

2. It is concerned with maintaining and 2. It seeks to develop competence and

improving current job performance. skills for future performance. Thus it

Thus, it has short term perspective. has a long term perspective.

3. It is job centered in nature 3. It is career central in nature

4. Role of trainer is very important 4. The executive has to be motivated

internally for self development

TRAINING AND DEVELOPMENT

Meaning of Training and Development

In simple terms training and development refer to imparting specific abilities

and knowledge to an employee.

A formal definition of training and development is,

It is any attempt to improve current or future employee performance by

increasing on employee's ability to perform through learning. usually by

changing the employment or increasing his skill and knowledge.

The need of training and development is determined by employee's performance

deficiency compute as follows:-

Mining and development need = Standard performance — Actual performance.

Training is an organized activity for increasing the knowledge and skills of

people for a definite purpose. It involves systematic procedure for transferring

technical know-how to employees so to increase their knowledge and sings for

doing specific jobs with proficiency.

According to Edwin a Flippo “Training is the act of increasing knowledge skill

of an employee for doing a particular job. “

Training ironless the develop man of skills that are usually necessary to perform

a specific job purpose is to achieve a change M the be.vica of those tramped and

to enable them to do their jobs better. It makes newly appointed employees fully

productive in minimum of time. It is equally important for the old employees

due to frequent changes in etymology.

NEED OF TRAINING AND DEVELOPMENT

Training is important not only from the point of view of organization; but also

for the employees. Training is valuable to the employees because it will give

them greater job security and opportunity for advancement.

The need of training arises in an enterprise due to following reasons.

Changing Technology: Technology is changing of a fast pace. The employees

must learn new techniques to make use of advanced technology. Thus, training

should be treated as a continuous process to update the employees in new

methods and procedures

Quality conscious customers: Customers have become quality conscious and

their requirements keep on changing. To satisfy the customers, quality of

products must be continuously improved through training of employees.

Greater productivity: It is essential to increase productivity and reduce cost of

production for meeting competition in the market. Effective training can help

increase productivity of employees.

Stable workplace: Training creates a feeling of confidence in the minds of the

employees. It gives them a security at the work place. As a result, employee

turnover and absenteeism rates are reduced.

TRAINING AND DEVELOPMENT OBJECTIVES

 Training objective is formed keeping in view company’s goals and

objectives.

 To prepare the employee (both new and old) to meet the present as well

as changing requirements of job and organization.

 To impart to the new entrants the basic knowledge and skill needed for

the performance of a definite job.

 To assist employees to function more effectively in their present positions

by exposing them to latest concepts, information and techniques and

developing the skills set that may need further.

 To develop the potentialities of people for the next level of job.

 To ensure smooth and efficient working of department.

 To bridge the gap between “existing performance ability” and “desired

performance”.

 To improve organizational climate since an endless chain of positive

reactions can result from a well planned training programme.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Training plays an important role in human resource department. It is necessary,

useful and productive for all categories of employee and supervisory staff.

The importance of training and development in an enterprise are

 Optimum utilization of resources: Training and development helps in

optimizing the utilization of human resources that further helps the

employees to achieve the organizational as well as their individual goals.

 Development of skills of employees: Training and development helps in

increasing the job knowledge and skills of employees at each level. It

helps to expand the horizons of human intellect and an overall personality

of the employees.

 Productivity: Training and development helps in increasing productivity

of the employees that helps organization to achieve its long term goals.

 Team spirit: Training and development helps in inculcating the sense of

team-work, team spirit, and inter-team collaborations.

 Quality: Training and development helps in improving upon quality of

work and work life.

TYPES OF TRAINING

On the basis of purpose, several types of training programmers are offered to

employees. The important types of training programmers are as follows:

Induction training:

Induction is concerned with introducing a new employee to the organization and

its procedures, rules and regulations. When a new employee reports for work. It

is better to give him a friendly welcome when he joins the organization, get him

introduced to the organization and help him to get a general idea about rules and

regulations, working conditions, etc of the organization.

Job training

Job training relates to specific job which workers have to handle. It gives

information about machines, process of production, instructions to be followed,

methods to be used and son on. It develops skills and confidence among the

workers and enables them to perform the job efficiently. It is the most common

of formal in plant training programmers. It helps in creating interest of the

employees in their jobs.

Training for Promotion:

The talented employees may be given adequate training to make them eligible

for promotion to higher jobs in the organization. Promotion means a significant

change in the Responsibilities and duties. Therefore, it is essential that

employees are provided sufficient training to learn new skills to perform their
jobs more efficiently. The purpose of training for promotion is to develop the

existing employees to make them fit for undertaking higher job responsibilities.

This serves as a motivating force to the employees.

METHODS OF TRAINING

The various methods of training may be classified into the following categories:

On the job training

Vestibule training

Off the job training

On the job Training

On the job training is considered to be the most effective method of training the

operative personnel. Under this method, the employees are given training at the

work place by his immediate supervisor. In other words, the employees learn in

the actual work environment. It is based on the principle of ‘learning by doing’.

There are four methods of on the job training described below

Coaching

Under this method, the supervisor imparts job knowledge and skills to his

subordinate. The emphasis in coaching the subordinate is on learning by doing.

This method is very effective if the superior has sufficient time to provide

coaching to his subordinates.

Under Study

The superior gives training to a subordinate as his assistant. The subordinate

learns through experience and observation. It prepares the subordinate to

assume the responsibilities of the superior’s job in case the superior leaves the

organization.

Position Rotation:

The purpose of position rotation is to broaden the background of the trainee in

various positions. The trainee is periodically rotated from job to job instead of

sticking to one job so that he acquires a general background of different jobs.

However, rotation of an employee from one job to another should not be done

frequently. He should be allowed to stay on a job for sufficient period so that he

may acquire the full knowledge of the job.

Job rotation

Job rotation is used by many firms to develop all round employees. The

employees learn new skills and gain experience in handling different kinds of

jobs. They also come to know interrelationship between different jobs. It is also

used to place employees on the right jobs and prepare them to handle other jobs

in case of need.

Off the job training

It requires the employees to undergo training for a specific period away from

the work place. Off the job methods are concerned with both knowledge and

skills in doing certain jobs. The employees are free of tension of work when

they are learning

There are several off the job methods of training as described below:

Special Lecture Cum discussion:

Training through special lectures is also known as “class-room training”. It is

more associated with imparting knowledge than skills. The special lectures may

be delivered by some executives of the organization or specialists from

vocational and professional institutes. Many firms also follow the practice of

inviting experts for special lectures for the staff on matters like health, safety,

productivity, quality, etc.

Conference Training

A conference is a group meeting conducted according to an organized plan in

which the members seek to develop knowledge and understanding by oral

participation. It is n effective training device for persons in the positions of both

conference member and conference leader. As a member, a person can learn

from other by comparing his opinions with those of others. He learns to respect

the viewpoints of others and also realizes that there is more than one workable

approach to any problem.

Case Study
The case method is a means of stimulating experience in the classroom. Under

this method, THE TRAINEE is given a problem or case which is more or less

related to the concepts and principles already taught. They analyze the problem

and suggest solutions which are discussed in the class. The instructor helps them

reach a common solution to the problem. The method gives the trainee an

opportunity to apply his knowledge to the solution of realistic problem.

COMPANY

PROFILE
Objectives
OBJECTIVES OF THE PROJECT

The project is entitled as “Study of Training and Development of Employees in

Orissa Doot Pvt ltd.”So, the basic objectives of the project as follow:

 To acquire a through knowledge base on subject of training and

development.

 To study how training and development programmers are undertaken in

the organization.

 To know process of Training and Development at Orissa Doot Pvt Ltd.,

BBSR

 To study the induction programmed at ODPL.

 To study the effectiveness of Training and development in the

organization.

 To measure the satisfaction level of employees regarding training and

development.

Measure of Effectiveness

The measure of effectiveness of training programmer is done in following ways:

Overall improvement of individual. Fulfillment of firm’s goals.Knowledge

Enrichment.Enhancement in Employee Satisfaction Index. Feedback obtained

from the employees.

Research
Research Methodology

Research in common parlance refers to the search for knowledge. It can be also

defined as a scientific and systematic search for pertinent information on

specific topic. In fact, search is an art of scientific investigation. In simple

terms, research means, ‘a careful investigation or enquiry especially through

search for new facts in any branch of knowledge.

Logical floor of research is as follows

Identification of problem

Research objective

Sources of data

Data collection

Sample

Sample size

Data interpretation

Data analysis

Finding and observation

Conclusion

Recommendation
Research Design

Research design can be thought of as the structure of research. It is the glue that

holds all the elements in a research project together. Research design is a vital

part of the research study. It is the logical and systematic planning and directing

of piece of research. It is the maser plan and blue print of the entire study.

Source of Data

The source of the data is as follows

Primary Data

 Internal data about working of HR department gathered from

organization

 Interview

 Observation

 Sufficient data collected through feedback forms by the employees.

Secondary Data

 Magazines, journals, brochures’, etc

 Website of the company

 Books

 Earlier researchers on similar topic.

Samples

We always have to work with a sample of subjects rather than the full

population. But people are interested in the population, not the sample. To

generalize from the sample to the population, the sample has to be

representative of the population. The safest way to ensure that it is the

representative is to use a Random selection procedure.

Method of Sampling used: “Random sampling method”

In the random sampling method, all items have some chance of selection that

can be calculated. Random sampling technique ensure that bias is not

introduced regarding who is included in the survey.

Sample size

The sample size taken is 20 employees from the Human Resource Department

of Orissa Doot Pvt Ltd., Bhubaneswar.

Data Collection survey questionnaire: Behaviors, beliefs and observation of

specific groups are identified, reported and interpreted.

Data Analysis

Interpretation
DATA ANALYSIS AND DATA INTERPRETATION

Q1. Your organization considers training as a part of organization strategy. Do

you agree with this statement?

No. of Strongly Agree Disagree Somewhat

employees agree agree

20 08 10 01 01

1 1

10 No. of employees
Strongly agree
20 Agree
Disagree
Somewhat agree

According to the above data, it is clear that our of 100% employees of Orissa

Doot Pvt. Ltd.

50% of employees consider training as a part of firm’s strategy.

40% of employees strongly agree with the statement

5% of employees disagree with statement.

Q2. To whom training is given more in your organization?

No. of New staff Junior staff Senior staff Based on

employees requirement.

20 8 2 8 2

8
No. of employees
New staff
20 Junior staff
2
Senior staff
Based on requirement.

According to the above data, our of 100% employees in Orissa Doot Pvt ltd

40% of new staff is given training.

10% of junior staff is given training

40% of senior staff is given training

10% of employees are given training based on requirements.

Q4. What mode of training method is used in your firm?

No. of Job relations Conference/ External Programmed

employees discussion training instruction

20 06 08 03 03

3
3
No. of employees
Job relations
8 20 Conference/ discussion
External training
Programmed instruction

According to the above data, out of 100% employees in Orissa Doot Pvt Ltd

30% of employees said job relation is used as model of training.

40% of employees said conference/discussion is used as mode of training.

15% of employees said external training is done

15% of employees said programmed instruction is used as a mode of training

Q.5 Training and development sessions conducted in your firm are useful.

Do you agree with this statement?

No. of Strongly Agree Disagree Somewhat

employees agree agree

20 05 13 01 01

1 1

No. of employees
13 Strongly agree
20 Agree
Disagree
Somewhat agree

According to above data, out of 100% employees in Orissa Doot Pvt Ltd

25% of employees strongly agree with the statement

65% of employees agree with the statement

5% of employees disagree with the statement.

Q.7 How well the workplace of the training is physically organized?

No. of Excellent Good Bad Average

employees

20 13 05 01 01

1 1
5
No. of employees
Excellent
20 Good
Bad

13 Average

Conclusion

On the basis of the analysis made, the following conclusions are drawn:

 Maximum number of the employees finds healthy environment at the

work place.

 Lack of interest in employees act as a barrier in training programmers.

 Maximum employees said that they get help whenever they require.

 Employees are satisfied with the training and development programmers

given to them.

 The training programmer has helped in developing skills of the

employees.
  After attending the training programme most of the workers find their

attitude better towards the job.

 Most of the employees wants to the workplace to be redesigned where the

training sessions are been conducted.

 Employees felt the time wastage during training session. But trainees

were satisfied with activities conducted during training program because

it was related to their job.

Recommendations and Suggestions

 Some advanced training is required in technology department.

 The company should adopt some other ways for nominating the trainees

like training need identification survey, self nomination, personal

analysis, organizational analysis, etc.

 Training should be a continuous process i.e., it should be imparted at

regular intervals.

 The duration of training program should be less and details should be

precise and accurate

 HR department should conduct seminars on some vital topics so that

employees are always motivated and encouraged to work.

BIBLIOGRAPHY

Books Referred

 Personnel and Human Resources management by P. SubbaRao.

 Personnel Management by C.B. Mamoria.

 Human Resource and Personnel Management by K. Aswathappa.

 Human Resources Management by Anjali Ghanekar.

 Human Resource Management by T.N. Chhabra.

Website

 www.google.com

 www.orissadoot.com
Annexure

Orissa Doot Pvt Ltd., Bhubaneswar

QUESTIONNAIRE

Personal Details

Name:

Age:

Gender: Male: Female:

Q.1 Your organization considers training as a part of organizational strategy. Do

you agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q. 2 To whom is training given more in your organization?

New Staff

Junior staff

Senior staff

Based on requirement
Q.3 What are the barriers to training and development in your organization?

Time

Lack of interest

Money

Non availability of skilled trainer

Q.4 What mode of training is normally used in your organization

Job relation

Conference/discussion

External training

Programmed instruction

Q5. Training and Development sessions conducted in your firm are Useful “Do

you agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q 6. How long does it take to implement the trained process?

Less than one month

1-2 months

2-4 months

More than 4 months

Q.7 How well the work place of training is organized?

Excellent

Good

Bad

Average

Q8. What are the conditions that have to be improved during training sessions?

Re organize the job

Remove interference

Re organize the work place

Up grade the information of material given during training

Q9. What the general complaints about training sessions?

Take away precious time of workers

Too many gaps between the sessions.

Training sessions are unplanned

Boring and not useful.