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1 TITLE OF THE STUDY
A STUDY ON “RECRUITMENT TECHNIQUES” AT SJK BUSINESS
SOLUTION, BANAGLORE.
REVIEW OF LITERATURE
Many academics have weighed in with their ideas on how organizations should create and
improve their recruitment and selection process, ranging from Smith and Robertson (1986)
to Gunnigle (2011). Just attracting individuals to fill open positions in the organization is
what recruitment and selection in the organization, but it has undergone a significant shift.
Numerous people are investigating.
The decision of the current research article by Margaret A. Richardson (2010) is that one
of the best strategies for an organization is to hire the most qualified and highly skilled
candidates to achieve the organization's predetermined goals and to get past challenges that
may arise during the recruitment process. The organization's dedicated personnel help to
deliver highquality services to clients on time so that their needs and wants are met.
Additionally, it makes it easier to consistently produce high quality products from which
organizations may accomplish their predetermined goals.
According to Kleiman (2005), the greatest recruitment and selection strategy is to use the
best human capital and engage it in the most effective ways to achieve maximum
effectiveness. He also emphasized how expensive and time-consuming the process was for
finishing the task at hand.
According to Holt (1993), consumers around the world want high quality at reasonable
prices, thus businesses must gauge their progress in that direction. According to Khan
(2008), there should be no misrepresentation or unfair treatment of employees or their jobs.
Consequently, there needs to be a decent approach and the appropriate source to deal with
them.
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Becker and Gerhart (1996) stated that the most valuable asset is a person. All success and
accomplishments depend on staff productivity and effectiveness, which can propel the
company to the top. The HR manager must set up such a motivational training program to
uplift their spirits and increase confidentiality.
Windolf (1986) investigated the crucial recruitment techniques that Business firms might
benefit from innovative strategies that try to invite the hiring applicants with the same
qualifications, competence, talent comprehension, and a comparable social upbringing to
complement the current workforce. The organization's recruitment and selection practices
have an impact on personnel turnover (Schneider, 1987). It is a procedure in which the
interviewer and applicant each make a decision (Newton, 2006). In support of the assertion
Hausknecht et. According to al., (2004), if an applicant expresses enthusiasm for the
position, the likelihood of accepting the job offer will be higher. and selecting process.
Dallas (2008) explains in his blog on the website for Odyssey HR Audits that Human
resources outsourcing and consulting firm Odyssey OneSource are situated in Texas.
Recently, the company unveiled its new HR Audits Website. On the website, Odyssey's a
strategic "audit" process created to enhance an organization's HR operations. They may
concentrate on giving interested companies a specific service thanks to an HR audit service
designed to evaluate the current HR health of a business. Our primary objective is to provide
clients with a comprehensive variety of strategic management and administration of human
resources. In the aftermath Clients will completely understand the audit process, all of the
areas of concern, and several directions for their HR division to go.
In their book Evaluating Human Resources, Edwards, Scott, and Nambury (2007)
Programs offer a methodical approach to raising the importance and effect of HR and
encouraging its growing position as an organisational leader with a strategic outlook. These
pages outline a practise framework for realigning and changing the tactics used by all various
HR programmes. The six-phase technique that has been successfully used by the writers is
to increase the possibility of a successful HR programme, evaluation to demonstrate their
suggested steps, they provide real-world examples, methodologies, strategies and activities.
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(Boselieet al., 2001; Den Hartog and Verburg, 2004) In particular, the last ten years have
seen an increasing research interest in the HRM. performance relationship, although the
focus of the research is in the developed world as well as in the manufacturing industry. The
current study aims to test empirically the impact of eight HR practices on employee
performance in a developing country: Indian commercial banks. This is crucial for
developing appropriate management practices. It can also become an important training tool
for expatriate managers. The increased probability of having to manage in an international
situation demands the conduct of more comparative HRM research (Boxall, 1995; Brewster
et al., 1996; Budhwar and Debrah,2001; Budhwar and Sparrow, 2002).
According to Pareek and Rao (1977), a renowned engineering company, Larsen & Toubro
Two consultants from the Indian Institute of Management, Ahmadabad, had been hired in
India to examine the performance evaluation system and offer suggestions for
improvements. Through interviews and other methods, the two consultants (Pareek and Rao,
1975) studied the system and proposed a new one. In their second report, the committee
recommended that the following areas receive special attention as distinct components of an
integrated system that we will refer to as the human resources development system:
performance appraisal, potential appraisal, feedback and counselling, career development,
career planning, and training and development. This system was proposed as a separate
system with strong ties to the personnel (human resources) system.
STATEMENT OF THE PROBLENM: -
In order to find in higher talented individual, organisation must perform the critical task of
recruitment. This organisation has trouble filling the position on schedules because the hiring
procedure and the time period given frequently takes longer than ideal.
OBJECTIVE OF THE STUDY
❖ To analyse and interpret the recruitment techniques in SJK PVT LTD.
❖ To analyse the role and importance of personnel department in recruiting an employee.
❖ To give suggestions if any to improve the recruitment and selection process at SJK PVT
LTD.
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SCOPE OF THE STUDY
The study is considered to the recruitment and selection process at SJK services, Bangalore.
The study is also helpful in finding out the respondent’s opinion toward the certain attributes
and their opinion on recruitment and selection process
SOURCES OF DATA
The research is carried out using both primary and secondary sources. Both of these sources
contribute to a more in-depth understanding of the project and aid in the analysis of data for
future research.
PRIMARY SOURCES
The primary data is collected throughout the use of sampling. It can also be collected
through number of methods such as, the primary data is collected be personnel backed up by
a structured questionnaire from the target employees. Apart from the above, observation
method was also felt necessary for the study.
SECONDARY SOURCES
The research relied on a huge quantity of data about Recruitment techniques. Books on
human resources Recruitment were used to study the concept of human resources in
Recruitment techniques. Data was also collected from various articles, journals, and websites
like research etc.
RESEARCH METHODOLOGY
The most important thing about the survey is the component of research methodology
without researcher may not be able to obtain facts and figures from the employees. Face to
face conversation backed up by the collected list was useful for the study. The primary data
was collected be a structured. Samples scheme was selected at random from one department
to another department.
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Sample size
The targeted population in this study will comprise all the Human Resources in Recruitment
industry. The sample size will be 60 and the sampling method is simple random sampling.
Tools for data collection
The questionnaire is the tool used in this study. The questionnaire is a research instrument
consisting of a series of questions to gather information from respondents. Secondary data
is collected from websites. The tool for primary data collection with the help of respondents
for the “Structured questionnaire” using Google forms with both open and close-ended
questions.
LIMITATIONS OF THE STUDY
1. Lack of proper response from the respondents
2. Time period of the study is less
3. Answer given may not be accurate
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