SUMMER TRAINING PROJECT REPORT
ON
“Study on Job Satisfaction in L&T FS”
At
Submitted in partial fulfillment of the requirements
For the award of the degree of
Master of Business Administration
Batch (2021-2023)
Submitted by
Aryan Mehrotra
MBA II year SEM 3rd
2100110700050
Guided by
Dr Nidhi Tiwari
Asst Professor
UNITED INSTITUTE OF MANAGEMENT, PRAYAGRAJ
Affiliated to Dr. A.P.J. Abdul Kalam Technical University, Uttar Pradesh.
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ACKNOWLEDGEMENT
I am also grateful to our principal Prof KK Malviya of United Institute of Management who
provided every possible information needed for the preparation of the project.
I am highly indebted to Dr Nidhi Tiwari Assistant Professor, who has provided me with the
necessary information and also for the support extended out to me in the completion of this
report and her valuable solutions and comments on bringing out this report in the best way
possibly
Special reference to my mentor Mr Prakash Kundnani Research coordinator, UIM
Prayagraj. He always made himself available for guiding me in in my endeavors and I am
indeed grateful for his constant support and guidance without him the project would not be
possible.
I would like to thank United Institute of Management Allahabad for giving me an opportunity
to express my learning and understanding of Marketing and sales by providing us with the
opportunity of summer training to acquire corporate exposer.
At the end I would like to thank my parents’ siblings and friends for their unremitting support
and guidance for this project in particular and for everything else that we have in life, in general
Aryan Mehrotra
MBA III Sem
2100110700050
2
DECLARATION
I, Aryan Mehrotra hereby declare that the internship report entitled “Study on Job
Satisfaction in L&T FS” has been prepared by me under the guidance of Dr Nidhi Tiwari
Faculty of UNITED INSTITUTE OF MANAGEMENT.
UNIVERSITY affiliated to ABDUL KALAM TECHNICAL UNIVERSITY in partial
fulfilment of the requirements for the award of the MASTER IN BUSINESS
ADMINISTRATION during the year of 2021-2023.
I have undergone a summer internship for a period of 3 months. I further declared thatthis report
is based on the original study undertaken by me and has not been submitted of any degree or to
any other institution.
DATE:
PLACE:
3
ABSTRACT
Job satisfaction continues to be one of the most studied job attitude in industrial organizational psychology
Academics and practitioners alike have recognized the worth of job satisfaction given it usefulness in
predicting vital organizational effectiveness outcome. In this research study we provide a comprehensive
review of the job satisfaction in L& T . The main aim of the study is To make a study of the factors that
lead to job satisfaction And to suggest measures and practices to increase the job satisfaction among
the employees for this we took the sample size of 63 to analyse the job satisfaction level in the
organisation.
The survey conducted through questionnaire of the population of approximately 100 where we
use convenience sampling to determine the sample size. After analysing the data the findings came
are The employees feel that they are comfortable working with the current HR policies of the
company.L&T financial services choose the both external and internal sources of recruitment for
choosing the best candidate for the profile.
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TABLE OF CONTENTS
CHAPTER NO.
PARTICULARS
CHAPTER 1
OBJECTIVE
CHAPTER 2
REVIEW OF LITERATURE
CHAPTER 3
DESCRIPTION OF THE ORGANISATION
CHAPTER 4
RESEARCH METHODOLOGY
CHAPTER 5
DATA ANALYSIS & INTERPRETATION
CHAPTER 6
FINDINGS
CHAPTER 7
RECOMMENDATION
CHAPTER 8
CONCLUSION
CHAPTER 9
BIBLIOGRAPHY
CHAPTER 10
ANNEXURE
PAGE NO.
5
CHAPTER -1
OBJECTIVE OF THE REPORT
6
OBJECTIVE OF THE REPORT
• To make a study of the factors that lead to job satisfaction.
• To suggest measures and practices to increase the job satisfaction among the
employees.
7
CHAPTER - 2
REVIEW OF THE LITERATURE
8
REVIEW OF THE LITERATURE
• BREAUGH, J.A., AND M. STARKE. (2000).
Recent reviews of recruitment literature often have had a somewhat pessimistic tone.
Reviewers have concluded that a great deal is still not known about why recruitment activities
have the effects they do. In particular, recent reviews have criticized many of the studies
conducted for being poorly designed, narrow in focus, and not grounded in theory. In order for
future studies to result in a better understanding of the recruitment process, such studies need
to be designed with an appreciation of the complexity of the recruitment process.
• WORK BY KORSTEN (2003) AND JONES ET AL. (2006)
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further stated
that recruitment process may be internal or external or may also be conducted online. Typically,
this process is based on the levels of recruitment policies, job postings and details, advertising,
job application and interviewing process, assessment, decision making, formal selection and
training (Korsten 2003). Jones et al. (2006) suggested that examples of recruitment policies in
the healthcare, business or industrial sector may offer insights into the processes involved in
establishing recruitment policies and defining managerial objectives.
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• WORK BY ALAN PRICE (2007)
Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications
for the purpose of employment. He states that the process of recruitment is not a simple
selection process, while it needs management decision making and broad planning in order to
appoint the most appropriate manpower. There existing competition among business
enterprises for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire only the best
applicants who would be the best fit for the corporate culture and ethics specific to the company
(Price2007).
• R. F. (2007). WEBBASED RECRUITMENT
Recruitment theory and research show that objective characteristics, subjective considerations,
and critical contact send signals to prospective applicants about the organization and available
opportunities. In the generating applicant’s phase of recruitment, critical contact may consist
largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization
Web sites); however, research has yet to fully address how all 3 types of signal mechanisms
influence early job pursuit decisions in the context of organizational recruitment Web sites.
Results based on data from 814 student participants searching actual organization Web sites
support and extend signal and brand equity theories by showing that job information (directly)
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and organization information
(indirectly) are related to intentions to pursue employment when a priori perceptions of image
are controlled.
• WORK BY SILZER ET AL (2010)
However, the process of recruitment does not cease with application of candidature and
selection of the appropriate candidates, but involves sustaining and retaining the employees
that are selected, as stated by Silzeret al. (2010). Work of Selzer et al. (2010) was largely
concerned with Talent management, and through their work they were successful in resolving
issues like whether or not talent is something one can be born with or is it something that can
be acquired through development.
• CONNERLEY, M. L. (2013)
Connerley reviewed research on recruiter characteristics (e.g., demographic variables, training,
and behavior) and their association with applicant job pursuit intentions, perceptions of joborganization attraction and job choice decisions with a focus on how and why recruiter
attributes could influence job applicant’s experience with the recruitment process.
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CHAPTER 3
DESCRIPTION OF THE ORGANISATION
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ABOUT THE COMPANY
L&T Finance Holdings Ltd is a registered non-banking financial institution operating in India.
The company operates through five main segments carried out by its wholly owned
subsidiaries. These include Rural, Housing, Infrastructure, Defocused and Other businesses. Its
rural business comprises of Farm Equipments, Micro Finance and Two Wheeler Finance.
Infrastructure Business comprises of Infrastructure Finance, Structured Corporate Loans and
Supply Chain Finance. Defocused Business comprises of Commercial Vehicle Finance,
Construction Equipment Finance, SME term loans and Leases. And Others comprises of Asset
Management and Wealth Management.
L&T Financial Services (LTFS) is one of India’s leading NBFC brands offering a diverse range
of financial products and services across rural, housing and infrastructure finance sector. It also
offers mutual fund products and investment management services.
Headquartered in Mumbai, it caters to the business requirements of its growing customer base
through a nationwide network of branches and meeting center a product portfolio covering five
different business verticals.
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Contact Information
Website: - www.ltfs.com
Industries: - Financial Services
Company size: - 10,001+ employees
Headquarters: - Mumbai, Maharashtra
Type: - Public Company
Founded: - 1994
CEO¬: Dinanath Dubhashi
Area Served: World Wide
Locations: -Primary Plot no. 177, CST Road Kalina, Santacruz (East) Mumbai, Maharashtra 400 098,
Maharashtra, India
Fax: 91 22 6212 53
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INDUSTRY OVERVIEW
The worldwide electrical and electronics industry is the most flourishing and extremely diversified
sector consisting of manufacturers, suppliers, dealers, retailers, electrical engineers, electricians,
electronic equipment manufacturers, and trade unions. This sector has been growing at a rapid pace with
the invention of innovative technologies and an ever-increasing customer inclination towards electronic
goods and services. Introduction to the Company Larsen & Toubro (L&T) is an Indian conglomerate
headquartered in Mumbai, India, which was founded in 1938. Company has business interests in
engineering, construction, manufacturing goods, information technology and financial services. L & T
has revenue of $15 billion and over 50000 employees with global presence in 25 countries. Larsen &
Toubro’s Electrical & Automation (E&A) is an independent company under electrical and electronics
division. The manufacturing operations of E&A‘s business are located at Mumbai (Powai), Navi
Mumbai (Mahape & Rabale), Ahmednagar, Vadodara, Coimbatore and Mysore in India. Its overall
revenue is Rs.4586 crores. L & T in Mysore is the only Electrical Manufacturing unit in Southern part
of India, which manufactures protection relays and electrical meters. MPS – Metering and Protection
Systems was started in 1987. They also manufacture Electrical Standard Products like low voltage
switchgears, electrical systems, electrical and automation systems integration, energy meters and relays.
L&T Finance
Holdings Ltd. (LTFH) is a financial holding company offering a focused range of financial products and
services across rural housing and wholesale finance sectors as well as mutual fund products and wealth
management services through its wholly-owned subsidiaries viz. L&T Finance Ltd., L&T Housing
Finance Ltd., L&T Infrastructure Finance Company Ltd., L&T Investment Management Ltd., L&T
Capital Markets Ltd. and L&T Infra Debt Fund Ltd. LTFH is registered with RBI as a CIC-ND-SI.
Larsen & Toubro Ltd. (L&T) one of the leading companies in India with interests in engineering
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construction electrical & electronics manufacturing & services IT and financial services promotes
LTFH. As of March 31 2018, the Company had 11 subsidiaries (including step down subsidiaries).
LTFH's wholesale finance business comprises infrastructure finance structured corporate finance and
supply chain finance. The company also offers debt capital markets services as part of its wholesale
finance business segment. The company's housing finance business comprises home loans and loans
against property and real estate finance. The company's rural finance business comprises farm equipment
finance two wheeler finance and micro loans. L&T Finance Holdings Ltd was incorporated on May 1
2008 as a public limited company with the name L&T Capital Holdings Ltd. Larsen & Toubro Ltd as a
holding company for their financial services business promoted the company. In May 15 2008, the
company received the Certificate of Commencement of Business. In March 31 2009 Larsen & Toubro
Ltd's investment in L&T Finance Ltd L&T Infrastructure
Finance Company Ltd and India Infrastructure Developers Ltd were transferred to the company and
hence L&T Finance Ltd L&T Infrastructure Finance Company Ltd and India Infrastructure Developers
Ltd became the wholly owned subsidiaries of the company. In January 20 2010 the companies wholly
owned subsidiary L&T Finance Ltd acquired L&T Investment Management Ltd (formerly DBS
Cholamandalam Asset Management Ltd) and L&T Mutual Fund Trustee Ltd (formerly DBS
Cholamandalam Trustee Ltd) the trustee company for L&T Mutual Fund. In September 1 2010 the
company changed their name from L&T Capital Holding Ltd to L&T Finance Holdings Ltd. In 2011
L&T Finance Holdings' total assets crossed Rs 20000 crore mark. During the year company entered the
capital market with its maiden initial public offer. In 2012 L&T Finance Holdings' total assets crossed
Rs 30000 crore mark. During the year the L&T Finance Holdings forayed into housing finance business
with the acquisition of Indo Pacific Housing Finance Ltd (IPHF). During the year L&T Finance
Holdings' mutual fund unit acquired Fidelity's mutual fund business in India. During the year the
company started two-wheeler financing with its acquisition of Family Credit a non-banking finance
company. In 2013 L&T Capital Markets was incorporated as a Platform for Wealth Management
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business. During the year L&T Finance Holdings launched a maiden issue of preference shares. In 2015
L&T Finance Holdings' total assets crossed Rs 50000 crore mark. During the year the company raised
Rs 708 crore from preferential issue of Equity Shares and Warrants to Bain Capital. In 2016 L&T
Finance
Holdings re-oriented its strategy to focus on select products and deliver improvement on Return on
Equity (ROE). In 2017 L&T Finance Holdings expanded its footprint by commencing Micro loans
business in Assam. During the year its mutual funds business crossed the Rs 50000 crore Assets Under
Management (AUM) mark .On 8 March 2018 L&T Finance Holdings Limited (LTFH) announced that
it has completed the preferential allotment to Larsen & Toubro Limited (the Promoter) of 10.78 crores
equity shares at issue price of Rs. 185.51 per share. Through this issue the Promoter has infused
additional capital amounting to Rs 1999.99 crore demonstrating their belief and commitment to the
LTFH growth story. The capital infused by the Promoter will help fund the growth of LTFH's focused
lending businesses - rural finance housing finance and wholesale finance and further strengthen the
capital adequacy of the company. On 13 March 2018 L&T Finance Holdings Limited (LTFH)
announced the successful closure of its Qualified Institutional Placement (QIP) of upto Rs 1000 crore at
the issue price of Rs 158.60 per share. The capital raised will be used for business growth. On 20 June
2018 L&T Finance Holdings (LTFH) through its subsidiary L&T Finance (LTF) announced the opening
of its 1000th meeting center in Kolkata West Bengal for its micro loans business. Furthermore the
company has launched an app which would enable seamless customer on- boarding by providing instant
loan sanctioning. The micro loans business has an end-to-end digital platform embedded with a range
of services such as loan sanctioning group formation e-
signing receipting risk audits etc. The Company had allotted 63820990 Warrants with each Warrant
convertible into one Equity Share of the face value of Rs 10 each at a price of Rs 74 per Warrant to BC
Asia Growth Investments (Investor) on December 18 2015 on a preferential basis. The Company had
17
received 25% upfront money of total consideration from the Investor at the time of allotment of Warrants
and balance 75% was received at the time of exercise of notice for option to convert the Warrants.
Pursuant to the said conversion of Warrants the Company has allotted 63820990 Equity Shares of face
value of Rs
10 each to Investor on May 17 2017. Further the Company also allotted 63051702 Equity Shares of Rs
10 each at an issue price of Rs158.60 to the eligible qualified institutional buyers on a private placement
basis under Chapter VIII of SEBI ICDR on March 15 2018.In FY 2018 the Company redeemed
17900000 Compulsory Convertible Redeemable Preference Shares (CCRPS) amounting to Rs 17900
Lakh. During the year under review L&T Access Distribution Services Limited wholly owned subsidiary
of the Company was merged with L&T Capital Markets Limited another wholly owned subsidiary of
the Company with effect from November 10 2017.
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VISION
• Our vision at L&T Financial Services is to be an Admirable, Inspirational & Sustainable institution.
• To
be
an
admired
and
inspirational
financial
institution,
creating
services
by
sustainable value for all our stakeholders.
MISION
• L&T Power shall
provide
world-class
products
and
consistently meeting customer's expectations, quality and on time delivery.
OBJECTIVE
• L&T aims to make a strong foray into the financial services sector
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L&T Financial Services - Micro Loan
L&T Financial Services came up with the micro loans operations in July 2008. The main target
of the service is to offer financial assistance to women in India and help them attain a
sustainable livelihood. Thus, they offer them the micro unsecured loans. Eventually, the
company has become one of the biggest micro loan providers in India.
Key Features of the L&T Microfinance:
The key features of the L&T Financial Services Microfinance can be summedup as follows:
•
Avail term loans through Joint Liability Group (JLG)
•
Loan repayment tenure of up to 24 months
•
Loan amount of up to Rs.45,000
•
Processing fee of just 1% of the loan amount
•
Interest rates of just 24% (subject to changes)
•
No requirement of collateral security
•
Eligibility Criteria
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The eligibility criteria for the L&T microfinance are as follows:
1.
The applicant should be a women borrower.
2.
The minimum age of the applicant should be at least 20 years.
3.
The applicant should not be more than 60 years old.
Documents required to apply:
The documents required to apply for L&T Financial Services Microfinance canbe listed as
follows:
1. Proof of income of the applicant:
The income generating capacity of the applicant is considered by the institutionbefore
accepting the application for a micro loan.
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2. Other documents:
The other documents that are required to be provided are the Aadhaar card, MGNREGA card,
Voter’s ID card, and/or ration card of the applicant.
How to apply for a micro loan through L&T Financial Services?
You can apply for a micro loan through L&T Financial Services by following the steps
mentioned below:
1. Visit the official website of L&T Financial Services
2. Click on the menu button on the top left corner of the home page.
3. Click on ‘Our Products’ and the select ‘Micro Loans’ from the list.
4. You will be redirected to a new webpage. On this page, click on the ‘Apply
Now’ button.
5. After this, you will be required to submit a form wherein you have to fill up
certain personal details such as your name, mobile phone number, and email ID.
6. Followed by the personal details, select the ‘Micro Loans’ option from the
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‘Product Category’ from the drop-down box.
7. From the ‘Subject’ drop-down box, select your preferred option – Call Back
or Email.
8. Add comments in the field provided for the same, if required.
9. Click on the ‘Submit’ button to proceed with the application form.
•
How can you get more information on L&T Financial Services
Microfinance?
•
Get in touch with L&T Financial Services by calling them on the
following number – 1800 209 4747.
•
Alternatively, you can also write to them on the following email ID –
customercare@ltfs.com.
A GST rate of 18% will be applicable on banking services and products from 01July 2017.
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Services in which L&T Deals
The Code is applicable to all employees, including executive and managerial level officers and
whole time Directors of LTFS group (hereinafter collectively referred to as “Employees”).
Applicable to L&T Finance Holdings Limited and its subsidiaries L&T Finance Limited
(erstwhile known as Family Credit Limited)
1. L&T Infrastructure Finance Company Limited.
2. L&T Infra Debt Fund Limited.
3. L&T Housing Finance Limited.
4. L&T Infra Investment Partners Advisory Private Limited.
5. L&T Investment Management Limited.
6. L&T Capital Markets Limited.
7. L&T Financial Consultants Limited (erstwhile known as L&T Vrindavan
Properties Limited.
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L&T RECRUITMENT PROCESS- ELIGIBILITY CRITERIA
Given below are the eligibility criteria of the L&T Recruitment Process
Eligibility Parameters
Details
Degree & Branches:- All Branches with excellent Technical knowledge &hands-on
experience in Coding.
Percentage:- 60% & above or equivalent CGPA in 10th, 12th/Diploma &Graduation.
Backlog/Re-attempts:- No active/standing backlogs at the time of the
interview process.
* 10th & 12thexaminations – In 1st attempt only
* No Re-attempts/ATKTs/Backlogs/Arrears allowed in the final semester of any
course
Course type
* Full-time courses only
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Academic Gap
* Academic gap allowed only after the completion of the entire course.
* No gap allowed in the middle of the course
* No year drop allowed
Age Criteria
* Date of birth >= 1st July 1998
University * UGC / AICTE approved Institutes only
Flexibility
* Flexibility to work in any technology/work-shift/domain and work from any
development center partner premise/Customer location as per business needs
Service Agreement: - Service Agreement of 2 years applicable to all joiners.
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HUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM) is an operation in companies designed to maximize
employee performance in order to meet the employer's strategic goalsand objectives. More
precisely, HRM focuses on management of people within companies, emphasizing on policies
and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper orientation
and induction, imparting proper training and developing skills.
HRM also includes employee assessment like performance appraisal, facilitating proper
compensation and benefits, encouragement, maintaining proper relations with labour and with
trade unions, and taking care of employee safety, welfare and health by complying with labour
laws of the state or country concerned.
Human Resource Management (HRM) is a collective term for all the formal systems created to
help in managing employees and other stakeholders within a company. Human resource
management is tasked with three main functions, namely, the recruitment and compensation of
employees, and designating work
Ideally, the role of HRM is to find the best way to increase the productivity ofan organization
through its employees. Despite the ever-increasing rate of change in the corporate world, the
HRM role is not likely to change in a significant way in to put measures in place that ensure
that staffing levels correspond to the.
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CONCEPT OF HUMAN RESOURCE
MANAGEMENT
Human resource management is a function in organizations designed to maximize employee
performance in service of employer’s strategic objectives. HR is primarily concerned with how
people are managed within organizations, focusing on policies and systems. HR departments
and units in organizations are typically responsible for a number of activities, including
employee recruitment,training and development, performance appraisal, and rewarding.
HR is also concerned with industrial relations, that is, balancing of organizational practices
with regulations arising from collective bargaining and governmental laws. HR is a product of
human relations movement of early 20th century, when researchers began documenting ways
of creating business value through strategic management of workforce function was initially
dominated by transactional work, such as payroll and benefits administration, but due to
globalization, company consolidation, technological advancement, and further research, HR
now focuses on strategic initiatives like mergers and acquisitions, talent management,
succession planning, industrial and labour relations, and diversity and inclusion. In start-up
companies, HR's duties may be performed by trained
professionals.
28
In larger companies, an entire functional group is typically dedicated to discipline, with staff
specializing in various HR tasks and functional leadership engaging in strategic decision
making across business. train practitioners for profession, institutions of higher education,
professional associations, and companies themselves have created programs of study dedicated
explicitly to duties of function. Academic and practitioner organizations likewise seek to
engage and further practice.
In current global work environment, most companies focus on lowering employee turnover
and retaining talent and knowledge held by its workforce.New hiring not only entails a high
cost but also increases risk of newcomer not being able to replace person who was working
in that position before.
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Features of HRM
Human Resource Management as a discipline includes the following features −
• It is pervasive in nature, as it is present in all industries.
• It focuses on outcomes and not on rules.
• It helps employees develop and groom their potential completely.
• It motivates employees to give their best to the company.
• It is all about people at work, as individuals as well as in groups.
• It tries to put people on assigned tasks in order to have good production
or results.
• It helps a company achieve its goals in the future by facilitating work for
competent and well-motivated employees.
• It approaches to build and maintain cordial relationship among people
working at various levels in the company.
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Principles of Human Resource Management
The HR department has transformed significantly from the task-oriented nature of
administration it used to be in the 1980s. It is now viewed as a strategy- focused extension of
every firm. The HR department thrives on specific principles, as highlighted below:
1. Commitment
One aspect that the HR department tries to deal with is job security. To guarantee job security,
many employees know that they need to show commitment to the company and their job duties.
The HR management comes company’s needs and that, in the process, assure employees of
their long-term positions within the organization. The firm demonstrates its long-term
commitment to the workers by providing regular training performanceevaluations, and goalsetting activities.
2. Competence
Competence is one of the core principles that supports a company’s growth and development.
It is also an aspect that affects employees’ job satisfaction and how the company benefits
society. The success of a firm depend on the competency of its employees. The HRM
department tries to sustain workforce competency by providing training opportunities. It also
31
schedules orientation programs, which provide avenues to enlighten new employees on
company’s mission and objectives. Training and orientation are essential in improving
employees’ skills, knowledge, and competency. The benefit of having a competent workforce
is that it leads to the production of safe and reliable products and services that consumers can
rely on. In the absence of a high level of competence, a company will be susceptible to lawsuits
and legal claims resulting from the products and services that it renders.
Functions of Human Resource Management
• Planning
• Organizing
• Directing
• Controlling
1. Planning:
A manager must plan ahead in order to get things done by his subordinates. It isalso
important to plan in order to give the organization its goals.
32
Also, planning helps establish the best procedures to reach the goals. Further, some effective
managers devote a substantial part of their time to planning.
With respect to the human resource department, planning involves determining the personnel
programs that can contribute to achieving the organization’s goals. These programs include
anticipating the hiring needs of the organization, planning job requirements, descriptions, and
determining the sources of recruitment.
2. Organizing:
After the human resource manager establishes the objectives and develops plans and programs
to achieve them, he needs to design and develop the organization’s structure to carry out the
different operations. Developing the organization’s structure includes:
Grouping of personnel activity into functions or positions Assigning different groups of
activities to different individuals Delegating authority according to the tasks assigned and
responsibilities involved Coordinating activities of different employees.
33
3. Staffing:
Staffing is a process of manning the organisation and keeping it manned. Needless to mention
that the future of any enterprise is governed by the quality of the hired personnel. In case the
enterprise has failed to get right man for the right job, the accomplishment of the objectives
of the enterprise will be quite difficult.
So far as an HR manager is concerned, he/ she is required to recruit, select, train, place,
compensate, promote and retire the personnel of the organisation at the appropriate time in a
manner most conducive for accomplishing the objectives of the enterprise. The HR department
itself is all about staffing.
4. Directing:
The HR Manager can create plans, but implementing the plans smoothly depends on how
motivated the people are. The directing functions of HRM involve encouraging people to work
willingly and efficiently to achieve the goals of the organization. In simpler words, the directing
functions of HRM entail guiding and motivating people to accomplish the personnel programs.
The HRM can motivate the employees through career planning and salary administration by
boosting the employee’s morale, developing relationships, providing safety requirements, and
looking after the welfare of employees.
In order to do this effectively, the HRM must identify the needs of the employees and the
means and methods to satisfy them. Motivation is a continuous process as employees have new
needs and expectations when the oldones are satisfied.
34
5. Controlling:
Controlling is all about regulating activities in accordance with the plans formulated based on
the objectives of the organization. This is the fourth function of the HRM and completes the
cycle. In this, the manager observes and subsequently compares the results with the set
standards.
Further, he corrects any deviations that might occur. Controlling is one of the important
functions of HRM as it helps him evaluate and control the performance of the department with
respect to different operative functions. It also involves appraisals, audit, statistics, etc.
35
36
RECRUITMENT
Human Resource Management, otherwise known as HRM or HR for short, is the function of
people management within an organization. HR is responsible for facilitating the overall goals
of the organization through effectiveadministration of human capital — focusing on employees
as the company's most important asset. Recruitment is the first step in building an organization's
human capital. At a high level, the goals are to locate and hire the best candidates, on time, and
on budget.
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it involves everything from the identification of a
staffing need to filling it.
Depending on the size of an organization, recruitment is the responsibility of a range of
workers. Larger organizations may have entire teams of recruiters, while others only a single
recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition,
many organizations outsource recruiting to outside firms. Companies almost always recruit
candidates for new positions via advertisements, job boards, social media sites, and others.
Many companies utilize recruiting software to more effectively and efficiently source top
candidates. Regardless, recruitment typically works in conjunction with, or as apart of Human
Resources.
37
IMPORTANCE
Recruitment is important because it brings several benefits to a business. Here are some
examples of how businesses benefit from recruiting:
Helps companies hire talented individuals: The recruitment process requires HR
professionals to seek out candidates with the right education, skills and professional
experiences for a job opening. They do this by using applicant tracking software (ATS),
conducting technical interviews and other evaluation tactics.
Allows companies to hire individuals who value the same principles: When companies have
a strong recruitment process, it helps HR professionals determine whether candidates value the
same principles and workplace culture that the company provides. For example, by look for
and engaging with candidates who value a competitive atmosphere, HR professionals can hire
and onboard professionals who thrive in their workplace. This also helps positively impact
employee retention and job satisfaction.
Connects companies with professionals for future job openings: Even if a
company selects a different candidate, the HR team can stay connected to other
qualified candidates who didn't receive positions. This includes keeping
candidate files and performing outreach activities to previous candidates.
Ensures that companies hire individuals who can help grow their business: When recruiters
search for candidates, they use recruitment resources to connectwith candidates who hold the
skills and qualities that could contribute to new business initiatives or goals. For example,
recruiters assemble a pool of candidates for an IT branch within the company.
38
FACTORS AFFECTING RECRUITMENT
39
INTERNAL FACTORS
The internal factors likewise term as endogenous elements are the componentsinside the
association that impact selecting in the organisation.
The internal forces i.e. the factors which can be controlled by the organizationare:
1.Recruitment Policy
The recruitment policy of the organization i.e. recruiting from internal sources and external
also affect the recruitment process. The recruitment policy of an organization determines the
destinations or enlistment and gives a structure to usage of recruitment program.
Factors Affecting Recruitment Policy
• Need of the organization.
• Organizational objectives
• Preferred sources of recruitment.
• Government policies on reservations.
• Personnel policies of the organization and its competitors.
• Recruitment costs and financial implications.
40
1. Human Resource Planning
Effective human resource process and procedure helps in fixing the loops present in the
existing manpower of the organization. This also helps in filterthe number of employees to
be recruited and what kind qualification and skills they must possess.
2. Size of the Organization
The size of the organization affects the recruitment process. If the organizationis planning to
increase its operations and expand its business, it will think of hiring more personnel, which
will handle its operations.
3. Cost involved in recruitment
Recruitment process also count the cost to the employer, that why organizations try to
employ/outsource the source of recruitment which will be cost effective tothe organization for
each candidate.
4. Growth and Expansion
Organization will utilize or consider utilizing more work force in the event thatit is growing
its operations.
41
EXTERNAL FACTORS
The external forces are the forces which cannot be controlled by theorganization. The
major external forces are:
1. Supply and Demand
The availability of manpower both within and outside the organization is anessential factor in
the recruitment process.
2. Labour Market
Employment conditions where the organization is located will affected by therecruiting efforts of
the organization.
3. Goodwill / Image of the organization
Image of the firm is another factor having its effect on the Different government controls
forbidding separation in contracting and work have coordinate effect onenlistment practices.
As taken Example, Govt. of India has the convention of reservation in work for booked
42
standings/planned clans, physically Disabled and so on. Additionally, exchange associations
have the significant part in enrolment. This limits management freedom to select those
individuals who can be the best performers. This can work as a potential constraint for
recruitment.A company with positive image as an employer able to easier to attract and
43
retain employees than an organization with negative image. Organisations actions and activities
like good public relations, public service like, charity, construction and development roads,
public parks, hospitals education and schools help earn image or goodwill for organization.
4. Political-Social- Legal Environment
Different government controls forbidding separation in contracting and workhave coordinate
effect on enlistment practices.
5. Unemployment Rate
The Element that influence the availability of applicants is the economy growth rate. At the
point when the organization isn't making new jobs, there is frequently oversupply of qualified
work which thusly prompts unemployment.
6. Competitors
The recruitment policies and procedure an of the competitors also affect the recruitment
function of the organizations. Time to time the organizations have to change their recruitment
policies and manuals according to the policies being followed by the competitors.
44
PROCESS OF RECRUITMENT
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, analysing the job
requirements, reviewing applications, screening, shortlisting and selecting the right candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an organization
follows the five best practices (as shown in the following image). These five practices ensure
successful recruitment without any interruptions. In addition, these practices also ensure
consistency and compliance in the recruitment process.
45
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 rightcandidates.
1. Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions
are analysed and described. It includes job specifications and its nature, experience,
qualifications and skills required for the job, etc.
46
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 ofthe organization.
• Identify vacancy
• Job analysis
• Job description
• Job specification
• Job evaluation
2. 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.
47
3. Searching the right candidate
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 ofthe 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
48
Internal sources of recruitment refer to hiring employees within the organizationthrough −
• Promotions
• Transfers
• Former Employees
• Internal Advertisements (Job Posting)
• Employee Referrals
• Previous Applicants
• External Sources
49
External sources of recruitment refer to hiring employees outside theorganization through −
• Direct Recruitment
• Employment Exchanges
• Employment Agencies
• Advertisements
• Professional Associations
• Campus Recruitment
• Word of Mouth
50
4. Screening
Screening starts after completion of the process of sourcing the candidates. Screening is the
process of filtering the applications of the candidates for furtherselection 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.
• Conducting Telephonic or Video Interview.
• Identifying the top candidates.
5. 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 controlledeffectively.
51
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.
52
SELECTION
The selection process can be defined as the process of selection and shortlisting of the right
candidates with the necessary qualifications and skill set to fill the vacancies in an organization.
The selection process varies from industry to industry, company to company and even amongst
departments of the same company.
The selection of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives.
53
Different authors define Selection in different ways. Here is a list of some of thedefinitions −
• Employee selection is a process of putting a right applicant on a right job.
• Selection of an employee is a process of choosing the applicants, who
have the qualifications to fill the vacant job in an organization.
• Selection is a process of identifying and hiring the applicants for filling
the vacancies in an organization.
• Employee selection is a process of matching organization’s requirements
with the skills and the qualifications of individuals.
A good selection process will ensure that the organization gets the right set ofemployees with the
right attitude.
54
55
1. Preliminary Interview
This is a very general and basic interview conducted so as to eliminate the candidates who are
completely unfit to work in the organisation. This leaves the organisation with a pool of
potentially fit employees to fill their vacancies.
2. Receiving Applications
Potential employees apply for a job by sending applications to the organisation. The application
gives the interviewers information about the candidates like their bio-data, work experience,
hobbies and interests.
3. Screening Applications
Once the applications are received, they are screened by a special screening committee who
choose candidates from the applications to call for an interview.Applicants may be selected on
special criteria like qualifications, work experience etc.
56
4. Employment Tests
Before an organisation decides a suitable job for any individual, they have to gauge their talents
and skills. This is done through various employment
tests like intelligence tests, aptitude tests, proficiency tests, personality test.
5. Employment interview
The next step in the selection process is the employee interview. Employmentinterviews are
done to identify a candidate’s skill set and ability to work in anorganisation in detail. Purpose of
an employment interview is to find out the suitability of the candidate and to give him an idea
about the work profile andwhat is expected of the potential employee. An employment interview
in criticalfor the selection of the right people for the right jobs.
6. Checking References
The person who gives the reference of a potential employee is also a very important source of
information. The referee can provide info about the person’s capabilities, experience in the
previous companies and leadership and managerial skills. The information provided by the
referee is meant to kept confidential with the HR department.
57
7. Medical Examination
The medical exam is also a very important step in the selection process. Medical exams help
the employers know if any of the potential candidates are physically and mentally fit to perform
their duties in their jobs. A good system of medical check up ensures that the employee
standards of health are higher and there are fewer cases of absenteeism, accidents and
employee turnover.
8. Final Selection and Appointment Letter
This is the final step in the selection process. After the candidate has successfully passed all
written tests, interviews and medical examination, the employee is sent or emailed an
appointment letter, confirming his selection to the job. The appointment letter contains all the
details of the job like working hours, salary, leave allowance etc. Often, employees are hired
on a conditional basis where they are hired permanently after the employees are satisfied with
their performance.
58
CHAPTER-4
RESEARCH METHODOLOGY
59
RESEARCH METHODOLOGY
Research methodology simply refers to the practical “how” of any given piece of research.
More specifically, it’s about how a researcher systematically designs a study to ensure valid
and reliable results that address the research aims and objectives.
For example, how did the researcher go about deciding:
• What data to collect (and what data to ignore)
• Who to collect it from (in research, this is called “sampling design”)
• How to collect it (this is called “data collection methods”)
• How to analyse it (this is called “data analysis methods”)
In a dissertation, thesis, academic journal article (or pretty much any formal piece of research),
you’ll find a research methodology chapter (or section) which covers the aspects mentioned
above. Importantly, a good methodology chapter in a dissertation or thesis explains not just
what methodological choices were made, but also explains why they were made.
In other words, the methodology chapter should justify the design choices, by showing that the
chosen methods and techniques are the best fit for the research aims and objectives, and will
provide valid and reliable results. A good research methodology provides scientifically sound
findings, whereas a poor methodology does not. We will look at the main design choices below.
Research methodology is the specific procedures or techniques used to identify, select, process,
60
and analyse information about a topic. In a research paper, the methodology section allows the
reader to critically evaluate a study’s overall validity and reliability.
Objectives Of Research:
The purpose of research is to discover answers to questions through the application of scientific
procedures. The main aim of research is to find out the truth which is hidden and which has
not been discovered as yet. Though each research study has its own specific purpose, we may
think of research objectivesas falling into a number of following broad groupings:
1. To gain familiarity with a phenomenon or to achieve new insights into it
(studies with this object in view are termed as exploratory or formulative research
studies).
2. To portray accurately the characteristics of a particular individual, situation or
a group (studies with this object in view are known as descriptive research
studies).
3. To determine the frequency with which something occurs or with which it is
associated with something else (studies with this object in view are known as
diagnostic research studies).
4. To test a hypothesis of a causal relationship between variables (such studies are
known as hypothesis-testing research studies).
61
TYPES OF RESEARCH DESIGN
1. Exploratory: As the name suggests, researchers conduct exploratory studies to
explore a group of questions. The answers and analytics may not offer a
conclusion to the perceived problem. It is undertaken to handle new problem
areas that haven’t been explored before. This exploratory process lays the
foundation for more conclusive data collection and analysis.
2. Descriptive: It focuses on expanding knowledge on current issues through a
process of data collection. Descriptive research describe the behaviour of a
sample population. Only one variable is required to conduct the study. The three
primary purposes of descriptive studies are describing, explaining, and validating
the findings. For example, a study conducted to know if top-level management
leaders in the 21st century possess the moral right to receive a considerable sum
of money from the company profit.
3. Explanatory: Causal or explanatory research is conducted to understand the
impact of specific changes in existing standard procedures. Running experiments
is the most popular form. For example, a study that is conducted to understand
the effect of rebranding on customer loyalty.
62
Here is a comparative analysis for better understanding:
Approach Used
Conducted
Exploratory
Descriptive
Explanatory
Research
Research
Research
Unstructured
Structured
Highly structured
Asking Questions
Asking questions
through
Time
By using
hypothesis
Early stages of
Later stages of
Later stages of
decision making
decision making
decision making
Research begins by asking the right questions and choosing an appropriate method to
investigate the problem. After collecting answers to your questions, you can analyse the
findings or observations to draw reasonable conclusions.
To be able to make sense of your research and get insights faster, it helps to use are search
repository as a single source of truth in your organization manage your research data in one
centralized repository.
63
TYPES OF RESEARCH METHODS
Research methods are broadly classified as Qualitative and Quantitative.Both
methods have distinctive properties and data collection methods.
• QUALITATIVE METHODS
Qualitative research is a method that collects data using conversational methods, usually
open-ended questions. The responses collected are essentially non- numerical. This method
helps a researcher understand what participants think and why they think in a particular way.
Types of qualitative methods include:
1. One-to-one Interview
2. Focus Groups
3. Ethnographic studies
4. Text Analysis
5. Case Study
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• QUANTITATIVE METHODS
Quantitative methods deal with numbers and measurable forms. It uses a systematic way of
investigating events or data. It answers questions to justify relationships with measurable
variables to either explain, predict, or control a phenomenon.
Types of quantitative methods include:
1. Survey research
2. Descriptive research
3. Correlational research
Remember, research is only valuable and useful when it is valid, accurate, andreliable.
Incorrect results can lead to customer churn and a decrease in sales.
65
It is essential to ensure that your data is:
• Valid – founded, logical, rigorous, and impartial.
• Accurate – free of errors and including required details.
• Reliable – other people who investigate in the same way can
produce similar results.
• Timely – current and collected within an appropriate time frame.
• Complete – includes all the data you need to support your business decisions.
In this project, descriptive research design method is used that is data is
collected through questionnaire.
66
RESEACH METHODOLOGY
Rsearch Design: The research design was adopted descriptive
research
Data Collection Source: The type of data collected in this project is Primary
Data and Secondary Data.
The data collected is fresh from the current employees in the organization.
In order to collect the information, the most preferred method of primary data
has been used the Questionnaire.
Sample Methodology: convenience sampling is used for the study.
Research tools and techniques:
Data collection: Questionnaire
Data source: Primary Source, Secondary Source
Sample size: 63
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LIMITATIONS OF THE STUDY
• It is difficult to get response from people quickly
• Limited time provided in recruitment process.
• Limited people to approach on time.
• Difficult to find the right peoples from recruitment for the particular profile.
• Difficult to find the right method for recruiting process.
68
CHAPTER-5
DATA ANALYSIS AND INTERPRETATION
69
DATA ANALYSIS AND INTERPRETATION
The collected data were not easily understandable so I like to analyse of the collected data in a
method systematic manner and interpreted with simple method. The analysis and interpretation
of the data involves the analysis of the collected data and interpretation it with pictorial
representation such as bar charts, pie charts and others.
Data analysis and interpretation is the next stage after collecting data from empirical methods.
The dividing line between analysis of data and interpretation is difficult to draw as the two
processes are symbolical and merge imperceptibly. Interpretation is inextricably interwoven
with analysis.
The analysis is a critical examination of the assembled data. Analysis of data leads to
generalization.
Interpretation refers to the analysis of generalization and results. A generalization involves
concluding a whole group or category based on information drawn from particular instances or
examples. Interpretation is a search for the broader meaning of research findings. Analysis of
data is to be made regarding the purpose of the study. Data should be analyse in light of
hypothesis or research questions and organized to yield answers to the research questions. Data
analysis can be both descriptive as well as a graphic in presentation. It can be presented in
charts, diagrams, and tables. The data analysis includes various processes, including data
classification, coding, tabulation, statistical analysis of data, and inference about causal
relations among variables. Proper analysis helps classify and organize unorganized data and
gives scientific shape. In addition, it helps study the trends and changes that occur in aparticular
period.
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QUESTION -1
RESPONDENTS PERCENTAGE
25-40
43
68.3%
40-60
17
27
60 Above
3
4.8%
INTERPRETATION
Out of 63 responses, 68.3% people are from age category of 25-40, 27% people are from age category
of 40-60 and 4.8% people are from age category of 60 and above.
From the above responses we came to know that 68.3% people belong to the age category of 25-40.
71
QUESTION -2
RESPONDENTS
PERCENTAGE
Strongly Agree
45
71.4%
Agree
8
12.7%
Neutral
3
4.8%
Disagree
2
3.2%
Strongly Disagree
5
7.9%
INTERPRETATION
Out of 63 responses, 71.4% people are strongly satisfied with the working conditions of L&T FS, 12.7%
people are satisfied with the working conditions of L&T FS, 4.8% people have neutral response with
the working conditions of L&T FS, 3.2% people disagree with the working conditions of L&T FS, 7.9%
people are strongly disagree with the working conditions of L&T FS.
Hence, we conclude that 71.4% people are strongly satisfied with the working conditions of L&T FS.
72
QUESTION -3
RESPONDENTS
PERCENTAGE
Strongly Agree
44
69.8%
Agree
8
12.7%
Neutral
4
6.3%
Disagree
3
4.8%
Strongly Disagree
4
6.3%
INTERPRETATION
Out of 63 responses, 69.8% people strongly agree that the work was according the Qualification and
Skills,12.7% people agree that the work was according the Qualification and Skills, 6.3% people have
neutral response that the work was according the Qualification and Skills, 4.8% people disagree that the
work was according the Qualification and Skills and 6.3% people strongly disagree that the work was
according the Qualification and Skills.
73
QUESTION -4
RESPONDENTS
PERCENTAGE
Strongly Agree
44
69.8%
Agree
8
12.7%
Neutral
4
6.3%
Disagree
4
6.3%
Strongly Disagree
3
4.8%
INTERPRETATION
Out of 63 responses, 69.8% people strongly agree that L&T FS have reward and appreciation policy,
12.7% people agree that L&T FS have reward and appreciation policy, 6.3% people have neutral
response towards the L&T FS have reward and appreciation policy, 6.3% people disagree that L&T FS
have reward and appreciation policy and 4.8% people strongly disagree that L&T FS have reward and
appreciation policy.
From the above responses we came on the conclusion that maximum people strongly agree with the
74
QUESTION -5
RESPONDENTS PERCENTAGE
Yes
51
81%
No
9
14.3%
Maybe
3
4.8%
INTERPRETATION
Out of 63 responses, 81% people agree that the top management involve employees in the management
decisions, 14.3% people disagree that the top management does not involve employees in the
management decisions and 4.8 % people are not sure that the top management involve employees in the
management decisions.
From the above analysis we can say that 81% people agree that the top management involve employees
in the management decisions.
75
QUESTION -6
RESPONDENTS PERCENTAGE
Yes
50
80.6%
No
12
19.4%
INTERPRETATION
Out of 63 responses, 80.6% people agree that the organization provide satisfactory salary according to
the work and 19.4% people disagree that the organization does not provide satisfactory salary
according to the work.
We came to know that maximum people agree that the organization provide satisfactory salary
according to the work.
76
QUESTION -7
RESPONDENTS PERCENTAGE
Yes
50
79.4%
No
13
20.6%
INTERPRETATION
Out of 63 responses, 79.4% people agree that they have necessary authority to perform the duty
effectively, 20.6% people disagree that they do not have necessary authority to perform the duty
effectively.
From the above analysis we came to know that 79.4% people agree that they have necessary authority
to perform the duty effectively.
77
QUESTION -8
RESPONDENTS PERCENTAGE
Yes
51
81%
No
12
19%
INTERPRETATION
Out of 63 responses, 81% people agree that the organization organize the counselling program for the
employee but 19% people disagree that the organization does not organize any counselling program
for the employee.
We came on the conclusion that the organization organize the counselling program for the employee.
78
QUESTION -9
RESPONDENTS
PERCENTAGE
Strongly Agree
45
71.4%
Agree
5
7.9%
Neutral
6
9.5%
Disagree
4
6.3%
Strongly Disagree
3
4.8%
INTERPRETATION
Out of 63 responses, 71.4% people strongly agree that there are good career prospects in the
organization, 7.9% people strongly agree that there are good career prospects in the organization, 9.5%
people have neutral that there are good career prospects in the organization, 6.3% people disagree that
there are good career prospects in the organization and 4.8% people strongly disagree that there are
good career prospects in the organization.
From the above analysis we came to know that 71.4% people strongly agree that there are good career
prospects in the organization.
79
QUESTION -10
RESPONDENTS PERCENTAGE
Yes
51
81%
No
12
19%
INTERPRETATION
Out of 63 responses, 81% people agree that the organization prove medical facility to the employees
but 19% people disagree that the organization prove medical facility to the employees.
We came on the conclusion that maximum people agree that the organization prove medical facility to
the employees.
80
QUESTION -11
RESPONDENTS PERCENTAGE
Yes
50
79.4%
No
13
20.6%
INTERPRETATION
Out of 63 responses, 79.4% people agree that they get a chance to learn while working in the
department but 20.6% % people disagree that they get a chance to learn while working in the
department.
From the above analysis we came to know that maximum people agree that they get a chance to learn
while working in the department.
81
QUESTION -12
RESPONDENTS PERCENTAGE
Yes
49
81.7%
No
11
18.3%
INTERPRETATION
Out of 63 responses, 81.7% people agree that they are often appraised for the performance, but 18.3%
people disagree that they are not often appraised for the performance.
We came to know that, 81.7% people agree that they are often appraised for the performance.
82
QUESTION -13
RESPONDENTS
PERCENTAGE
Strongly Agree
47
74.6%
Agree
6
9.5%
Neutral
4
6.3%
Disagree
3
4.8%
Strongly Disagree
3
4.8%
INTERPRETATION
Out of 63 responses, 74.6% people strongly agree that they are satisfied with the equipment and
material that they get at the workplace, 9.5% people agree that they are satisfied with the equipment
and material that they get at the workplace, 6.3% people are neutral that they are satisfied with the
equipment and material that they get at the workplace, 4.8% people disagree that they are satisfied
with the equipment and material that they get at the workplace and 4.8% people strongly disagree that
they are satisfied with the equipment and material that they get at the workplace.
Hence, we came to know that 74.6% people strongly agree that they are satisfied with the equipment
and material that they get at the workplace.
83
QUESTION -14
RESPONDENTS PERCENTAGE
Yes
49
81.7%
No
11
18.3%
INTERPRETATION
Out of 63 responses, 81.7% people agree that they get opportunities to express their views opinions
and problems during discussion with supervisors at work place but 18.3% people disagree that they do
not get opportunities to express their views opinions and problems during discussion with supervisors
at work place.
We came to know that 81.7% people agree that they get opportunities to express their views opinions
and problems during discussion with supervisors at work place.
84
QUESTION -15
RESPONDENTS
PERCENTAGE
Strongly Agree
45
71.4%
Agree
5
7.9%
Neutral
6
9.5%
Disagree
4
6.3%
Strongly Disagree
3
4.8%
INTERPRETATION
Out of 63 responses, 71.4% people strongly agree that they spent a part of their day dreaming about
the better job, 7.9% people agree that they spent a part of their day dreaming about the better job, 9.5%
people have neutral response that they spent a part of their day dreaming about the better job, 6.3%
people disagree that they do not spent a part of their day dreaming about the better job and 4.8%
people strongly disagree that they do not spent a part of their day dreaming about the better job.
From the above analysis we came on the conclusion that 71.4% people strongly agree that they spent a
part of their day dreaming about the better job.
85
CHAPTER-6
FINDINGS
86
FINDINGS
• In this research is based on the pure and practical facts which the HR
personnel’s deal with in their daily work routine, either it is regarding to
salary issues, personal issues or regarding any form of change in that staff’s
own contracts or anything regarding to job and organizations requirements.
• The employees feel that they are comfortable working with the current HR
policies of the company.
• L&T financial services choose the both external and internal sources of
recruitment for choosing the best candidate for the profile.
• Give proper time for all the candidates in recruitment and Selectionprocess.
• Candidates are very satisfied with their organization providing
development programs and career focus
87
CHAPTER-7
CONCLUSION
88
CONCLUSION
• An effective recruitment and selection process reduces turnover, we also
get much better results in our recruitment process if we advertise specific
criteria that are relevant to the job. Include all necessary skills, andinclude
a list of desired skills that are not necessary but that would enhance the
candidate's chances.
• If we fail to do this, we might end up with a low-quality pool of candidates
and wind up with limited choices to fill the open position. When we choose
a candidate based upon the qualifications demonstrated in the resume, the
interview, employment history and background check, we will land the
best fit for the position. Based on our decisions about a specific candidate
upon specific evidence rather than any gut instincts.
• If we hire people who can do the job instead of people we merely like, we
will have higher productivity and quality in our products or services.
(Kevin Johnston 2017) The recruitment and selection process is the time
we not only identify a candidate who has the experience and aptitude todo
the job that we are looking to fill, but also to find someone who shares and
endorses our company’s core values.
89
CHAPTER-8
RECOMMENDATION
90
RECOMMENDATION
From the findings, I can suggest following things to the L&T Financial services.For the more
effectiveness of recruitment and selection process and HR policies.
• Recruitment must be done by analysing the job profile, which will makeit
easier and will be beneficial from the company’s point of view.
• More emphasis should be given on internet and advertisement so that more
and more candidates apply for the jobs and it will be easy to find the right
employee among them.
• The recruitment and selection procedure should not be too lengthy and time
consuming.
• Provide training to all employees so that they get better knowledge skills
and attitude.
• Company should amend some parts of their HR policies for better
effectiveness.
91
CHAPTER-9
BIBLIOGRAPHY
92
BIBLIOGRAPHY
WEBSITES-
www.ltfs.com
http://www.hrmguide.com/
http://recruitment.naukrihub.com/
www.smartrecruiters.com/resources/glossary/recruitment/
https://www.tutorialspoint.com/.../recruitment_process.htm
BOOKS –
• Aswathapa, “Human Resources Management” tata Mcgraw hill
• publishing company limited.
• Shashik Gupta , Human Resources Management Kalyani Publisher.
93
• C R Kothari Research Methodology.
• H R Journal of Management .
• E – Recruitment and Human Resources Management in the flat world by
Dr. Ankita Jain
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CHAPTER-10
ANNEXURE