APPLICATION OF MULTIPLE REGRESSION ANALYSIS TO STUDY THE PROCESS OF RECRUITMENT AT TCS-BPS, CHENNAI

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1 Volume 119 No , ISSN: (on-line version) url: APPLICATION OF MULTIPLE REGRESSION ANALYSIS TO STUDY THE PROCESS OF RECRUITMENT AT TCS-BPS, CHENNAI Dr. V. Vijayanand 1 Dr. C. Vijayabanu 2, Dr. V. Rengarajan 4 G. Nivas 5 & A. Prasad Faculty Members, School of Management, SASTRA University, Thanajvur &6 II-MBA Student, School of Management, SASTRA University, Thanajvur ABSTRACT This study is basically to understand the effectiveness of the and its process and organizational support for the better meant of the knowledge. The effectiveness of has become increasingly popular as a measure for identifying the Effectiveness and the process of in the organization and as a tool for developing process. There is little empirical research that substantiates the efficacy of in this organization. Here the researchers have taken individual factor upon growing up various variables and tried to find the relationship between the demographic factors and the individual factors. The researchers have applied some of the statistical tools like Percentage Analysis, Multiple Regression, and Correlation. Keywords: Effectiveness, Recruitment, Support, Knowledge I INTRODUCTION RECRUITMENT The process of finding and hiring the bestqualified candidate (from within or outside of an organization) for a new or existing job is known as process. The process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and adding the new employee to the organization. FFECTIVE RECRUITMENT PROCESS An effective process looks at both internal and external candidates. The organisation will not make the easier choice of hiring a less appropriate person simply because they are an internal candidate. Encourage current employees to recommend people for the job. According to a study by Development Dimensions International, the "Internet and employee referrals are the most popular and effective methods for recruiting." Spend time researching which advertising method will target the audience you are hoping to attract. THE IMPORTANCE OF RECRUITMENT AND SELECTION Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. When organisations choose the right people for the job, train them well and treat them appropriately, these people not only produce good results but also tend to stay with the organisation longer. In such circumstances, the organisation's initial and on-going investment in them is well rewarded. An organisation may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it requires. This is true across the whole spectrum of business activity e.g. schools, hospitals, legal practices, restaurants, airlines, and diesel engine manufacturers.. TYPES OF RECRUITMENT There are two types of Internal External Internal Recruitment It is a which takes place within the concern or organization. Internal sources of are readily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of in which employees can be invited and appointed to fill vacancies in the 2561

2 concern. There are situations when ex-employees provide unsolicited applications also. External Recruitment External sources of have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of include - Employment at factory gate, advertisements, employment exchanges, III CONCEPTUAL FRAMEWORK employment agencies, educational institutes, labour contractors, recommendations etc. II STUDY VARAIABLES The researchers have chosen demographic variables such as Age, Gender, Years of Experience, Educational Qualification and the Independent Variables Such as Effectiveness of, Recruitment Process, Organizational support, Training, Recruiters Opinion EFFECTIVENESS OF RECRUITMENT RECRUITMENT PROCESS DEMOGRAPHIC FACTORS ORGANISATIONAL SUPPORT RECRUITMENT TRAINING RECRUITERS OPINION IV STATEMENT OF THE PROBLEM In today s competitive work environment Recruitment plays an important role. Recruitment is a process of selecting people. In many organizations the recruiters are having less scope on practices. It is expected that of the candidates will be increased if the factors of practices expected by the recruiters are satisfied. Recruitment practices in the company are the very big challenge for them to implement and recruit the candidates properly. So this research paper has mentioned some recommendations and suggestions to improve the practices in the Organization. Henceforth the researcher made an attempt to study the process and its effectiveness. V OBJECTIVES OF THE RESEARCH To study the Recruitment process in the organisation To study the effectiveness of Recruitment and selection process To study the organisational support for the recruiter at the time of To find the recruiters opinion about the Recruitment Process of the organization VI LIMITATIONS The study is wholly concerned with the respondents (TCS recruiters) only The results are applicable to the study period only, since the study is a periodic study. The results are not generalised in nature. The results may vary according to the attitudes, perception and opinion of employees. VII RESEARCH METHODOLOGY: This study is mainly out of the analysis made from the data collected. The data were primary in nature with sample size of 100 which were collected from TCS recruiters of Chennai. Statistical tools for the analysis are Descriptive Analysis, Correlation and Multiple Regression. The questionnaire (data instrument) has reliability value of (72.4%) by applying Cronbach s Alpha Test. VIII LITERATURE REVIEW [1] The aim of this paper is to give an overall calculation of effectiveness of using internet to recruit and select people with the case reference to Tesco. For this research paper, empirical, theory building method is used. Online is effective in terms of saving cost of and selection. 2562

3 [2] The purpose of this paper is to investigate the dynamic issue of managerial for private industry. Personality and demographic variables and their relations are to be examined to determine the extent they exclusively influence the attraction of business professionals to managerial jobs in pretend position advertisements. [3] In the latest technology the web is an important section of the and job search process. It is very little known about how companies and job seekers use the web, and the ultimate effectiveness of this process. [4] This study focuses on the method of recruiting the people with the help of modern techniques. The main technique used in this paper is Internet of Things which is an emerging technique that makes the process easier. [5] indicates the Organization follows a glowingwell-defined policy. In many cases the company does return the employees for the expenses earned by them. It applied that the company has have all the databases fully computerized. All employees said that the company hires consultancy firms or agency for hiring candidates. [6] It also focus its concern to regulate how the and selection practices affect the organizational outcomes and provide some suggestions that can help to different companies located in different areas. [7] There is an evidence of Egyptian organisations using and selection practices which are framed specific and whether different practices are used for different types of job The responsibility for and selection is shared between HRM specialists and line management; and whether there is indication of increasing devolution of this responsibility to line managers. [8] This is the case of the procedures drawn in the firm literature on, and to what extent they trust on aware of methods. It finds little indication of the adoption of the optional systematic events and a high use of tried and trusted methods including word of mouth and the hiring of identified capacities. All the suggestions of this are examined. This methods have positive advantages, they may also give increase to a number of problems. [9] In this, the researcher has utilized the modern ways to recruit the people and also analysed the way of controlling this process. [10] The and selection strategies result in enhanced organizational consequences. possibility of this is to identify general practices that organizations use to recruit and select employees. [11] In this paper, the future scope of improving the talent of improving the needs in such a way to satisfy the process of. IX DATA ANALYSIS & INTERPRETATION Table No: 5 Correlation between Age and training programme S:NO VARIABLE R-VALUE SIG. RESULTS 1 Organization offers training programs for Positively recruiters to sharpen their skill set 2 Organization offer different methods of training 3 Training in our organization includes social skills 4 Company offer training program once in every quarter 5 Organization tries to make my job more interesting Source: Primary data ( at 5% level of significance) Negatively Negatively Negatively Positively Age and Organization offers training programs for recruiters to sharpen their skill set since P Value (.456) is greater than.05. It is also inferred that there is a Negative correlation between Age and Organization offer different methods of training since P Value (.785) is greater than.05. There is a Negative correlation between Age and Training in our organization includes social skills since P 2563

4 Value (.052) is greater than.05. It is inferred that there is a Negative correlation between Age and Company offer training program once in every quarter since P Value (.0841) is greater than.05. Finally, the table shows that there is a moderate positive correlation between Age and Organization tries to make my job more interesting since P Value (.029) which is less than.05 Table No: 6 Correlation between Years of Experience and Recruiters opinion S:N O VARIABLE R- VALU SIG. RESULT S information about E company at 1 Recruiters Positively the time of places right interviews person in the right job 4 The organization 2 The Positively is using satisfactory policy of the organization methods interview of is inclusive 5 Job and effective responsibiliti 3 Recruiters give Positively es and job description applicants a are clearly lot of defined Source: Primary data Correlation is significant at the 1 level (2-tailed) Positively Negativel y Experience and Recruiters places right person in the right job since P Value (.528) is greater than.05 there is a positive correlation between Experience and The policy of the organization is inclusive and effective since P Value (.026) Experience and Recruiters give applicants a lot of information about company at the time of interviews since P Value (.651) which is greater than.05. Experience and The organization is using satisfactory methods of interview since P Value (.466) which is greater than.05. there is a negative correlation between Experience and Job responsibilities and job description are clearly defined since P Value (-.069) which is greater than.05. Table No: 7 Correlation between Educational Qualification and effectiveness of Recruitment S:NO VARIABLE R- VALUE 1 innovative techniques in 2 Environmental factor affects 3 High quality candidates lessen employee turnover SIG. RESULTS Positively Negatively Positively - 4 Current practises helps to achieving the result 5 Vast scope of improvement in current process of hiring Source: Primary data Correlation is significant at the 1 level (2-tailed) Negatively Positively 2564

5 Educational qualification and High quality candidates lessen employee turnover since P Value (.601) is greater than.05 and There is a less Negative correlation between Educational qualification and Current practises helps to achieving the result (-.104) Table No: 8 Correlation analysis between individual factors S: NO FACTORS VARIABLE R-VALUE SIG. RESULTS 1 Vast scope of improvement in current process of hiring Organisation offer recognition for Positively 2 Vast scope of improvement Organisation doing in current process of hiring different kinds of 3 Vast scope of improvement Organisation helps to in current process of hiring reduce work at the time of 4 Recruiters places the right Process of is person in the right job effective in your organisation Source: Primary data Correlation is significant at the 1 level (2-tailed) Negatively Negatively Positively Recruiters places the right person in the right job and Process of is effective in your organisation since P Value (.000) is less than.05. Here Null hypothesis is accepted Vast scope of improvement in current process of hiring and Organisation helps to reduce work at the time of since P Value (.000) is less than.05. Here Null hypothesis is accepted. Vast scope of improvement in current process of hiring and Organisation doing different kinds of since P Value (.000) is less than.05. Here Null hypothesis is accepted there is a less positive correlation between Vast scope of improvement in current process of hiring and Organisation offer recognition for since P Value (.001) is less than.05 Here Null hypothesis is accepted Correlation between Vast scope of improvement in current process of hiring and Organisation support any pre-interview activities S. No Predictors Table No: 9 Un-standardized Coefficients of Regression Model Recruiters Opinion and Other Factors Un-standardized Coefficients Sig. Std. B Error (Constant) 06 Recruitment process 00 Source: Primary data * = significance at 5% level * (If the sig. of p is less than 5, and it indicates that the concerned factor is significant in the model) Hypothesis (H 0 ): There is no association between Effectiveness of and demographic Factors The above table shows that the predictor variables Recruiters Opinion (p<5) are statistically significant determinants towards Organizational Support Training Recruiters opinion R = R 2 = Independent factors. The researcher also found R and R 2 values of the model. The R value represents the simple correlation and is 0.666, which indicated a high degree of correlation between the study factors and recruiters opinion. The R 2 value indicated that (44.3%) of variance in dependent variable Demographic Factor, is explained by the independent variables. 2565

6 X RESULTS AND DISCUSSION Out of the total respondents 37% employees are Male respondents and remaining 63% Employees are Female respondents. 72% employees are comes under the category of age group, 27% employees are comes under the category of age group, and 1% employees are comes under the category of age group. Out of 100 respondents, 76% have 0-5 years of experience, 24% have 6-10 years of experience. Out of 100 respondents, 39% of respondents have finished under graduated and 61% of respondents have finished under post graduated. It is inferred that there is a moderate positive correlation between Age and Organization offers training programs for recruiters to sharpen their skill set. It is inferred that there is a Negative correlation between Age and Organization offer different methods of training. There is a positive correlation between Experience and The policy of the organization is inclusive and effective. XI RECOMMENDATIONS It is observed that, the selected Organization have satisfied all the procedures of. To motivate the employees; the organization have to plan to offer incentives of both monetary and non-monetary benefits to employees. It is suggested that the organization has to follow the existing and selection policies in future also. It is suggested that the organization should give equal importance to external sources like agencies, references etc. in order to get the desired & required employees. It is suggested that the organization has to encourage the fresher s based on their skills, along with the experienced candidates. Finally it is suggested that the organization has to adopt latest interview techniques to recruit the prospective candidates XII CONCLUSION The study reveals that the process offered in TCS is very much effective. The HR manager of the selected organization have to focus on selecting the right persons through other sources like campus,placements, sourcing, walk-in, consultancy etc. The selection is done by evaluating the candidate s skills, knowledge and abilities which are highly required to the vacancies in the organisation Even the Organization Support the Recruiters well at the time of. XIII REFERENCES [1] Aakash Gopalia (1995) Effectiveness of Online Recruitment and Selection Process [2] Alonzo Johnson, Paul A. Winter, Thomas G. Reio Jr, Henry L. Thompson, Joseph M. Petrosko, (2008) "Managerial : the influence of personality and ideal candidate characteristics", Journal of Management Development, Vol. 27 Iss: 6, pp [3] Bernard J. Jansen, Karen J. Jansen, Amanda Spink, (2005) "Using the web to look for work: Implications for online job seeking and recruiting", Internet Research, Vol. 15 Iss: 1, pp [4] Fiandrino, C., Kantarci, B., Anjomshoa, F., Kliazovich, D., Bouvry, P., & Matthews, J. (2016, December). Sociabilitydriven user in mobile crowdsensing internet of things platforms. In Global Communications Conference (GLOBECOM), 2016 IEEE (pp. 1-6). IEEE. [5] Geeta Kumari, Jyoti Bhat and K. M. Pandey, Member, IACSIT international Journal of Innovation, Management and Technology, Vol.1, No. 4, October 2010 ISSN: [6] Ghada El Kot, Mike Leat, (2008) "A survey of and selection practices in Egypt", Education, Business and Society: Contemporary Middle Eastern Issues, Vol.1 Iss: 3, pp [7]MarilynCarroll,MickMarchington, JillEarnshaw, StephenTayl or,(1999)"recruitment in small firms Processes, methods and problems", Employee Relations, Volume 21,Issue3,pp [8] Odhner, L., & Asada, H. (2010, May). Scaling up shape memory alloy actuators using a control architecture. In Robotics and Automation (ICRA), 2010 IEEE International Conference on (pp ). IEEE. [9]Paola Spagnoli, Antonio Caetano, (2012)"Personality and organisational commitment: The mediating role of job satisfaction during socialisation", Career Development International, Vol.17 Iss:3, pp [10]Sudhamsetti.NaveenSuccessful,Volume15,Issue5(Jan.2014), AStudy On Recruitment & Selection Process With Industries, and selection practices. [11] Zhang, W., & Zhou, C. (2012, April). How to enhance effectiveness of Internet of enterprises. In Consumer Electronics, Communications and Networks (CECNet), nd International Conference on (pp ). IEEE. Acknowledgement: Researchers would like to thank Ms. Swathi, II Year student of MBA for data collection and other support in this work. 2566

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