A Study on Recruitment at HBL Power Systems Limited

Transcription

1 A Study on Recruitment at HBL Power Systems Limited M.Bala Swetha Dept. of Business Administration Malla Reddy Engineering College (Autonomous) Maisammaguda, Secunderabad Dr. K. Anil Kumar Associate Professor and Head of the Department Dept of Management Studies Malla Reddy Engineering College (Autonomous) Maisammaguda, Secunderabad ABSTRACT The Purpose of this study is mainly focused on the Recruitment process of HBL Power Systems Ltd. It helps to find out the effectiveness of the recruitment process and find the ways to improve human resource planning and development. The study obtained information from HR Manager, HR Executive and other employees related to HR Team and also includes supervisors and operators through the use of questionnaire. The results that indicate advertizing the job vacancies in a job portal (Naukri.com) and the employee references plays a major role in recruiting the best suitable candidates and it was analyzed that of recruitment process helped in improving the employee performance and also the study revealed that the recruitment process are also categorized with many difficulties. Recommendations made by the employees working in an organization will be treated fairly during the recruitment process. KEY WORDS: Recruitment, employee efficiency, recruitment process. REVIEW OF LITERATURE Parry & Wilson (9) stated that the Recruitment practices and activities done in an organization in order to identify the potential employees. As success of service sector as in case of civil aviation industry depends upon the human capital, recruitment & selection of the right people into the service business is crucial to achieve organizational success (Zheng, 9). Raymond J. Stone (5) in the fifth edition of his book Human Resource Management defines recruitment as the process of seeking and attracting a pool of applicants from which qualified candidates for job vacancies within an organization can be selected. Josh Bersin as an analyst of corporate HR According to the Josh Bersin the corporate talent networks growth and social media promoting the employment brand. Now a days the companies are making the corporate relationships with the management to build up their talent so that it leads to the source of attracting the candidates and partners. And the social sourcing of corporate HR made LinkedIn as recruitment tool in order to evaluate the candidates easily. Most of the companies focused on training the candidates In order to improve the productivity of the company. Josh Bersin has given an example of IBM that focused on customizing tools of assessment and every company uses their own layout to evaluate the candidates. He further added experienced candidates who can ruins your company s image and it will affect the goodwill of the company which creates bad image regarding the company therefore the candidates will have bad impression about the company in their minds M.Bala Swetha, Dr. K. Anil Kumar

2 He included that these days many consultancies are working behalf of the company for recruiting the candidates. This helps in saving the precious time of the organization. HR should be aware of hiring right candidate, if he/she fails to hire the right candidate it would be the major loss to the organization. (Josh Bersin Forbes Article 13) Top 5 trends 16 of Recruiting (By Maurer R. 16) Maurer stated that finding new talent and bringing them to the company remains as a problem for the company because the candidates find better jobs with better income and growth opportunities, First trend is to improve information of the company for the external candidates because insufficient information of the company can mislead the external applicants. Second trend is to eradicate the old methods of recruitment and create a friendly connection between the organization and the candidates. Third trend is to motivate the employees within the organization and focus on the internal employees for hiring as internal hiring cost is low compared to external hiring and also the internal employee will be familiar with the company policies and procedures. Fourth trend on the online application of jobs so that it saves their time and the candidates will have the clear communication with the company and it will make easy for the candidates to apply. Fifth trend is focused on the technology will continue grow this year with slow pace. Objectives of the study To study and analyze the current trend followed by companies to recruit candidates To study and analyze the rounds of interview conducted at HBL Power Systems ltd. To know the recruitment sources used by HBL Power Systems ltd. Research Methodology Primary data: The information gathered directly from the company in a required manner is called primary data. Example: questionnaire, interview and through observation. Secondary data: Data for the study was collected through secondary source i.e. records of HBL Power systems ltd and by discussion with the staff and HR manager.websites like HBL Power Systems LTD. official site, some other sites are also searched to find data. Research and Design 1. Research method : Survey 2. Data collection method:- Primary source : Structured close ended questionnaires Sampling plan : Size 1 Procedure : Simple random sampling Unit Profile HBL Power Systems Ltd is a listed Indian company, in business since 1977, with a focus on engineered products and services. Our initial business strategy was to identify technology gaps in India that the company could fill by 'indigenous efforts'. The first products selected and successfully developed were Aircraft batteries - eventually leading to HBL offering the worlds widest range of specialized batteries. Our expertise in batteries generated opportunities and ideas to diversify 1299 M.Bala Swetha, Dr. K. Anil Kumar

3 The company moved into new businesses and markets that utilize our batteries, such as industrial electronics, defense electronics, and railway electronic signaling. Recent diversification, leveraging the companies engineering strengths, has led to new businesses in precision manufacturing, spun reinforced concrete and 'green' technology products. Our success has been built serving some of the world's most demanding customers and applications. We would value your opportunity to serve your business. HYPOTHESIS H : There is no significant difference between Employee efficiency and Recruitment H 1 : There is a significant difference between Employee efficiency and Recruitment DATA ANALYSIS 1) Did you learn enough about the position during the recruitment process? SOURCES Strongly Agree 36 Agree 32 Neutral 12 Disagree 15 Strongly Disagree 5 Total 1 RESPONSE RESPONSE Strongly Agree Agree Neutral DisagreeStrongly Disagree According to the survey it is clearly that 36% of the respondents strongly agree that they learn more regarding the position in the recruitment process and 32% agree with that and 12% are neutral and 15% disagree and 5% are strongly against to it. 2) Was the interview that you were called for relevant to your skills and qualification? Yes 75 No 2 Somewhat relevant 23 Total 1 13 M.Bala Swetha, Dr. K. Anil Kumar

4 8 6 4 Yes No Somewhat relevant According to the survey on how interview are relevant to your skills and knowledge 75% said Yes and only 2% said No and 23% of employees have given as somewhat relevant. 3) Does the company reimburse the travelling cost incurred by candidates appearing for interview? Yes 5 No 95 Total Yes No According to the survey 95% of candidates have given No because the company will not provide any travelling cost incurred by the candidate appearing for an interview. 4) Out of the following sources, how did you learn about our job opening? Check all that applies. Friends/Family 35 Job portals 45 Company website 5 Internal job posting 15 Total M.Bala Swetha, Dr. K. Anil Kumar

5 Friends/Family Job portals Company website Internal jobposting According to the survey on the source of learning about the job 45% of the candidates are known by job portals and 35% are from friends /family, 15% from internal job posting and 5%from company website. Hypothesis test employee efficiency Recruitment Strongly agree Agree Neutral 5 3 Strongly disagree 15 8 disagree 1 5 Total Strongly agree Agree Neutral Strongly disagree disagree employee efficiency recruitment Source of Variation SS df MS F P-value F crit Rows Columns Error Total M.Bala Swetha, Dr. K. Anil Kumar

6 From the above analysis it is found that the calculated value f is of freedom v1=4,v3=4 the table value is 6.38 hence calculated value is greater than the table value 3.5>6.38 From the above analysis it is found that the calculated value f of freedom v2=1,v3=4 the table value is 7.7 hence Analyzed data less than the table value.4<7.7 Hence the Analyzed data is greater than the table value therefore we accept alternative hypothesis and reject null hypothesis FINDINGS Most of the employees are satisfied regarding the learning of the position at the recruitment process Majority of the employees accepted that the interviews are related to their skills and qualifications Most of the employees said No that the travelling cost will not be given by the company Mostly candidates use job portals for knowing about the job openings. Conclusion: Recruitment is the process of attracting, short listing, selecting and appointing suitable candidates from labour market. This study I found that there exist a relationship between recruitment and employee efficiency. This study mainly concentrated on the efficiency of the employee and recruitment process and it is found that the employee skills and qualifications are very important to face the interview. REFERENCES: WORK BY KORSTEN (3) AND JONES ET AL. (6): WORK BY ALAN PRICE (7): WORK BY HILTROP (1996): Human Resource Management- ASHWATHAPPA 133 M.Bala Swetha, Dr. K. Anil Kumar