Study On Employee Satisfaction On The Process Of Recruitment And Selection

e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science ( Peer-Reviewed, Open Access, Fully Refereed International Journal ) Volume:03/Issue:12/December-2021 Impact Factor- 6.752 www.irjmets.com 7) Medical/Physical examination: Once a commitment to prolong an offer of employment has been made, the next step of the procedure is to undergo a medical/physical examination. This is a tool to determine an applicant's physical fitness for complicated requirements work functions. 8) Final/ permanent job offer: Candidates that accomplish the subsequent phases completely are now allowed to enroll for the potential employee. The manager in charge of the program where the opening appears should make the final hiring selection. Employee Satisfaction: Employee satisfaction can be defined as a delightful favorable emotional situation arising from a realistic evaluation of one's job or work accomplishments. It relies on the notion that one's job serves or supports the realization of one's primary objective values, and to the measure that these beliefs are aligned with one's necessities, - Locke observes (1976). Employee satisfaction, often known as work satisfaction, applies to how happy or pleased employees are with their jobs. An employee satisfaction survey is commonly used to determine employee satisfaction. Compensation, workload, management perception, adaptability, teamwork, skills, and other factors affecting employee satisfaction may be addressed in these surveys. 1) Personal factors: Employees' education, sex, age, marital status, personal attributes, family history, and economic class are among them. 2) Factors that inherent in the job: These factors has lately being researched and discovered for being essential in employee selection. Rather than being driven by their coworkers and bosses, talented professionals would want to be directed by their own instincts to choose employment based on "what they have to perform. 3) Factors that are controlled by management: Management has power over the kind of supervising, work satisfaction, type of workplace environment, and accounting for all expenses, as well as advancement opportunity, transfer policies, work duration, and sense of responsibility. All of these circumstances have a substantial impact on the workers. These elements motivate employees and instill a sense of job pleasure. II. LITERTAURE REVIEW Prajwal Kaushik (2019) in the research paper titled “E-Recruitment and Research on Employee satisfaction” is examined and the objective is to conduct a survey and interpret the current trends relative to the employee status and their satisfaction with their jobs using questionnaire and secondary sources. After conducting statistical analysis such as Descriptive analysis and sampling analysis, Anova, Co-relation variables like Employee satisfaction, e-recruitment were considered. The study concluded that, job Satisfaction of an Individual is only partially dependent on Salary It is more dependent upon type of industry, location, Qualification. Ombui Kepha, Elegwa Mukulu, Gichuhi, A Waititu (2012) in the research paper titled “The Influence of Recruitment and Selection on the Performance of Employees in Research Institutes in Kenya” is examined and the objective is to determine how recruitment and selection influence employee performance, using questionnaire and secondary sources. After conducting statistical analysis such as REGRESSION, CORELATION, PEARSON CO-RELATION variables like employee performance model, and employee performance were considered. The study concluded that, recruitment and selection appeared to be insignificant, but was nonetheless retained since it was found to have a positive influence on the performance of employees. Md. Atikur Rahaman (2016) in the research paper titled “ Employees' Perception of Recruitment and Selection Practices in Local Companies “ is examined and the objective is to to analyze the perception of the employees about Recruitment and Selection procedureof an organization using questionnaire and other secondary sources. After conducting statistical analysis such as simple percentage analysis variables like Employee satisfaction, Vacancy, Recruitment were considered. The study concluded that, employees in the companies were satisfied but changes are required according to the changing scenario of recruitment process that has a great impact on working of the company. C.S Gautham Chakravarthy, Selva Kumar (2012) in the research paper titled “A study on Recruitment and selection process in Jiffy solution Chennai” is examined and the objective was to study the effectiveness of recruitment and selection process in the organization using questionnaire and using secondary data and the research design used was descriptive research design. After conducting statistical www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [756]

e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science ( Peer-Reviewed, Open Access, Fully Refereed International Journal ) Volume:03/Issue:12/December-2021 Impact Factor- 6.752 www.irjmets.com analysis such as CHI- SQUARE, PERCENTAGE, WEIGHTED AVERAGE METHOD variables like human resource planning, interview and other variables were considered. The study concluded that, the company sources of recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Thiruvenkatraj T R, Nirmal Kumar R (2018) in the research paper titled “A study on recruitment and selection process” is examined and the objective is study the organization to identify the area of problem and suggest way to improve the recruitment and selection process using questionnaire and other secondary sources. After conducting statistical analysis such as PERCENTAGE ANALYSIS and CHI-SQUARE TEST is considered. The study concluded that, the employer should judge on individual merits andset the same standards for all. OBJECTIVE OF THE STUDY: 1) To study the recruiting and selection practices and various sources adopted in theorganization. 2) To analyze the satisfactory level of the employees with regards to Recruitment and Selection process. III. RESEARCH METHODOLOGY The study is descriptive research. When the researcher communicates with the respondents, be it through a census or an interview, descriptive research is used to acquire the essential information. The methodology is based on the primary data and secondary data. Primary data comprising of a structured questionnaire and secondary sources collected from Journals, newspapers, articles etc. The data analysis is conducted using SPSS with the total sample size of 100 collecting the responses from the employees in the organization. Different statistical tools such as descriptive statistics, Chi-squaretest, Anova and correlation is involved. IV. RESULTS AND DISCUSSION Table 1: Distribution of study subjects by characteristics SL No CHARACTERISTICS 1 Gender 2 Age 3 Education 4 Annual Income 5 Stages involved ininterview 6 7 www.irjmets.com Approach of interview Sources Used GROUPS Male Female 18-25 25-30 30-35 12th Graduate Post graduate 2-5 lakh 5-7 lakh Above 7 lakh Less than 2 lakh 1 2 3 4 Aggressive Casual N/A Negative Serious & positive Both External FREQUENCY 31 69 72 27 1 8 52 40 47 12 3 PERCENTAGE 31.0 69.0 72.0 27.0 1.0 8.0 52.0 40.0 47.0 12.0 3.0 38 38.0 9 27 47 17 1 42 1 2 9.0 27.0 47.0 17.0 1.0 42.0 1.0 2.0 54 54.0 67 16 67.0 16.0 @International Research Journal of Modernization in Engineering, Technology and Science [757]

e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science ( Peer-Reviewed, Open Access, Fully Refereed International Journal ) Volume:03/Issue:12/December-2021 Impact Factor- 6.752 www.irjmets.com 8 9 External recruitment Internal recruitment Internal Advertisements Campus recruitment Employmentreferral Others Job portal Walk-in interviews Demotion Employee referral Promotion Transfers 17 5 17.0 5.0 27 27.0 4 1 32 4.0 1.0 32.0 31 31.0 3 3.0 32 32.0 52 13 52.0 13.0 Table 2: Level of Satisfaction by the employees on: SL No 1 2 3 4 www.irjmets.com CHARACTERISTICS Recruitment Process Selection Process Satisfaction at work Overall Satisfaction GROUPS FREQUENCY PERCENTAGE Very satisfied 18 18.0 Satisfied 34 34.0 Neutral 32 32.0 Dissatisfied 11 11.0 Very dissatisfied 5 5.0 Very satisfied 21 21.0 Satisfied 36 36.0 Neutral 29 29.0 Dissatisfied 11 11.0 Very dissatisfied 3 3.0 Very satisfied 22 22.0 Satisfied 33 33.0 Neutral 32 32.0 Dissatisfied 9 9.0 Very dissatisfied 4 4.0 Very satisfied 20 20.0 Satisfied 38 38.0 Neutral 30 30.0 Dissatisfied 5 5.0 Very dissatisfied 7 7.0 @International Research Journal of Modernization in Engineering, Technology and Science [758]

e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science ( Peer-Reviewed, Open Access, Fully Refereed International Journal ) Volume:03/Issue:12/December-2021 Impact Factor- 6.752 www.irjmets.com CHI-SQUARE Results: Table 3: Between gender and the sources of recruitment and selection used: Asymptotic Value df Significance(2sided) Pearson Chi-Square 13.986a 4 .007 Likelihood Ratio 11.786 4 .019 N of Valid Cases 100 From the above chi-square test table, we can interpret that the test value 0.007 is lesser than 0.05 at 95% confidence level. Hence, we can conclude that, there is a significance difference in association with sources of recruitment and selection used in the organization classified based on gender. Table 4: Between gender and overall recruitment and selection satisfaction level: Asymptotic Value df Significance(2sided) 8.693a 8 .369 Likelihood Ratio 8.129 8 .421 N of Valid Cases 100 Pearson ChiSquare From the above chi-square test table, we can interpret that the test value 0.369 is greater than 0.05 at 95% confidence level. Hence, we can conclude that, there is no significance difference in association with the overall satisfaction level on recruitment and selection process handled in the organization classified based on gender. CORRELATION Results: Table 5: Between gender and satisfaction level at work Correlations How satisfied are you at Pearson Correlation Gender How satisfied are youat work? Gender work? 1 .173 Sig. (2-tailed) .085 N 100 100 Pearson Correlation .173 1 Sig. (2-tailed) .085 N 100 100 From the above correlation test table, we can interpret that the correlation value is 0.173 which shows that there is moderately positive correlation between the gender and the satisfaction levelat work. ANOVA Results: Table 6: Satisfaction level between gender and recruitment process handled in the organization: ANOVA How satisfied are you with the recruitment process handled in your organization? www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [759]

e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science ( Peer-Reviewed, Open Access, Fully Refereed International Journal ) Volume:03/Issue:12/December-2021 Impact Factor- 6.752 www.irjmets.com Sum of Squares df Between Groups 2.852 1 2.852 Within Groups 110.138 98 1.124 Total 112.990 99 MeanSquare F Sig. 2.537 .114 From the above anova test table, we can interpret that the test value 0.114 is greater than 0.05 at 95% confidence level. Hence, we can conclude that, there is no significance mean square difference in association between the recruitment process handled in the organization and gender. Table 7: Satisfaction level between gender and the selection process handled inthe organization: ANOVA How satisfied are you with the selection process handled in your organization? Sum of Squares df Between Groups 3.060 1 3.060 Within Groups 102.730 98 1.048 Total 105.790 99 MeanSquare F Sig. 2.919 .091 From the above anova test table, we can interpret that the test value 0.091 is greater than 0.05 at 95% confidence level. Hence, we can conclude that, there is no significance mean square difference in association between the gender and the selection process handled in the organization. Table 8: Satisfaction level between gender and overall recruitment and selection process handled in the organization. ANOVA Considering the factors, in accordance with the recruitment and selection process, how would you rate your satisfaction level in this organization? Sum ofSquares df MeanSquare Between Groups .643 1 .643 Within Groups 115.547 98 1.179 Total 116.190 99 F Sig. .546 .462 From the above anova test table, we can interpret that the test value 0.462 is greater than 0.05 at 95% confidence level. Hence, we can conclude that, there is no significance mean square difference in association between the gender and the overall satisfaction on recruitment and selection handled in the organization. V. FINDINGS 1) From the chi-square analysis conducted, we can say that there is a significance difference in association with source of recruitment classified based on gender. 2) From the chi-square analysis conducted, we can say that there is no significance differencein association with satisfaction on overall recruitment and selection process classified basedon gender. 3) From the correlation analysis conducted, we can say that there is a moderately positive correlation between gender and the satisfaction level on work. 4) From the anova analysis conducted, we can say that there is no significance mean difference between gender and the satisfaction level on recruitment process. 5) From the anova analysis conducted, we can say that there is no significance mean difference between gender www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [760]

e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science ( Peer-Reviewed, Open Access, Fully Refereed International Journal ) Volume:03/Issue:12/December-2021 Impact Factor- 6.752 www.irjmets.com and the satisfaction level on selection process. 6) From the anova analysis conducted, we can say that there is no significance mean difference between gender and the overall satisfaction level on recruitment and selection process. VI. RECOMMENDATIONS The Study on satisfaction level on recruitment and selection was satisfactory. The organization should improve their techniques/ the processes in recruitment and selection. When integrating new technologies/business processes, should focus more on training and development of staff. The organization must try to devote more in staff development programs. They can devote more resources to enhancing staff infrastructure. VII. CONCLUSION The main aim of this study is to understand what the recruitment and selection methods that is conducted are and the satisfaction level on the organization’s recruitment and selection process undertaken in the organization. From the analysis we can conclude that most of the employees inthe organization were satisfied on the recruitment and selection process. A handful of start-ups are entering the IT sector as a result of the growing influence of globalization on the product and IT consultancy industries. In such a fast-paced market, the services they provide must concentrate on keeping up with emerging technologies and developing new products and services by improving their quality standards. A study on employee satisfaction on the process of recruitment and selection was conducted and it has helped me understand the satisfaction level of the employees in the organization. Various tests were conducted using statistical tools like descriptive analysis, cross tabulation and chi-square test. The management has to improve the recruitment and the selection process in the organization to improve its standard level and to achieve more qualified employees in the organization. Having an unsatisfied employee working in the organization may disturb organization’s health and the employee’s personal health. The study achieved the research objectives of identifying the numerous sources employed in the organization as well as the satisfaction level with the company'srecruitment and selection procedure. VIII. REFERENCES [1] C. R. Kothari. “Research Methodology”, Methods and Techniques, Wishma Prakashan, New Delhi. [2] Ekwoaba J., Ikeije ugochukuy (2015), “The impact of recruitment and selection criteria on organization performance”, Global journal of human resource Management [3] Fomunjong MG (2009), Recruitment and Selection, University of Gothenburg. [4] FX. Suwarto1 and Arief Subyantoro2 (2019), The Effect of Recruitment, Selection and Placement on Employee Performance, International Journal of Computer Networks andCommunications Security. [5] K. Ashwathappa(2010). Human Resource Management. New Delhi: Tata McGraw Hill Education Private Limited. [6] Malhotra MN (2014) A Study of the Recruitment and Selection process: SMC Global. Zenith International, Journal of Multidisciplinary Research. [7] Mr. Vibin geroge, Dr. K. Gunaseelaprabhu (2020), a study on recruitment and selection process with special reference to L&T technologies and services limited in Chennai. International Research Journal of Modernization in Engineering Technology and Science www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [761]

recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Thiruvenkatraj T R, Nirmal Kumar R (2018) in the research paper titled "A study on recruitment and selection process" is examined and the objective is study process. 3