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Narasaraopeta engineering college

Project topic On

Recruitment and selection

In Jocil.Ltd

Project report

Signature of guide:

Signature of student:INTRODUCTION TO HUMANRESOUECE

MANAGEMENT

Meaning and definition : Human resource management is very important element in every area of the organization .the organization may be small, big, or medium what ever it may be the human resource is very important.

The resources which are utilized by the man power that should be called as human resources.

In the organization or business units the man power or human resource can be divided as top level managers, employees, & workers.

Function of human resource management :

The function of human resource management is divided into two parts they are as follows.

Managerial functions Operational functions

Managerial functions : 1. Planning

2. Organizing 3. Directing

4. Controlling

Planning : planning is define as the estimation of future . Organizing : organizing is define asDirecting : Controlling :

Operational functions: The operational functions are as follows

Recruitment and selection Human resource development Compensation Adopting recent trends Develop internal & external relations

Recruitment and selection: it is the first operative function of human resource management. Recruitment is concerned with securing and employee the people in other hand employeement of human resources.

Human resource development: Human resource development is nothing but training and development of the human resource; it includes job analysis job satisfaction, job specification, and job orientation.

Compensation: we can compensate same particular amount for their work. It is nothing but salary fixation.

Develop internal & external relations: the human resources who are Worked in the organization sector they have to maintain same good relations with internal and external employees for organizational Development self development.

Recent trends in human resources: the human resources management can be adopted some recent trends like changes in recruitment process, changes in training process.

These are the important functions of human resources management.

Recruitment and selection is one of the important functions of the operational functions.

This we can study briefly in the following

Meaning Of RecruitmentAccording to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES:

PLANNED

I.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs

Purpose & Importance Of Recruitment

Attract and encourage more and more candidates to apply in the organisation.

Create a talent pool of candidates to enable the selection of best candidates for the organisation.

Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment Process

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

• Posts to be filled• Number of persons• Duties to be performed• Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Sources of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment

1. TRANSFERSThe employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

External Sources Of Recruitment

1. PRESS ADVERTISEMENTSAdvertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTESVarious management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIESSeveral private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

5. EMPLOYMENT EXCHANGESGovernment establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

6. LABOUR CONTRACTORSManual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

7. UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

8. EMPLOYEE REFERRALS / RECOMMENDATIONSMany organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

9. RECRUITMENT AT FACTORY GATEUnskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organization are:

FACTORS AFFECTING RECRUITMENT

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organisation are:

1. RECRUITMENT POLICYThe recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

2. HUMAN RESOURCE PLANNINGEffective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

3. SIZE OF THE FIRMThe size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. COST

Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSIONOrganization will employ or think of employing more personnel if it is expanding it’s operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organisation. The major external forces are:

1. SUPPLY AND DEMANDThe availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKETEmployment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILLImage of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBA’s when many finance companies were coming up.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENTVarious government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be

the best performers. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATEOne of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORSThe recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors.

Recruitment Policy Of a Company

In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for Implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organizations

Recruitment costs and financial implications.

Difference between Recruitment and Selection

Both recruitment and selection are the two phases of the employment process. The differences between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation where as selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation where as the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply where as selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources where as selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment selection results in a contract of service between the employer and the selected employee.

Selection Process - Choosing the Right Candidate

Selecting a suitable candidate can be the biggest challenge for any organization.

According to Dale Yoder - "Selection is the process in which candidates for employment are divided into 2 classes - those who are to be offered employment and those who are not."

The success of a sales organization largely depends on its staff. Selection of the right candidate builds the foundation of any organization's success and helps in reducing turnovers.

Though there is no fool proof selection procedure that will ensure low turnover and high profits, the following steps generally make up the selection process for the right sales personnel -

Pre Interview Screening & Preliminary Interview

This is generally the starting point of any employee selection process. Pre Interview Screening eliminates unqualified applicants and helps save time. Applications received from various sources are scrutinized and irrelevant ones are discarded. A preliminary Interview may be conducted as well.

Application Form

A candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal application form. Such a form is designed in a way that it records the personal as well professional details of the prospective sales employee.

Personal Interview

Most sales managers believe that the personal interview is an absolute 'MUST'. It helps them in obtaining more information about the prospective employee. It also helps them in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc. In some Companies, the selection process comprises only of the Interview.

Checking References

Most application forms include a section that requires prospective candidates to put down names of a few references. References can be classified into - former employer, former customers, business references, reputable persons. Such references are contacted to get a feedback on the person in question including his behaviour, skills, conduct etc.

Credit Checks

Many Companies check the financial condition of a prospective employee. If a person faces the burden of heavy loan or debt, a prospective employer would want to know that.

Tests

Different types of tests are conducted to evaluate the capabilities of an applicant, his behavior, special qualities etc. Separate tests are conducted for various types of jobs.

Physical Examination

If all goes well, then at this stage, a physical examination is conducted to make sure that the candidate enjoys sound health and does not suffer from any serious ailment.

Job Offer

A candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if considered unfit for the job. Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job.

NEED FOR THE STUDY:

Recruitment is an important aspect of every organization in order to have a

good and efficient management. Through proper recruitment process the firm can give

better service to the customers and can get a better image in the existing market.

In order to get the right kind of people in the right places, at right time, an

organization should have the specific and clear personnel policies and recruitment

methods which are very essential to the growth of organization.

So there exists need for the study of recruitment & selection process

OBJECTIVES OF THE STUDY

To find out whether consistency is being maintained in the recruitment and

selection process in the organization.

To find out on what basis the selection process is conducted on the organization.

To find out effectiveness of recruitment and selection in the company.

To study the satisfaction level of the employees with regarding to recruitment and

selection.

To study the mode of information gathering the vacancies of the organization’s.

METHODOLOGY

NATURE OF STUDY:

The study was very fact- finding study. The main objective of the study is to identify

and elected the recruitment program conducted to the employees who are working at

JOCIL Ltd.,

DATA COLLECTION:

Data collection from primary and secondary collection of data is the primary aspect

in the organization process of research high still proper analysis to develop finding high

full to conduct research effectively. The data registered which is very important

collecting data both primary and secondary.

Primary Data:

The data which is collected to administrate the questionnaire by direct contact and

also involved in personnel discussion to obtain in the sides of in the information.

Secondary Data:

The data collected from record manual and company approaches maintained by the

organization

STUDY AREA:

The study has been conducted at Dokiparru in Medikonduru MandaI of Guntur

District in A.P

SAMPLE SIZE:

The sizes of the sample chosen for study are 100 out of 425 workers.

SAMPLE DESIGN:

Once the researcher has formulated the problem and developed a research design

including the questioner he has to decide whether the information is to be collected from

all the people comprising the population. In case the data recollected from each member

of the population of interest, it is known as census survey. If on the other hand, data are

to be collected only from some members of the population. it is known as the sample

survey. Thus, the researcher has to decide whether the well conducts census or sample

survey to collect the data needed for the study. Some basic terms have been defined

Types of Sample Design:

1. probability sampling:

a) Random sampling: Every member of the population has a known equal

chance of selection.

b) Systematic sampling: The sampling fraction is calculated. The selection

of unit is dependent on the election of preceding unit in contrast to

simple random sampling here the selection of units is independent of each

other. Systematic random sampling is sometimes called quasi-random

sampling.

c) Stratified random sampling: The population is decided into mutually

exclusive groups a sample is drawn from each group.

d) Cluster sampling: Cluster sampling implies that instead of selecting

individual units from the population, entire groups or clusters re selected

at random.

2. Non-probability sampling:

a) Convenience sample: The research selects the most accessible population

members from which to obtain the information action

b) Judgment sample: The research used his or her judgment to select

population members who are good prospects accurate information.

c) Quote sample: The research finds and interviewed a prescribed number of

people in each of several categories.

SAMPLING TECHNIQUE:

I used simple random sampling technique for this study.

SCOPE OF THE STUDY

The study is confined to the recruitment of employees. The aim of the Project is

to study the present recruitment system and to find the effectiveness of it and suggest

recommendations if necessary. The study includes all level Management.

The scope of the study is confined to the following aspects.

Soaps are the useful product for people and are used every day by ever one and

every home, so these products should be available in a required time for the people

concern has to people. When these products are essentially the production concern has

produce in required time if it has to produce in a required time its business has to run

smoothly.

LIMITATIONS OF THE STUDY

The information covers only a few employees in JOCIL.ltd

The respondents were not readily available and the data was collected as per the

convenience of respondents.

As the simple size is small, the inference and conclusion may not be appropriate.

To time period is very less to conduct servant property.

Employees is not able provide all details and to spare some time.

INDUSTRY

2.1 Industry Profile:

The Rs. 45 billion Indian Soaps and Detergents Industry has been experiencing low growth and intense competition in urban areas.

The physical market for detergents at about 2.7 million tones is one of the largest

markets in the world. It categorized popular economy, premium and super premium. In

India, the per capita consumption of detergents is only 1.6 kg, per annum as against over

16 kg Western Europe.

According to a report given in the year 93-94 the percentage consumption of

soaps in Taiwan 6.2kg, Thailand 32kg, per annum, Indonesia 2kg., Korea 7.3 kg per

annum per capita, Malaysias3. 7 kg per annum per capita, Japan 8.9 kg per annum per

capita.

The per capita consumption of Toilet Soap in India is at present whole fully low

as compared to many developing countries. The industry has made rapid progress after

lifting of the price control. The overall growth rate of the industry in the recent years has

been in the neighborhood of 15% per annum.

The total turnover of toilet soap industry is Rs. l 000 crore. The market is

estimated at more than 3 lakh tones and its growth rate is about 15% per annum. The

overall consumption of toilet soaps in the country has been increasing at the rate of 5.7

and at more than 12% per annum in rural areas. The industry faces serious problem on

account of inadequate availability of linear benzene, which has to be imported on a large

scale.

The gap between demand and supply of oils for production of toilet soap is a

matter of serious concern. The working ;group has assessed the availability of oils by the

year 1999 and 2000 A.D. at 6.5 lakhs tones and 12.1 lakh tones respectively whereas the

demand would be the order of 7.5 lakh tones and 16 lakh tones which will have to be the

basis of present reckoning by imports.

The soap market is divided into sub-popular, popular and premium on the basis

of fatty matter. But for the purpose of market study, the market is categorized into

popular and premium. The popular segment contributes about 87% while the

premium soaps make upon the remaining 13%.

Segmentation of the total Toilet Soaps:Price Range Soap Segment

Rs.6-8(for 75 Gms) Sub-Popular

Rs.8-12 (for 75 Gms) Popular

Rs. 12 + (for 75 gms.) Premium

Market share of Premium, Popular, Sub-Popular.

Segment Market share Growth Rate % %

Premium 24 3

Popular 45 1

Sub-Popular 31 15

The above table shows the volume of growth rate of toilet soaps at different

segments. Premium which is the range of Rs.12 and above has price range between Rs.0-

8 has 1% growth and sub-popular has a growth rate of 150/0 which is in the range Rs.8-

12.

Personal Wash market in India is very high. Everyone is using toilet Soaps It is

one of the fast moving consumer products in personal care segment. The consumption

percentage of toilet soaps was increased year by year. The total consumption of toilet

soaps in India is 5.3 lakh tonnes per year.

The growth rate is 2-3 percent per annum. But the consumption rate of soap used

per an Indian is low, when we compare with Thailand, Italy and Brazil people. Their

consumption rate is 480 gms, 700gms and per head in a month. There are a number of

reputed companies in the toilet soap market. Due to increased competition, along with

those companies several small scale manufacturers are also entered in to the market.

The crowded market place has also brought to the consumer as marketers of soap

have tried to woo consumers through upgraded offerings and better quality soaps. The

marketers of toilet soaps have increase the TFM (Total Fatty Matter) content in their

brands, to offer better quality soaps at lower prices. Industry watchers say that the IFM

content on some brands has moved up from the 50-60 percent earlier to over 70 percent

of late.

As FMCG major ITC Ltd is expanding its product portfolio in the Rs 6,500 crore

Indian toilet soaps industry, Godrej Consumer Products and Wipro Consumer Care &

Lighting are beefing up their operations to woo consumers. To sustain its leadership in

the over-crowded category, Hindustan Unilever Ltd (HUL) is currently chalking out a

fresh game plan which includes product innovation and high-voltage ad campaigns.

A brief profile of the various players in the personal wash market is given below:

Hindustan Lever Ltd., (HLL):

Hindustan Lever Ltd. has becomes a major player in the Indian personal wash

market. In India HLL has gained 60% of share in the total toilet soap market. HLL gives

its products in several brand names. The brand names of HLL are Liril, Pears, Dove, Lux,

Denim, Fair & Lovely, Rexona, Lifebuoy, Hamam, Breeze, Ayush. Different brands are

popular in different regions. HLL have brought a few benefits to the consumer as a

marketer of toilet soap has tried to woo.

As a result of sharp fall in farm disposable incomes, the consumers persuaded

low-income household's to down trade, that is, switch from high to-low priced brands.

HLL too appears to endorse the phenomenon of down trading.

The major competitors of HLL are Nirma, Godrej consumer care and WIPRO.

Godrej consumer care has introduced, fairness soap, fairglow which claims to enhance

fairness, has been a success too, as against this spawning competitive response from HLL

in the form of Fair & Lovely soap.

HLL offering to combine two benefits in a single tablet, Breeze 2-in1 actually

offers a cost-effective replacement to consumers who we hair wash products and soap.

HLL claims Breeze is the largest brand in the discount segment. HLL has increased

Lifebuoy's market share by introducing, Lifebuoy Active, Lifebuoy Gold, Lifebuoy plus.

HLL has gained major or share in discount segment.

Wipro:

WIPRO has become a major player in the Indian personal wash market. In India

Wipro has gained 50% of share in toilet soap market. Wipro gives its products in brand

names of Santoor, Wipro Baby Soap, and Chandrika.

It covers 1.6 million outlets across the country for its distribution. 50 percent of

Wipro consumer care business comes from the toilet soap category. The biggest brand of

Wipro is Santoor was launched in the late 80's. Wipro through Santoor is the leading

Soap marketer in Andhra Pradesh with 18 percent market share. Wipro baby soft diapers

gained almost 65 percent of the business from Northern Markets.

Nirma :

Nirma has quickly become a significant player in the domestic toilet soap market.

The company's aggressive pricing strategy has been the key behind its performance.

Launches such as Nirma have paid off because consumers have seen the brand as offering

good value for money. The company has managed healthy top line growth in the market.

Nirma has gained major market share just a couple of years after its entry. It tries

to made brands such as Nirma available at least 10 percent lower than its nearest

competitors.

The company offers its brands Nirma Lime, Nirma premier, Nirma. The company

faces competition from HLL, Wipro, and Godrej. The Nirma was succeeded within a

short period due to its aggressive pricing strategy.

Godrej Consumer Care:

With at least three entirely new launches under its belt, Godrej consumer care has

improved its market share in the personal wash market.

The company's recent .restructuring exercise, offer which the consumer products

business was diverted from the Godrej industries and vested with Godrej consumer care,

has also helped pep up profitability performance.

Fair Glow, the fairness soap from Godrej Consumer Care, which claims to

enhance fairness, has been a success too. As a relatively small player in the business, the

company has managed a robust sale.

ITC Limited:

ITC is one of India's foremost private sector companies and a diversified

conglomerate with interests in FMCG, Hotels, Paperboards and Packaging, Agri Business

and Information Technology. With a market capitalisation of nearly US $ 30 billion and a

turnover of over US $ 6 billion, ITC has been rated among the World's Best Big

Companies, Asia's 'Feb. 50' and the World's Most Reputable Companies by Forbes

magazine, and among India's Most Valuable Companies by Business Today. It has been

ranked as the world's sixth largest 'sustainable value creator' among consumer goods

companies globally, according to a report by the Boston Consulting Group (BCG).

ITC's diversification is powered by a robust corporate strategy designed to

unleash multiple drivers of growth. It's time tested core competencies, namely unmatched

distribution reach, superior brand building, effective supply chain management and

acknowledged service skills in hoteliering have provided ITC the springboard to create

new epicenters of growth.

Fatty Acid Industry:Fatty Acids, as the name itself indicates, are in the organic acids derived from fats

and oils. Fats and oils are glycosides of the Fatty Acids.

Fatty Acids are manufactured by hydrolysis of fats and oils, which is popularly

known as Gat Splitting. Glycerin is obtained as a byproduct in the production of fatty

acid.

Fatty Acids are having diversified application in various fields of industries like

rubber manufacturing industries, Tyres, plastic, Cosmetics, Foods and Pharmaceuticals.

Present Status: of Industry:Present manufacture of Fatty Acids is dispersed all over the country with units in

various states. Production of fatty acid in India was insignificant, prior to the period of

Second World War.

Production on a small scale was initially started in the mid forties that too with

obsolete equipment. The qualities of fatty acid coming out from these units are far from

desirable and recovery of glycerin was inefficient. It is in 1953, the first high pressure Fat

Splitting Plant in our country went into stream in Bombay. Te started production as a

batch-operating unit, which was soon converted to a semi-continuous one.

A Brief Note on Fatty Acid Industry in A.P: The Fatty Acid Industry is dependent in availability of the Oils & Oils seeds for

extraction and further processing, as Mutton Tallow is banned in India.

The Industry found that Rice Bran Oil (R.B.Oil) is one such source, which is

cheaper than other oils. Thus, most of the Fatty Acid/Stearic Acid manufacturers have

chosen rice bran oil as their raw material and the rice bran oil extraction units founds

placement near the raw material source i.e.,

Rice Bran, even though the customers are will spread all over the country. The

consumption pattern of Rice Bran Oil depends on the level of free Fatty Acid content

available for industrial grade varies from time to time as the Rice Bran availability is

seasonal, having direct relation to the rice cropping and harvesting schedules.

In India, as explained already Rice Bran Oil extraction is mostly available in the

major rice growing states of Andhra Pradesh and Punjab. Fatty Acid manufacturing units

have also found their duration in these states to be near to the raw material source.

Tamil Nadu State, even though produces major quantities of rice, most of it is

consumed as boiled rice for local consumption. In Andhra Pradesh there are about 70

Rice Bran Oil Extraction Units and 6 Fatty Acid manufacturing units.

Another new unit is coming up. Among all these, M/s Jocil Limited is the second

oldest and its products are well accepted among the customers. The installed capacity

sales of Stearic Acid by these Andhra Pradesh based units account approximately for 48

percent of the all India Sales volume.

Stearic Acid Industry:The Stearic Acid and other Fatty Acid using Industries like PYC, Chemical,

Rubber Retreating and related Industries are still possible to be set up in Andhra Pradesh,

is still to, grow, in spite of the competition among the Fatty manufacturers. The idle

capacity thus, is not a permanent feature.The industries using Stearic Acid in Andhra

Pradesh are mostly PVC pipes Rubber retrading, Hawaii Chappals, Cycle Tyres,

Chemical Auxiliaries, Stearates, Cement Paints and Cosmetics.

The growth rate even though is high in cosmetics industry at 25 percent. The

volumes are low due to lower production levels of cosmetics industry. In the Stearic Acid

different grades are produced with standard specification for different industrial

consumers.

Soap Industry to grow at 8-10% per annum With  increasing  awareness  of  hygienic  standards,  the  soap  industry  is 

growing  at 8-10% per  annum  in  India.  The  soap  market  in  India  is  well 

developed  and  dominated  by multinational  companies  and  a  few  large  Indian 

companies.  HUL has the largest market share of 64% in the soap industry.

Company Share Soaps HUL 64.0% Lux, Lifeboy, Hamam, Lori 

Nirma 16.8% Nirma Bath & Rose 

Godrej 4.4% Cinthol, Fairglow, Godrej No.1

Others 14.8% Dettol, Medimix .etc

MANUFACTURERS WISE

NAME OFTHE MANUFACTURER--

QUANTITY SHARE (%) REGION

MARKET (M.T)

Godrej Soaps Ltd 170000 22 North

VVF Limited 9000 12 North

Jocil Limited 10000 13 A.P.

FFF Limited 6000 8 A.P.

Nahar Agro 5000 7 NORTH

Raj Agro 5000 7 NORTH

OCL % Thapar 2000 3 NORTH

Wipro Limited 2000 3 Karnataka

Sirs Agro Limited 5000 7 A.P.

Sudha Agro Limited 2000 3 A.P.

Rayalaseema 5000 7 A.P.

Alkalies Ltd

Swastik &Oleo 7000 9 A.P.

Chemicals

Imports 1000 1

2.2 COMPANY PROFILE: History of the company:-

A Public Limited Company incorporated in February 1978 as Andhra Pradesh Oil

and Chemical Industries Ltd.

Listed in National Stock Exchange (NSE) Madras and Hyderabad Stock

Exchanges.

Renamed as “Jayalakshmi Oil and Chemical Industries Limited” in 1982.

Became a Subsidiary of The Andhra Sugars Ltd (ASL) on 27 October 1988.

ASL Group of Companies have diversified interests in Sugar, Chemicals such as

Caustic Soda, Acetic Acid, Industrial Alcohol, Sulfuric Acid, Aspirin etc.,

Petrochemicals and Textiles at various locations in Andhra Pradesh, India.

ASL is also the Sole Supplier of Rocket Fuel (UDMH) to ISRO.

Renamed once again as “Jocil Limited” in 1992.

30 years of experience in the field of manufacture of Stearic Acid Flakes, Fatty

Acids, Toilet Soap, Soap Noodles and Refined Glycerin.

Stearic Acid Flakes are available in various grades for use in Pharmaceuticals,

Cosmetics, Textiles, Paints, Plastics, Tyres, Tread Rubber, Metal Polish and Other

Industries.

A 6 Mw Biomass Cogeneration Power Plant commissioned in 2001, to meet

captive requirements of Steam & Power.

Exports Surplus Power to APSPDCL (Public Utility Company).

Continuous unbroken dividend paying record Since 1988 – 89

Celebrated Silver Jubilee in the year 2003.

ISO 9001:2000 Certification by DNV in year 2004.

Ventured into Wind energy in the Year 2005.

Wind farm is registered as CDM Project with UNFCCC in Year 2009.

The Company policies are:

Quality.

Consumer Safety.

Health and Environment (SHE).

Company's Philosophy: To be a Successful Profit Making Organization.

To Conduct its Operations with Honesty, Integrity and Transparency.

To be the Market Leader in its Field of Operations through Continuous

Improvement.

Efficiency and Quality of Products & Services.

To have Concern for Employees, Shareholders, Customers and Business

Associates alike.

To Serve Society through Industry.

To care for the Environment and the World in which we live

Organization Structure of Jocil Ltd :

Board of Directors

Managing directors

President & Mktg AGM GM Eng Manager GM(Development) Sr, Manager Secretary (Production)

(Electrical)

President & Secretary

Asst., Store Purchase Labor Security Costing Manager Executive Officer Officer Officer

Sr, Accounts Sr., Assistant Sr., Assistant D.P.O SecurityAsst.,Manager

Officer Guards

S.A.OAsst Asst Clerk Asst., Accounts Executive Time keepersOfficer S.A.A

AGM (Marketing)

Mktg Officer ExecutiveAsst., Clerk

Locations: The company is located at Dokiparru in Medikonduru MandaI of Guntur District in

the state of Andhra Pradesh. The area was declared as backward one by the Government

of Andhra Pradesh. It is well connected by both rail and road transportation. It is only 45

km from Vijayawada, which is industrially located.

Industrial Licensing:

As the value of fixed assets envisaged in the project is less than Rs. 3.3 crores the

Industrial license is not required for setting of this project. The company has been

registered with Directorate General of Technical Development (DFTD), Government of

India, New Delhi bearing No. DGTD/HQ/D-S-S/R-4733/C-26(N)/SE/79 with their letter

dated 21-5-1979 and 31-3-1990 for the manufacture of

Share Holders Patterns 3 1-03 –2010

Promoters 55.02%

(The Andhra Sugars Limited, Holding Company)

Public 31.34%

Institutions (ICICI & ISEC)& Banks 12.44%

Bodies Corporate 1.20%

Face Value of Share each Rs.I0/

Profile of Jocil Limited:

Type of the Company - Large Scale Unit

Name of the Unit - Manufacturing

Foreign Exchange Earnings And Outgo:

During the year the company exported DFA and earned foreign exchange

equivalent to Rs. 44,61,48,528(p.y.19,49,06,344).The company imported raw materials,

spares during the resulting in foreign exchange outgo equivalent to Rs.

75,91,05,662(Previous Year Rs. 51,20,31,566).

Finance:

During the year under review, the company has purchased equipment leased from

IFCI on completion of lease period. Andhra Bank and State Bank of India have

sanctioned term loans of Mrs. 8.80 Crores and Rs. 3.20 Crores respectively for setting up

6 MW Biomass Cogeneration Power Plant in the existing premises. During the year, term

loan from Andhra Bank was drawn and utilized. It is expected to draw the amount from

State Bank of India in the current year.

Marketing: The company mainly markets its products from its depots held at Mumbai, Delhi,

Kolkata and Bangalore and directly from the factory. The prices are fixed basing on its

competitors and the variations in the prices of raw materials. No advertising is done for

the fatty acids. As it is an industrial product, the company does not allocate any amount

on advertisement and the consumers come to the depots or factory and place their orders.

In the case of soaps, as they are manufacturers on the contract basis of HLL no

advertising is required. Jocil leads only with the soap production and the marketing &

advertising is taken over by HLL.

Future Prospects:

. The competition in fatty acids industry continues to be extremely severe. In view

of this, considerable capacity in soap plant and fatty acid plant is being used for

processing on job work for others. The company is taking all necessary steps for cost

reduction and quality improvement by making some additional investment in fatty acid

and soap plants.

The surplus power from 6MV Biomass cogeneration Power Plant after meeting

captive requirements in process plant is exported to AP Transco Grid. Third party sale of

surplus power is being permitted on month-to-month basis, presently available up to 24th

June 2001, by Andhra Pradesh Electricity Regulatory Commission pending final decision

on the subject.

The purchase price of AP Transco is not very attractive and therefore continuance

of third party sale at least for few more years will help new entrants like Jocil for early

recovery of huge investments made in the power plant. About 50% of the power

generated is exported to AP Transco grid and such power is available for captive use of

banking, for sale to AP Transco or to third parties.

Products of Jocil:

Jocil has set up a modem plant for the manufacturing of fatty acids, toilet soaps

and refined glycerin. The major equipments were imported with latest technology. The

products manufactures are of international standards to suit different industrial users.

Jocil is Manufacturing Two Types of Products:

Industrial Goods (Chemicals)

Consumers Goods (Soaps)

Industrial products consumable products

Fatty Acids Toilet Soap Noodles

Stearic Acids Toilet Soaps

Distilled Rice Bran Fatty Acid

Hydrogenated rice bran Fatty Acid

Oleic Acid

Refined Glycerin

Rice Bran Oil pitch

Industrial Oxygen

Cash Management in Jocil Limited:

Cash management in Jocil is done by preparing a cash budget availing the

information from the pay order books, which will in turn, help to eliminate over

keeping of cash. To reduce the delay of clearing the cheques, Jocil provides the

facility of electronic fund transfer. The cash management helps Jocil Limited to

estimate the cash requirements and other day-to-day payments. Jocillimited collected

the money in the following two ways.

(a) Concentration Banking

(b) Electronic Funds transfer

Concentration Banking:

Concentration banking is a means of accelerating the flow of funds of the firm by

establishing strategic collection centers. Instead of a single collection centre located at the

company had quarters multiple collection centers are established.

This system helps to the company to shorter the period between the times.

Customers mail their payments and the time the company has the use of funds. Company

instructs its customers in a particular geographic area to remit their payments in the

collection center in that area.

When the payments are received they are deposited in the collection centers or local

bankers. Surplus funds transferred from these local accounts to a concentration bank.

Generally the banks act as the collection centers. Jocil Limited is having different centers

for collection i.e., banks accounts all over the country

Current Accounts with other banks

Name of the Bank Address Purpose

State Bank of India Main Branch, Guntur. OCC

State Bank of Bikaner operation Khari Baoil, Calcutta Depot.

Andhra Bank Main Br., Guntur OCC

Axis Bank Naaz Center,Guntur Current& OCC

HDFC Bank Lakshmi puram Current Functions of Jocil Limited:

1. To produce, manufacture, refine, process import, sell and generally to deal in all

kinds of fatty acids and soaps and in connection there with the construction of

factories and workshop.

2. To fabricate manufacture and deal in all kinds of fatty acids plants.

3. To manufacture various brands of soaps under contract basis for HLL.

4. The company organizes annual general body meeting where it submits all the four

quarterly reports regarding the actual performance with standard performance and

predicts the courses of vacancies.

5. To receive, consider and adopt the profit & loss a/c for the year ended and

prepares balance sheet as at that date.

6. To declare dividend on equity shares.

Performance And Achievements of Jocil Limited:

Jocil is a leading manufacturer of all kinds of Fatty Acids. This also manufactures

soaps.

Jocil supplies different grades of Stearic Acid and other Fatty Acids to other

manufacturing companies of pharmaceuticals, chemicals, plastic etc.

Jocil supplies Fatty Acids to meet their specific requirement of Stearic Acid,

Oleic Acid etc.

Jocil supplies soap noodles of Margo brand to Mis Calcutta Chemicals Company.

Jocil's production of quality goods is due to the following factors:

Factors are:

Usage of good quality raw materials like rice bran oils, coconut oils, cotton seed

oils etc.

The processing and purification of fatty acids is done by using latest technology.

The technology and requirement of Jocil has been imported from C.M.B., Italy.

Maintenance of quality control by experienced and committed operating

personnel.

Toilet Soaps and Glycerin are manufactured as per BISC (formerly known as ISI)

standards.

It uses high quality chemicals for the purification and processing of the Fatty

Acids.

It maintains international standards in manufacturing its products so as to suit

different kinds of industrial users.

QUESTIONNAIRE

Name: ___________________Age: ___________________Designation: __________________Department: __________________Place: ___________________

Q1. Do you have a clearly stated Recruitment & Selection Policy?

a. Yesb. No c. To some extent

Q2. What is the quality of JOCIL LTD Company recruitment System:-

a. Quick Response time for requirementb. Bringing in Quality Peoplec. Proper coordination with other team or departmentd. Efficient Maintenance & Updating of Database

Q3. What is the average time of response to each candidate?a. 1-2 Dayb. 1 Weekc. 15 Daysd. If any Specify __________

Q4. Which source of Recruitment is better for companies:-(I) Internal Source (II) External Source(III) Depends on Situation & Post……………………………………

Q5. Do you have referral policy in your organization?a. Yesb. No

Q6. Is there a reward for referring employees?a. Yesb. No

Q7. What are the internal Recruitment Sources among the following:-

a. Present permanent employees

b. Present temporary employeesc. Retrenched/Retired employeesd. Disabled employees

Q8. What External Recruitment Sources are used?a. Advertisementb. Campus interviewsc. Consultantd. Portalse. All of these….

Q9. Does JOCIL LTD adopts Internal Recruitment Source i.e. Transfer & Promotion:-(I) Yes (ii) NoIf Yes than for which type of post………………………………….

Q10. What form of interview did you prefer?a. Personal Interviewb. Telephonic Interviewc. Video Conferencingd. Any Two (Then tick those two)e. All three

Q11. Following which test organization conduct for selection of candidate

AptitudeIntelligencePersonalityPsychologicalAny other

Q12. Are you satisfied with the interview process?a. Yes b. No c. To some extent

Q13. Are rejected candidates informed by

EmailPhoneNot informed

Q14. Rank the Qualities in the order of your preference on the basis of which you select candidate:-

a. Qualification b. Experiencec. Skills d. Personalitye. Depend on Job Variety

Q15. How many rounds of interviews are conducted before a candidate is offered the employment?

Cadre One Two Three MoreJunior Level Middle LevelSenior Level

Q16. Does JOCIL LTD asks candidates to enter into BONDS with them:-

a. Yes b. NoIf Yes then what kind of Job or Department………………………….

Q17. Is the estimation of Recruitment Process cost is done?a. Yes b. No

Q18. How do you rate the HR practices of the company?a. Excellentb. Very Goodc. Goodd. Averagee. Bad

Thank You for your Valuable Time

DATA ANALYSIS AND DATA INTERPRETATION

Table 4.1:1. Do you have a clearly stated Recruitment & Selection Policy

INTERPRETATION:

Particulars No of respondent

percentage

yes 98 98%

no 2 2%

To some extenttotal 100 100%

clearly stated Recruitment & Selection Policy

0%

20%

40%

60%

80%

100%

120%

yes no To someextent

total

Rating

Perc

enta

ges

percentage

Table 4.2:

2. What is the quality of JOCIL LTD Company recruitment System

INTERPRETATION:

particulars no of respondents

percentage

Quick response for recruitment

9 9%

Bringing the quality people

91 91%

Proper co-ordination with

other team or department

0 0%

efficient maintenance& up

dating of database

0 0%

total 100 100%

quality of JOCIL LTD Company recruitment System

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Qui

ckre

spon

se fo

rre

crui

tmen

t

Brin

ging

the

qual

ity p

eopl

e

Pro

per c

o-or

dina

tion

with

othe

r tea

m o

rde

partm

ent

effic

ient

mai

nten

ance

&up

dat

ing

ofda

taba

se tota

l

RATING

NO O

F RE

SPO

NDEN

TS

Series1

Series2

Series3

Table 4.3:

3. What is the average time of response to each candidate

INTERPRETATION

Particulars no of respondents

percentage

1-2 days 18 18%

1 week 64 64%

15days 18 18%

If any specify 0 0%

Total 100 100%

Average time of response to each candidate

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1-2 d

ays

1 week

15da

ys

If any

specif

yTota

l

RATING

NO O

F RE

SPO

NDEN

TS

Series1

Series2

Table 4.4:

4. Which source of Recruitment is better for companies

INTERPRETATION

particulars no of respondents

percentage

Internal source

43 43%

External source

44 44%

Depends up on situation &

post

13 13%

Total 100 100%

source of Recruitment is better for companies

0

20

40

60

80

100

120

Internalsource

Externalsource

Depends upon situation

& post

Total

Rating

No o

f res

pond

ents

Series1

Series2

Table 4.5:

5. Do you have referral policy in your organization

INTERPRETATION

Particulars no of respondents

percentage

yes 79 79%

no 21 21%

Total 100 100%

referral policy in your organization

0%

20%

40%

60%

80%

100%

120%

yes no Total

Rating

No o

f res

pond

ents

Series1

Series2

Table 4.6:

6. Is there a reward for referring employees

INTERPRETATION

Particulars no of respondents

percentage

yes 73 73%

no 27 27%

Total 100 100%

. Is there a reward for referring employees

0

20

40

60

80

100

120

yes no Total

Rating

No o

f res

pond

ents

Table 4.7:

7. What are the internal Recruitment Sources among the following

INTERPRETATION

Particulars no of respondents

percentage

Present permanent employees

92 92%

Present temporary employees

0 0%

Retired or retrenched employees

4 4%

Disabled employees

4 4%

Total 100 100%

. What are the internal Recruitment Sources among the following

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Presentpermanentemployees

Presenttemporary employees

Retired orretrenchedemployees

Disabledemployees

Total

Rating

No o

f res

pond

ents

Series1Series2

Series3

Table 4.8:

8. What External Recruitment

Sources are used

INTERPRETATION

Particulars no of respondents

percentage

Advertisement 21 21%

Campus interviews

35 35%

Consultants 30 30%Portals 7 7%

All of these 7 7%

total 100 100%

. What External Recruitment Sources are used

0%20%40%60%80%

100%120%

Rating

No

of re

spon

dent

s

Series1

Table 4.9:

9. Does JOCIL LTD adopts Internal Recruitment Source i.e. Transfer & Promotion:-

INTERPRETATION

Particulars no of respondents

percentage

yes 91 91%

no 1 1%

Total 100 100%

JOCIL LTD adopts Internal Recruitment Source i.e. Transfer &

Promotion:-

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yes no Total

Rating

No o

f res

pond

ents

Table 4.10:

10. What form of interview did you prefer

INTERPRETATION

Particulars no of respondents

Percentage

Personal interview

90 90

Telephonic interview

7 7

Video conferencing

2 2

Any two 0 0All three 1 1

Total 100 100

What form of interview did you prefer

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Pers

onal

inte

rvie

w

Tele

phon

icin

terv

iew

Vide

oco

nfer

enci

ng

Any

two

All t

hree

Tota

l

Rating

no o

f res

pond

ents

Series1Series2Series4

Table 4.11:

11. Following which test organization conduct for selection of candidate

Particulars no of respondents

Percentage

Aptitude 14 14%intelligence 75 75%personality 8 8%

psychological 3 3%Any other 0 0%

Total 100 100%

which test organization conduct for selection of candidate

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Aptitud

e

intell

igenc

e

perso

nality

psyc

holog

ical

Any ot

her

Total

Rating

no o

f res

pond

ents

Series1

Series2

Series3

Table 4.12:

12. Are you satisfied with the interview process

Particulars no of respondents

Percentage

yes 98 98%no 2 2%

To some extent

0 0%

Total 100 100%

Are you satisfied with the interview process

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yes no Tosomeextent

Total

Rating

No o

f res

pond

ents

Table 4.13:

13. Are rejected candidates informed by

Particulars no of respondents

Percentage

Informed immediately

11 11%

Email 4 4%

phone 85 85%

Not informed 0 0%

Total 100 100%

Are rejected candidates informed

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Info

rmed

imm

edia

tely

phon

e

Tota

l

Rating

No o

f res

pond

ents

Table 4.14:

14. Rank the Qualities in the order of your preference on the basis of which you select candidate:-

Particulars no of respondents

Percentage

qualification 12 12%experience 25 25%

skills 20 20%personality 3 3%

Depends up on job variety

40 40%

Total 100 100%

Rank the Qualities in the order of your preference on the basis of which you select candidate:-

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qual

ifica

tion

expe

rienc

e

skill

s

pers

onal

ity

Dep

ends

up o

n jo

bva

riety

Tota

l

Rating

no o

f res

pond

ents

Series1

Series2

Series3

Table 4.15:

15. Does JOCIL LTD asks candidates to enter into BONDS with them

Particulars no of respondents

Percentage

yes 53 53%

no 47 47%

Total 100 100%

JOCIL LTD asks candidates to enter into BONDS with them

0

20

40

60

80

100

120

yes no Total

Rating

No o

f res

pond

ents

Table 4.16:

16. Is the estimation of Recruitment Process cost is done

Particulars no of respondents

Percentage

yes 91 91

no 9 9%

Total 100 100%

Estimation of Recruitment Process cost is done

0

20

40

60

80

100

120

yes no Total

Rating

No o

f res

pond

ents

Table 4.17:

17. How do you rate the HR practices of the

company

Particulars no of respondents

Percentage

Excellent 58 58%Very good 38 38%

Good 3 3%Average 1 1%

Bad 0 0%Total 100 100%

. How do you rate the HR practices of the company

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Rating

No o

f res

pond

ents

FINDINGS

In organization most of the people satisfied with their present organization and

some people respond negatively.

98% of respondents have known clearly about the recruitment policy in the

JOCIL.LTD and remaining 2% of respondents have no idea about recruitment in

JOCIL.LTD

18% of employees in JOCIL.LTD have stated that the average time of response for

each candidate for recruitment is 1-2 days and 64% of respondents have stated

that it will take min 1week and remaining 18% no of respondents have stated that

it take min 15 days for each candidate .

91% of respondents have says that JOCIL have internal recruitment source i.e.

transfers and promotions and reaming 9% says they have no internal recruitment

source.

98% of respondents have said that they are satisfied with the interview process

and remaining 8% are not satisfied with interview process.

Among all of respondents 53% of employees says that they have entered in bonds

with jocil ltd at the time of their recruitment.

91% of employees says that jocil ltd estimates their recruitment process cost before

going for recruitment.

SUGGESTIONS

This part deals with the some suggestions for effective Recruitment in the

JOCIL.LTD

Recruitment should be done timely in the organization as it consumes a lot of

time & hence this becomes a hindrance for applicants who are kept on hold

for a long time.

Proper Human Resource planning strategy should be followed which will

help in recruiting the right candidates.

Selection process is to be completed & offers to the candidates must be issued

on the same day.

A revaluation of the recruitment policies & methods is also suggested for

improving the efficiency of the organizational objectives.

Superiors in the organization should inculcate the importance of the self-

development in the minds of the employees.