DECLARATATION

I hereby declare that the final project report “Project on

Management”. Submitted by me for the award of degree Bachelor

of Business Administration under Punjabi University, Patiala is the

original worth conducted by me and the material has neither been

copied nor reproduced from any other source. The data provided

in the study is correct to the best of knowledge & belief.

INDEX

1. Introduction to Project

2. Introduction to company

3.Review of Literature

4.Research Methodology

5.Data analysis & interpretation

6.Conclusion

7.Recommendation

8.Limitation

9.Bibliography

10. Annexure

INTRODUCTION

The Development in Science & technology has brought

tremendous change in business strategy. The globalization has its

own inspect on the industrial environment making it competitive.

Hence, to survive in the market the Captains of the industries

perforce have to keep themselves addressed with changing

environment and adopt new techniques of their resource

management.

The human resource in any organization is not important but

Valuable to any organization. This significant resource. Warrant

due consideration executives and managers right from the

beginning. They have to take into account organizational

deployment and adopt new strategies for recruitment of the best

talent available. The talent available in the marketing is plenty

but requirement is to recruit a suitable talent as per the job

requirement and the requirement of the organization. The

different organ may choose their own systems but the and result

by selecting the best will go a long way to fulfill the organizational

goals.

The function of Human Resource Executive/Personnel

managers does not end merely at selection stage rather it begins

from that step because the talent so selected is required to be

developed to fulfill the organizational interest or

the goals so that there is an overall prosperity of both the

organization & the individual. Towards this end the importance of

recruitment & selection of the desired talent enhances the

potential and opportunity for the organizations to and achieve its

objectives.

EXECUTIVE SUMMARY

The success and failure of the organization largely depends on

the human or employees working in the organization. So

recruitment and selection both are very important and they are

concerned with obtaining, organizing, and motivating the human

resources required by the enterprise.

Research was carried out to understand the practices of

recruitment and selection followed by Alcon Cables ltd, Rajpura.

To understand the formulation of recruitment and selection

policies in the company and to give the suggestions for

improvement in recruitment and selection procedures currently

followed by the company.

Through this report I was also able to understand,

recruitment is sometimes confused with employment. The two are

not one and the same. Recruitment is just one step in the process

of employment. Similarly recruitment and selection are also

different in nature. The function of recruitment precedes the

selection process. Recruitment is concerned with developing

suitable techniques for attracting more and more candidates

while selection is the process of finding out the most suitable

candidate for the job.

Products / Services :ALUMINUM CONDUCTOR XLPE INSULATED , PVC INSULATED ARMOURED AND UNAROMOURED CABLE.

COPPER CONDUCTOR XLPE INSULATED, PVC INSULATED ARMOURED AND UNARMOURED CBALE.

COPPER FLEXIBLE CABLE.

COPPER FLAT CABLE Company Profile :We are manufacture of LT power and control cable and flexible cable

Establishment Year: 1959Firm Type: PartnershipNature of Business: Manufacturer Level to Expand: State

Products & services

>>  Other products and servicesTwine, cordage, ropes and cables

Twine, man-made fibreCords, natural fibreCords, man-made fibreCords, silk and cotton wasteCords, paperCords, braidedCords, impregnatedCords, endlessCords, plastic or latex coated

Cables, cords and ropes, plaited bands and stranded wire slings, metal

Cables, stainless steel wireCables, galvanised steel wireCables, iron and steel, mixed cablesCables, mixed, metal-textile fibresCables, multi-wire, 4 to 16 strands, non-ferrous metalsCables, metal, coveredCables, metal, braided

Power line cable and wire fittingsTerminals, power line cable and wireConnectors, power line cable and wireClamps, power line cable and wireCable clips and wiring clips, electricCable cleats and saddles, electricBrackets, power line cable and wire

Cable glandsCable glands for hazardous areasJunction boxesJunction boxes, watertightJunction boxes, earth-cable, fusedPower line vibration dampers and spacer dampersCable tensioners and cable laying equipment, electricCable support systemsCable suspenders, electricCable racks, electricCable trays, electricCable thimbles and sockets, electricCable end sleeves, electricCable joint accessories, underground distribution

Electric wires and cables, insulatedWire, mineral fibre covered, electricWire, ceramic covered, electricWire, textile covered, electric

Wires and cables for telecommunications and electronicsCables, coaxialCables, coaxial, microwaveCables, miniature, electric

Local area network (LAN) equipment NESLocal area network (LAN) systems, completeLocal networks, optical fibre cableLocal networks, coaxial cable

Computer cable assemblies and connectorsComputer data cable assemblies, pre-assembledComputer serial cable assemblies

Computer parallel cable assemblies

Contact Information :Web-site: Visit Website

Contact Person: B.K.SAGGIDesignation: PARTNER

Phones (Office) : 1762329943Phones (Resi.) : 329943Mobile: 9316603066Fax: 1762232687

Address: 27-A, FOCAL POINT, RAJPURA  RAJPUA - 140401  (Punjab) India

Vision And Mission

The company aims at successfully meeting the varied needs

of the Indian consumers. The Company has continuously

Endeavored to bring new products to the Indian Consumer the

Company stayed close to its roots nature and it has been a

platform for its success for several years.

Mission Statement

The mission statement of Alcon Cables ltd. Rajpura is ‘’To

produce and sell goods and service to achieve the highest return

on sales in the Industry to total satisfaction of customers ,

employees and Share holders in that order.

Quality

Rajpura Branch of Alcon Cables ltd has a good Quality

control system together with Research and Development which is

comparable to its best in the Industry. It is to the Credit of its

good Quality Control system and efficient R and D Department,

thatAlcon Cables Ltd, Rajpura has been honoured and

awarded .’’THE AMERICAN INTERNATIONAL QUALITY CERTIFICATE

AND GOLD MEDAL.’’

Working Hours

Following are the shift timing , Which many be changed at

the sole discretion of the management .

General Shift 09:00AM 05:00PM

A SHIFT 08:00AM 04:00PM

B SHIFT 04:00AM 12:00PM

C SHIFT 12:00 AM 08:00AM

RESEARCH METHODOLOGY

1. Focus And Objectives of project

Focus of my study is to highlight the significance of human

Resource with following objectives:-

(a) Human beings are complex in nature with potential to grow

This resource is creative and has the ability to contribute in

further in the cause of human lives.

(b) The organization require to demonstrate due concern to

Recruit & select required talent for the organizational progress.

2. Approach or Methodology

I was briefed by very guide Shri B.K.SAGGI G.M. (HR & Adm)

Alcon Cables Ltd. Rajpura. He highlighted salient aspects of

human Resource management & importance of proper

Recruitment & selection of employees for overall growth of the

organization. He concerned numerous aspects related to

recruitment & selection like the importance, policy, manpower

planning, process, objectives & various options available to

recruit the requisite talent.

3. Research Design

The Research design is the blue print for the fulfillment of

objectives and answering questions. It is frame-work which

determines the course of action towards the collection and

analysis of required data. It is a master plan specifying the

method and procedures for collecting and analyzing the method

information. Descriptive Research is used in this study, as the

main aim is to describe characteristics of the phenomenon or a

situation.

4. Data Collection

The Sources of data includes :-

1. Primary Data Sources.

2. Secondary Data Sources.

Primary Data Sources :- Primary Data has been Collectly

directly from sample respondents through questionnaires with the

help of interview.

Secondary Data Sources:- Secondary data sources are those

which has already been used and kept as records like website of

company, manuals reports etc.

Sample Design:- Sample design is definite plan determines

before any data is actually obtained for a sample from a given

population.

Target Population : Employers

Sample Unit : Individual

Sampling Technique : Convenient sampling

Sample size : 100 respondent

Area of Study :- Alcon Cables Company, Rajpura.

5. Limitations of the Study

Various limitations of the study are:-

(a) Various Parameters used in the project may not be 100%

realistic.

(b) The sample size taken over a limited period may have a

margin of error.

(c) Time constraint in the project.

RECRUITMENT & SELECTION IN GENERAL

Recruitment

Definition : - Acc. To Yoder :-

The term recruitment may be defined as the process to

discover source of manpower to meet the requirements or the

staffing schedule and to employ effective measures for attracting

that manpower in adequate number to facilitate the selection of

an efficient working force.

Policy

Sound recruitment policy calls for adopting scientific

processes of recruitment, i.e. those techniques, which are modern

and scientific. Unless a company adopts a suitable recruitment

policy, it may not be possible for the company adopts a suitable

recruitment policy, it may not be possible, for the company to

select right candidate for the right job. A sound recruitment

policy, therefore, needs to :

1. Identify, at the outset, the recruitment needs of the

organization

2. Identify the preferred sources of recruitment

3. Frame suitable Criteria for selection and finally.

4. Consider the Cost of recruitment.

Recruitment Process

The recruitment & selection is the major function the human

resource department & recruitment process is the Ist step

towards creating the competitive strength & the strategic

advantage for the organization. Recruitment process involves a

systematic procedure from sourcing the Candidates to arranging

& Conducting the interviews & requires manes 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

No. of persons

Duties to be performed.

Qualifications required

Preparing job description & person specification.

Locating & developing the sources of required number and

type of employees (Advertising) etc.

Short-listing and identifying the prospective employee with

required characteristic.

Arranging the interviews with the selected candidates.

Conducting the interview & decision making.

The recruitment process is immediately followed by the

selection process i.e. the final interviews and the decision making,

conveying the decisions and the appointment formalities.

Sources of Recruitment

Every organization has the option of choosing the

candidate’s for its recruitment processes from two kinds of

sources:

1. Internal sources

2. External sources

1. Internal sources:-the sources within the organization itself to

fill a position are known as internal sources of recruitment.

2. External sources:- External sources of recruitment is when a

business recruits new staff from outside the business.

SOURCES OF RECRUITMENT

Sources External Sources

1. Present Employees

(a) Transfers (b) Promotions

1. Advertisements

2. Employee Referrals 2. Employment exchanges

3. Former Employees 3. Campus Recruitment

4. Previous Applicants 4. Gate Hiring & contractors

Selection

Definition

Acc. To Dale Yoder “Selection is the process in which

candidates for employment are divided into two classes-those

who are to be offered employment & those who are not.

Selection Process

There are broadly four steps in the selection process and

each step can further be subdivided depending on the need.

1. Screening of Application Forms :-

Application forms are wealth of information and should be

used wisely. It should be interpreted correctly. The primary

objective would be to eliminate applicants failing to meet

minimum qualifying requirements.

2. Tests :

These include tests of intelligence, aptitude, ability and

interest. Tests in intellectual ability, spatial and mechanical

ability, perceptual ability and motor ability have shown to be

moderately. Valid predictors for many semiskilled and unskilled

operative jobs in the industrial organizations. Intelligence tests

are reasonably good predictors for supervisory positions. But the

burden is on management to demonstrate that any test used is

job related. There are two sets of tests-performance and

psychological.

3. Interview :

Interviews are designed to probe into areas that cannot be

addressed by the application from or tests. These areas usually

consist of assessing candidates motivation, ability to work under

stress, inter-personal skills and ability to fit in the organizations.

The use of the interview in selecting executives make sense

whereas for most lower level jobs appear questionable.

4. Selection Decision :

In Practice, the final decision will probably be between three

or four candidates. It is unlikely that any of the three or four

candidates. It is unlikely that any of the three or four remaining

applicants meet the person specification in every way. The

personal specialist together with line management will now have

to weigh up the strengths & weaknesses of each candidate. The

right decision depends on management judgment.

Recruitment & Selection is vital function of HR in the

organization. Slightest mistake will lead to a square peg in round

hole. Instead of following a blind elimination process, focus should

be on selecting people based on the skills and competencies

required for the job.

Selection Procedure

Framing a selection procedure is important to ensure

scientific selection of employees for all levels in an organization.

To match the requirement of the jobs with the attributes of the

candidates, the first step is to make a detailed analysis of job

content to develop job descriptions. Such job descriptions clearly

specify the necessary attributes needed for each job. Most of the

organizations, in order to develop a standard job description for

each job, determine the level of competencies by adopting

industrial engineering techniques like time study, method study,

work measurement, etc.

The next step in selection procedure is to personify such

attributes in candidates,. i.e. developing a specification of

persons, to define the background education, training, personality

and characteristics of the candidates to suit the vacancy position.

This in reality is an exercise to pre-portray an ideal candidate for

a job

Recruitment Vs Selection

Both recruitment & selection are the two phases of the

employment process. The differences between the two are :

1. The recruitment is the process of Searching the candidates

for employment and stimulating them to apply for jobs in the

organization WHEREAS selection involves the series of steps by

which the candidates are screened for choosing the most suitable

person for vacant posts.

2. The basic purpose of Recruitment is to create a talent pool of

candidates to enable the selection of best candidates for the

organization, by attracting more and more employees to apply in

the organization WHEREAS the basic purpose of selection process

is to choose the right candidate to fill the various positions in the

organization

3. Recruitment is a positive process i.e. encouraging more &

more employees to apply WHEREAS selection is a negative

process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human

resources WHEREAS selection is concerned with selecting the

most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in

recruitment WHEREAS selection results in a contract of service

between the employer and the selected employee.

RECRUITMENT & SELECTION SPECIFIC TO

ALCON

Recruitment

Objectives:

Recruitment is an activity which best available manpower in

the market is attracted to apply for the required position is ample

number so that the company has widest possible choice in

selecting (Section III) best candidates available.

Procedure:

To facilitate following activities are to be undertaken

1. Determination of Clear-cut norms of recruitment by two’s in

consultation (with personnel head)

2. The Norms to be incorporated & assessed by personnel

department while placing requisition in placement agencies,

advertisements etc. The Dept. will Deride, which channel they

would like to follow for recruitment for eg. advertisement,

consultants, references etc.

3. Different Departments will sent their Requisition to

personnel department on quarterly basis and their projections for

coming year in writing (Performa-R-I)

4. Personnel Department will maintain the check list

requirements (job specification & employee specification) for

frequently wanted positions (Performa- R-II)

5. There will be two separate employment forms, one for

workers and other for staff and above for HOD’S there is one

more sheet to be attached with staff employment from (Performa

R-III & R-IV)

6. All the data & Performa to be used will be maintained by

personnel department.

7. Origination of all activities regarding Recruitment at all

levels/category will be done by personnel department.

Selection

Objective :

The objective of selection process is to evaluate the

Qualification & experience of the candidates & make the final

decision about them. Selection refers to the process of offering

job to one or more applicants from applicants received.

Process :

Due attention to be paid to selection because it involves the

establishing the ‘best fit’ between the job requirement on the one

hand, and the candidates qualifications & experience on the other

faculty judgment can have far reacting adverse impact on the

organizational functioning. The selection process for workers &

office staff could consist of performance/trade tests & interview.

In the case of Heads of the Departments and second line, these

could be two interviews i.e. preliminary and final with the top

management.

The interview committee will be of three different kinds

based on grade and importance of the position.

For heads of department the committee will consist of :

1. Joint Manager Director.

2. Executive Director

3. Any other Expert (if Required)

The interview Committee for second line in command up to

Assistant Manager would consist of the following :-

a. Committee for Preliminary interview consists of.

1. Personnel Head (Convener)

2. Concerned Head of Department

3. Any other Senior person in Concerned filed.

b. Final interview will be taken by Executive director.

For the grade below second in commands the Preliminary

interview committee with consist of.

1. Second line in command of the concerned department.

2. Second line in Command of the personnel department.

3. Any other expert whom the committee deems fit.

c. The final interview Committee will consist of :

1. The concerned Head of Department

2. The Personnel Head of Department &

3. Any other person the committee deems. Job Approval of

Executive Director will be final & Binding.

4. The No’s of candidates for the particular position to be

considered for selection process would not exceed above

seven times of department.

5. The assessment of the Performance of the candidate in

interview should be preferably be though discussion &

consensus based on select aspects as contained in the

Performa enclosed (S-I)

6. Overall assessment of the performance of the candidate

through different means of selection for the different

categories of employee is an enclosed (S-II)

7. Prior to issuing appointment letters, the medical checkup is

to be done by a qualified medical practitioner (S- III)

8. Verification through previous employer is to done (S-IV)

9. Full & Final settlement with previous employer may be

insured.

METHODS ADOPTED BY Alcon Cables

LTD., RAJPURA

A manager can recruit in two different ways:-

1. Internal Recruitment:-

Internal Recruitment is when business looks to fill the

vacancy from within its existing workforce. Internal recruitment

methods used by Alcon Cables Company Ltd., Rajpura are:-

1. Promotion and Transfers.

2. Job Posting.

3. Employee Referrals.

1.Promotionand transfers

Promotion:- The permanent movement of a staff member

from a position in one job class to a position in another job

class of increased responsibility or complexity of duties and

in a higher salary range.

Transfer:-The Permanent Paternal movement of a staff

member from

one position to job class assigned to the same salaries

range.

Alcon Cables Ltd. Co., Rajpura. uses both promotion and

Transfer methods for filling the vacancies. ABC Ltd., promotes

employees after 3 years. Company may promote employees on

sonority or performance basis.

Alcon Cables Ltd. Co., Rajpura mostly, transfers are done in

marketing sector. HR Manager and section committee may

promote and transfer the staff members. Who meet following

requirements.-

A. Meets minimum qualifications for the job or has clearly

demonstrated the ability to perform or transfer.

B. Has satisfactory record of performance in his/her current

position.

2. Job Posting :-

Arrangement in which a firm internally posts a list of open

positions (with their descriptions and requirements ) so that

existing employees who wish to move to different functional

areas may apply.

HR managers of Alcon Cables Ltd. Rajpura also uses

these method for filling the vacancies.

3. Employee Referrals :-

Recruitment method in which the current employees are

encouraged and rewarded for introducing suitable recruits among

the people they know.

HR manager of Alcon Cables Ltd. Rajpura recruit the

employees on reference given by present employees are invited

for interview. If they are qualified for a job they are selected.

EXTERNAL METHODS:-

External method is when the business looks to fill the

vacancy from any suitable applicant outside the business.

1. Advertisement :-

Advertisement is a form of communication that typically

attempts to persuade potential applicants to fill the vacancies.

Alcon Cables Ltd. uses news paper advertise event method.

No other method is used for recruiting the people. They give ads

in newspapers to fill the vacancies.

2. Employment Exchanges :-

Employment exchanges run by government are also a good

sources of recruitment. Unemployed persons get themselves

registered with these exchanges. The vacancies may be notified

with exchanges, wherever there is need. The exchange supplies a

list of candidate fulfilling required qualifications.

Selections Committee of Alcon Cables Limited Co. Rajpura

contact with District and Local exchanges ie. Rajpura and Patiala

only.

3. Contractor and Consultants :-

Contactor is one who agrees to do work for another. A

independent contractor makes an agreement to do a specific

piece of work retaining control of the means and methods of

doing job.

Contractors are used for recruiting the casual labor, workers

for production process, by Alcon Cables Ltd. Rajpura.

Consultants is a person who acts as an advisor to users or to

the technical staff. Alcon Cables Ltd, Rajpura prefers consultants

for filling the vacancies. This method is preferred mostly by the

personal department.

RECURITMENT AND SELECTION

PROCEDURE OF Alcon Cables LTD.,

RAJPURA

Requirement and job specification by concerned department

to HR

↓

Planning – as per requirement and job specification

↓

Sources (Internal, External and Third Party)

↓

Resume’s Collection

↓

Preliminary Screening – HR

↓

Screening-Technical with head of Department (HOD)

↓

Short listing of Probable candidate for interview.

↓

Fixation of interview date.

↓

Call Letter – For Interview

↓

Preparation of Interview Data Sheet and Assessment Sheet

↓

Interview of candidate by panel.

↓

Final Short listing of Probable Candidate by Interview Panel.

↓

Salary Derogations

↓

Approved by Management

↓

Offer letter

↓

Joining formalities

↓

Induction

↓

Report submitted to employees.

Explanation of procedure of Recruitment

and selection in Alcon Cables

Rajpura.Ltd.,

The procedure or process followed by Alcon Cables ltd,

Rajpura for recruiting the members can be described below:-

1. REQUIREMENT AND JOB SPECIFICATION BY CONCERNED

DEPARTMENT TO HR DEPARTMENT:-

→ The Recruitment process begins with Hr department

receiving requisition for recruitment from any department of

company. This contains :-

- Posts to be filled.

- Duties to be performed

- Qualification Required

- Terms and conditions of employment

- Time by which the persons should be available for

appointment etc.

“Job specification” are formal statements about the nature

and conditions of work which is supposed to be done. So,

different’ department’s will submit the job specification’s details

of vacancies to the HR department.

2. PLANNING – AS PER REQUIREMENT AND JOB

SPECIFACATION:-

HR Department will make plan to induct the employees for

specific positions. As per requirements the HR department will

take into account the education, experience, training, mental

abilities etc.

HR will also make plan to recruit employees from different

sources by considering the details of Job vacancies the plans will

made by personal department to fulfill the requirements.

3. SOURCES – (internal, External and Third Party):-

Sources taken by HR department are of two kinds:-

1. Sources – Persons who are already working in an

organization constitute the internal sources. HR department will

give preference to internal sources because they are economical,

suitable and reliable.

1 On the other hand, External Sources lie outside an

organization. It gives Hr department to make wide

choices, appoint skilled people.

Personal Department of Alcon Cables Ltd, Rajpura choose

that sources to fill a vacancy which will be suitable.

4. RESUME COLLECTION:-

A Resume is a document that contains a summary or listing

of relevant job experience and education.

Resumes of interested applicants will be collected by HR

department concerning job vacancy HR department will find the

skilled people for the vacancy by approaching internal and

external sources.

5. PRELIMINARY SCREENING – HR

When all the Resumes are collected, them preliminary

screening will be done, Hr department will divide the applicants in

to 3 categories according to their qualifications, experiences

salary structure. The categories consists of :-

1. Highly qualified Applicants

2. Moderate or Average Applicants

3. Semi-Skilled Applicants

6. SCREENING– TECHNICAL WITH HOD

After Preliminary screening , HR department will send

applications selected to the concerned department then HR

department with the help of concerned department decide which

applicants are to be finally shortlisted.

7. SHORTLISTING OF PROBABLE CANDIDATES FOR

INTERVIEW:-

When all the completed application forms have been

received , members of the personnel department study them to

find the most suitable candidates .The standard application form

list all the information in the same order, Which make it easier to

compare candidates .

Three or four of the most suitable candidates will be put on a

shortlist and invited to attend an interview at a stated time on

stated date. A formal letter may be sent to all the other

candidates thanking them for applying for the post .

8. FIXATION OF INTERVIEW DATE:-

The Date, Time and Venue for Interview will be fixed .

9. CALL LETTER – FOR INTERVIEW:-

Call Letter will be send to the applicants containing full

information about the Interview .Applicants will be informed

through posts telephonic calls.

10. PREPRATION OF INTERVIEW DATA SHEET AND

ASSESMENT SHEET:-

Selection Committee will prepare Data sheet and

assessment sheet will be prepared.

11. INTERVIEW OF CANDIDATE BY PANEL:-

Interview of shortlisted candidates will be conducted by HR

dept on fixed date . Interview is usually the main feature of job

selection Process.

In panel Interview, Persons more than one , interview a

candidate at the same time .Questions may be asked in turn or

asked Random order as they arise.

12. FINAL SHORTLISTING OF PROBABLE CANDIDATE’S BY

INTERVIEW PANEL:-

The assessment of performance of the candidate in Interview

will be preferably be through discussion and Consensus based on

select aspects as contained in Performa enclosed (S-I)

13. SALARY NEGOTATIONS:-

An extremely important process in which job seekers

attempt to obtain the best compensation package possible ,

based on skills experience Industry salary range , and the

company’s guidelines.

ABC Ltd also sings contract with all finally selected

candidates.

14. APPROVED BY MANAGEMENT:-

In Alcon Cables Ltd, Rajpura of Executive Director Will be

final and binding.

15. OFFER LETTER:-

A job offer letter is a document that confirms the details of

an offer of employment . The job offer letter includes details such

as job description, reporting Relationship , Salary, bonus

Potential, benefits and more.

The job offer letter generally confirms the terms of

employer and candidate have agreed to for his for this

employment during negotiations.

16. JOINING FORMALITIES:-

After Final selection of the candidates have to fill some of

forms. The Candidate have to fill joining forms and statutory

forms. They are :-

1) ESI – (Employment state Insurance form) Declaration

form, it applicable.

2) Provident fund Declaration form

3) Form D under Punjab Factories Rules for nomination.

4) Form under Gratuity Act.

17. INDUCTION POLICY:-

General

Introduction or orientation programmed of an organization is

a process to guide and employee to familiarize them with the job

and the organization. This process helps an organization to clarify

terms and conditions of employment, specific job requirement

and build confidence in the mind of new employee. Thus objective

of orientation programmed is to:-

a) Introduce the new employees with organization,

environment , history tradition and culture of the

organization, achievement and future challenges, policies

and expectation by providing relevant information.

b) Create a positive attitude in the mind of the new employees.

c) Create a proper awareness in the new employees enabling

them to understand the business of the company.

INDUCTION PROCESS IN ALCON CABLES LTD

Procedure

One day :- In accounts / marketing department

One day :- In production / engineering

Last day :- First half in material department and 2nd half in

time office / security for preparing his report.

The concerned Head of Department is empowered to extend

duration of the Induction / Training, if he deems fit. The

trainee/new employee submits the department on completion of

his induction.

In some industries / organization placement is also clubbed

with induction as most of the organization put new employees on

probation for specified/stipulated period (in , Alcon Cables it is 6

month). Periodically performance of these employees is reviewed

through a feedback system form the controlling authority.

Phenomenon of placement is nothing but assigning jobs to the

employees for which they have been indentified suitable.

Generally it arises when a group of trainees are recruited and the

Organization makes provision for short-term placement to identify

the true potential of the employee. The employees are allowed to

work on different jobs through a systematic job rotation program.

At a later stage permanent job allocation is affected matching the

employee’s competence I am enclosing a copy of feed back form.

Annexure – G

CONFIDENTIAL

FEEDBACK FORM FOR THE EMPLOYEE ON PROBATION/TRANING

(FOR HOD’S ONLY)

1. NAME OF THE EMPLOYEE :…………………………………

2. JOINING DATE :……………………………………………..

3. NATURE OF DUTY :…………………………………………

4. ASSESSMENT OF BY MONTHLY REPORTS :

a)………………………………………………………

b)………………………………………………………

c)……………………………………………………..

d)……………………………………………………….

e)……………………………………………………..

f)……………………………………………………..

5. PROFESSIONAL COMPETANCE :

ATTRIBUTES EXCEL

LENT

VER

Y

GOO

D

GOO

D

AVERA

GE

NEED

INPROVEM

NT

BELOW

AVERA

GE

SUBJECT

KNOWLEDG

E

TECHNICAL

KNOWLDEG

E

COMMINICA

TION SKILLS

LEADERSHIP

QUALITY

ADAPTIBILIT

Y

GRASPING

POWR

OVERALL

WORK

6. RECOMMENDATION (S) :……………………………………

7. ……………………………………………………………………

8. SIGNATURE…………………………………..

DATE………………………………………….

18. REPORT SUBMITTED TO EMPLOYEES:-

Finally report is submitted to employees. This is the last and

final step of recruitment and selection procedure the report

regarding the performance and other details.

ANALYSIS

Q1. Does your Company have a clearly stated Recruitment and

Selection policy?

Clarity of Recruitment System

76% Employers agree that the Company have clearly stated

Recruitment and Selection policy 20% says up to some extent and

4% do not agree.

Q2. What are the quality of Alcon Cables Ltd. Rajpura,

Recruitment System?

Qualities of Alcon cables Ltd., Rajpura Recruitment

System

a. Quick Response Time for Requirement

b. Bringing in Quality People.

c. Proper Co-ordination with other teams or departments.

d. Efficient Maintenance and updating Database.

Q3. What Recruitment Sources are used in Alcon Cables Ltd.

Rajpura?

Sources of Recruitment

20% say they use Employment Exchanges, and

20% say they use Employee Referrals and

10% of Advertisement sources are used and

50% of Consultants are used.

Q4. Rank the Qualities in the Order of your Preference on the

Basis of which you select candidate?

Ranking of Quality of Candidate

Rank Given

Qualification 5

Experience 3

Skills 4

Personality 2

Depends on job Variety 1

{job profile and job description}

Q5. Does Alcon Cables Ltd., Rajpura ask candidates to enter into

Bonds with them

Existence of Bond Policy

80% say yes that they ask candidates to enter into Bonds and

20% do not agree.

Mostly bond system exists in Non Managerial Staff.

Q6. Do you have Reservation System?

Reservation System

The Company do not have any Reservation System.

Q7. Do you have a trained staff to take Recruitment and

Selection decision in accordance with current employment

legislation?

Existence of Current Employment Legislation System

90% of employers agree that they have current Employment

Legislation and 10% do not have any views.

Q8. Your company Alcon Cables Ltd, Rajpura is Not Conducting

any test ? Do You think it affect your selection of the candidates ?

View on Conduct of Test

85% of employers agree that not conducting test will affect their

selection procedure and 10% do not agree and 5%have not gives

any view.

Q9. Opinion about the overall image of the undertaking as

evidenced by the number of applicants. If recruitment is

done through External Sources.

RESPONSE OF EXTERNAL SOURCES

20% employers say they have good response and

80% say response is satisfactory.

Q10. Normally, how much response is from candidates

covering different regions?

Response of Candidates covering different Regions

12% employers agree that they have good response from

different regions and 5% say they do have enough

employees from distant place and 83% employees say

response is satisfactory.

Q11. Do you have laid down Performa of assessment

for members of Interview panel?

Performa of Interview Panel

100% employers agree that they have laid down Performa of

Interview panel.

CONCLUSION AND SUGGESTION S

FINDINGS:

The company Alcon Cables Ltd is following the clearly stated

recruitment and selection policies. There is also proper

coordination among the various departments. Consultants play

and important role in recruitments. job profile and job description

plays an important role while selecting an candidates.

Having gone through the entire system of Recruitment and

Selection procedure in Alcon Cables ltd, Rajpura, I tried to analyze

in detail keeping view the general Recruitment and Selection

process. Though the system is effective an functional, I feel the

below mentioned recommendations and suggestions will go along

to improve the existing system:-

1. Alcon Cables ltd, is not conducting any of the test while

recruiting the people the committee should conduct test like

aptitude test, intelligence test, stress test, etc for the high posts

and which have high work load. This will help in bringing efficient

people in the company.

2. Alcon Cables ltd, should improve their salary structure to

encourage more applicants to apply.

3. Alcon Cables ltd, should use wide advertisement methods like

electronic media so that information can reach to far places.

4. Alcon Cables ltd, should provide mare incentives to the

employees like bonus , increase in HRA, etc to attract the new

applicants.

5. As Alcon Cables ltd is production unit, continuous plant.

Work even don’t stop at night. So they should provide proper

facilities to staff.

APPENDIX

QUESTIONARIES FOR SELECTION

COMMITTEE IN ALCON CABLES LTD.NAME: ……………………….

ADDRESS: ………………………..

CONTACT NO.: …………………………

Ques 1 :- Does your company have clearly stated recruitment and

selection policy?

1.Yes 2.No 3.To some extent

Ques 2 :- What are the quality of Alcon Cables Ltd., Rajpura

recruitment system?

Quick response time for requirement.

Bringing in quality people.

Proper coordination with other teams or department

Efficient maintain and updating database.

Ques 3 :- What recruitment sources are used in Alcon Cables Ltd.,

Rajpura ?

1. Advertisement.

2. Employee referral

3. Consultant.

4. Employment Exchanges.

Ques 4 :- Rank the qualities in the order of your preference on the

basis of which you select candidate?

Qualification

Experience

Skills

Personality

Depends on job variety.

Ques 5 :- Does Alcon Cables Ltd., Rajpura ask candidates to enter

into bonds with them.

Yes

No

If yes then what kind of job or department.

Ques 6 :- Do you have any reservation system?

Yes No

Ques 7 :- Do you have trained staff to take recruitment and selection

decision in accordance with current employment

legislation?

Yes No

Ques 8 :- Your company Alcon Cables Ltd., Rajpura is not conducted

any test? Do you think it effects your selection of the

candidates?

Yes No Don’t know

Ques 9 :- Opinion about the overall image of the undertaking as

evidenced by the number of applicants – if recruitment is

done through external sources?

(1) Good (ii) Satisfactory (iii) Poor

Ques 10 :- Normally, How much response is from candidates covering

different regions?

Not satisfactory Satisfactory

Good

Ques 11 :- Do you have laid down Performa of assessment for

members of interview panel.

Yes No

BIBLIO-GRAPHY

1. Awasthappa, k “Human Resource and Personnel

Management ”published by Tata McGraw-Hill publishing

company limited, New Dehli.

2. Armstrong, Michael(1988),”A Handbook of Personnel

Management Practice, “Published by Kogan,London.

3. Rensis likert,” The Human Organisation:Its Management

andValue”Mc-GrawHill Book Company, New York.

4. Yoder Dale, “Personnel Management and Industrial

Relations”1967.

5. KS Khotari,”Research Methodology.

6. R.K.Sur and Sanjiv Verma,”Organizational Behaviour”.

7. Shashi K Gupta and Rosy Joshi,”Organizational Behaviour”.

WEBSITES:

1. www.amritbanaspati.com

2. www.google.com

3. www.yahoo.com

4. projects.com

5. http://en.wikipedia.org/wiki/recruitment and selection.

6. http://www.managament help.org/

7. http://recuritment.naukrihub.com./recuritment Vs selection

html. + (Project)