Guljar Singh E-mail

8/14/2019 Guljar Singh E-mail

1/52

0

CHAPTER-1

INTRODUCTION


2/52

1

INTRODUCTION

RECRUITMENT:-

Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an

employment agency or a member of staff at the business or organization looking

for recruits. Advertising is commonly part of the recruiting process, and can occur

through several means: through online, newspapers, using newspaper dedicated to

job advertisement, through professional publication, using advertisements placed

in windows, through a job center, through campus graduate recruitment programs,

etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication

skills, typing skills, computer skills. Evidence for skills required for a job may be

provided in the form of qualifications (educational or professional), experience in ajob requiring the relevant skills or the testimony of references. Employment

agencies may also give computerized tests to assess an individual's "off-hand"

knowledge of software packages or typing skills. At a more basic level written

tests may be given to assess numeric and literacy. A candidate may also be

assessed on the basis of an interview. Sometimes candidates will be requested to

provide a rsum (also known as a CV) or to complete an application form to

provide this evidence.


3/52

2

Recruitment Policy:

Such a policy asserts the objective of the recruitment and provides a framework of

implementation of the recruitment program in the form of procedure. As Yoder and

other observe: Such a policy may involve commitment to board principal such as

filling vacancies with the best qualified individuals. It may embrace several issues

such as extend of promotion for within, attitude of enterprise in recruiting its old

employer, handicap, minority, group woman employee, part time employees,

friends and relative of present employees. It may also involve the organization

system to be developed for implementing recruitment program and procedures to

the employed. Therefore a well consider and preplan recruitment policy, based oncorporate goals, study of environment and the corporate needs may avoid hasty or

ill-considered decision and may a long way to main the organization with the right

type of personal.

A GOOD RECRUITMENT POLICY MUST CONTAIN THESE

ELEMENTS:

(A) Organization objective both in the short term and long term must be taken

consideration as a basis parameter for recruitment decision and needs of

personal - area wise job family wise.

(B) Identification of the recruitment needs to take decisions regarding the

balance of the qualitative' dimensions' of the would be recruits i.e. the

recruiter should prepare profile for each category of worker accordingly

work out the man specification decide the section, department upper braches

where they should be placed and identify the particular responsibilities

which may be immediately assigned to them.

(C) Preferred sources of recruitment, which would be tapped by the


4/52

3

organization e.g. for skilled or semi skilled annual workers internal sources

and employment exchanged may be preferred for highly specialized

categories and managerial personal, other sources besides the former, may

be utilized.

THERE ARE SEVERAL PRE-REQUISITES OF A GOOD

RECRUITMENT POLICY:

1) Abide by the relevant public policy legislation on hiring and employment

relationship.

2) Provide employees with job security and continuous employment.

3) Integrate organizational needs and employee needs.

4) Provide each employee with freedom and opportunity to utilized and

developed knowledge and skilled to the maximum possible extent.

5) Treat all employees fairly and equitably in all employment relationship.

6) Provide suitable jobs and protection to handicapped, woman and minority

groups.

7) Encourage responsible trade union.

8) Be flexible enough to meet the changing needs of the organization.


5/52

4

SOURCES OF RECRUITMENT

Normally an organization can fill upits vacancies either there RECRUITMENT

Internal Sources External Sources

1. Transfers 1. Advertisement

2. Promotions 2. Employment

3. Agencies

4. Campus Recruitment

5. Labor Contractor

6. Similar Organization

7. Deputation

RECRUITMENT MAY BE CLASSIFIED IN TWO BROAD CATEGORIES.

Internal sources

External sources

INTERNAL SOURCES:

1)Transfer- whenever any vacancies occur somebody from within the

organization is promoted transferred promoted or some time demoted.

2) Campus Recruitment:

Many organizations conduct preliminary search of prospective employees by

conductive interviews at the campuses of various institute, universities and

colleges. IIMs, IITs, engineering colleges. It is and universities are good sources


6/52

5

for recruiting well-qualified executives, engineers, medical staff, chemist,

pharmacist etc.

3) Employee recommendations:

The idea behind employee recommendation as a source of potential applicants is

that the present employees may have a specific knowledge of the individuals who

may be their friends, relatives. If the present employees are reasonably satisfied

with their jobs, they communicate these feelings give preference to local people

(sons of the sole) in recruitments, particularly at lower and middle levels jobs.

4). Labor Contractors:

Manual workers can be recruited through a contractor who maintains close links

with source of such workers. This source is often used to recruit labor for

construction jobs. The disadvantage of this source is that when the contractor

leaves the organization people employed through him also go.

5). Gate Recruitment:

Gate recruiting is quite useful and convenient method at the initial stage of the

organization. When large number of such people may be required by the

organization. In some industries like jute the large number of workers works as

"baddi" or "substitute" workers. A notice on the notice board of the company

specifying the details of the job vacancies can be put. It is very economical.

6). Similar Organizations:

Experienced employees can be recruited by offering better benefits to the people

working in similar organization. Newly established organizations of well-known


7/52

6

houses often lure experienced executives and technical experts from the public

sectors.

7). Deputation:Many organizations take people on deputation from other organization/department

of the same corporate. Such people are given choice either to return to their

original organization after a certain time or to opt for the present organization.

Advantages of internal sources: -

It improves the moral of employees.

Provide greater motivation for good performance.

It is a less costly source than going outside to recruit.

Greater promotion opportunities for the present employees.

Labor turns over reduced.

Disadvantages of internal sources:

Chances of favoritism.

It discourages the flow of new blood in to the organization.

As promotion is based on seniority the danger is that really capable hands

may not be chosen.

EXTERNAL SOURCES:

While vacancies through internal source can be filled up either though promotion

or transfer, recruiter tends to focus their attention on external source. Normally

following external source is utilized for different position.


8/52

7

1. Advertisement:

Advertisement is the most effective means to search potential employees from

outside the organization. Employment in journals, newspaper, bulletins etc is quite

common is our country. It has a very wide reach. One advertisement in a leading

daily can cover millions of persons throughout the country. Cost per person is very

low it is used for clerical, technical and managerial jobs

2. Employment Agencies:

In our country two types of employment agencies are operating. Public

employment agencies and private employment agencies.

Public employment agencies: there are employment exchanges run by thegovernment, almost in all districts. Normally such exchanges provide candidates

for lower position like clerk and junior supervisor etc.

Private employment agencies: there are many consultancies and employment

agencies like ABC consultant, A.F. Ferguson and company, personal and

productivity services, S.B. Billimoria and company etc. which provide

employment services particularly for selecting higher level and middle level

executives.

Advantages of External Sources:

It helps to bring new blood and new ideas into the organization.

Expertise and experience from other organization can be brought.

It doesn't change the present organizational hierarchy that much.

As recruitment is done from a wider market, best selection can be made.


9/52

8

Disadvantages of External Sources:

This source is more costly and time consuming.

The orientation and training of new employees is necessary.

If higher level of jobs is filled from external sources, motivation and loyalty

of existing staff are affected.

METHODS OF RECRUITMENT

DIRECT METHOD:

In this method organization sends traveling recruiters to educational and

professional institution. One of the most widely used methods is that of sending of

recruiters to college and technical schools. Sometimes some organization opens

their placement offices in the college and schools. The placement office usually

provides help in attracting student arranging interviews and providing in MBA or

this manner. Sometimes firms directly solicit information from the concerned

proffers about student with an outstanding record. Other direct method includes

sending recruiter to seminars and conventions and using mobile officers to go to

desired centers.

INDIRECT METHOD:

This invoices mostly advertising in newspapers, on the Radio, in trade and

professional journals, Technical magazines and brochures. It is very useful for blue

collar and hourly workers as well as scientific professionals and technical

employees. Whenever necessary a blind advertisement can be given in which only

box no. is given, without identifying the company.


10/52


11/52

10

ESSENTIALS OF THE SELECTION PROCEDURE:

The nature of the selection weather faulty or staff. Faulty selection leads to

wastage of time and money and spoils the environment and the image of

company.

The policy of the company and the attitude of the management. As a practice

some companies usually hire more than the actual number needed with a view

to removing the unfit persons from the jobs.

The length of the probationary period. The longer the period, the greater the

uncertainty in the minds of the selected candidate about his/her future.

SELECTION PROCEDURE

The selection procedure is concerned with recruiting prevalent information about

an application. The objective of it is to determine whether an applicant meets the

qualifications for a specific job and to choose the applicant who is most likely to

perform that in job. According to Yoder- "the living process is a one or many 'go

no-go' gauge. Candidates are screened by the application) of their tools. Qualified

applicants go on to the next hurdle. While the unqualified are eliminated."


12/52

11

STEPS IN SELECTION PROCESS:-

1. Preliminary Interview:

A special interviewer or a high caliber receptionist in the employment office

usually conducts the initial screening. This interview is essentially a sorting

process in which prospective applicant are given the necessary information about

the nature of the in the organization. Necessary information is also elicited from

the candidates about their education, skills, experience, salary expected etc.

2. Application Blank:

An application blank is a traditional, widely accepted device for getting

information from a prospective applicant. The application form should provide all

the information relevant to selection. But reference to caste, religion, birthplace

may be avoided as it is regarded an evidence of discrimination. Generally' an

application form contains the following information.

a. Identifying information:Name, Address, Telephone no.

b. Personal information:Name, Age, Sex, Marital Status, and Dependents.

c. Physical Characteristics:Height, Weight, and Eyesight.

d. Education: Academic education, Professional Degree, work experience,

references etc.


13/52

12

3. Selection Test:

Many organization hold different kinds of selection tests to know more about the

candidates. A test is a sample of some aspect of an individual's attitudes behavior

and performance. Tests are useful when the number of applicant is large. In India

the use of psychological and other tests is gaining popularity

4. Employment interview:

It is face-to-face interaction between two persons for a particular purpose.

Selection test is normally followed by personal interview of the candidate. It

consists of interaction between interviewer and applicant. It helps in obtaining

information about the background, 'education training, work history and interest of

the candidate and giving Information to him about the company and policies. As

well as it is also helpful to establishing friendly relationship between the employer

and the candidate.

It can be different types like information, formal, structured, unstructured, depth,

group and stress interview

5. Medical Examination:

It is carried out to ascertain the physical standards and fitness of prospective

employee. Either company's physician or a medical officer approved for the

purpose. It determines candidate's physical fitness for the job. It prevents the

employment of people suffering from contingencies disease. It provides a record of

the employee's health at the time of selection.


14/52

13

6. Reference checks:

Many organizations ask the candidates to provide the names of two or three

persons who know him well. The organization contacts them by mail or telephone.In this way organization can get more information about the candidate like

character, working etc.

7. Final Approval:

On the basis of the above steps the selection committee or personal department

recommends suitable candidates for selection. The candidate short-listed by the

department is finally approved by the executives of the concerned departments.

Employment is offered in the form of an appointment letter, mentioning the post,

the rank, the salary grade, and the date by which the candidate should join and

other terms and conditions in brief.

8. Placement:

After all the formalities are completed the candidate are placed on their jobs,

initially on probation basis. The probation period may range from 3 months to 2

years. During this period they are observed keenly and when they complete this

period successfully they become the permanent employment of the organization


15/52

14

Fig.1. Steps in selection procedure

SELECTION PROCEDURE

RECEPTION OF APPLICATIONS

PRELIMINARY INTERVIEW

APPLICATION BLANK

EMPLOYMENT TESTS

INTERVIEW

REFERENCE CHECK(BACKGROUND INVESTIGATION)

FINAL SELECTIONBY INTERVIEWERS

PHYSICAL EXAMINATION

PLACEMENT

WAITING

LIST OFDESIRABLEAPPLICANTS

NEGATIVE DECISION

PHYSICALLYUNFITPERSONALL

YOBJECTIONABLEORUNFAC

OURABLEGENERAL

IM

PRESSION

UNFAVORABLETESTSCORE

UNFAVORABLESECOND

IMPRESS

ION

UNFAVORABLEPREVIOUS

History P

HYSICALLY

UNFIT

UNFAVORABLEPERSONNELDATA


16/52

15

EXISTING PROCEDURE

Nahar Industries ltd is a huge company; around 1900 employees are working inthis company. The company has a well established recruitment and selection

policy. The policy asserts the objectives of the recruitment and provides aframework of implementation of their recruitment program in the form ofprocedures. This policy involves filling vacancies with the best qualified

individuals. There is no special occasion or time for recruitment in Torrent Pharmaltd. They are recruiting continuously, it means, every day is a recruitment day for

them. Whenever the company identifies recruitment needs, the recruiters prepareprofile for each category of workers and accordingly work out the main

specification, decide the sections and department where they should be placed andidentify the particular job responsibility which may be assigned to them. The

company follows various sources of recruitment. These are:-

Selection Test:

Many organization hold different kinds of selection tests to know more about the

candidates. A test is a sample of some aspect of an individual's attitudes behavior

and performance. Tests are useful when the number of applicant is large. In India

the use of psychological and other tests is gaining popularity

Campus recruitment

For this the company goes to the various colleges across the country and

they recruit fresh candidates from there.

Media

The company also recruits through media. For this the company uses sources

like newspapers, magazines etc. They prefer this media basically when large

volume of people is required.


17/52

16

Web- based recruitment

The company also gives recruitment notice in the web and they recruit

through the web.

Employee reference

The company also recruits from friends and relatives of present employees.

Consultancy

Whenever necessary the company takes the help of the consultancy for

recruiting candidates. This is also an important source for them.


18/52

17

RECRUITMENT IN NAHAR INDUSTRIAL ENTERPRISES LTD..

Recruitment is the process by which organizations locate and attract individuals to

fill job vacancies. Most organizations have a continuing need to recruit new

employees to replace those who leave or are promoted in order to acquire new

skills and promote organizational growth.

Recruiting begins when a vacancy occurs and the recruiter receives authorization

to fill it. The next step is careful examination of the job and enumeration of skills,1

abilities and experience needed to perform the job successfully. Other steps follow:

Creating an applicant pool using internal or external methods

Evaluate candidates via selection

And finally make an offer

Scope: To define the process and flow of activities while recruiting, selecting and

appointing personnel on the permanent rolls of an organization.

Authorization:

S.No. Authorized Signatory

1 Head- Human resource

2 Managing director


19/52

18

RECRUITMENT PLANNING

RECRUITMENT PLANNING ON THE BASIS OF BUDGET

A.The manpower planning process for the year would commence with the

companys budgeting activity. Departments to the board of Directors as part of

the annual business plan after detailed discussion with the head of human

Resource Function along with detailed notes in support of the projected

numbers assumptions regarding the direct and indirect salary costs for each

position.

B.A copy of the duly approved manpower plan would be forwarded by the HR

department for their further actions during the course of the year. The annual

budget would specify the manpower requirement of the entire organization, at

different levels, in various functions/departments, at different geographical

locations and the timing of the individual. Replacement of the existing

employees.

C.The Regional HRs would undertake the planning activity and necessary

preparations in advance of the anticipated requirements, as monthly and

quarterly activities on the basis of the approved budget, estimated separations

and replacements therefore.

D.The vacancies sought to be filled or being filled shall always be within the

approved annual manpower budget and no recruitment process shall be initiated

without the formal concurrence of the Head of the Regional HR under any

circumstance.


20/52

19

CHAPTER-2

REVIEW OF

LITERATURE


21/52

20

1. Rao (JUL,1992) in his journal, The concept of recruitment has

proposed,In a survey conducted by Rao on HRD practices in 34 private sector &

11 public sector companies it was found that perceptions were not that significant

among executives. The study indicated that a large number of organizations appear

to use recruitment and Selectionboth for regularly as well as for development

purposes. There was difference between the stated objectives & the objectives in

practice. Approaches in global companies, and there has four different approaches

to managing and staffing their international subsidiaries. The following literature

reviews will attempt to explain that four approaches and point out what is the

advantage and disadvantage of each approach in the internationalization process ofthe company. In the present paper will concentrate on the international

Recruitment. Approaches in global companies, and there has four different

approaches to managing and staffing their international subsidiaries, it related to

how the company recruit and select their staffs in their subsidiaries. In the present

paper will concentrate on the international Recruitment. Rao felt an urgent need to

pay attention to assessing potential of executives which was given less potential.

2. Irene Hau- Siu Chow(Jan, 1995) in his journal,The Chinese University of

Hong Kong has proposed this paper examines recruitment and Selection as

viewed by a sample of 164 Chinese from Hong Kong and the People's Republic of

China (PRC). There was a higher tendency for the PRC Chinese to prefer a group

orientation to recruitment and Selection. The PRC sample also expressed a much

greater willingness to consider non-performance-related factors and a strongerpreference for open, honest, and direct relations between supervisors and

subordinates. In terms of performance attributions, there was no difference in the

degree to which the two groups noted internal attributions of behavior, but the PRC

group espoused external attributions of performance. The Hong Kong group


22/52

21

expressed less trust and confidence in subordinates' ability to accomplish task and

more likely to indicate that supervisors should know the precise answer to work-

related questions. The Hong Kong group also preferred less frequent recruitment

and Selection.

3. Kin Fai Ellick Wong, Jessica Y.Y. Kwong (JAN, 2007) in his

journal, Effectiveness of recruitment and Selection has proposed, this study

revealed that the rater goals effect the rating patterns. This is found by

experimental field study in this paper. Research shows that these are rating errors

and these may due to either people are not able to make perfect evaluation or the

evaluation tools are not designed good enough. Apart from this, managers may

intentionally create these errors in order to achieve different goals. Approaches in

global companies, and there has four different approaches to managing and staffing

their international subsidiaries. The following literature reviews will attempt to

explain that four approaches and point out what is the advantage and disadvantage

of each approach in the internationalization process of the company.It related to

how the company recruit and select their staffs in their subsidiaries. In the present

paper will concentrate on the international Recruitment. Approaches in global

companies.

4. Maral Muratbekova-Touron (JAN,2008) in his journal, recruitment and

Selection has proposed, Recruitment is one of the main functions on Human

Resource Management, refer to International Human Resource Management

perspective, staffing will be more important on the managing by the headquartered

company to their subsidiaries in order to gain more competitive advantage for

them. As a company want to achieve the mind of globalization, they must choose a

suitable Recruitment approach in order to doing business successfully not only in


23/52

22

the domestic also in the international environment. Maral Muratbekova-Touron

(JAN,2008) stated that One of the main issues facing the development of the

global companies has always been to find the right balance between the local

autonomy between subsidiaries and the control of the corporate headquarters., it

related to how the company recruit and select their staffs in their subsidiaries . In

the present paper will concentrate on the international Recruitment. Approaches in

global companies, and there has four different approaches to managing and staffing

their international subsidiaries. The following literature reviews will attempt to

explain that four approaches and point out what is the advantage and disadvantage

of each approach in the internationalization process of the company.

5. Arvind Sudarsan (MAR,2009) in his journal,Impact of recruitment and

Selection has proposed, In this article, findings of a study on performance

Recruitment is one of the main functions on Human Resource Management

criteria used by organizations in India is shown. A survey type methodology was

used in this article to obtain the appraisal forms used by different organizations.The sample covered a wide range of organizations classified on different basis

Approaches in global companies, and there has four different approaches to

managing and staffing their international subsidiaries. The following literature

reviews will attempt to explain that four approaches and point out what is the

advantage and disadvantage of each approach in the internationalization process of

the company.


24/52

23

CHAPTER3

RESEARCH

METHODOLOGY


25/52

24

RESEARCH DESIGN

One of the scientific principles of modern management is planning, and if someone

wants to conduct a research project effectively and efficiently, then he has to plan

the whole research process. This research plan is the jargon of the researcher, is

called a research design. The word design means to prepare a preliminary sketch or

to plan for work to be executed, and research design would mean to prepare a plan

to execute a research report. I have done my research project mainly used

exploratory research studies.

Exploratory research studies: - Means are also termed as formulative

research studies. The main purpose of such studies is that of formulating a problem

for more precise investigation or of developing the working hypotheses from an

operational point of view. The major emphasis in such studies is on discovery of

ideas and insights. As such the research design appropriate for such studies must

be flexible enough to provide opportunity for considering different aspects of the

problem under study.


26/52

25

SAMPLING DESIGN

SAMPLING UNIT: The research work is in Lalru, and sample would include the

employees of NAHAR INDUSTRIAL ENTERPRISES LTD.

This may include the recruiter, trainers and the candidates that are interviewed at

NAHAR INDUSTRIAL ENTERPRISES LTD.

SAMPLING SIZE: Since it would not be possible to study whole of the

universe, i.e. the people who are using these products, in this research project so

I will be taking the sample size of 80 individualswhich would be representing

the entire universe or population.

SAMPLING TECHNIQUE: The sampling method is convenience i.e. non-

probability techniques of sampling and anybody who uses these products

respective places.


27/52

26

OBJECTIVES OF THE STUDY

To know the process of recruitment in NAHAR INDUSTRIAL ENTERPRISES

LTD.

To know the effective method of recruitment and selection in this company.

To know the sources used for recruiting at various levels and various jobs.

The study aims at understanding various issues involved in managerial

recruitment process.

Does the training program really effect their production.

The awareness of employees towards the objective of training program.

To determine the effectiveness of existing training procedure.

To know whether training program helps them in attainment of

organizational goals


28/52

27

SCOPE OF THE STUDY

A detailed study was conducted in NAHAR INDUSTRIAL ENTERPRISESLTD.LALRU.And first hand data collected from a group consisting of over 80

Respondents. Care was taken to include the categories of consumer & retailers.

The scope of this study lies in one organization: NAHAR INDUSTRIAL

ENTERPRISES LTD. So this study is applicable in these two organizations for

measuring. The study is conducted in the city Lalru For the sake of convenience

and accuracy the study has been conducted at one organization i.e. NAHAR

INDUSTRIAL ENTERPRISES LTD. .


29/52

28

DATA COLLECTION

Both the primary and secondary will be the sources of data collection but in this

study the data was collected mainly through primary sources. In primary sources

and Secondary sources we include:

COLLECTION OF DATA

Primary Source Secondary Source

Interview Questionnaire Companys journal Books

(i) Primary Data:I had used Questionnaire and survey as primary data.

(ii) Secondary Data: I also collected data from internet, magazines, Newspaper as

secondary sources.

BBOOOOKKSS

ASWATHAPPA. K, HUMAN RESOURCE AND PERSONNEL

MANAGEMENT, TATA MCGRAW-HILL PUBLISHERS.

NEWSPAPER: EMPLOYMENT NEWSINTERNET PORTALS:

www.researchscholar.com,

www.wikipedia.com


30/52

29

LIMITATIONS

Although serious efforts were made to collect the authentic and maximum

information from respondents. Few of the limitations are enlisted as under:

First of all, the scope of sample size was confined to recruitment department

only, which would have otherwise made study and observations more effective.

Secondly, all the results and conclusions are drawn on the basis of whatever

information has been provided by managers and other employees working in

NAHAR INDUSTRIAL ENTERPRISES LTD. LALRU, so there are

chances of personal biasness as well.

Thirdly, the stipulated time for the project is insufficient to undergo an

exhaustive study about the topic assigned and moreover the scope of the topic is

wide enough.

The researcher had to visit a number of times to all the managers and other

working staff for collecting the information. the managers were not able to give

all the data at one particular time


31/52

30

CHAPTER-4

ANALYSIS &INTERPRETATIONS


32/52

31

ANALYSIS AND INTERPRETATIONS

Q.1 what is the quality company recruitment System?

TABLE 4.1:- Quality company recruitment System

GRAPH 4.1:- Quality company recruitment System

INTERPRETATION: In graph 4.1, the first question asked from the respondents

was whether that the quality of companies recruitment system. Out of total

respondent 80 the 20% agree for quick response & 40%agree for bringing in

quality & again 40%agree for coordination with other department.

20%

40%

40%

Quality of textile companies

Recruitment SystemQuick Response forrequirement

Bringing in Quality People

Proper cordination with

other departments

Frequency PercentageCumulative

Percentage

Quick

Response

requirement

16 20

76

Quality People 32 40 60

Proper

coordination32 40 100

Total 80 100


33/52

32

Q.2 What Recruitment Sources are used?

Frequency Percentage Cumulative Percentage

Advertisement 16 20 20

Employee Referral 3 4 24

Consultants 16 20 44

Portal 7 8 52

All of these 38 48 100

Total 80 100

TABLE 4.2:-Recruitment Sources

GRAPH 4.2:Sources of Recruitment

INTERPRETATION: In graph 4.2, the second question asked from the respondentswas whether that the source of recruitment .The total number of sample size is 80

in which 20% agree for advertisement &4%agree for employee referral, 20% for

consultant, 8% for portal & last 40 % agree for all these.

20%

4%

20%

8%

48%

Sources of Recruitment

Advertisement Employee Referral Consultant Portals All of these


34/52

33

Q.3 Does textile company adopt Internal Recruitment Source i.e. Transfer &

Promotion?

Frequency Percentage Cumulative

Percentage

Agree 64 80 80

Disagree 16 20 100

Total 80 100

TABLE 4.3:- Internal Recruitment Source

GRAPH 4.3:- Internal Recruitment Source

INTERPRETATION: In graph 4.3, the third question asked from the respondents

was whether that the internal recruitment sources .The total number of sample size

is 80 in which 80% agree and 20%disagree in the internal sources of the

recruitment.

80%

20%

Existence of Internal Recruitment

SourceAgree


35/52

34

Q.4 Rank the Qualities in the order of your preference on the basis of which

you select candidate.

Qualification

Experience

Skills

Personality

Depend on Job Variety

GRAPH 4.4:Ranking Of Qualities of Candidates

INTERPRETATION: In graph 4.4, the fourth question asked from the respondents

was whether that the Ranking of qualities of candidates are based on job

description. The graph show the depends on job is ranking of qualities of

candidates.

1

2

3

4

5

0

1

2

3

4

5

6

Ranks

Qualities

Ranking Of Qualities of Candidates

Personality

Experience

Qualification

Skill

Depand on Job


36/52

35

Q.5 Rank the Qualities in the order of your preference on the basis of which

you select candidate.

TABLE 4.5:-Stages Followed In Selection Procedure

GRAPH 4.5:Stages Followed In Selection Procedure

INTERPRETATION: In graph 4.5, the fifth question asked from the respondents

was whether that the Stages Followed In Selection Procedure. The sample of

frequency size is 80 in which 60% agree for the 2 stages & 28% agree for the third

stage and left 12% agree for the four stages.

60%

28%

12%

Stages Followed In Selection ProcedureTwo Three Four


Percent

Two 48 60 60

Three 24 28 88

Four 8 12 100

Total 80 100


37/52

36

Q.6 should there be scrutinization of applications before interview?

Frequency Percent Cumulative

Percent

Agree 70 84 84

Disagree 10 16 100

Total 80 100

TABLE 4.6:-Scrutinization of applications before interview

GRAPH 4.6: Scrutinization of applications before interview

INTERPRETATION: In graph 4.6,the sixth question asked from the respondents

was whether that the: Scrutinization of applications before interview. The total

number of frequency size is 80 in which 84% agree for the scrutinization of

application before interview & 16% are disagree for this.

84%

16%

Scrutinization Of Applications BeforeInterview

Agree Diagree


38/52

37

Q.7 should qualification be considered while selection?


Percentage

Agree 3 4 4

Disagree 77 96 100

Total 80 100

TABLE 4.7:-Qualification is considered while selection?

GRAPH 4.7:Qualification is considered while selection?

INTERPRETATION: In graph 4.7, the seventh question asked from the

respondents was whether that the Qualification be considered while selection. The

sample size is 80 in which 96% agree for the qualification consideration while

selection and 4% disagree for this.

96%

4%

Qualification Consideration While Selection

Agree Disagree


39/52

38

Q.8 Should the tests like personality, intelligence etc be conducted while

selection?


Percentage

Agree 73 92 92

Disagree 7 8 100

Total 80 100

TABLE 4.8:-Should the tests like personality, intelligence etc is conducted while selection?

GRAPH 4.8:Conduction of Selection Tests

INTERPRETATION: In graph 4.8,the eight question asked from the respondents

was whether that the Conduction of Selection Tests.The sample size is 80 in which

92% agree for the conduction of selection test & 8%disagree for this.

92%

8%

Conduction of Selection TestsAgree Disagree


40/52

39

Q.9 should the external sources of recruitment like consultants, references be

considered while recruitment and selection?


Percentage

Agree 47 56 56

Disagree 33 44 100

Total 80 100

TABLE 4.9:-Consideration of External Sources like Consultants

GRAPH 4.9:Consideration Of External Sources like Consultants

INTERPRETATION: In graph 4.9, the ninth question asked from the respondents

was whether that the Consideration Of External Sources like Consultants The total

sample size is 80 in which 56% agree for the consideration of external sources like

consultants. & left 44% are disagreeing.

56%

44%

Consideration Of External Sources like

Consultants

Agree Disagree


41/52

40

Q.10 Do you think Promotions and Transfers among the present employees

can be a good source of recruitment?


Percentage

Agree 48 60 60

Disagree 32 40 100

Total 80 100

TABLE 4.10:-Promotions and Transfers can be a good Source Of Recruitment

GRAPH 4.10:Promotions and Transfers can be a good Source of Recruitment

INTERPRETATION: In graph 4.10, the tenth question asked from the respondents

was whether that thePromotions and Transfers can be a good Source of

Recruitment. The total sample size is 80 in which 60% agree for the promotion &

transfer can be good source of recruitment & left 40% are disagree.

60%

40%

Promotions and Transfers can be a goodSource Of Recruiment

Agree Disagree


42/52

41

Q.11 Are advertisements the best method of recruiting persons for higher and

experienced jobs?


Percentage

Agree 77 96 96

Disagree 3 4 100

Total 80 100

TABLE 4.11:-Advertisements are the best method of Recruitment

GRAPH 4.11:Advertisements are the best method of Recruitment

INTERPRETATION: In graph 4.11, the eleventh question asked from the

respondents was whether that the Advertisements are the best method of

Recruitment. The sample size is 280 in which 96% agree for the advertisement are

the best method of recruitment & left 45 are disagree for this.

96%

4%

Advertisements are the best method of

Recruitment

Agree Disagree


43/52

42

Q.12 Can employee referrals provide quite a large pool of potential

organizational members?


Percentage

Agree 24 28 28

Disagree 56 72 100

Total 80 100

TABLE 4.12:-Employee Referrals provide a large pool of Potential Organizational

Members

GRAPH 4.12:Employee Referrals provide a large pool of Potential Organizational

Members

INTERPRETATION: In graph 4.12,, the Seven question asked from the

respondents was whether that the :Employee Referrals provide a large pool of

Potential Organizational Members.The total sample size is 80 in which 725 agree

for the employee referrals provide a large pool of potential organizational member

& left 28% are disagree for this.

28%

72%

Employee Referrals provide a large pool of

Potential Organizational MembersAgree Disagree


44/52

43

Q.13 Do you think communication skills play a major role in selection of a

candidate?


Percentage

Agree 77 96 96

Disagree 3 4 100

Total 80 100

TABLE 4.13:-Communication Skills play a major role in Selection

GRAPH 4.13:Communication Skills play a major role in Selection

INTERPRETATION: In graph 4.13, the thirteen question asked from the

respondents was whether that the Communication Skills play a major role in

Selection. Total size is 80 in which 960% for the communication skills play a

major role in selection & left 4 % are disagree for this.

96%

4%

Communication Skills play a major role in

SelectionAgree Disagree


45/52

44

Q.14 Do you feel in your department right person is placed at the right job?


Percentage

Agree 9 12 12

Disagree 26 36 48

Cannot Say 45 52 100

Total 80 100

TABLE 4.14:-Right Person is placed At the Right Job

GRAPH 4.14:Right Person is placed At the Right Job

INTERPRETATION: In graph 4.14, the fourteen question asked from therespondents was whether that the Right Person is Placed At the Right Job.The

total sample size is 80 in which 12% agree for the right person is placed at the

right job & 36% disagree for that and left 52% cannot say anything.

12%

36%52%

Right Person is Placed At the Right JobAgree Disagree Cannot Say


46/52

45

CHAPTER-5

CONCLUSION&RECOMMENDATIONS


47/52

46

FINDINGS

1. 76% respondents are agree that there company have clear stated policy about

recruitment and selection.

2. Quality of recruitment and selection policy in this company is high because they

also take help of other departments for it.

3. Consultant & Portals are main sources in this company.

4. 80% respondents are agreeing that this company adopt transfer& promotion as

internal recruitment process.

5. Mostly this company selects their employees on the Experience basis.

6. Qualification is not considered in selection of the candidate.


48/52


49/52

48

CONCLUSION

The selection and Recruitment process of industry is transparent. The selection of

all the employees is purely on the basis of the knowledge and the skills they have.

Recruitment is a critical function in the organization. In order to grow and sustain

in the competitive environment it is important for an organization to continuously

develop and bring out innovations in all activities. It is only when organization is

recognized for its quality that it can build a stability with its customers. Thus an

organization must be able to stand out in the crowd. The first step in this direction

is to ensure competitive people come in the organization. Therefore recruitment in

this regard becomes an important function. The organization must constantly

improvise in its recruitment process so that it is able to attract best in the industry

in order to serve the best. Thus the organization must look out for methods that can

enable it to adopt best recruitment practices.


50/52

49

BBIIBBLLIIOOGGRRAAPPHHYY

BBOOOOKKSS

Mirza S. Saiyadain, Human Resource Management, Tata McGraw-Hill Publishers, 2

ndEdition.

Prasad. L.M, Human Resource Management. Sultan Chand & Sons, 2nd

Edition.

Gupta C.B., Human Resource Management Sultan Chand & Sons, 8th

Edition.

Aswathappa. K, Human Resource and Personnel Management, Tata

McGraw-Hill Publishers, 4thEdition.

INTERNET PORTALS:

www.researchscholar.com

www.chinarsuiting.com

www.hr.com

www.google.com


51/52

50

ANNEXURE

5.1)what is your profession ?

Student

employee

5.2) Do you know about denims ?

Yes

No

5.3)what recruitment source are used ?

Advertisement

Employee reference

ConsultantPortal

All of these

5.4) Does textile company adopt internal recruitment source i.e. transfer promotion ?

Yes

No

5.5) Rank the quality in the order of your frequency on the basis of which you select candidate.

Qualification

Experience

Skills

Depend upon job

5.6) should there the scrutinization of application before interview?

Agree

Disagree

5.7)Should qualification be considered while selection ?

Agree

Disagree

5.8) Should the test like personality ,intelligence etc to be consider while selection?

Agree

Disagree


52/52

5.9) Should the external source of recruitment like consultant, reference be consider while

recruitment and selection?

Agree

Disagree

5.10) Do you think promotion and transfer among the present employee can be a good source of

recruitment?

Agree

Disagree

5.11) Are advertisement the best method of recruitment for highest experienced job?

Agree

Disagree

5.12) Do you think communication skill pay a major roll in sale of a candidate ?

Agree

Disagree

5.13) Do you feel in your department right persons are place at right job?

Agree

Disagree

5.14) which type of interview methods company usually follows?

Structure

Unstruc

Appropriate

Date post:	04-Jun-2018
Category:	Documents
Upload:	lovely-saini
View:	221 times
Download:	0 times

Guljar Singh E-mail

Documents