Rakesh Mba Project

7/30/2019 Rakesh Mba Project

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CONTENTS

PREFACE

CHAPTER I

ORGANIZATION PROFILE

CHAPTER II

INTRODUCTORY AND CONCEPTION

BACKGROUND OF RECRUITMENT & SELECTION

CHAPTER III

RECRUITMENT & SELECTION

POLICES & PRACTICES IN SML

CHAPTER IV

RESEARCH METHODOLOGY

FINDINGS

SUGGESTIONS

APPENDICES

BIBLIOGRAPHY


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PREFACE

Of all the sources of management human asset is a prime over in

which converts the various resources into productive use. Success of

an organization depends mainly on the quality of its work force and

thereby its performance. Every forward looking management will be

greatly concerned with the problems of intake of adequate talent for

manning various positions in the organization.

Thus it is increasingly felt that the personnel polices and practices

should be designed in such a way so as to fix the right man to the right

job and thereby increasing the efficiency of the organization.

The burden of setting the tone and style of the organizations future

development and establishment of its operating norms and culture

rests on recruitment. Thus effective recruitment program forms a

foundation stone for a sound personnel selection; it provides a

sufficient no. of qualified applicants, so that a company can be truly

selective.

Hence, it is the need of the day that general manpower policy provides

guidelines for the important activities and is dynamic and responsive

to the changing vital recruitment of an organization.


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Chapter 1



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In a short span Secure Meters Limited has come a long way. An idea,based on a new dimension in metering in the late 80s, developed by a

small team, has now blossomed to a mission shared by over 700

employees. The company that made a modest beginning with the

introduction of electronic meters for the first time in India is ahead of

its time. Secure Meters Limited was founded in 1988 and it licensed

the product named "Credit and Load Management Unit CALMU

from Polymeters Response International Limited, U.K

To retain its dominant market position in India and exploit

opportunities in the emerging global market, SML has entered into a

strategic alliance globally with PRI, U.K. to form the 'entity'

consortium. The consortium structure is designed to provide both

strength and flexibility and offer innovative products in the fastest

possible time.

SML has a picturesque 5-acre factory in the Pratap Nagar Industrial

Area, of Udaipur, one of the main cities of the state of Rajasthan, in

the north western part of India. The second and third factories are

established at Barotiwala and Bated respectively, in the state of

Himachal Pradesh, in north India.

SML today offers a comprehensive range of metering products such

as: High precision, high accuracy Grid Meters namely Apex Metering

System, Consumer energy meters, Panel Meters, Maximum Demand

Controllers, Single Phase Meters, Pre-payment meters, Accuchek


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range of On-site Calibrators, Test benches, software solutions and

turnkey services.

Our Strengths

Well established national network of 15 sales offices

throughout India.

Customized innovative products to handle energy requirements

with superior response time.

World class manufacturing facilities in India as well as a

dedicated team for R&D and applications to meet the specific

requirements of customers.

ISO-9001:2000 and OFGEM, U.K. Certification (Udaipur

Unit)

Largest exporter of metering products in India and accorded the

status of Export House by Ministry of Commerce, Govt. of

India.

Marketing alliance for world class products from Zera Gmbh,

Germany; NIC Product Inc., USA and Red Phase Instruments,

Australia.

Research & Development (Entity Solutions Limited)

Intellectual capital is the key asset of Secure Meters. Its thrust on research

and development has helped SML maintain a competitive edge in the

field of utility revenue management worldwide. Driven by the simple

philosophy - there is always a better way of doing things, Team R&D is

passionate about innovation. Starting with a visionary who dared to think

differently way back in 1988, today research and development is the spirit


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of the SEMS Innovation.

Team R&D comprises of more than 170 brilliant professionals, who

research extensively for new products, technologies and processes to

provide advanced technology solutions to the customer specific needs.

The department has expertise in the state of the art technologies in analog

and digital hardware design, communication and networking, embedded

and high level software, metrology, mechanical and plastics design,

product validation, quality systems and reliability engineering. Software

expertise encompasses a wide range of operating systems, database

design, networking, front end tools and Internet applications.

This wealth of intellectual property and its creators are fully supported by

a wide range of the required development equipment and facilities. State

of the art Computer Aided Design, computer simulation and analysis,

software development tools, prototyping facilities, environmental and

EMI / EMC test equipment, reliability assessment equipment etc. all

support the development efforts.

Technology and innovation management processes are extensively

applied. The development center is accredited to the SW CMM level 3

and ISO-9001-2000 quality system. The R&D house is also recognized

by the Department of Scientific and Industrial Research, Government ofIndia and was awarded the prestigious DSIR national award for

innovation in electrical sector in 1995. Not surprisingly the team

continues to develop innovative solutions for customers world wide.

Human Resource Practices

The strategic vision of the HR function in Secure Meters Limited is toensure that as the organization grows - the people instrumental in the


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growth also grow with the organization. We believe that the best way to

shaping the strong SML for tomorrow is to invest in our best resources;

our people. Those people who will take SML into future and who hold

the key in helping the organization reach the lofty goals that it has set for

itself. At SML we appreciate that it is the people who give the

organization its identity and make any endeavor a success. It is therefore,

a constant effort to provide learning opportunity and the best work

environment. We lay a lot of stress on continuous learning. We have

realized that learning and competency building are just the initial steps.

The learning mission of the organization is to have the knowledge before

we need the knowledge. It is important to be a step ahead of change to

meet the demands of the ever - changing business environment. HR has

been taking various initiatives to be an anchor in linking the people to

systems that build desired competencies within the organization.

Important amongst these initiatives are the elaborate and well structured

"Learning Program" and the "Performance Management System". The

system incorporates the organization's stand on laying equal emphasis on

both "means and "ends", thereby ensuring an objective and increasingly

transparent process of measuring performance.

The corporate philosophy

To earn profit and have a long-term view in growth of corporate

assets.

To have a reputation for integrity, honesty, straightforward and just

dealings with our customers and vendors.

To achieving a standard of quality for our products and services

which is equal to or better than the best available in the market we

serve.


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To be committed to our customers without whom our very

existence would be redundant.

To be innovative in our approach and thought on the belief that

there is always a better way of doing things.

Progress is our most important product. Be it our products,

production process, operations or for ourselves as individuals.

To be open, friendly, sincere and human in our behavior and

attitude.

To be committed to the personal and professional development of

our employees while providing an environment where individual

and team achievements are recognized and respected.

To making the company an ever better place for work.

To contribute our share to the community as a part of our social

responsibility.

Global Brand

Apart from manufacturing & delivering State - of - the - art product

range, Secure Meter Limited is also involved in Marketing world class

test & measuring instruments from Zera Electric GmbH, Germany; NIC

Products Inc., USA and Red Phase Instruments, Australia.

Founded in 1920, ZERA is a highly

specialized industrial company. It is the

technological leader worldwide in the

area of test systems for electricity meters,

measuring transformers and circuit

breakers. All its products reflect its

expertise in the fields of mechanics,

digital technology, power electronics and

software. ZERA has developed products

to suit local requirements of over 50

countries, where it has its representatives.

URL: http://www.zera.de/
http://www.zera.de/http://www.zera.de/http://www.zera.de/


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NIC Products Inc. is US based company

involved in manufacturing of versatile

security seals 'The Quick Seal'. The Quick

Seal can endure extreme weather

conditions including long term exposure to

direct sunlight, the quick seal fits virtuallyall sealing applications in the electric

utilities industry. Other applications are

Postage Meters, Taxi Meters, ATM

Machines, Transportation Bags and

Containers.

URL: http://www.nicproducts.com/

RMD ELECTRONICS PTY. LTD. is an

Australian company founded in 1978. The

company is based in Melbourne with

agents in other capital cities and overseas.The company specializes in the

manufacture of electronic test and

measurement products for the electricity

supply industry. All products are

manufactured under the "RED PHASE

INSTRUMENTS" brand. About 80% of

production is exported to various

countries throughout the world.

Processes

At SML, we continuously strive for process orientation from ideation to

execution and implementation. What sets SML apart is our structured

approach to the development processes honed over the years through

sheer experience that have helped isolate the critical few from the trivial

many.

We use a Concurrent Engineering process which is a systematic approach

to integrated simultaneous design of products and their related processes

including process engineering, quality and product management that

helps to improve cycle time, reduce product cost and improve product

quality.
http://www.nicproducts.com/http://www.nicproducts.com/http://www.nicproducts.com/


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In the quest for excellence, ESL support and service processes adhere to

industry standards like the ISO 9000-2000. Keeping in line with the

quality improvement ventures, there are several six sigma (6 s) endeavors

in progress with specific improvement objectives, ESL has also been

assessed at CMM Level 3 and has embarked upon the challenging

journey of CMMi Level 5, in furtherance of its process improvement

objective.

ESL remains one of the very few companies that have reported

embarking on implementation of Integrated Product and Process

Development (IPPD) under the Software Engineering Institute's (SEI)

Integrated Capability Maturity Model (CMMi). To expedite the process

of developing a winning product, we have adopted a systematic and

integrated product development approach that achieves a timely

collaboration of relevant stakeholders throughout the life of the product

with the perspective of satisfying customer needs, expectations, and

requirements.

The engineering and management processes have been formulated to

provide a common framework for process definition, project execution

and process improvement, primarily focusing to reduce turn around time,

continuously improving product quality and developing innovative

product designs.


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Chapter II

INTRODUCTORY AND CONCEPTUAL

BACKGROUND

OF RECRUITMENT & SELECTION


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INTRODUCTORY AND CONCEPTUAL BACKGROUND OF

RECRUITMENT AND SELECTION

Manpower Planning

Manpower is the process included forecasting, developing and controlling

by which a firm ensures that it has the right number of people of the right

place at the right time doing work for which they are economically most

useful.

It is a series of activities consisting of forecasting future manpower

requirements, inventorying present manpower requirement, inventory

resources etc. It helps in selection and development activities,

formulating managerial grid succession plans, procuring personnel with

necessary qualification, identifying surplus and personnel etc.

Recruitment

Recruitment and selection of capable, efficient and willing work force

forms a corner stone of the development of any organization. It can be

define as process of identifying the source for prospective candidates and

to simulate them to apply for the jobs. In the other words it is the process

of generating of application or applicants for specific position.

Source of Recruitment

The sources can be broadly classified in to categories.

a) Internal


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b) External

Internal: This refers to the present working force of a company.

Mamoria say that the best management policy regarding recruitment is

to look first within the organization for this purpose. Internal sources

must be trapped effectively through systematic promotions, transfer, up-

gradation, recommendation and sometimes demotion.

External: Executive functions of higher levels of management call for

versatility. These qualities may not available in the inventory of present

skills inside the organization. These necessitate infusion of a fresh blood

from a variety of sources such as:

Advertisement in news paper

Employment Exchange

Field Trips

Campus recruitment / Educational Institutions

Labor contractors/ Unions

Casual applications

Leasing / Deputation

Selection

Selection is the name implies, involving picking for hire a subset of

workers from the told set of workers who have applied the job. Numerous

applicants are the result of an effective recruitment program for

managerial personnel. Selection is done comparing the recruitments of

the job with the applicants qualifications.


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Selection is long process. The hiring procedure is not a single act but is

essentially a series of methods of steps a stages by which additional

information is secured about the application. The procedure may be

compare to a series of successive hurdles or barriers with a applicant must

cross. This technique is known as SUCCESSIVE HURDLES

TECHNIQUES.

Selection is frequently negative in that it terms to eliminate applicants

leaving only the best to be placed in the firm. Selection forms are crucial

manpower function.

Steps in selection procedure:

In order to determine the qualification needed to meet the requirements of

job, the company has first of all to analysis the job.

Job Analysis

It is a procedure by which important information collected about the job

like task, which comprise a job skills, knowledge, ability and

responsibility of workers required for successful performance. The

information concerning the job can be obtain from a number of source

such as observation of workers, interview, questionnaire responses,

published manuals bulletins etc.

Job Description

The result of job analysis is set down in job decryption. The information

collected is to be developed in the form of job decryption. This is a

written statement that describes the main feature of the job, as well as the

qualifications / activities which the job incumbent must posses. It provide


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the worker an analyst and supervisor with the clear idea what the worker

must do meet the demand of the job.

JOB ANALYSIS: AREA OF APPLICATION

Job Specification

It is a standard of personnel and designates the quality required for an

acceptable performance. It is written record of the requirements sought in

an individual worker for a given job. In other word, it refers to a summary

of the personal characteristics required for a job. It is a statement of the

minimum acceptable human qualities necessary for a proper performance

of a job.

Selection Procedure

JOB ANALYSIS Job Description

Job Specification

Job Evaluation

Assessment of

Performance

Method Techniques

Relation

Responsibility


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As Yoder points out selection procedure involves a succession of hurdles,

individual applicants are rejected at such hurdles, and successful

candidates must clear all of them.

An effective selection procedure of an organization involves scientific

assessment of qualification of applicants required for success in

managerial positions.

The steps commonly followed are as under:

SELETION PROCESS FLOW CHART

Application Bank

Initial Interview of the Candidate

Employment Test

Checking References

Physical of Medical Examinations

Final Interview


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1. Application Bank

Filling the application blanks by the candidate is the first step in the

process of selection. In this form the applicant give relevant personal data

such as his qualification, specialization, experience and firms in which he

has worked etc. The application blank is carefully scrutinized by the

company with reference to the specifications prescribed for the job to

decide the application that is to be called for interview.

2. Initial Interview

This interview is most important means of evaluating the appearance of

the candidate. It is also used for establishing a friendly relationship

between the company and the candidate and for obtaining additional

information or classification on the information already on the application

blank.

3. Employment Test

Psychologists and other experts have developed certain test by which a

candidates particular traits or abilities, likes and dislikes, intelligence,

manual dexterity, capacity to learn and to benefit from trainee his

adaptability etc can be estimated. There are several types of test. The

more commonly used are:

a) Aptitude Test: This test helps in findings assessing before training

as to how well the candidate will perform on a job after he is given

the necessary training.

b) Interest Test: Interest test is generally used for vocational

counseling usually well prepared questionnaires are used in interest

test.


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c) Excellent Test: By using this test the candidate mental alertness,

ability and power of understands etc. is judged.

d) Trade or performance or Achievement test: In this list the

candidate is asked to do simple operation, which is a part of hisproposed job. This test is used to measure the candidates level of

knowledge and kill in the particular trade or occupation in which

he is appointed.

e) Personality Test: This is used to measure those characteristics of

candidate confidence, temperament initiative, judgment,

dominance, integrity and originally etc.

4. Checking Reference

In this step employer checks the personal details about the candidate such

as his character, past history mentioned in the application. For this

purpose, the employer also contacts his friends residing in the locality or

he may contact the present or former employer of the candidate.

5. Physical Examination or Medical Examination

Physical examination objectives are:

a) To check the physical fitness of the applicant for the job applied for

b) To protect the company against the unwarranted claim for

compensation under certain legislating enactments such as workmen

compensation act.

c) To prevent communicable diseases entering the business concern.

6. Final Interview

This interview is conducted for those who are ultimately selected for

employment. In this interview the selected candidates are given an idea

about their future prospects with in the organization.


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Chapter III

POLICES & PRACTICES OF RECRUITMENT

AND SELECTION IN SECURE METER


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Polices and practices of recruitment and selection in secure meter

Introduction

Men with ability and courage to plan organize and decide the affairs of an

enterprise are its very life force. This necessities that all possible

measures are taken to trace the best managerial talent, develop adequate

techniques to attract them and use more objective and scientific tools for

their selection. These measures help in building an effective managerial

workforce and facilitate the healthy growth and prosperity of an industrial

society.

This study is an attempt to have a close look at and assess the recruitment

and selection polices and practiced applied to executive of SML. The

company has large strength of employees placed at different positions in

SML and are making handsome profits these days.

Corporate Personnel Department

The basic function of the corporate personnel department called the

personnel and administrative department is to evolve polices on all

aspects of HRM of the company and to administer the companys policies

in units and adopt such measures as would enable the company to achieve

its co-operative goals in the area of HRM. The Managing Director is in

overall charge of all functions related to personnel administration duly

assisted by a team of intellectuals and professionals.

Recruitment in SML


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Recruitment process starts when company wants further in their

organization in their present work changes are done for quality

improvement and expansion and for doing something better.

Recruitment of executives at SML is done through all India selection

apart from proving opportunity to its own employees having requisite

qualification and experience.

Procedure for Identification of Vacancies

Vacancies are reported by respective department to the whole time

director of the company. The director orders, personnel department,

respectively to arrange the vacancies. After the assessment a few post

serving the required purpose are sanctioned out of which personnel are

recruited to certain post and others remain vacant until the need for filling

them arises.

Recruitment Policy

The policy of recruitment has to be framed and details carefully as it

affects human aspiration and values to a great extent with regard to

recruitment, like other area SML always takes into account not only theprevailing trend but also term prospective consistent with the growth and

objection of the company.

While framing the policy due consideration has been also the vat

experience of the corporate management and exclusive needs the

organization and whole the objectives of the policy including following.


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1) To plan and administer qualitative and quantitative development of

different matching to the growing needs of the organization within

the frame work of corporate plan of the company.

2) To ensure career growth, objective, inter coined with organization

growth by planning and opting for optimal promotional styles

booked for well designed schemes such as job rotation and

management development schemes.

3) To provide more opportunity of growth and development to its

employees.

4) To motivate employees for acquisition of higher learning.

5) To ensure compliance with Govt. Directors in related matters.

Recruitment of Executive in SML

The company has a shaded program for recruitment of young and bright

candidates qualifies for various disciplines to meet its growing demand

resulting from expansion of its activities.

Modes of selection of middles and junior level management trainees:

The eligible candidates are requested to appear through written test

firstly. Pare consist of objective, multiple and descriptive type question to

determine the intelligence and knowledge of the candidate in the

concerned field. Those who qualify the written test stand eligible for


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personal interview. If he clarifies practical test and interview, he is

temporarily appointed by the company.

They are kept on temporary basis. After completion of this period, they

are assessed on the basis pf work performed by them in this period.

a) If the company is satisfied they will become permanent members

of the organization.

b) If the company is not satisfied, they are rejected and hence they

have to quit the organization.

c) If their work is moderate than they might get a chance to show

their capabilities once again.

Procedure for recruitment

Whenever any vacancy occurs in any of the grades in any disciplines, a

request to fill the same is submitted by the concerned department to the

corporate personnel department. On receipt of a requisition the corporate

personnel department first of all verifies from the approved organization

chart, whether or not the requisitioned post falls within the sanctioned

strength. If the post falls within the sanctioned strength action to fill up

the vacancy through promotion and or extend will be initiated. Incase the

requisition involves filling up the post, separate action to get the past

sanctioned is a prerequisite.

Sources of Recruitment


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Ti fill up the vacancies, the various sources trapped by SML management

can be broadly classified under the following two heads.

1) Internal

2) External

INTERNAL

SML as a policy a terms to fill up the vacancies in all grades from within

the organization outsider are invited generally when personnel of

requisite experience and qualification from with in the organization are

not available.

EXTERNAL

Inspite of no. of sources that can be used for executive recruitment, SML

makes maximum use of following external sources of Recruitment.

a) Open Market Advertisement in Press:

Advertisement is reputed state level deals or local newspaper is given

employment news and other publication namely attracts candidates for

various positions to be filled up from time to time. Hence advertisementsare the major source of external recruitment in SML. The bulk

recruitment for the post of management trainees is made through press

advertisement.

Procedure for publishing advertisement


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Where recruitment has to be done from the open market, an

advertisement is issued in leading newspapers on a local or national scale

as prescribed and the Employment News published in accordance with

the full guidelines.

The layout of the advertisement and the information contained

therein are prescribed from time to time.

The job title, job summary, qualifications and experience are in

accordance with approved job specifications.

Age restrictions and special relaxation if any are accordance with

the companys rules and regulations.

The pay scales, allowance, prerequisites admissible and no. of

posts are mentioned.

Application free required being collected in mentioned.

METHODS OF RECRUITMENT IN SML

Sr.

No.

Description White

Collar

Workers

Blue

Collar

Workers

Both

1 Public Employment Agency

2 Advertising (News Paper)

3 Personal Application

4 Direct hiring at the gate

5 Nomination by present employees

6 Colleges and Universities

7 Private Employment Agencies

8 Productivity centers and Training

Institutes


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SELECTION

Once a post is advertised and an adequate flow of promising applicants

for managerial position has been assured by an effective recruitingprogram, short listing of candidates is done, which is called the selection

process.

STEPS

Before the selection process stands manager analyze job and prepare job

description and job specification.

SELECTION PROCEDURE

The selection procedure in SML is different for workers and for

executive.

(A) SELECTION PROCEDURE FOR EXECUTIVE STAFF

In SML the various steps applicable for selection of executive staff are as

follows.

i) Application Form

After the advertisement of post a minimum of one week given for

submission of application in prescribed form. After applications are

received they are scrutinized on the basis of qualification, experience, age

and other requirements.

ii) Written Test

After the scrutinizing of application, the eligible candidates are called forwritten test. They are generally given to the category of staff, upper than


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workers staff. The paper is set by company itself. The heads of

respective discipline in which the vacancy arises are required to frame the

questions, because they have an expertise in their field, and they can only

test candidate and their respective fields. Evaluation of answers strength

on manual basis in SML.

iii) Practical test

Once a candidate clears the written examination, he has to go through a

series on hurdles. After the written, the expert would test him on his

practical knowledge of the respective discipline for which he has

appeared specially technical post like engineers etc. are tested on the

practical aspect. The candidate is taken to the work place and is given

instruction as well, question is asked to operate or to show his technicalexpertise, to the superior or the head who is examining him.

iv) Psychological Test

Based on the test a candidate gains or losses points in the superiors mind.

They test a persons aptitude, personality and interest. Basically in an

organization only mental stability is just, rest is a formality.

v) Interview

A candidate, who goes through this entire test and qualifies them,

becomes eligible for personal interview. Now he has to appear before the

selection committee who will assess the candidate on various parameters.

Now whole process comes at a verge of completion just same minor

details are checked.

vi) Physical Examination

SML test a candidate on his stamina, strength or tolerance of hardworking condition for executive staffs a deficiency could be physical

disability a candidate suffering usually physically disabled persons dont

apply for a job at SML.

vii) Placement

If he clears these hurdles, he gets temporary appointment in the company

as a trainee. He has to join within fix period or whatsoever told by

management. After this temporary period, he is evaluated by the superioron the basis of work, he performed in this period.


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(B) Selection Procedure for Post Worker

The procedure overall is more or less same. In this case, they are not

supposed to give written test, as such.

Otherwise all parameters are same for selection. They also get temporary

appointment up to final placement. They join organization as a trainee.

Procedure for Direct recruitment

For direct recruitment and grades as the company usually gives

preference to internal candidates. They are selected for higher posts

through an interview only without going through written tests. Amanagement appoints a selection committee of suitable candidate.

i) Constitution of Direct Committee

Selection committee is consulted with the approval of chairman,

managing director, and executive director, general manager for

conducting interview and to select candidates for appointments to

required post in the company. The selection board consists of normally 4

to 5 members.

They are :

a) Concerned department head for which the post is to be filled.

b) Senior executive of personnel department, depending upon the

level of post for which the candidates have been called for

interview.

ii) Issuance of call Letter

After the selection committee has been duly constituted the dates for

interview for various posts are fixed and interview call letters are issuedto those candidates who are considered eligible for promotion to higher

post.

iii) Procedure Detail

a) Guidelines and purpose of filling up the post etc are given to the

members of the committee.

b) The interview session held by this selection committee and theirrecommendations are recorded and evaluated.


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c) The recommendations are scrutinized to a certain whether, it confirms

to the existing personnel polices and then with its recommendation

personnel department place it before the competent authority for

approval.

Chapter IV



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Research Methodology

Every research is based on standardized sequence, which determine the

way in which it is conducted and finalized. Present research is conducted

in the following sequence.

Problem Definition of the Study

Manpower or Human Resource may be thought of as the total

knowledge, skills, creative abilities, talents and attitude of an

organization work force, as well as the values attitudes and benefits

of an individual involved. It is the sum total of inherent abilities,

acquired knowledge and skills represented by talents and aptitudes

of employed person. Recruitment is the discovering of potential

applicants for actual or anticipated organizational vacancies. It

forms the first stage in the process which continues with selection

and cares with placements.

The objective of study were


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a) To know the prevalent recruitment and selection practices at

SML.

b) To identify lacunae in the system.

c) To give suggestion for the betterment of the system.

Approach of the Study

The study of recruitment and selection of employees is a very

sensitive and delicate field because it affects human aspiration and

feeling and therefore need to be approach very carefully.

However the approach to the study basically is following

a) To study and analyze various available information relating to

recruitment and Selection

b) To make study more realistic and as for as possible to bring out the

correct picture of the polices being follow in secure meter, an

interview schedule consisting 15 question has issued to 50

employees of Secure Meters, Which provide a better appreciation

of their opinion about the subject.

Research Designed Definition

A research design is basic from work which provided guidelines

for the reset of research processes. It is a map or blue print

according to, which the research is to be conducts. The research

designed specifies the methods for data collection and data

analysis.

The Data Collection Method has Two Types

Primary Data Collection

The Methods for this Category are:


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(a) Observations:

In Observation method, the actions of respondents are observed

by directly mixing with them and sometime indirectly withoutgetting mixed up with them, it revealed the true picture of the

organization and it employees.

(b) Interviewing the Employees:

Random samples of about 50 employees are interviewed with

the help of and interview schedule. It helps to assess, in depth

picture of falling, aspiration and motives of employees.

Secondary Data Collection

(a) Recruitment and selection policies of the company are collect

from the records of the company.

(b) Publication of industry and government publication are also

study to obtain relived information on topic.

Research Instruments

The basic research instruments used for the study is interview

schedule consisting of 15 question design and for in a set format to

study all aspects of recruitment and selection system in this

organization.

Field Work

It is the main element of data collection. The responses and

information given by employees is noted down.

Data Analysis

The statistical techniques of classifying and tabulating data are

used to interpret useful data. All the questions are analyzedsimultaneously and then conclusion is drawn out.


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Report Formation

It is final stage of project formation. The collection data which is

analyze and interpreted systematically arranged and printed in theform of report in clear and understandable format.

ANALYTICAL REVIEW OF POLICIES AND PRACTICES OF

SML EMPLOYEES

Survey and Interview of employees

The data presented till now was secondary, procured from the corporate

personnel of the HRD of SML. Some more data was collected to survey

and by interviewing employees to assess the knowledge and opinion of

employees of SML. The employees of SML were requested to fill an

Interview Schedule to enhance the vision and mission of the study.

The data collected from personnel department was of maximum benefit.In all 50 schedules were issued at random and information collected from

executives and workers at SML.

During my whole Research Project, a thing that I must appreciate the

most in employees at SML is that they are very loyal to the company. An

even after certain barriers, they are satisfied and contended.

Also they love the working environment at SML, In fact they are proud of

being a part of the company.

Sample Frame

A stratified random sample of 50 employees (15 managerial and 35

worker staff) was chosen at random. Apart from the schedule generalinformation was collected from all possible sources.


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Response from Employees

Response from both employees i.e. managerial and worker staff were

really appreciable. Everyone friend their best to deliver right information

for every question of schedule. They were very frank in answering the

question.

The analysis of the schedule revealed simple and satisfactory picture do

the recruitment and selection practices of SML.

ANALYSIS OF INTERVIEW SCHEDULE

Q.1. Who give you information about vacancy in Secure Meters

Limited?

Sr No. Options Response (%)

1 Advertisement 50

2 Employment Exchange 5

3 Jobbers and

Contractors

10

4 Educational

Institutions

2

5 Factory Notice Board 0

6 Gate Hiring 20

5 Trade Union 0

6 Co-Workers 8

7 Others 5


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0

5

10

15

20

25

30

35

40

45

50

Responses (%) 50 5 10 2 0 20 0 8 5

AdverisementEmployyees

Exchange

Jobbers and

Contractors

Educational

Institutions

Factory Notice

BoardGate Hir ing Trade Union Co-Workers Others

Q.2. Fill the method by which you recruited for this post?


1 Internal Recruitment 60

2 External Recruitment 5

Total 100


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Response(%)

60%

40%Internal Recruitment

External Recruitment

Q.3. was your interview on scheduled time?

Sr No. Options Response (%)1 Yes 80

2 No 15

3 Cant say 5

Total 100


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Response(%)

80%

15%

5%

Yes

No

Can't Say

Q.4. was the reason for delay on part of company justifiable?


1 Yes 90

2 No 103 Cant Say 0

Total 100


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Response(%)

90%

10% 0%

Yes

No

Can't Say

5. Did you receive any facility during your interview?


1 Yes 100

2 No 03 Cant Say 0

Total 100


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Response(%)

Yes

100%

No

0%

Can't Say

0%

Yes

No

Can't Say

6. Should a candidate revive such facilities?


1 Yes 100

2 No 0

3 Cant Say 0

Total 100


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Response(%)

Yes

100%

No

0%

Can't Say

0%

Yes

No

Can't Say

7. What can you say about the time lag between date on which you

were interviewed and data of the receipt of final call letter from the

company?


1 More 5

2 Normal 20

3 Less 70

4 Cant Say 5

Total 100


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Response(%)

Can't Say

5%

More

5%

Normal

20%

Less

70%

More

Normal

Less

Can't Say

8. Your opinion about initial induction, is it necessary?


1 Yes 100

2 No 0

3 Cant Say 0

Total 100


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Response(%)

Yes

100%

No

0%

Can't Say

0%

Yes

No

Can't Say

9. Rating your experience in Secure Meters?


1 Excellent 60

2 Good 34

3 Average 6

4 Poor 0

Total 100


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Response(%)

Poor

0%

Excellent

60%

Good

34%

Average

6%

Excellent

Good

Average

Poor

10. Your Opinion about recruitment policy of the company?


1 Excellent 82

2 Good 12

3 Poor 0

4 Cant Say 6

Total 100


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Response(%)

Can't say

6%

Excellent

82%

Average

12%

Poor

0%

Excellent

Average

Poor

Can't say

11. How is your opinion should recruitment remain?


1 Static 16

2 Dynamic 84

Total 100


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Response(%)

Static

87%

Dynamic

13%

Static

Dynamic

SELECTION

1. Selection system in Secure Meters Limited?


1 Satisfactory 95

2 Less satisfactory 0

3 Unsatisfactory 0

4 Influence by Outside

Agency

5

Total 100


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Response(%)

Inf luence by

Outside Agency

5%

Satisfactory

95%

Less Satisfactory

0%

UnSatisfactory

0%

Satisfactory

Less Satisfactory

UnSatisfactory

Influence by Outside Agency

2. Change in Selection system in your opinion?


1 Sufficient 84

2 Require Improvement 10

3 Cant Say 6

Total 100


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Response(%)

Sufficient84%

Require

Improvement

10%Can't say

6%

Sufficient

Require Improvement

Can't say

3. Your Opinion about time lag between working as a trainee up to

placement?


1 More in SML 10

2 Most Appropriate 67

3 Should be More 23

Total 100


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Response(%)

More in SML

10%

Most Appropriate

Should be More

23%

More in SML

Most Appropriate

Should be More

4. What was the procedure undergone by you when you selected for

the first post and present?


1 Application Bank 10

2 Written test 74

3 Medical Examination 0

4 Interview 10

5 Reference 6

Total 100


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Response(%)

Reference

6%

Interview

10%

Application Bank

10%

Written Test

Medical

Examination

0%

Application Bank

Written Test

Medical Examination

Interview

Reference

5. Which of the selection technique has the maximum element of

subjectivity?


1 Application Bank 20

2 Interview 30

3 Test 30

4 Medical Examination 20

Total 100


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Response(%)

Medical

Examination

20% Application Bank

20%

Interview

30%

Test

30%

Application Bank

Interview

Test

Medical Examination

6. what changes have come in selection system of your company,

whether the changes are?


1 Sufficient 902 Require Some

Improvement

9

3 Cant Say 1

Total 100


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Response(%)

Sufficient

90%

Require Some

Improvement

9%

Can't Say

1%

Sufficient

Require Some Improvement

Can't Say

FINDINGS

The theoretical questions were analyzed separately and the finding

derived from them is arranged in a sequential manner in the form in

which question were arranged in Interview schedule. The findings are

state below:


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1. Advertisement is the best external source of recruitment in Secure

Meters. Also recruitment through gate hiring and co-workers are second

options.

2. Weight age is given to both recruitment sources to ensure better growth

of the organization. Internal source of recruitment may be

3. Managerial employees are interview on the schedule time, but workers

complaint that they have to wait for whole day.

4. Maximum workers feel that the reasons for delay in interview are not

justifiable on that part on the company.

5. Secure Meters provides facility for convenience of applicant during

interview or selectable stage. Such as traveling facility, housing facility,

refreshment facility etc.

6. The time lag between date of interview and final interview and final

call letter is not so more.

7. Most of the employees say that initial induction is necessary to

familiarize a new employee to the organization in which he is newly

recruited.

8. Employees feel that recruitment policy at Secure Meter is good.

9. Maximum employees at Secure Meter say that they have good

experience with the company.

10. They feel that selection system at Secure Meters does not require any

major changes.11. Employees feel that selection system at Secure Meters is satisfactory.

12. Managerial staff has to go through all type of selection step i.e.

application blank, written test, practical test, interview, physical

examination and reference check while workers staff skip only some

tests.

13. The time lag between working as a trainee up placement is

appropriate.


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SUGGESTIONS

Human resource management is the most important activity in the totalmanagement system. It aims at developing the enabling capabilities of

people in pursuit of excellence in the organization.

It is the responsibility of the top management to create a climate of

development and make the place of work enjoyable so that people may

give this best for the organization along with a sense of satisfaction and

growths.


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Keeping interview of the discussion on the fore going pages, some

important suggestion are as follows:

1. In the growing competitive environment every company faces

challenges on a great scale. To corporate up with those challenges a

company needs to work hard. And so the recruitment and selection

system should be viable enough to inculcate hard working and talented

employees in the organization.

2. Better promotional awareness should be provided to the existing

personnel, also better salaries, perks, incentives etc. should be given to

them. This enables the organization to retain existing employees and also

attracts fresh talent.

3. Deserving employees must be promoted to encourage them and also

motivate them to work better.

4. The company must provide post recruitment benefit to their

employees.

5. Salary and other allowance should be increased and various incentive

schemas should be formulated and applied for staff workers.

6. To equalize the status of both genders, women must be recruited.

7. More quarters must be constructed for those employees who join the

organization after leaving their city or residence.

8. Those person, who became handicapped, due to any accident duringtheir working period, must be given good compensation.

9. The recruitment and selection procedure should be fair and free of

biasness.

10. Company should aim for maximum recruitment so that company gets

a wide selection choice for each vacancy.


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APPENDICES

INTERVIEW SCHEDULE

Please be frank in answering the question put to you. All question of this

schedule are meant only for study purpose and the information provided

by you will be kept strictly confidential and will be utilized for the same.


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Employee Particulars

1. Name

2. Religion: Hindu / Muslim / Sikh / Christian

3. Cast: General / SC / ST / OBC

4. Marital: Married / Unmarried

5. Age: _____Year

6. Pay Scale:

7 Qualifications:

a) At the time of joining the company

b) At the time of last promotion

8. Date, Designation and pay scale at the time of joining the company

Date:

Designation:

Pay Scale:

QUESTIONNAIRE

RECRUITMENT

1. Who give you information about vacancy in Secure Meters

Limited?

(a) Advertisement (b) Employment Exchange


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(c) Jobbers and Contractors (d) Educational Institutions

(e) Trade Union (e) Co-Workers

(f) Any Other

2. Fill the method by which you recruited for this post?

(a) Internal Recruitment (b) External Recruitment

3. Was your interview on scheduled time?

(a) Yes (b) No

(c) Cant Say

4. Was the reason for delay on part of company justifiable?

(a) Yes (b) No

(c) Cant Say

5. Did you receive any facility during your interview?

(a) Yes (b) No

(c) Cant Say

6. Should a candidate revive such facilities?

(a) Yes (b) No

(c) Cant Say7. What can you say about the time lag between date on which you

were interviewed and data of the receipt of final call letter from the

company?

(a) More (b) Normal

(c) Less (d) Cant Say

8. Your opinion about initial induction, is it necessary?


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(a) Yes (b) No

(c) Cant Say

9. Rating your experience in Secure Meters?

(a) Excellent (b) Good

(c) Average (d) Poor

10. Your Opinion about recruitment policy of the company?

(a) Excellent (b) Good

(c) Average (d) Cant Say

11. How is your opinion should recruitment remain?

(a) Static (b) Dynamic

SELECTION

1. Selection system in Secure Meters Limited?

(a) Satisfactory (b) Less Satisfactory

(c) Unsatisfactory (d) Influence by Outside agency

2. Change in Selection system in your opinion?


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(a) Sufficient (b) Require Improvement

(c) Cant Say

3. Your Opinion about time lag between working as a trainee up toplacement?

(a) More in Secure Meters (b) Most appropriate

(c) Should Be More

4. What was the procedure undergone by you when you selected for

the first post and present?

At the Entry Post At the Present Post

(a) Application Blank Yes/No Yes/No

(b) Written Test Yes/No Yes/No

(b) Medical Examination Yes/No Yes/No

(d) Interview Yes/No Yes/No

(e) Reference Yes/No Yes/No

5. Which of the selection technique has the maximum element of

subjectivity?

(a) Application blank (b) Interview

(c) Test (d) Medical Examination

6. what changes have come in selection system of your company,whether the changes are?

(a) Sufficient (b) Require Some Improvement

(c) Cant Say

If your choice (c) What improvement does you suggest.


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BIBLIOGRAPY

o Principle of Management - Shri Trupathi & Ready

o Personnel Management - Shri E.B. Mamoria

o Research Methodology - Shri C.R. Kothari

o IGNOU Study Material


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o www.securemeters.com

o www.google.com

o Personal Management : Edwin B. Flippo
http://www.securemeters.com/http://www.google.com/http://www.securemeters.com/http://www.google.com/

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