Sridhar Project

8/6/2019 Sridhar Project

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A Study on Man Power Recruitment and Selection Process

Chapter-1

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Introduction

Chapter-1

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Introduction:

Human resource management is concerned with the people

dimension in management. Since every organization is made up of

acquiring their service, developing their skills, motivating then to higher

levels of performance. It is important for the organization to understand

the attitude of the recruitment and selections process. For the purpose of

current decision has to be taken by the organization.

Recruitment and selections is the most important functions of

personnel Administration. It is the first process of employment which

helps in providing the adequate manpower recourse for the organization.

The selection is the process of discovering the most suitable and

promising candidates to fill up the vacancies.

Introduction to the study:

The present study concentrates duply on the recruitment andselection process. This study has been undertaken in the Pondicherry co-

operative sugar mills ltd. The opinions have been sampled from 100

employees among the available by conducting in survey.

Objectives of the study:

General Objectives:

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The general objectives of the study in to find out nee satisfaction of

the employees towards the recruitment and selection process.

Special Objectives:

Know the employees opinion about recruitment and selection

process.

To study nee recruitment and selection policy and procedures of

Organization.

To know the various facilities provided by the organization.

To know the level of satisfaction on the jobs.

To know the work environment in the organization.

Scope of the study:

To study the recruitment and selection process, the following areas

are covered under the study, recruitment policy, selection process, nature

of the job, induction process, levels of salary, fringe benefits, welfare

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facilities, promotional activities etc., in evaluation through the

questionnaire method. This study is helps to evaluate the employees

opinion which promote the recruitment and selection process is the light oftheir experience.

Limitations:

The sample size in limited only 100 due to the cost and time factors.

It may not actually represent the whole employees in the

organization.

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Chapter 2

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Research

Methodology

Chapter 2

Research Methodology

a. Research Design :

Research design is the arrangement of conditions for

collection and analysis of data in a manner that aims to combine

relevance to the research purpose which economy in procedure.

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b. Sources Of Data:

The data required for the study have been obtained from the

workers through the questionnaire method.

c. Methods of Data Collocation:

(i) Primary Data:

The study entitled, recruitment and selection process was

carried out in X Mill Ltd., Together relevant information,

structured questionnaire, company manuals policies were

used.

(ii) Secondary Data:

The Secondary data has been collected from the published

records, journals, magazines and web portals. To know the

recruitment and selection process of X Mill Ltd.

a. Sampling Design :

It is one of the types of the non-probability sampling method.

The survey has been conducted with a sample of 100 dealers,

through convenience sampling.

b. Data Analysis:

After the data has been collected, an analysis has been done

with the data using percentage analysis, chi-square analysis, and

weighted average method.

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(i) Percentage Method:

Percentage refers to a special kind of ration percentages are

used to describe relationship.No. of employees

Percentage = ------------------------ X 100 Total employees

(ii) Chi Square analysis :

X2 test was first used by Karl Pearson in the Year 1990 the

quantity chi-square describes the magnitude of the discrepancybetween theory and observation. It defines

(Oi Ei)2

X2 = --------------Ei

Where,

Oi refers to the observed frequency; Ei refers to the expected

frequency.

(iii) Weighted Average:

The most popular and widely used measure for representing

the entire data by one value G what most laymen call on Average

and what the satisfaction mean Arithmetic Mean Average is an

attempt to find are single figure describe whole of figures

(iv) Comparative Analysis:

Comparative Analysis means comparing between two datas.

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Chapter-3

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Review of Literature

Chapter -3

REVIEW OF LITERATURE

RECRUITMENT

Introduction:

The object of personnel planning is to ensure that the enterprise will

have the right number and right kinds of personnel available at the right

time and right place and who, above all will be engaged in doing right

jobs. After the enterprise has determined the number and kinds of

personnel needed by it, and identified the sources from where it could get

them. It should take steps to get or recruit them. Thus recruitment may be

said to but the second step in the procurement of personnel.

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Meaning:

To recruit means to obtain fresh supplies or to restore and replenish.

Recruitment means discovering applicants for the presents of future jobs

in an enterprise Recruitment may be described as an activity that aims to

bring the job setter (applicant) and the job giver (employer) in contact

with one another.

Recruitment activity is undertaken by all enterprises though, for

reasons peculiar to each, some enterprises may engage in it more often

than others. For example a large enterprise may recruit workers more

frequently than the small ones. Employment conditions in the community

in which an enterprise operates, will also determine the frequency of

recruitment. In a society effected with unemployment, recruitment of

personnel may not be very difficult. On the other hand, in a society with

full as near-full employment conditions, It may not be easy to locate

suitable persons.

Definition:

S. Beach Recruitment is the development and maintenance of

adequate manpower resources. It involves the creation of a pool o

available labor upon which the organization can depend when it needs

additional employees.

Sources of Recruitment:

The sources of recruitment can be broadly classified into two

categories:

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1. Internal sources and

2. External sources.

Each source has its own merits and demerits. Now we shall discussthem in detail.

1. Internal Sources:

Internal sources are the most obvious source. It includes personnel

already on the pay roll of an organization i.e. its present working force.

Majority of the organization all over the world prefer only this source.

Even courts also prefer this source and consider this as a matter of legal

right and order of selection from within whenever writ applications are

filled by aggrieved employees.

Benefits of Internal Sources:

There are certain definite advantages of recruiting people from

within the Organization. They are

1. The valuable contact with major suppliers is kept.

2. It builds loyalty among the employees.

3. It ensures stability from community of employment.

4. It creates a sense of security among the employees.

5. It encourages other executives and employees in the lower

level to took forward to rising to higher levels.

Demerits of internal sources:

Internal source has also certain inherent defects. There are:

1. It discourages capable persons from outside joining the

concern.

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2. It is possible that the requisite number of persons possessing

the qualifications for the vacant posts many not be available

in the organizations.3. For posts requiring innovation and original thinking, this

method of recruitment cannot be followed.

4. If only seniority is the criterion for promotion, inefficient

people may also be promoted to senior post. This will

ultimately ruin the prospects of the firm.

1. External sources:

In contrast to the internal recruitment, the term external sources

indicate the sources outside the enterprise. The persons recruited from

outside sources are, thus, unknown to the enterprise so far. Some

Organizations prefer this source, particularly originality; initiative and

drive are of paramount importance. Particularly in competitive economy,

fresh blood should be injected into the organization so as to make it more

dynamic. The outside sources usually include.

Methods of Recruiting from External Sources.

The most popular methods of recruiting people from external

sources are the following:-

1. Advertisement:

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This is very common and effective method of bringing in candidates

from outside. The employer puts up an advertisement in the newspapereither in the classified advertisement column or in the form of display

advertisement. The name of the post, educational qualifications,

experience in the relevant field of activity, salary, etc., are all given in the

advertisement. This method is generally suitable for finding out skilled

personnel.

2. Employment Exchange:

In our country, Employment Exchanges are run by the Government.

In Western countries, Employment counsels and private employment

exchanges are very popular. The employment exchange can help the

employers to find out suitable personnel. Besides, it can also help job

seeker to get appointments. In particular in our country, the employment

exchange (compulsory notification of vacancies) Act, 1959 provides for

compulsory notification of vacancies to the employment exchange before

filling the vacancies by the employers both in public and private sectors.

But unfortunately our employment exchanges have been found to be an

unpopular source of recruitment by private sector undertakings in India.

3. Personnel Consultants:

Some specialized agencies in the form of personnel consultancy

services have developed in recent times. They undertake the work of

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recruiting personnel on behalf of the employers. The consultant is very

helpful in procuring top and middle level executives. This method is a

costly affair. Although this method is very popular in western countries, itis not popular in our country.

4. Colleges, Universities and Institutions:

Some progressive employers maintain a close contact with the

universities, colleges, vocational institutes and management institutes for

recruitment to various jobs. It is easier to mould the fresh graduates and

hence they follow the well known principle Catch the Young. This

method, however, is in its infancy in our country.

5. Recommendations:

Applicants introduced by friends and relatives are yet another

source for recruitment. Many employers also prefer this method because

something about the background of the candidate is known. This method

is widely practiced in our country. However, this method has the inherent

defect of favoritism and nepotism.

6. Labour Contractors:

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This method is very popular in our country for hiring skilled and

semi-skilled workers. The contractors keep themselves in touch with a

large army of workers and bring the workers at the places where they arerequired. Recently this system has been in operation for supplying

unskilled and semi-skilled laboureres to the gulf and middle east countries

where large scale construction works are going on.

7. Casual and Unsolicited Applicants:

Sometimes, job seekers may visit the factory, office or worksite

with the hope that jobs would be available. They may be considered for

employment. Similarly, job seekers may also put up their applications. If

suitable jobs are available, they are interviewed. Even if there is no

vacancy, their applications are preserved and called for interview

whenever vacancies arise in future. This is the most economical method of

recruitment and is popular all over the world.

Merits of External Source:

The following are the merits of selecting personnel from outside sources:

1. Fresh view points are attracted.

2. The employees possess varied and broader experience.

3. The employee develops the ability to change old habits.

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education and experience. For this purpose, the existence of a

vacancy is advertised in the news papers calling for applications.

Applications are generally received up to a particular date.

2. Preliminary Interview:

Many Companies use an initial screening before the final

interview with a view to eliminate the unsuitable candidates even

though they have the required qualifications. This practice will not

only save the time of the interviewers and applicants but also

enables the candidates to become familiar with the firm. Therefore,

during the time of final interview, the will be less formal. This will

enable the interviewers to judge their ability in a better way. It is

generally conducted by the assistants of the personnel department.

3. Blank Application Forms:

Selected applicants from the preliminary interview are given

blank application forms to be filed in. A blank application form

used to collect the individual bio-data of the candidate. In the

selection process, application blank is an important weeding out

device, particularly when the applicants are very large in numbers.

Therefore, the application form should be carefully drafted so as to

solicit all important information about the candidate. From the

particulars furnished by the candidates, the applicants who do not

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obviously meet the requirements can be removed from

consideration and rejected. They need not be called for final

interview.

4. Conducting of Test:

Psychological and other tests are becoming accepted in an

increasing number of firms all over the world. Tests have been

developed in an effort to find more objective means of measuring

the qualifications of the applicants such as physical strength,

general intelligence and special aptitude. These qualities and

qualifications cannot be discovered by interviews. Hence, they are

becoming popular in the selection process of all progressive firms

and public undertakings in our country also.

Types of Tests

1. Performance Tests

2. Intelligence Tests

3. Personality Tests

4. Aptitude Tests

5. Achievement Tests

6. Interest Tests

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1. The Final Interview:

The Interview is almost universally accepted selection device.

At the same time, it is the most delicate aspect of the selection

procedure. The Interview enables the interviewer to appraise the

candidate and his behavior. In other words, an interview is nothing

but a face to face observational and personal appraisal method of

evaluating the applicant. It brings out the candidates potentialities

for the job a clear image of the candidates personality.

2. Checking of References:

Usually, in a blank application form, there is a column for

references and the candidates are required to mention the names of

the referees, their residential addresses and their present occupation.

References, if unbiased, may prove to be an useful source of

information regarding the character and reputation of the candidate.

The referees should be contacted before the final selection.

3. Medical Examination:

Medical examination is yet another important step in the

process of selection. But this sequence need not be rigid. An

organization may conduct medical examination even before final

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Chapter -4

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Findings

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Chapter -4

Findings

Findings from Percentage Method:

1. Age:

56% of employees age in between 40 to 50, 20% of

employees age in between 50-60, 14% of employees age between

30 to 40 and 5% of employees age in between is below 20 and 5%

of them are in between 20to 30 years of age.

2. Educational Qualification:

40% of employees studied up to S.S.L.C., 23% of employees

studied other categories, not mentioned above 17% of employees

finished under graduate, 4% of employees finished post graduate

and remaining 16% of employees studied HSC.

3. Marital Status

72% of employees are married and 28% of employees are

single.

4. Designation

The above table indicates 62% of employees designation

administrative office 27% of employees designation is mill worker,

5% of employees is security office, remaining 4% of employees is

lab and 2% is workshop.

5. Experience

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52% of the employees have experience of more than 25

years, 23% of the employees have experience below 10-15 years,

15% of the employees have experience of less than 10 years and10% of the employees have experience 15-20 years.

6. What ways the employees apply their job in this Organization

44% of the employees applied through PCSM employees,

25% of employees applied through Advertisement, 21% of

employees applied through consultancy and remaining 10% of

employees have applied through other specify ways.

7. Undergo any of following Tests

28% of the employees underwent personal interview, 26% of

the employees underwent written test, 21% of the employees

underwent other types, 15% of the employees underwent group

discussion and 10% of the employees underwent all the above.

8. The Satisfactory level about the Recruitment Policy

57% of the employees are satisfied with recruitment policy,

20% of employees are neither satisfied nor dissatisfied with

recruitment policy, 12% of the employees are highly satisfied, 6%

of the employees are dissatisfied and 5% of the employees are

highly dissatisfied.

9. Satisfactory Level of Selection Process

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75% of the employees are satisfied with the selection process

and 25% of the employees are not satisfied with the selection

process

10.Feeling About the Present Job

49% of the employees feel that the present job is good, 25%

of them feel present job is excellent, 14% feel present job is fair,7%

of the employees feel it to be bad and 5% of the employees feel

present job is very bad.

11.Which Factors has Influence them to Apply job in this

Organization

58% of the employees feel that the Salary aspect made them

to apply to this job, 22% of them feel job security made them to

apply, 15% of them feel the name of the concern and 5% feel for

other reasons.

12.Employees Feelings about the Induction Process

50% of the employees feel organization induction process is

good, 20 % of the employees fell induction process is fair, 19% of

employees feel induction process is excellent, 6% of employees feel

it is bad and the remaining 5% feel it is very bad.

13.Present Salary Matching their Work

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42% of the employees are satisfied with the salary drawn

from the organization, 30% of the employees are highly satisfied

with their salary,11% of the employees are neither satisfied not dissatisfied, 10% of

the employees are dissatisfied and 7% of the employees are highly

dissatisfied.

14.The Satisfactory level of Incentive Payment

38% of the employees are satisfied with incentive payments,

38% of the employees are highly satisfied with incentive payments,

13% of them are neither satisfied nor dissatisfied, 6% of the

employees are highly dissatisfied and 5% of the employees are

dissatisfied.

15.Satisfactory Level of Fringe Benefits Provided

48% of the employees are of the feeling that Fringe benefits

provided are attractive and lucrative, 22% of the employees are

neither satisfied nor dissatisfied with those benefits, 16% of them

are highly satisfied, 9% of the employees are highly dissatisfied,

and remaining 5% of them are dissatisfied

16.The Satisfactory level of Welfare Measures

43% of the employees are satisfied with the welfare measures

taken by the organization, 32% are highly satisfied with it, 3% areneither satisfied nor dissatisfied, 13% of them are dissatisfied with

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the welfare measures while the remaining 9% of the employees are

highly dissatisfied.

17.The Satisfactory Level of Promotion

44% of the employees are satisfied with the mode of

Promotion, 26% of employees are neither satisfied not dissatisfied,

12% of them are dissatisfied, 11% of the employees have high

satisfaction and 7% of the employees are highly dissatisfied with

regards the mode of promotion.

18.The Satisfactory Level of Motivated by the supervisors.

44% of the employees are satisfied with the way of

motivation and guidance provided by the higher authorities, 29% of

the employees are neither satisfied nor dissatisfied,11% of the

employees are highly satisfied with, 4% of them are dissatisfied and

remaining 8% of the employees are highly dissatisfied.

19.The Satisfactory Level of Promotional Policy

42% of the employees are neither satisfied nor dissatisfied

with the non biased Promotional Policy, 29% of the employees are

satisfied with the non biased Promotional Policy, 15% of the

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employees are dissatisfied, 8% of the employees are highly satisfied

and 6% of the employees are highly dissatisfied.

20.Provided Enough Autonomy to Discharge Your Responsibility

44% of the employees are satisfied with the autonomy

provided to discharge their responsibility, 84% of the employees are

neither satisfied nor dissatisfied, 10% of the employees are highly

satisfied with the autonomy provided to them, 4% of the employees

are dissatisfied and the balance 8% of the employees are highly

dissatisfied.

21.The Satisfactory Level of Career Growth

34% of the employees are satisfied with the career growth

provided by the Organization, 28% of the employees are neither

satisfied nor dissatisfied, 17% of the employees are dissatisfied,

15% of the employees are highly satisfied and 6% of the employees

are highly dissatisfied.

22.Employees are given free hand to finish off their Target

52% of the employees are satisfied with the free hand that is

given to finish off their target, 22% of the employees are neither

satisfied nor dissatisfied,12% of the employees are highly satisfied

with the free hand that is given to finish off their target, 9% of the

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employees are highly dissatisfied and 5% of the employees are

dissatisfied.

23.Job Satisfaction Among the Employees

47% of the employees are somewhat satisfied with their Job,

29% of the employees are highly satisfied with their job and 24% of

the employees have very less satisfaction with their job.

24.The Satisfactory Level of the Salary Drawn in the Organization

61% of the employees are satisfied with the salary drawn in

the Organization, 27% of the employees are highly satisfied with

the Salary and 12% of the employees are dissatisfied.

25.The Basis of Recruitment Process

Majority of the respondents said that Hard work is the

consideration factor for selecting the persons. The company can

give 3 months time to the employees to show their hard work

talents. Afterwards only they are being recruited in the

Organization. Findings from Chi-Square Analysis

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26.Age Vs Ways of Applying Job

There is a relationship between Age Vs Ways of applying thejob in this Organization. Findings from Weighted Average Analysis

27.The Various Satisfactory Levels Under Weighted Average

Method.

Welfare Measures provided by the organization stands first in

the satisfactory levels of the employees.

28. Marital Status Vs Satisfactory Level of Incentive Payments

Majority of the Married persons are satisfied with the

incentive payment system followed by the mill.

29. Educational Qualification Vs Undergone to Test

The above indicates that majority of SSLC holders have

attended personal interviews.

30. Findings from Mcnemar Test

Marital Status and Satisfactory level of selection process did

not significant changes in the human behavior.

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Chapter -5

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Suggestions

Chapter -5

SUGGESTIONS

The Company can undergo written test for all educational

background

The company can maintain strict policy with regard to

recruitment.

Some of the employees are not satisfied with their present

job. So company can motivate their payments etc.,

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Company can provide job security to their employees.

Company can adopt induction process

Company can adopt attractive payments to their employees

More welfare measures given to their employees.

Promotion can be done periodically

Motivational process can be done

Responsibility can be given to the Subordinates.

Chapter -6

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Analysis and

Interpretation

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Table 1

Table Representing the Age of Respondents

Sl. No. Age No. of respondents Percentage

1.Below 20 5 5%

2.20 30 5 5%

3.30 40 14 14%

4.40 - 50 56 56%

5.

50 60 20 20%

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Total100 100%

Source: Primary data

Tool: Percentage Analysis

Inference

The above table indicates 56% of employee age in between40

to 50, 20% if employees age in between 50 60 14% of

employees age between 30 to 40 and 5% of the employees age in

between is below 20 and 5% of them are in between 20 to 30 yearsof age.

Chart 1

Table 2

Table representing Educational Qualification of Employees

Sl. No. E. Qualification No. of Respondents Percentage

1 S.S.L.C 40 40%

2 H.Sc 16 16%

3 Under Graduate 17 17%

4 Post Graduate 4 4%

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5 Others 23 23%

Total 100 100%



Inference

From the above table, 40% of employees studied up to S.S.L.C.,

23% of employees studied other categories, not mentioned above 17% of

employees finished under graduate, 4% of employees finished post

graduate and remaining 16% of the employees studied H.Sc.

Chart 2

Table 3

Table representing Marital Status of employees

Sl. No. Marital Status No. of Respondents Percentage

1Married 72 72%

2Single 28 28%

Total

100 100%

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Inference

72% of employees are married and 28% of employees are single.

Chart- 3

Table 4

Table Representing Designation of employees

Sl. No. Designation No. of Respondents Percentage

1Administrative Office 62 62%

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2

Mill Worker 27 27%

3

Security Office 5 5%

4

Lab 4 4%

5

Workshop 2 2%

Total

100 100%



Inference

The above table indicates 62% of employees designation is

administrative office, 27% of the employees designation is mill worker,

5% of the employees is security Office, remaining 4% of the employees is

lab and 2% of employees is workshop.

Chart- 4

Table 5

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Table Representing Experience of Employee

S. No. Experience No. of Respondents Percentage

1Below 10 15 15%

2

10 15 23 23%

315 20 10 10%

4Above 25 52 52%

Total100 100%



Inference

52%of the employees have experience of more than 25 years, 23%of the employees have experience below 10 15 years, 15% of the

employees have experience of less than 10 years and 10% of the

employees have experience between 15 20 years.

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Chart- 5

Table 6

Table representing in what ways the employees apply their job in this

organization

S. No. Particular No. of Respondents Percentage

1

Advertisement 25 25

2

Consultancy 21 21

3

Employee of PCSM 44 44

4

Other Specify 10 10

Total

100 100%

Source: Primary dataTool: Percentage Analysis

Inference

44% of employees applied through PCSM, 25% of the employees

applied through advertisement, 21% of the employees applied through

consultancy and remaining 10% of the employees have applied through

other specify ways.

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Chart- 6

Table 7

Table Representing Undergo any of following Tests

Sl. No. Particulars No. of Respondents Percentage

1 Personal Interview 28 28%

2 Written Test 26 26%

3 Group discussion 15 15%

4 All the above 10 10%

5 Other specify 21 21%

Total 100 100%


Inference

28% of the employees underwent personal interview, 26% of

employees underwent written test, 21% of employees underwent other

types, 15% of the employees underwent group discussion and 10% of

employees underwent all the above.

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Chart-7

Table 8

Table representing the Satisfactory Level about the RecruitmentPolicy

Sl. No. Particular No. of Respondents Percentage

1 Highly Satisfied 12 12%

2 Satisfied 57 57%

3 Neither Satisfied

nor Dissatisfied

20 20%

4 Dissatisfied 6 6%

5 Highly Dissatisfied 5 5%

Total 100 100%Source: Primary data


Inference

57% of employees are satisfied with recruitment policy, 20% of

employees are neither satisfied nor dissatisfied with recruitment policy,

12% of the employees are highly satisfied, 6% of the employees are

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dissatisfied and %% of employees are highly dissatisfied with the

recruitment policy.

Chart-8

Table 9

Table representing Satisfactory level of Selection Process


1 Yes 75 75%

2 No. 25 25%

Total 100 100%



Inference

75% of employees are satisfied with the selection process and 25%

of employees are not satisfied with the selection process.

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Chart-9

Table 10

Table representing Feeling about the Present Job


1 Excellent 25 25%

2 Good 49 49%

3 Fair 14 14%

4 Bad 7 7%

5 Very bad 5 5%

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Inference

49% of the employees feel the present job is good, 25% of the

employees feel present job is excellent, 14% of the employees feel present

job is fair, 7% of the employees feel present job is band and 5% of the

employees feel present job is very bad.

Chart - 10

Table 11

Table representing Which factor has Influence then to Apply Job in

this Organization


1 Name of the concern 15 15%

2 Salary 58 58%

3 Job Security 22 22%

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4 Others 5 5%

Total 100 100%


Inference

58% of the employees feel salary made them to apply to this

organization, 22% of the employees feel job security made them to apply

to this organization, 15% of the employees feel name of concern and 5%

of employees feel other reasons.

Chart - 11

Table 12

Table Representing Employees Feelings about the Induction Process

Table representing Feeling about the Present Job


1 Excellent 19 19%

2 Good 50 50%

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3 Fair 20 20%

4 Bad 6 6%

5 Very bad 5 5%

Total 100 100%



Inference

50% of the employees feel organization induction process is good,

20 % of employees feel induction process is fair, 19% of employees feel

induction process is excellent, 6% of employees feel it is bad and 5% of

employees feel it is very bad.

Chart 12

Table 13

Table Representing Present Salary Matching their Work



2 Satisfied 42 42%

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3 Neither Satisfied

nor Dissatisfied

11 11%

4 Dissatisfied 10 10%


Total 100 100%



Inference

42% of the employees are satisfied with the salary drawn from the

organization, 30% of employees are highly satisfied with salary,11% of

employees are neither satisfied not dissatisfied, 10% of the employees are

dissatisfied and 7% of the employees are highly dissatisfied.

Chart 13

Table 14

Table Representing the Satisfactory Level of Incentive Payment



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2 Satisfied 48 48%

3 Neither Satisfied

nor Dissatisfied

22 22%

4 Dissatisfied 5 5%


Total 100 100%



Inference

48% of the employees are of the feel that fringe benefits are

attractive and lucrative, 22% of the employees feel neither satisfied nor

dissatisfied with those benefits, 16% of employees are highly satisfied, 9%

of the employees are highly dissatisfied and 5% of the employees aredissatisfied with the fringe benefits.

Chart 15

Table 16

Table Representing Satisfactory Level of Welfare Measures

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Sl. No. Particular No. of

Respondents

Percentage


2 Satisfied 44 44%

3 Neither Satisfied nor

Dissatisfied

26 26%





Inference

44% of the employees are satisfied with the promotion,26% of theemployees are neither satisfied nor dissatisfied with mode of promotion,

12% of the employees are dissatisfied, 11% of the employees are highly

dissatisfied and &% of the employees are highly dissatisfied with regard

to the above statements.

Chart 17

Table 18

Table Representing the Satisfactory Level of Motivation by the

Supervisors

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Respondents

Percentage


2 Satisfied 49 49%


Dissatisfied

29 29%

4 Dissatisfied 4 4%




Inference

44% of the employees are satisfied with the way of motivation and

guidance provided by the higher authorities,29% of the employees are

neither satisfied not dissatisfied, 11%of the employees are highly satisfied,

4% of the employees are dissatisfied and 8% of employees are highly

dissatisfied.

Chart 18

Table 19

Table Representing the Satisfactory Level of Promotional Policy

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Respondents

Percentage


2 Satisfied 29 29%

3 Neither Satisfied

nor Dissatisfied

42 42%



Total

100 100%



Inference

42%of the employees are neither satisfied not dissatisfied with the

non biased promotion policy, 29%of the employees are satisfied with non

biased promotion policy, 15% of the employees are dissatisfied, 8% of the

employees are highly satisfied and remaining 6% are highly dissatisfied.

Chart 19

Table 20

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Table Representing Satisfactory Level of Career Growth


Respondents

Percentage


2 Satisfied 34 34%


Dissatisfied

28 28%





Inference

34% of the employees are satisfied with the career growth provided

by the organization, 28% of the employees are neither satisfied not

dissatisfied, 17% of the employees are dissatisfied, 15% of the employees

are highly satisfied and 6% of the employees are highly dissatisfied.

Chart 21

Table 22

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Table Representing Employees are given free hand to finish off their

Target


Respondents

Percentage


2 Satisfied 52 52%


Dissatisfied

22 22%

4 Dissatisfied 5 5%


Total 100 100%


Inference

52% of employees are satisfied with the free hand that is given to

finish off their target, 22% of employees are neither satisfied nor

dissatisfied, 12% of employees are highly satisfied with the free hand that

is given to finish off their target, 9% of employees are highly dissatisfied

and 5% of the employees are dissatisfied.

Chart 22

Table 23

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Table Representing Job Satisfaction among the Employees


Respondents

Percentage

1 High 29 29%

2 Medium 47 47%

3 Low 24 24%

Total 100 100%



Inference

47% of employees are somewhat satisfied with their job, 29% of the

employees are highly satisfied with their job, 24% of employees are very

less satisfied with their job.

Chart 23

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Table 24

Table Representing Satisfactory Level of the Salary Draw in the

Organization


Respondents

Percentage


2 Satisfied 61 61%


Total 100 100%



Inference

61% of the employees are satisfied with the salary drawn from theorganization, 27% of the employees are highly satisfied with salary and

12% of employees are dissatisfied.

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Chart 24

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Table 26

Table Representing Age Vs Ways of Applying Job

Hypothesis

H0: There is a relationship between Age Vs Ways of Applying t he Job

H1: There is no relationship between Age Vs Ways of Applying the Job

Age

Apply

for Job

Below 40 Above 40 Total

Oi Ei Oi Ei

Advertisement 6 6 19 19 25

Consultancy 7 5.04 14 15.96 21

Employee of

PCSM

6 10.56 38 33.44 44

Others 5 2.4 5 7.6 10

24 76

Source: Primary data Note: Oi Observed Frequency

Tool: Chi-Square analysis Ei- Expected Frequency

Calculation Part

X2 = (Oi Ei) = 6.82

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Ei

Table Value Part

Level of significant = 5%

Degree of Freedom = (c-1) (r-1)

Table value = 7.81

Accept Ho

Inference

There is a relationship between Age Vs Ways of Applying the Job

in this Organization.

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Chapter -7

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Annexure

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A STUDY ON RECRUITMENT AND SELECTION

QUESTIONNAIRE

1. Name:

..

2. Age:

a) Below 20 b) 20-30 c) 30-40

d) 40-50 e) 50-60

3. Qualification :

Course InstitutionYear of

StudyPercentage

4. Service:

a) Below 5 b) 5-10

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c) 10-15 d) 15 and above

1. Marital Status:

a) Married Single

2. What is your Designation?

a) Administrative Officer b) Mill worker

c) Security Officer d) Lab

e) Workshop

3. What is your experience?

a) Below -10 b) 10-15

c) 15-20 d) Above 25

4. On what way you have been selected for placement?

a) Advertisement b) Consultancy

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c) Employee of PCSM d) Others

5. On what mode you have been selected?

a) Personal Interview b) Written Test

c) Group discussion d) All of the above

e) Others

6. How are you satisfied with the recruitment policy?

a) Highly satisfied b) Satisfied

c) Neither satisfied nor dissatisfied d) Dissatisfied

e) Highly satisfied

7. Have you been satisfied with the selection process?

a) Yes

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b) No

8. How is your feeling regarding present job?

a) Excellent b) Good

c) Fair d) Bad

e) Very bad

9. What factor influenced you to apply job in this Organization?

a) Name of the Concern b) Salary

c) Job security d) Others

10.What is feeling about induction process?

a) Excellent b) Good

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c) Fair d) Bad

e) Very bad

11. Have you been satisfied with the Incentive payment?



e) Highly satisfied

12. Have you been satisfied with the Fringe benefits provided?



e) Highly satisfied

13. Have you been satisfied with the Welfare measures?



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e) Highly satisfied

14. Have you been satisfied with the Promotion?



e) Highly satisfied

15. Have you been satisfied about the motivation by the superior?



e) Highly satisfied

16. Have you been satisfied about the Promotional policy?



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e) Highly satisfied

17. Have you been satisfied about the Career growth?



e) Highly satisfied

18. What do you think about this company, should do to better

serve the workers with regard to their Recruitment and

Selection Policy?

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Conclusion

Chapter -7

Conclusion

The Objective of personnel planning is to ensure that the enterprisewill have the right number and righty kinds of personnel available at the

right time and right place and who above all will be engaged in doing right

jobs.

The Questionnaire was used for this study as research instrument to

collect date. Personal interview method was adopted to collect

questionnaire. The main aim of the study is to find out the satisfaction of

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the employees towards the recruitment and selection process in the

company. The sample size of this study is 100 employees.

From this study I conclude that the labors are quite satisfied with

the selection and recruitment process in their particular organization,

majority of them feel job satisfaction and some of them want some

modifications like promotion policy, most of them opted the following

criteria for recruitment such as education, experience, communication,

hard work. So the company should take into account all these factors

while recruiting employees to ensure a productive as well as stable workforce.

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Bibliography

Bibliography

1. Human Resource Management CB Gupta

2. Research Methodology C.R. Kothari

3. Human Resource Management LM Prasad.

4. Principles of Management S. Kathireson, Dr. V. Radha.

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