You are on page 1of 63

SUMMER TRAINING REPORT

CONDUCTED AT

LAKSHMI PRECISION SCREWS LTD. ROHTAK
ON

“RECRUITMENT”
Submitted to Institute of Management Studies & Research, M D University Rohtak In partial fulfillment of the requirements For the award of degree of Master of Business Administration

2012-2013 Submitted by: Radhika Chugh MBA (5years) Roll No. 6140

DECLARATION
I Radhika Chugh, Roll No.6140, student of M.B.A (5 Year) V Sem. Of Institute of Management Studies and Research, M.D University Rohtak hereby declare that the Project Report entitled “Recruitment in LPS Plant-2” is an original work and the same has not been submitted to any other Institute for award of any degree. The project report was presented to the supervisor of the project. The feasible suggestions have been duly incorporated in consultation with the supervisor of the project.

Signature of the Supervisor (Dr. Jagdeep Singla) Assistant Professor, Institute Of Management Studies and Research M.D University, Rohtak

Signature of the candidate Radhika Chugh Roll No. 6140

ACKNOWLEDGEMENT

It is my pleasure and fortune to have worked under Mr. S.K. Mishra. I want express my sincerest thanks to him for his constant encouragement, constructive criticism and proper guidance at every step . I will always remain indebted to them shaping not only this training report but also knowledge of

I will thank to all the heads of different section of production and also to all the operators of different machines who have helped me in understanding the working of machine effectively.

Finally, I am also thankful to all those who have directly or indirectly made their contribution in the accomplishment of this training report. RADHIKA CHUGH M.B.A 5.5 (I.M.S.A.R)

S.TABLE OF CONTENTS  Certificate  Declaration  Acknowledgement  Introduction to L.P.  Introduction of Project Objective of Project Research Methodology Sources of data Analysis of Data & Interpretation Conclusion Suggestions Limitations Bibliography  Questionnaire .

COMPANY PROFILE .

com /mktg@lpsboi. HISSAR ROAD ROHTAK-124001.com Website: www. 46/1 MILE STONE.com .: +91-1262-248297/249922 Email: corp_aff@lpsboi.COMPANY PROFILE 2011 LAKSHMI PRECISION SCREWS LTD.: +91-1262-248288/248289/249920/249921 Fax.lpsindia. HARYANA Tel.

PLAN Continuous up gradation of process and technology and development of new products FUNCTION System oriented approach. TARGET: Annual growth rate of 30% out which export should contribute up to 50%. PEOPLE The driving force behind it .VISION OF LPS MOTTO: Total customer satisfaction and market leadership.

Initially it had only one-bold making machine but now there are one hundred different types of machines producing wide range of products. yards. is one of the leading manufacturers and suppliers of high tensile fasteners such as bolts. was founded by Shri Bimal Prasad Jain. nuts and similar parts of automobile and other industrial sectors. The facilities include 3 sharper Hearth Furnaces. In addition. Rohtak. LPS ltd. the company has its own research and development cell which is well equipped with most modern chemical and physical labs. The layout of facilities in the plant has been designed after taking several lectors such as location of machines. . The LPS Plant – II started functioning in September 1993 as an expansion unit of Lakshmi Precision Screws Ltd. The plant has 20 secondary operation machines. 2 Vertical Flow Circulation for heat treatment purposes. German and Taiwan. LPS were incorporated as a private limited company in 1968 and were subsequently converted into public company in 1971. material flow & material handling facilities in to fasteners of various size & specifications. automatic microprocessor controlled plating and phosphate plants. in 1952. men machine balance. The plant is situated adjacent to LPS – 1. The plant has dedicated workforce of around 350 employees. The company has latest machines imported from abroad Japan. at Hissar Road. of about 10. To update the both product and process requirements.000 Sq. under the name of NavBharat Industries. The plant has also got fully automatic plating & phosphate lines of grow & well make. The capacity of plant is 2500 tons per annum. screws. the company has heat treatment.HISTORY OF COMPANY Lakshmi Precision Screw Ltd.

NAV BHARAT INDUSTRY LAKSHMI PRECISION SECREW LTD. PLANT-2 INDIAN FASTENERS LTD. LPS FASTENERS & WIRES PVT. LTD UNIVERVAL ENTERPRISES LPS LTD. 4. LPS BOSSARD PVT. LTD. PLANT-3 UNITED ENGINEERS AMIT SCREWS PVT. 8.The LPS Group comprises of the following companies: 1. LTD. 7. 2. . 9. 3. 6. LPS LTD. 10. 5.

Image To build up a high degree of customer confidence by sustaining international standards of excellence in product quality. utilization and producing and generating adequate internal resources to finance the company's growth. Growth To ensure a steady growth in business so as to fulfill national expectations and to expand international operations. Profitability To provide a reasonable and adequate return on capital employed primarily through improvements in operational efficiency. capacity. CERTIFICATES • • • • • A2LA NABL ISO 9002 QS9000 ISO/TS 16949 .COMPANY PROFILE Business Mission: To achieve and maintain a leading position as supplier of quality fasters and to serve the national and international market in the field of fasteners. performance and service.

South Africa MAJOR CLIENTS:- . jags & fixture Refrigerator & air conditioning International         Australia Germany Hong Kong Japan Singapore Sweden U. It deals in domestic & international market. which are well accepted in both domestic & international market. The main market of L.P. The company produces high quality products.S. comprises of Domestic       Automotive Aviation Heavy & light machinery Railways Machine tools.K.• ISO 14001 BUSINESS OF THE ORGANIZATION Here the organization in a manufacturing concern.

Hero Honda. (Australia) Muller & Wilde (Austria) Hussaini Brothers (Austria) Bossard France (South Africa) Berner France Sarl (France) Nestinox B.• • • • • • • • • • • • Bremick PTY Ltd. Research & Development & Quality Assurance: . (USA) Heads and Threads Company (USA) Lindstrom Metric. HMT. Majestic auto etc. BHEL. Marketing is done through dealer network spanning all over the country and directly through company's branch offices & representatives. Eicher. Hindustan Motors. Escorts.V (Holland) China Crystal Metalware Limited (Hong Kong) Nuova Ferro and Acciaio SRI (Italy) National Socket Screw Company (South Africa) L & W fasteners Co. Bajaj Tempo. Voltas. Departments of LPS : Marketing Department: LPS is marketing high tensile strength fasteners both standard & special products as per customer specification. Inc (USA) It enlists of customer include Telco.

Production Department: Production department is responsible       For producing the production of schedule For producing product with zero defects For coordinating with planning department for efficient utilization of resources For avoiding wastage For strictly enforcing For maintaining shop floor cleanliness Purchase Department: . employee welfare activities & general administration. It ensures supply of fund to all part of organization as when required. Finance Department: The finance department manages the economics of the company. training & development of employees. It helps in exact cost calculation at all the centers. Human Resource Development Department: This department undertakes recruitment. maintaining human relations. It also direct & facilitates smooth flow of required funds in the company. selection.This department undertakes the research work for continuously upgrading process & technology & to develop new products for improving company's product profile. It follows the system as per ISO/OS-9008. It is also responsible for wages & salary determination.     It helps in determining requirements of funds & providing them as & when desired. It evaluates different investment proposals & selects the best among them. disciplinary action & grievance handling.

Training/Placement 3. The qualification standard for each job is laid down as approved by the M. release of purchase order. and acceptance of material after QC Report Acceptance from works & approval of the bills. delivery at factories. Personnel Department: Men. Welfare Activities 4. Industrial Relation RECRUITMENT:It is based upon the work load for a predetermined target and with the consent of the Managing Director. . materials. Recruitment 2. But the main factor is man power. Therefore. to co-ordinate human & material resources in such a manner that organizational objectives are achieved efficiently. of the company. vendor follow up of material. payment of materials purchased.D. Welfare Action 5. Personnel Deptt. The activities of personnel department are: 1. an effort is made by personnel depts. machine & money are regarded as the four important factors of production. Is the part of management which is concerned with people at work & their inter personal relations.Purchase department is responsible for raw material planning..

WELFARE ACTIVITIES:As per factories act following are the welfare activities for worker and staff: A) STATUTORY ACTIVITIES 1. TRAINING/PLACEMENT:The company has different types of training programs. Technician trainees and Trade trainees are posted as Forman with two increments. Specialists trainees. Sitting facilities inside the factory 5. Usually recruitment from outside is for workmen grade category administration department and trainee in the technical department. First-Aid and Medical facilities 6. Provision of drinking water 3. Provision of toilets 2. Trainees are trained to improve the basic skill and work knowledge on the basic machine. After completion of the two Years training. Subsidized Canteen facilities 7. Engineer trainees. Rest room and lunch rooms . Separate washing facilities 4.GENERAL POLICY :- According to the company all the promotion vacancies are fulfilled through internal recruitment.

For every additional 500. The important functions performed are: 1.P. Recreation activities 6. . job evaluation & merit rating etc. one additional officer is posted. Managing of human resources with emphasis on efficient utilization & conservation of these resources. Uniform 5. Personnel Department. b) NON-STATUTORY ACTIVITIES 1. Death Relief In LPS Ltd. Apartment of welfare officer For every 200 employees there will be one welfare officer. Transport facility 2. Quarters/Housing 3. House building allowance scheme 4. sis considered to be an essential. Formulation of personnel policies with regard to relation of employees. So far proper management of human resources or people at work.V.8. In LPS Ltd Personnel Department performs different tasks related to people working in organization. (P&A). 2. the Personnel Department is headed by A.

the primary concern of any organization is to satisfy the need of people. a. WELFARE FACILITIES PROVIDED IN LPS It is well known fact that if an organization looks after the welfare of people who are serving in an organization. Medical: . then these people contribute with their full efficiency & as a result the organization should run profitable. Of LPS Ltd. The main objective of Personnel Deptt. enlighten awareness of social responsibility.OBJECTIVE OF PERSONNEL DEPARTMENT OF LPS LTD.The Company has first aid room where first aid are available for the employees.Tea. opportunities for promotion & development & in time redressed of grievances. Uniform: . d. Creating in sense of belongingness & team spirit Promoting feeling of trust & loyalty through awareness of their needs. General understanding. c.:Human resources are important factor of an organization as success to failure of any organization depends on people who are serving in an organization. Certain welfare activities are: 1. Canteen: . job security. To provide fair wages. acceptance of need. 4. OTHER FACILITIES Apart from welfare facilities some other facilities are provided by the company according to factory act. Rest Places: . Therefore. 2. b. snacks & some other eatable are available here at subsidized rates. 3. These are:- .All workers are given two set of uniform every year. right.Attached with canteen is rest room where workers can take up their lunch & tea etc.

Delhi Etc Company is not fully committed to its Employees. WEAKNESS • • • • Delay in delivery Less wide network in south Compared to northern India. SWOT ANALYSIS OF LPS STRENGTHS • Focus on lean manufacturing WEAKNESS & Scrap reduction through six Sigma initiatives. 4. • Odd location (as compared to well established cities like Noida. 3. Gurgaon.One in a year 20% bonus is provided.At time of retirement. Diwali Gift:. OPPORTUNITIES • • New Markets in South Demand generation in OEM’S . a gratuity fund is also provided. Provident Fund (P. Brand image of company International market • • Ability to produce widest range of fasteners & of various standards India Received regional export from EEPC India • • • Well established in northern India Competitive cost Participation in different trade fairs.F. Gratuity Fund:.1. Bonus:. 2.A 12% of employees pay is deducted per month & at time of retirement whole amount is given to employees & workers in the form of provident fund.On Diwali company give gift to their employees.):.

CAPARV. STERLINS. • Cost reduction of its product INTRODUCTION ON RECRUITMENT .SUNDRAM.• Walking as per plans THREATS • From its competitors. PUZA.

2. To infuse fresh blood at all level of the organization. Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations. or for a vacancy in a volunteer-based organization or community group. Objective of recruitment 1. The process of identification of different sources of personnel is known as recruitment. While generalist managers or administrators can undertake some components of the recruitment process. To search for talent globally not just within the organization. To device methodologies for accessing psychological trades. 4. 7. Importance of recruitment . Recruitment process precedes the selection process. mid. and selecting people for a job at an organization or firm. 6. To attract people with multidimensional skills and experience that suits the present and future organizational strategies. that is. To anticipate and find the people for position those do not exist yet.and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. To develop an organizational culture those attract competent people to the company. 3. It is a linking activity that brings together those offering jobs and those seeking jobs. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. 8. External recruitment is the process of attracting and selecting employees from outside the organization. selection of right candidates for various positions in the organization. To search people whose skills fit the companies’ values.Meaning Of Recruitment Recruitment refers to the process of screening. 5. To induct outsiders with a new perspective to lead the company.

Unexpected Resignation. Make sure that there is a match between cost and benefit. Conflict between cost and benefit. Lack of harmonious relationship between employer and employees. of visibly under qualified or over qualified job candidates. Evaluate the effectiveness of various recruiting techniques and sources for all type of job applicant. Problem faced by company if there is no recruitment 1. Help the firm creates more culturally diverse workforce. 2. 4. Recruitment Needs Are Of Three Types Planned the needs arising from changes in organization and retirement policy. 1. 2. deaths. 4. 7. 4. Lack of motivation. It help to increase the success rate of the selection process by reduce the no. Anticipated Anticipated needs are those movements in personnel. 8. Increase the organizational and individual effectiveness in the short term and the long term. Ensure that the selected candidates stay longer with the company. illness give rise to unexpected needs. . 5. 2. Wastage of resources. 3. High absenteeism. Turnover rate is high. accidents. 6. 3. 3. A recruitment programs help the firms at least 4 ways 1. Increase the pool of job candidates at minimum cost. Low coordination among activities. which an organization can predict by studying trends in internal and external environment. Attract highly qualified and competent people. Problem in attaining the objectives.The general purpose of recruitment is to provide a pool of potentially qualified job candidates.

. Managing the response.1 • • Locating and developing the sources of required number and type of employees (Advertising etc). These contain:• Number of persons • Duties to be performed • Qualifications required • Preparing the Job Description and Person Specification.Process of Recruitment The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Figure 1. A general recruitment process is as follows: • Identifying The Vacancy The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.

e. The sources within the organization itself (like transfer of employees from one department to other.• • • Short-listing and identifying the prospective employee with required characteristics. the final interviews and the decision making.) are known as the external sources of recruitment SOURCES OF RECRUITMENT . Conducting the interview and decision making. conveying the decision and the appointment formalities Sources Of Recruitment Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. Recruitment candidates from all the other sources (like outsourcing agencies etc. The recruitment process is immediately followed by the selection process i. promotions) to fill a position are known as the internal sources of recruitment. Arranging the interviews with the selected candidates.

Upgrading And Demotion Others are Upgrading and Demotion of present employees according to their performance. Promotions The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. Retired and Retrenched Employees .Internal Sources Of RecruitmentThere are many important sources of recruitment these are as follows: Transfers The employees are transferred from one department to another according to their efficiency and experience.

Dependents and Relatives Of Deceased Employees The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. Advantages of Using Internal Sources Filling vacancies in higher jobs within the organization or through internal transfers has various advantages such as: • • • • • Employees are motivated to improve their performance. Moral of the employees is increased.Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. A promotion at higher levels my led to a chain of promotion at lower levels in the organization. This motivates employees to improve their performance through learning and practice. • • Drawbacks of Internal Sources • Internal sources of recruitment has certain drawbacks such as: . Industrial peace prevails in the enterprise because of promotional avenues. Filling of jobs internally I cheaper as compared to getting candidates from external sources. Recruitment such people. Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff.

Educational Institutes Various management institutes. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. Frequent transfers of employees may reduce the overall productivity of the organization. engineering colleges. Companies commonly use the following external sources of recruitment: Press Advertisements Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. These agencies are particularly suitable for recruitment of executives and specialists. This source is used to recruit labour for construction jobs. the scope for fresh talent is reduced. The spirit of competition among the employees may be hampered. medical Colleges etc. Placement Agencies Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. • • • External Sources Of RecruitmentEvery enterprise has to tap external sources for various positions. Labour Contractors Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers.• When vacancies are filled through internal promotions. Running enterprises have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. The employees may become lethargic if they are sure of time bound promotions. medical staff etc. This source is known as Campus Recruitment. . engineers. The main advantage of this method is that it has a wide reach. are a good source of recruiting well qualified executives. They provide facilities for campus interviews and placements. It is also known as RPO (Recruitment Process Outsourcing) Employment Exchanges Government establishes public employment exchanges throughout the country.

the office bearers of trade unions are often aware of the suitability of candidates. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. Recruitment at Factory Gate Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. Advantages of using External Sources The merits of external sources of recruitment are: • • Qualified Personnel: By using external sources of recruitment. Fresh Talent: The insiders may have limited talents. the management can make qualified and trained people to apply for vacant jobs in the organization. a large number of applicants from outside the organization apply. They will work harder to show better performance. the existing staff will have to compete with the outsiders. This will improve the overall working of the enterprise. Management can inquire these leaders for suitable jobs. But can help in creating the talent pool or the database of the probable candidates for the organization. • • Drawbacks of External Sources The demerits of filling vacancies from external sources of recruitment are: . External Sources facilitate infusion o fresh blood with new ideas into the enterprise. Also. More efficient among these may be recruited to fill permanent vacancies.Unsolicited Applicants Many job seekers visit the office of well-known companies on their own. Wider Choice: When vacancies are advertised widely. Employee Referrals / Recommendations Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Such callers are considered nuisance to the daily work routine of the enterprise. The management has a wider choice while selecting the people for employment. Competitive Spirit: If a company can tap external sources.

• Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. There is no guarantee that the enterprise will be able to attract right kind of people from external sources. Uncertain Response: he candidates from outside may not be suitable for the enterprise. The internal forces or factors are the factors that can be controlled . Semiskilled & Skilled Informal Contacts Walk-ins Public Employment Agencies Professional Employees Informal Contacts Internal Search Managerial Level Walk-ins Private Employment Agencies Public Employment Agencies Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. Lengthy Process: Recruitment from outside takes long time. nontraditional sources should be considered. Recruiting Sources Used By Skill and Level SKILL/LEVEL RECRUITING SOURCE Unskilled. Employ the Handicapped associations can be a source of highly motivated workers. a forty-plus club can be an excellent source of mature and experienced workers. For example. • • Other Sources In the search for particular types of applicants. They may feel that their chances of promotion are reduced. The business has to notify the vacancies and wait for applications to initiate the selection process.

And the external factors are those factors which cannot be controlled by the organization. the factors which can be controlled by the organization are: RECRUITMENT POLICY .e.2 Internal Factors Affecting Recruitment The internal factors i. The internal and external forces affecting recruitment function of an organization are: FACTORS AFFECTING RECRUITMENT Figure 1.by the organization.

which will handle its operations. . therefore. It also helps in determining the number of employees to be recruited and what qualification they must possess. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programmed.e. If the organization is planning to increase its operations and expand its business. Labour Market If there is lack of skilled labour in the labour market than its effects the recruitment in any company. it will think of hiring more personnel. Size of the Firm The size of the firm is an important factor in recruitment process. Image/Goodwill Goodwill of the company effects the recruitment because if goodwill of the company is good than more personnel’s are attract from this and company can get more skilled labour. Growth and Expansion Organization will employ or think of employing more personnel if it is expanding its operations. Human Resource Planning Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. Cost Recruitment incur cost to the employer. External Factors Affecting Recruitment The External factors i. the factors which cannot be controlled by the organization are: Supply And Demand Supply and demand of the firm is also effects the recruitment if the supply and demand of the firm is increases than company or firm will think of hiring more personnel.

Social & Legal Environment also effects the recruitment. A company in need of employees of certain categories can approach an outsourcing company and avail the services of it human resources. the outsourcing agencies. The personnel deputed by the outsourcing agencies with the clients are not the employees of the clients. This is also called leasing of human resources. Value creation. The companies are free from industrial relations problems as human resources take on lease are not their employees. They continue to be on the payroll of their employees. They can get human resources on lease basis from an outsourcing agency. Several outsourcing companies or agencies have come up which supply human resources of various categories to their clients. The outsourcing firms get payment for their services to their clients and give salary directly to the personnel. The advantages of getting human resources through the outsourcing agencies are: • • • The companies need not plan for human resources much in advance. Social & Legal Environment Political.Political. Recent Trends in Recruitment Outsourcing Under this arrangement company may draw the required personnel from the outsourcing firms or agencies or commission basis rather than offering them employment. The outsourcing firms develop their human resource pools by employing people for them and make available the personnel to various companies (called clients) as per their needs. Poaching means employing a competent and experienced person already . that is. operational flexibility and competitive advantage Turning the management's focus to strategic level processes of HR • • Poaching or Raiding “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. The companies can dispense with this category of employees immediately after the work is over.

(CV). Advantages of recruitment are: • • • • • Low cost. It has become a challenge for human resource managers to face and tackle poaching. as it weakens the competitive strength of the firm. through e-mail using Internet. No intermediaries Reduction in time for recruitment.working with another reputed company in the same or different industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. They advertise the job vacancies through the worldwide web (www). . which can be drawn by the prospective employer depending upon their requirements. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. Recruitment of right type of people. Website or e-Recruitment Many big organizations use Internet as a source of recruitment. the organization might be a competitor in the industry. The job seekers send their applications or Curriculum Vitae. But it is seen as an unethical practice and not openly talked about. Efficiency of recruitment process. better than the current employer of the candidate.

OBJECTIVE OF THE STUDY .

. • To determine the retention strategies adopted by LPS. • To suggest some strategies for the LPS employees. • To study the challenges faced by the employees during recruitment and selection process at LPS.OBJECTIVES OF THE STUDY • To study the policies & procedures followed by LPS for recruitment & selection.

RESEARCH METHODOLOGY .

Different types of Research Design are as follows:1. 4. coming up with conclusions which are capable of being verified by observation or experiment. Research design in case of diagnostic research design. Research plays an important role in the project work. It is data-based research. he can only report what has happened or what is happening.Empirical research relies on experience or observation alone. In fact. often without due regard for system and theory. In this present study descriptive type of research is used. Research design in case of descriptive studies.Descriptive research includes surveys and fact-findings enquiries of different kind. That is why it is also called a movement from known to unknown. 2. Research design in case of exploratory research studies. it be defines as scientific and systematic search for information on the specific topic. The results of the project are completely based upon the research of the facts and figures collected through the survey. the research design is the conceptual structure within which research is conducted. it constitutes the blueprint for the collection. Types of research:i) Descriptive:. measurement and analysis of data. Research design in case of hypothesis-testing research design.RESEARCH METHODOLOGY Research refers to the search for knowledge. 3. . The main characteristic of this method is that the researcher has no control over the variables. The major purpose of descriptive research is description of the state of affairs as it exists at present. ii) Empirical: . Research Design:A 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 with economy in procedure. It is carefully investigation or inquiry especially through search for new facts of any branch of knowledge. Research is the original contribution to the existing stock of knowledge.

Sources Of Data:The task of data collection begins after a research problem has been defined and research design plan chalked out.. they refer to the data which have already been collected and analyzed by someone else. whether sample survey or census surveys. Primary data source are: Questionnaire with sample size of 50 employees of LPS including all level of employees.e. or a group and situation etc. In the present study.We collect primary data during the course of doing experiments research but in case we do research of the descriptive type and performs surveys. and in this report the descriptive research design is used to find out the recruitment process at LPS. • Secondary Data:-Secondary data means data that are already available i. then we can obtain primary data either through observation or through direct communication with respondents in one form or another or through personal interviews.  Interview of the candidate came for a job. primary as well as secondary data has been used. .In this study Descriptive research studies is used because descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual. Basically two types of data are available to the research namely:- • Primary Data:.  Survey all level of employees with personal observation.

But in practice this may not be true. It can be presumed that in such an inquiry.Secondary data source are: Internet  Books of HR  Books and old Reports available in the company. when all items are covered. Tools and Techniques The data collected from Primary sources are represented by: Percentage analysis  Pie diagram UNIVERSE AND SURVEY POPULATION All items in any field of inquiry constitute a 'Universe' or 'Population'. Sampling Method:In the present study. and sometimes it is possible to obtain sufficiently accurate results by studying only a part of total population. Many a time it is not possible to examine every item in the population. no element of chance is left and highest accuracy is obtained. Sample size in this project work is 50. . convenience sampling method has been used. A complete enumeration of all the items in the 'Population' is known as a census inquiry.

Transfer etc manpower requisition has to be filled and forwarded to local hr dept. job portal.Recruitment process of the candidate ends after His/her joining the organization. e-mail. Retirement. concerned agencies)  Candidates who are short listed for first round for interview are called for final round of interview with senior management. campus interview.  References check firstly and then offer letter is given under provisional and final offer to the candidate.  Joining.  Filling of vacancies by internally or externally (by direct method. advertisement in newspaper. . references. placement agencies.Findings Recruitment and selection process followed in LPS-  When vacancies is created due to resignation.)  short listing of resumes (Depending upon qualification and position)  Relevant resumes are to be forwarded to concern department head of selection  Suitable candidate are to be called for interview for selection process (Through telephone.

manpower requision form should be approved by department head.Plant HR head and unit head. Placement Agencies. 6. 5.To find right candidate and fill the vacancy in order to achieve organizational objectives. Direct (through database of resumes and HRD email id) 2. 4. .According to type of vacancy sourcing of resumes will be done with the help of following methods: 1. Job description of each position should be readily available.  When a vacancy is created due to resignation. Job portal. PROCEDURE  For additional manpower requirement.Recruitment policy OBJECTIVES.  Filling of vacancy. retirement. ACCOUNTABILITY. 3. deputation etc. manpower requisition form has to be filled and forwarded to local hr department. transfer. through References. RESPONSIBILITY-The responsibility for conducting right recruitment was on the Hr head and unit head. Campus Interview. Advertisement in news paper.

pc. .  Offer letter Candidate who is selected for job will be given offer letter.  Resumes and Form of candidates not selected Resumes of candidates who are not selected should be retained in box files. HR Department uploads the vacancy details on the internet. Telephone. etc. Relevant resumes are to be than forwarded to concerned department head for their selection of applicant to be called for interview.  Interview Selected candidate are to be called for interview at a mutual convenient time depending upon the availability of the interviewer and candidate. In case of agency candidate information is to be passed on to candidate through the concerned agency. Candidates are to be called through telephonic or email message.  Final round of Interview Candidates who are short listed at the first round for interview are called for final round for interview with senior management. should be ensured. In case any vacancies arise in the organization than it is to be used as the sources of recruitment  Recruitment of fresher Salary offered to fresher should be in line with startup salary approved by corporate HR. Prior to the joining of selected candidates seating arrangement.  Interview call Suitable candidate are to be called for interview for selection process.Once the vacancies are created. & then following procedure is adopted: Short listing of resumes The resumes received from various sources are to be short listed depending upon qualification and position.  Joining The recruitment process of the candidate ends after his/ her joining the organization.

ANALYSIS & INTERPRETATION .

Data analysis Question 1:.-Sources used to display the vacancy at LPS? 1) Internet 2) Employee Referral 3) Data Bank 4) Campus Placement 20% 70% 5% 5% 5% 5% 20% 1 2 3 4 70% Interpretation: It is found that the Sources used to display the vacancy at LPS is employee referral. .

Question 2:-. Which source of recruitment is preferred? Observation:- 1) Internal 2) External 70% 30% 30% internal external 70% Interpretation:In the recruitment of LPS the major role is being played by the internal sources for short listing the candidates. .

Question 3:. Consultancies has a major role and after that the other important source is data bank whereas campus. . similar organization and press advertisement has a very little role.In the external Sources majorly used are: Observation:- 1) Press Advertisement 2) Consultancy 3) Data Bank 4) Campus 5) Similar Organization 5% 75% 10% 5% 5% 5% 10% 5% 5%     Press Advertisement   Consultancy     Data Bank     Campus Similar Organization 75% Interpretation: From the analysis it has been found that in case of external sources.

Most preferred internal source? Observation:1) Promotions 2) Transfers 3) Employee Referrals 10% 10% 80% 5% 15% 1)     Promotions     2)     Transfers        3)     Employee Referrals               80% Interpretation: The most preferred internal source in this organization is employee referrals and secondly the transfers are also the source of selecting the candidates.Question 4:. .

How far Reference Checks are necessary for every Candidate? Observation:1) Yes 80% 5% 15% 2) No 3) Can’t Say 10% 10% yes no cant say 80% Interpretation: According to the observation and analysis it is being judged that the reference checks are majorly necessary for the placement of every selected Candidate.Question 5:. .

Question 6:- Number of vacancies filled in the organization from the Sources?

Observation:-

1) New vacancy 2) Replacement 3) Transfers 4) Promotions

20% 75% 2% 3%

3% 2% 20%

 New vacancy                             Replacement                        Transfers                         

75%

    Promotions                     

Interpretation: The number of vacancy filled in organization through replacement and after that the percentage of the new vacancies makes it the second reason for the joining of the employees.

Question 7:- Mostly used pattern of interviews?

Observation:-

1) Structured 2) Non structured 3) Stress Interviews 4) Walk in interview

10% 20% 0% 70%

    Structured          10%      Non structured   20%      Stress Interviews                    Walk in interview             

0% 70%

Interpretation: In LPS the structured interviews and the stress interviews are not commonly used at all. But the pattern of Interviews in the organization is Walk in interview where the questions are asked on the judgment of the potential of the candidate.

Question 8:- Commonly used tests during selection process?

Observation:1) Intelligence test 2) Personality test 3) Proficiency test

62% 37% 1%

Interpretation: Basically the intelligence tests are used by the LPS whereas the personality test and proficiency tests are less used for the Selection of candidates.

Action taken against employees who do not work properly? Observation:- 1) Counseling Transfer Termination 70% 0% 30% 2) 3) Interpretation: On the basis of analysis it has been found that if an employee is not working properly then the employees are guided and make them understand their Faults and sometimes terminate. .Question 9:.

Are you satisfied with the Recruitment & Selection? Policies of LPS? Observation:- 1) Yes 2) No 90% 10% 10% yes no 90% Interpretation: Majority of people are satisfied with the recruitment policies of LPS but a small number of people are unsatisfied. .Question 10:-.

Conclusion .

The organizations have their selection procedures. In all it can be analyzed that RECRUITMENT and SELECTION are very meticulous processes and require expertise to perform them. . Walk INS and personnel consultants/agencies for recruitment. I found in my observation that most of the candidates are satisfied with the recruitment and selection process of LPS. Nowadays organizations who are receiving heavy competition have to tap upon the best possible work force available in the market in least cost possible and to perform this task they practice a detailed recruitment and selection process. It is also found that the process are quite time consuming but it is overcome by the cooperation of the staff of the LPS. It is very important for an organization to hire right person for the achievement of the organizational goals. The pre-requisite of selection process is planning of budgets according to which the various aspects are decided. Recruitment is the process that start when the candidate get information about the vacancy in the organization else candidate apply for the job and the process is followed by the selection of the right person to the right job.Conclusion Recruitments and selection as seen are carried out in the organization and is a very vital part of their human resource (HR) activities. The other common feature in the entire organization is that all use Advertisements. policies and norms which come into play every time when selections are conducted. They select candidate on the basis of their qualification and knowledge as required for that particular job. As a result the process ends up with a satisfactory result for an organization as well as employees.

SUGGESTIONS .

. They should use both structured & non-structured pattern of interview.SUGGESTION There should be balance between internal source & external source of recruitment. They should use external source of recruitment so that fresh talent can come to the organization. They should focus on personality as well as intelligence test. Salary must be provided to the employees according to their potential & qualification. Good compensation & environment conditions must be provided so that the employees can’t switch to other organization. Cost factor must be considered while selecting source of recruitment.

LIMITATIONS .

Response from respondents may be different from actual view. result involving may not be true at zonal level. Respondents might not disclose actual views. . As the study was conducted at one branch (group) only.LIMITATIONS • • • • Sample size does not exactly represents the total population Language problem while interacting with few south Indian employee. Non-acceptance of few suggestions given by the researcher to management.

BIBLIOGRAPHY .

2005. T. K. Research Methodology .N. 2002 Chhabra. Aswathappa. Excel Books.. Human Resource Management”.lpsindia.Methods and techniques. (2003). New Delhi..R. Deshpande. Symbiosis Centre for Distance Learning. Pune. 1989 Website: www. Rao. Stephen P.. April. Himalaya Publishing House. Prentice Hall of India. V.P. Organizational Behaviour.Text & Cases. TQM & ISO. Human Resource Management . 2003. New Delhi. C. New Delhi.. 2002. Wiley International Ltd. Dhanpat Rai & Co.. Robbinson. Delhi.S..com . Organizational Behavior. New Delhi. Milind V.BIBLIOGRAPHY      Kothari.

QUESTIONAIRE .

Sources used to display the vacancy at LPS? Employee Referral Data Bank [ ] [ ] Internet Campus Placement [ ] [ ] 1. Which source of recruitment is preferred? Internal [ ] External [ ] .Name of the employee Date of joining Designation Department Age Education Qualification: Monthly income: i. : : : : : iv. 1. How far Reference Checks are necessary for every Candidate? Yes [ ] No [ ] 3. Yes You are satisfied by the recruitment process by which you are selected? [ ] No [ ] 2. iii. Less than 10000 ii. 10000-15000 15000-20000 20000 and above.

Mostly used pattern of interviews? Structured [ ] Non structured [ ] [ ] Stress Interviews [ ] Walk in interview 5. What are the external Sources majorly used? Press Advertisement [ ] Data Bank [ ] Consultancy [ ] Campus [ ] Similar Organization [ ] 3. Action taken against employees who do not work properly? Counseling [ ] Transfer [ ] Termination [ ] 7. What is most preferred internal source? Promotions [ ] Transfers [ ] Employee Referrals [ ] 4. Commonly used tests during selection process? Intelligence test [ ] Personality test [ ] Proficiency test [ ] 6.2. There is well defined sources of recruitment and selection of Outsource employees in LPS? Agree [ ] Disagree [ ] No Comments [ ] .