Research Report

on

Recruitment and Selection

policies
Submitted in partial fulfillment
of the requirements for the award of degree
of

Bachelor of Business
Administration
Session 2010-13

Submitted to: Mrs. Shweta sharma

H.O.D (UIET, Lalru)

Submitted by: Monika

Roll.No:105672467278
B.B.A 6th Sem.

Universal Institute of Engineering and Technology

PUNJAB TECHNICAL UNIVERSITY,

JALANDHAR

Acknowledgment
I take immense pleasure in thanking Mr Jaswinder Singh, HR manager, and
D, P sir, our beloved Principal for having permitted us to carry out this project
work. I wish to express my deep sense of gratitude to our Subject Instructor, Ms.
Shweta
Sharma, H.O.D Management Department of Universal group of institution,
and Ms Davinder kaur associated teacher, for her able guidance and useful
suggestions, Which helped us in completing the project Finally, yet importantly, I
would like to Express my heartfelt thanks to my beloved parents for their
blessings, my Friends/classmates for their help and wishes for the successful
completion of this project.

Preface
I am a student of BBA of Universal group of institutions .Preparing report is an
integral part of BBA course . It is meant to make the student familiar with the
actual functioning of the real atmosphere of an organization . Apart from the
theoretical knowledge , I get the practical participation knowledge .

DECLARATION
I Monika Roll no.105672467278 do hereby declare that, Research Report
Submitted to Punjab Technical University, in partial fulfillment of B.B.A On
Recruitment and selection policy , Is the result of my own work. I have not
submitted this Research report to any other university for the award of degree.

Signature of Student

MONIKA

TABLE OF CONTENTS
Acknowledgement
Preface
Declaration
List of tables
List of Graphs

CHAPTER NO:

CHAPTER NAME PAGE NO:

Chapter-1

Introduction

1-17

Chapter-2

Review of literature

18-20

Chapter-3

Research Methodology

21-24

1.1 Research design

1.2 Objectives of the study
1.3 Scope of the study
1.4 Data collection
1.5 Limitations

Chapter-4

Analysis & Interpretations

Chapter-5

Conclusion & Recommendations

25-40
41-44

 Bibliography
Annexure

List of table
SR NO.

TOPIC

PAGE
NO.

What is your profession

Do you know about the denims

26
27

What recruitment sources are used

28

Textile company adopt internal source

29

Qualities on the basis people is

30

selected
Scrutinization of application before interview.

31

Qualification is consider while selection

32

Test like personality, intelligency is consider

while selection
External source of recruitment used in
selection

33

Promotion &transfer is good source of

recruitment
Advertisement is the best source of
recruitment of people

35

12

Communication play important role in sales

of person

37

13

In your dept right person are placed on right

job
Interview methods

38

10
11

14

34

36

39

15

Is recruitment procedure is appropriate or not

40

List of Graph
SR NO.

TOPIC

PAGE NO.
26

What is your profession

Do you know about the denims

What recruitment sources are used

28

Textile company adopt internal source

29

Qualities on the basis people is

30

selected
Scrutinization of application before interview.

31

Qualification is consider while selection

32

Test like personality, intelligence is consider

while selection
External source of recruitment used in selection

33

Promotion &transfer is good source of

recruitment
Advertisement is the best source of recruitment
of people

35

12

Communication play important role in sales of

person

37

13

In your dept right person are placed on right job

38

Interview methods

39

Is recruitment procedure is appropriate or not

40

27

9
10
11

14
15

34

36

1.1) INTRODUCTION TO TOPIC

1.2) COMPANY PROFILE

Introduction
Recruitment:
Recruitment is the process of location and encouraging potential to apply for existing or
anticipated job opening. In simple Recruitment refers to the process of finding possible
candidates for a job or function usually undertake by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business of organization looking for recruits.
Advertising is commonly part of the recruiting process, and can occur through several means:
through online ,newspapers, using newspaper dedicated to job advertisement through
professional publication, using advertisements placed I windows, through a job center, through
campus graduate recruitment programs, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills,
typing skills, computer skills. Evidence for skills required for a job may be provided in the form
of qualifications (educational of professional), experience in a job requiring the relevant skills or
the testimony of references. Employment agencies may also give computerize tests to assess an
individuals off hand knowledge of software packages or typing skills. At a more basic level
written tests may be given to assess numeric and literacy. Candidates may also be assessed on the
basis of an interview. Sometimes candidate will be requested to provide a resume or to
complete an application from to provide this evidence.

Recruitment policy:
Such a policy asserts the objective of the recruitment and provides a framework of
implementation of the recruitments program in the form of procedure. As Yoder and the
observe:such a policy may involves commitment to board principal such as filling vacancies
with the best qualified individuals. It may embrace several issues such as extend of promotion
for within, attitude of enterprise in recruiting its old employer, handicap, minority, and group
woman employee. Part time employees, friends and relative of present employees. It may
involve the organization system to develop for implementing recruitment program and
procedures to employed. Therefore a well consider and preplan recruitment policy, based on
corporate goals study of environment and the corporate needs may a long way to main the
organization with the right type of personal.

A good recruitment policy must contain these elements:

recruiter Organization objective both in the short term and long term must be taken consideration
as a basis parameter for recruitment decision and needs of personal area wise job family wise.

a)

b)

Identification of the recruitment needs to take decisions regarding the balance of the
qualitative dimensions of the would be recruits i.e. they should prepare profile for
each category of worker accordingly work out the man specification decide the
section, department upper braches where they should be placed and identify the
particular responsibilities which may be immediately assigned to them.
Preferred source of recruitment , which would be tapped by the organization e.g. for
skilled or annual worker internal sources and employment exchanged may be
preferred for highly specialized categories and managerial personal, other sources
besides the former, may be utilized.

There are several pre requisites of a good recruitment policy:

a)
b)
c)
d)
e)
f)

Provide employees with job security and continuous employment.

Integrated organizational needs and employee need.
Provide each employee with freedom and opportunity to utilized and developed
knowledge and skilled to the maximum possible extent.
Treat all employees fairly and equitably in all employment relationship.
Provide suitable jobs and protection to handicapped, minority groups.
Encourage responsible trade union

Source of recruitment
There are two type of source of recruitment

Internal source and External source

Internal source:

Internal source further divided into nine parts:

Transfer: whenever any vacancies occur somebody from within the organization is
promoted transferred promoted of some time demoted.
Campus recruitment : any organization conduct preliminary search of prospective
employees by conductive interview the campuses of various institute , universities and
colleges
Employee recommendations: the idea employee recommendation as a source of
potential applicants is that the present employees may have a specific knowledge of the
individuals who may be their friends, relative. If the present employees are reasonably
satisfied with their jobs, they communicate these feelings give preference to local people in
recruitment, particularly at lower and middle levels jobs.

 Labor contractor: Manual worker can be recruited through a contractor who maintains
close links with source of such workers. This source is often used to recruit labor for
construction jobs. The disadvantage of this source is that when the contractor leaves the
organization people employed through him also go.
Gate recruitment: Gate recruiting is quite useful and convenient method at the initial
stage of the organization. When large number of such people may be required by the
organization. In some industries like jute the large number of workers works as baddior
substitute workers. A notice on the notice board of the company specifies the details of the
job vacancies can be put. It is very economical.
Similar organization: experienced employees can be recruited by offering better benefits
to the people working in similar organization. Newly established organizations of wellknown houses often lure experience executives and technical experts from the public sectors.
Deputation: Many organizations take people on deputation from other organization
/department of the same corporate. Such people are given choice either to return to their
original organization after a certain time or to opt for the present organization.
Computer data banks: when a company desires a particular type of employee. Job
specification and requirements are fed into a computer where they matched against the
resume data stored therein. The output is a set of resumes for individuals who meet the
requirements.

Advantage of internal source:

It improves the moral of employees.

Provide greater motivation for good performance.
It is a less costly source than going outside to recruit.
Labor turnover reduce.

Disadvantage of external source:

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

External sources
It is further divided into two parts

Advertisement: advertisement is the most effective means to search potential

employees from outside the organization. Employment in journals, newspaper, bulletins
etc is quite common in country.
Employment agencies: in our country two types of employment agencies are operating.
Which are as follows:

Advantages of external source:

It helps to brings new blood and new idea into the organization.
Experience and expertise from other organization can be brought.
It does not change the present organizational hierarchy that much

Disadvantage of external sources:

This source more time consuming.

More costly
The orientation and training of new employees is necessary.

Method of recruitment:

Direct method: in this method organization sends traveling recruiters to educational and
professional institution. One of the most widely used methods is that of sending of recruiters to
college and technical schools. Sometimes some organization opens their placement offices in the
college and schools . other direct method includes sending recruiter to seminars and conventions
and using mobile officers to go to desired centers.

Indirect method: this invoices mostly advertising in newspapers, on the radio, in trade and
professional journals, technical magazines and brochures. It is very useful for blue collar and
hourly workers as well as scientific professionals and technical employees. Whenever necessary
blind advertisement can be given in which only box no. is given, without identifying the
company.

Third party method: various agencies can be used to recruit, personnel, public employment
exchange, management consulting firms, professional societies, temporary help societies, trade
union, and labor contractors are the main agencies.

Selection
Selection is the process of choosing the most suitable persons out of all the application. In this
process relevant information about applicants is collected through a series of step so as to
evaluate their suitability for the job to be fined. Selection is a process of matching the
qualifications of applicants with the job requirements. It is a process of weeding out unsuitable
candidates and finally identifies the most suitable candidate

Selection procedure
Selection procedure is concerned with recruiting prevalent information about an application. The
objective of it is to determine whether an applicant who is most likely to perform that in job.
Steps in selection process:
Preliminary interview: A special interview or a high caliber receptionist in the
employment office usually conducts the initial screening. This interview is
essentially a sorting process in which prospective applicant are given the
necessary information about the nature of the in the organization. Necessary
information is also elicited from the candidates about their education, skills,
experience, salary expected etc.
Application blank: Application banks is a traditional, widely accepted device
for getting information from a prospective applicant. The application form should
provide all the information relevant to selection . but reference to caste ,religion ,
birthplace may be avoided as it is regarded an evidence of discrimination.
Selection test: Many organization hold different kinds of selection tests to know
more about the candidates .a test is a sample of some aspect of an individuals
attitudes behavior and performance .test are useful when the number of applicant
is large. In India the use psychological and other tests in gaining popularity.
Employment interview: it is face to face interaction between two person for
particular purpose. selection test is normally followed by personal interview of the
candidates
Medical examination: it is carried out to ascertain the physical standards and
fitness of prospective employees. Either companys physical or a medical officer
approved for the purpose . it determines candidates fitness for job.
Reference checks: Many organizations take the candidates to provide the
names of two other persons who know him well the organization contacts them by
mail or telephone. In this way organization can get more information about the
candidate lie character working etc.

 Short listing: On the basis of the above steps the selection committee or
personal department recommends suitable candidates for selection. The candidate
short listed by the department is finally approved by the executives of the
concerned departments. Employment is offered in form of an appointment letter,
mentioning the post, the rank , the salary grade, and the date by which the
candidate should join and other terms and condition in brief .
Placement: after all the formalities are completed the candidate are placed on
their job.

Company profile
Oswal Woollen Mills Limited (OWM), is the parent company of the Nahar Group of
Companies (the Nahar Group). OWM was incorporated in 1949 by Late Mr. Vidya Sagar Oswal,
father of Mr. Jawahar Lal Oswal, the present Chairman and Managing Director. The Board
comprises of ten directors including three promoters directors namely Sh. Jawahar Lal Oswal,
Sh. Kamal Oswal, Sh. Dinesh Oswal, the renowned industrialists.

and seven other directors who are technocrats, professionals, legal, commercial and financial
wizards. The Board is further assisted by a team of professionals who have rich experience in
their respective fields. OWM is one of the pioneers of the organized Indian woollen hosiery
industry. We believe in the philosophy 'Success is Tradition and Growth is imperative'. It
made a modest beginning as a manufacturer of hosiery items, which was followed by setting up a
worsted Woollen spinning plant of 800 spindles in 1954 to serve as a backward integration of the

then existing manufacturing activities. It was one of the first worsted Woollen spinning plant in
the Northern India.

Marching ahead in the journey and keeping pace with overall industrial development in India,
the Company is now one of the biggest producers of worsted Woollen yarns in the country. In our
Woollen hosiery segment, we start our operations with import of raw greasy wool mostly from
Australia and our products include various types of specialty yarns, such as, worsted Woollen
yarn, lamb wool yarn, acrylic yarn, various types of wool based blended yarn, fancy yarn, hand
knitting yarn etc under the popular brand name 'OWM'. In March 2006 the company added
manufacturing of indigo dyed specialty denim fabric to its existing vast range of product
portfolios. In June 2007, a cotton spinning unit was set up as a backwards integration of Denim
plant. The manufacturing facilities of the company are spread across various locations in and
around Ludhiana in Punjab fully backed by the facilities for product development and efficient
testing infrastructure to provide quality products to our customers. Our products particularly the
yarns have been exhibited as the best products by the International Wool Secretariat (IWS) (an
international body for regulating the spinning and hosiery industry).

As a step towards clean environment and use of renewable energy sources the company has now
entered into the field of solar and wind power generation and will be setting up a total capacity of
approx 11.50 MW in the year 2010-11, with plans to enhance the same in the near future.

Quality Control and Policy

We have established a quality management system (QMS) and have implemented the same
throughout our Company. A management review committee under the chairmanship of Mr.

Sandeep Jain, our Executive Director has been constituted for conducting the review of our
Company's quality management system, quality policy and objectives at least once in six months
for ensuring its continuing suitability, adequacy and effeteness. We are committed to provide
total customer satisfaction by meeting all requirements and continual improvement of quality
management standards performance. The following are the objectives of our quality management
system :o

To enhance customer satisfaction

Regular review and Up gradation of technology

Cost reduction in operations

Present Capacities

Worsted Spinning

Woollen/mohair tops

Cotton spinning

Denim Cloth

36416 Spindles

2.50 million lbs per

annum

21348 spindles

26 Million Mtrs Per

Annum

Nahar Spinning Mills Limited Started out as a tiny worsted Spinning & Hosiery unit in
Ludhiana. It was incorporated as a Private Limited company in December, 1980 and became a
Public Limited Company in 1983. The steady growth in manufacture and Export of

woollen/cotton hosiery knitwears and woollen textiles enabled the company to earn the
recognition as an "Export House" followed by a "Recognized Trading House" by the
Government of India in a short span. Its turbo-charged performance brought them a host of fresh
laurels.. They include the "National Export Trophy" by the Apparel Export Promotion Council.
The latest is the Gold Trophy for highest Exports of Yarn 50s & below in Yarn Category by
TEXPROCIL for the year 2010-2011 and 'AEPC Export Awards for Highest Exports in Cotton
Garment in the year 2008-09 and 2009-10.
In 1992, as a measure of backward integration, the company diversified into the Spinning
Industry by putting up a Spinning Plant at Village Simrai, Mandideep, Distt. Bhopal. To produce
high quality value added Yarn for exports, company also put up Spinning Units at Village
Jalalpur, Distt. S.A.S. Nagar, Village Jodhan, Distt. Ludhiana and Village Jitwal Kalan, Distt.
Sangrur, Punjab. The present spindlage capacity of the company is 4.42 lacs spindles and 1080
Rotors.
Simultaneously the company also established an ultra modern facility to manufacture 12.5
million pieces of Hosiery Garments. Today, Company's products i.e. T-Shirts are being exported
to reputed international brands such as GAP, Arrow, Old Navy, Banana Republic, Chaps etc.
As a measure of further value addition in the Company's product the Company has put up a
Mercersing cum dyeing plant with a capacity of 4.5 M.T. per day at Village Lalru, S.A.S. Nagar,
Punjab. The superfine quality Yarn produced by the unit is being used by the manufacturers of
fine quality Garments for exports. The unit is catering to both, the domestic hosiery garment
market as well as export markets.
An ISO 9002 company, the Company has 7 multi location plants, a range of products, over 60%
of which is aimed at export markets USA, UK, France, Brazil, Bangladesh, Mauritius,
Hondurus, Argentina, Colombia, Peru, Chile, Netherlands, Japan, Canada, Korea, Taiwan,
Hongkong, Singapore, Egypt and Russia.
The Company's mantra "World is our markets" is truly reflected in its operations. The Company
is one of the largest integrated textile player in India. The Management vision coupled with
company's inherent strength in terms of cost and quality has enabled the company to become the
second largest Cotton Yarn manufacturer in India.

Our work place and machinery:

ACHIEVEMENT OF NAHAR

The group has also achieved excellence in exports which has also been recognized by the export
council as well as the govt. of India by bestowing several export rewards and trophies such as:-

First gold trophy in global exports in 1989.

First silver trophy in hosiery exports in 1990.
Export award consecutively for five year (1989 to 1994) for exports of woolen hosiery
garments.
International award for excellence performance in exports in 1993.
NAHAR EXPORTS LIMITED, is the recipient of best exporter for the year 2002-03
Also NIEL.GARMENT UNIT is the recipient of state level safety award.
Get energy conservation award in 2008.
ISO(IMS)-social accountability (8000-2001

REVIEW OF LITERATURE

2.1)Rao(JUL 1992)in his journal, the concept of recruitment has proposed ,in a survey
conducted by rao on HRD practices in 34 private sector and 11public sector companies it was
found that perceptions were not that significant among executives. The study indicated tat a large
number of organizations appear to use recruitment and selection both for regularly as well as for
development purposes. There was difference between the stated objectives and objectives in
practice. Approaches in global companies, and there has four different approaches to managing
and staffing their international subseries.

2.2)Siu chow (jan,1995) in his journal ,the chinese university of Hong Kong has
proposed this paper examines recruitment and selection as viewed by a a sample of 165 Chinese
from Hong Kong and the people s republic of china .there was a higher tendency for the PRC
Chinese to prefer a group orientation to recruitment and selection . The PRC sample also
expressed a much greater willingness to consider non performance related factor and a stronger
preference for open, honest, and direct relations between supervisors and subordinates .in term of

performance attributions, there was no differences in the degree to which the group noted
internal attributions of behavior ,but the PRC group espoused external attributes of performance.
The Hong Kong group expressed less truth and confidence in subordinates ability to accomplish
task and more likely to indicate that supervisors should know the precise answer to work related
questions. The Hong Kong group also preferred less frequency recruitment and selection.

Maral

2.3)Muratbekova-(jan 2008) in his journal recruitment and selectionhas proposed

,recruitment is one of the main functions on human resource management , reefer to
international human resource management perspective, staffing will be more important an the
managing by the headquartered company to their subsidiaries in order to gain more competitive
advantage gor them. As a company want to achieve the mind of globalization, they must choose
a suitable recruitment approach in order to doing business successfully not only in domestic
also in the international environment . Maral Muratbekova stated that one of the main issues
facing the development of the global companies has always been to find the right balance
between the local autonomy between subsidiaries and the control of the corporate. It relates to
how the company recruit and select their staffs in their subsidiaries. In the present paper will
concentrate on the internal recruitment. Approaches in global companies, and there has four
different approaches to managing and staffing their international subsidiaries.

RESEARCH METHODOLOGY
This chapter contains the objective of the study, sources of data, research design, tools for data
collection and sampling techniques.

3.1)Research design :
A descriptive research has been conducted to study recruitment and selection policy of Denims
because it has gathered the data that described events and then organized, tabulated and
described the data obtained from employees and other persons. We used Descriptive statistics to
describe the basic features of data of our study. They provided us simple summaries about the
samples and the measures of our study.

3.2)Objective of the study:

To know the process of recruiting in denims

To know the source used for recruiting at various level
To study the various issues involved in managerial recruiting process
To analyses what are the requirement of organization for recruiting a employee.
To identify the attitude of employees towards denims.
To know the effective methods of recruitment & section.
To identify the problem faced by employees as well as H.R dept.
To identify the perception of employees towards Denims.

3.3)Scope of the study:

A detail study was conducted in Denims LTD ,lalru.a first hand data collected form a group
consisting of over50 respondents. Care was taken to include to categories of consumer and
retailer. The scope of this study is lies on denims.

3.4)Data collection:
Primary data: means the data, which is collected by the research for the first time. It is also
called first hand data; in this project we are using this method by conducting a field survey.
Literature available in the field of recruitment and selection was thoroughly studied. The sources
of this Secondary source information were newspapers, journals, magazines and internet.
And this source of information is called of data.

Selection of source of data:

The choice of the source of data should be according to the objective and suitability to the
information required. There can be two main classifications of data sources.
Primary data
Secondary data

Sample size;
Our sample size was 50 respondents. From those I collect data.

Sampling technique :
We have selected the convenience sampling method for conducting survey. The sample size for
the survey is 50.

Tools of data collection :

The data has been collected through questionnaire using Graphical techniques

Analysis of the data :

After organizing and presenting the data the researchers then have to proceed towards conclusion
by logical inferences. The raw data is then analyzed:
By bringing raw data to measured data.

 Summarizing the data.

3.5)Limitations
1. All the results and conclusion are drawn on the basis of whatever information has
been provided by managers and employees of denims. So there are chance of
personal biasness.
2. Another limitation is the stipulated time for the project is insufficient to undergo
an exhaustive study about the topic assigned and moreover the scope of the
topic is wide enough.

Result and discussions

5.1) what is your profession?

OPTION

NO OF RESPONDENT

PERCENTAGE
(%)

EMPLOYEE

10

20%

STUDENTS

40

80%

TOTAL

50

100%

45
40
35
30
25
20
15
10
5
0
EMPLOYEES

STUDENTS

Profession
Interpretation:
From the above graph it could be concluded that 20% of respondents are employees and 80% of
respondents are students

Table 5.2:- Do you know about Denims?

option

No of
respondents

Percentage(%)

Yes

48

96%

No

4%

Total

50

100%

Knowledge about Denims

No ; 4%

Yes; 96%

Interpretation:
From the above graph we found that 96% of people are know about denims
and just 4% of people are not known denims.

5.3) Which recruitment sources are used.

Option

No of respondent

Percentage
(%)

Advertisement

10

20%

Employee references

12%

Consultants

10

20%

Portal

8%

All of these

20

40%

Total

50

100

Sources of recruitment
Advertisement

Employee references

Consultants

Portal

All of these

20%
40%
12%
8%

20%

Interpretation:
From the above graph we found that 20% of people say that advertisement source is use and 12%
person thinks that employee reference help in recruitment and other20% says consultants is
important source, 8%portal is source used by recruiters and last 40% says other source are used .

4.4) Does textile company adopt internal recruitment sources i.e. transfer,
promotion.
Option

No of respondents

Percentage
(%)

Yes
No
Total

40
10
50

80%
20%
100%

Use of internal sources

Yes

No

20%

80%

Interpretation:
From the above graph we found that 80% of people say that internal source are used and 20%
says internal source are not used.

4.5)Rank the qualities in the order of your preference on the basis of which
you select candidate?
Option

No of respondents

Percentage (%)

Qualification
Experience
Skilled
Personality
Depend on job
Total

5
10
15
5
15
50

10%
20%
30%
10%
30%
100%
15

15

10

Quality on the basis candidate selected

Interpretation:
From the above graph we found that 10% of people say qualification is consider in selection and
20% say people says experience is consider and 30% person says skills are play important role in
selection and another 10% persons says its depend on personality and remaining 30% person say
its depend on job.

4.6) Should you there the scrutinization of application before interview?

Option

No of respondents

Percentage (%)

Agree
Disagree

42
8

84%
16%

Total

50

100%

Agree ; 42

Total ; 50

disagree ; 8

Scrutinization of before interview

Interpretation:
From the above graph we found that 84% of people are agree from the statement and 16% totally
disagree from the statement .

4.7) Should qualification be consider while selecting?

Option

No of respondents

Percentage (%)

Agree

48

96%

Disagree

4%

Total

50

100%

Consideration of qualification in selection

Agree

Total

Disagree

Interpretation:
From the above graph we found that 96% of people say that qualification is consider in
selection process and 4% say qualification does not play important role in selection.

4.8) Should the test like personality, intelligence etc to be conducted while
selection?
Option

No of respondents

Percentage (%)

Agree

48

96%

Disagree

4%

Total

50

100%

Should Test conducted in selecting

Agree

Disagree

Total

48

50
2

Interpretation:
From the above graph we found that 96% of people say that test are consider in selection
process and 4% say test does not play important role in selection

4.9) Should the external sources of recruitment like consultants, reference be

considered while recruitment and selection?
Option

No of respondents

Percentage
(%)

Agree

28

56%

Disagree

22

44%

Total

50

100%

Yes

No

20%

80%

Use of external source in selection

Interpretation:
From the above graph we found that 56% of people say that external source consider in
recruitment and 44% says that external source are not as much important.

4.10) Do you think promotion and transfers among the present employee can
be good source of recruitment?
Option

No of respondents

Percentage(%)

Agree

30

60%

Disagree

20

40%

Total

50

100%

Is promotion &transfer is good source of recruitment

Disagree; 40%
Agree ; 60%

Interpretation:
From the above graph we found that 60% of people say that promotion and transfer is good
source of recruitment and 40% says it is not a good source of recruitment.

4.11)Is advertisement the best method to recruit people for highest and
experience job?
Option

No of respondent

Percentage (%)

Agree

48

96%

Disagree

4%

Total

50

100%

Is advertisement is best source of recruitment

No ; 20%

Yes; 80%

Interpretation:
From the above graph we found that 96% of people say that advertisement is good source for
recruiting highest experienced person and remaining 4% says that advertisement is not good
source for experienced persons recruitment .
.

4.12) Do you think communication skill pay a major role in sale of a candidate
?
Option

No of respondents

Percentage (%)

Agree

48

96%

Disagree

4%

Total

50

100%

Role of communication in selection

Yes

No

20%

80%

Interpretation:

From the above graph we found that 96% of people say that communication play important role
in sale of candidate and 4% person does not play important role.

4.13) Do you feel in your dept right person is placed at right place ?
Option
Agree
Disagree
Total

No of respondents
30
20
50

Percentage (%)
60%
40%
100%

Right person are selected for right job

Yes
No

Interpretation:
From the above graph we found that 60% of people say that in their department right person are
selected for right job and remaining 40% says right persons are not selected for right job.

4.14) Which type of interview methods company usually follows?

Option
Structured
100%
total

N0 0f respondents
40
10
50

Percentage(%)
80%
20%

Use of interview method

Unstructured; 20%

Structured; 80%

Interpretation:
From the above graph we found that 80% of people say that structured interview method is used
and 20% people says unstructured method not used.

4.15)Is the recruitment and selection procedure followed by company is

appropriate?
Option

No of respondents

Percentage(%)

Appropriate

25

50%

Satisfactory

20

40%

Inappropriate

10%

Total

50

100%

Is recruitment procedure is appropriate or not

No of respondents
25
20

Appropriate

Satisfactory

Inappropriate

Interpretation:
From the above graph we found that 50% of people say that recruitment and selection in their
company is appropriate and 40% people says its satisfactory and remaining 10% says the
recruitment and selection in their company is not appropriate.

FINDINGS:
1. 76%respondents are agree that there company have clear stated policy about recruitment
and selection
2. .Quality of recruitment and selection policy in this company is high because they also take
help of other department for it .
3. Consultant and portals are main source in this company.
4. Qualification is not considered in selection of candidate .
5. Mostly this company selects their employees on the experience basis .
6. 80%respondents are agreeing that this company adopt transfer & promotion as internal
recruitment.

RECOMMENDATIONS:
COMPANY has to consider qualification in their selection.
Company has to not only select experience employees, because in todays time there are
new technologies there, so thy have to select technical skilled candidates.
Most company provide training to their candidate, for 1 to 2 week but they have to
provide them, long time training like 1month training ,by that they will get experience
and skills in there specialization.
Most the company use advertisement help to recruit high ranks employees, but they have
to give chance to their company employees, it will beneficial for the company.
Mostly respondents answer that there is no right person at the right job, so the company
have make changes in their recruitment process.

CONCLUSION:

The selection and recruitment process of industry is transparent. The selection of all the
an employee is purely on the basis of the knowledge and the skills they have. Recruitment a
critical
function in the organization. In order to grow and sustain I competitive environment it is
important for an organization to continuously develop and bring out innovations in all it
activities. It is only when organization is recognized for its quality that it can build a stability
with its customers. The first step in this direction is to ensure competitive people come in the
organization. Therefore recruitment is this regard becomes an important function. The
organization must constantly improve in its recruitment process so that it is able to attract best in
the industry in order to serve the best. Thus the organization must lookout for methods that can
enable it to adopt practices.

BIBLIOGRAPHY:
BOOKS
Mirza s, saiyadain, publishers,2nd edition.
Prasad. L.M, human resource management, Sultan chand and sons,2nd Edition.
Gupta C.B., human resource management 8th edition.
Aswathappa. K, human resource management and personnel management, Tata McGraw Hill publishers,4th edition.
Internet portals:

www.researchscholar.com

www.hr.com

www.goole.com

QUESTIONNAIRE:
5.1) what is your profession ?
Student
employee
5.2) Do you know about denims ?
Yes
No
5.3)what recruitment source are used ?
Advertisement
Employee reference
Consultant
Portal
All of these
5.4) Does textile company adopt internal recruitment source i.e. transfer promotion ?
Yes
No
5.5) Rank the quality in the order of your frequency on the basis of which you select candidate.
Qualification
Experience
Skills
Depend upon job
5.6) should there the scrutinization of application before interview?
Agree
Disagree
5.7)Should qualification be considered while selection ?

Agree
Disagree
5.8) Should the test like personality ,intelligence etc to be consider while selection?
Agree
Disagree
5.9) Should the external source of recruitment like consultant, reference be consider while
recruitment and selection?
Agree
Disagree
5.10) Do you think promotion and transfer among the present employee can be a good source of
recruitment?
Agree
Disagree
5.11) Are advertisement the best method of recruitment for highest experienced job?
Agree
Disagree
5.12) Do you think communication skill pay a major roll in sale of a candidate ?
Agree
Disagree
5.13) Do you feel in your department right persons are place at right job?
Agree
Disagree
5.14) which type of interview methods company usually follows?
Structure
Unstruc
Appropriate