crompton greaves report | Human Resource Management | Recruitment

“To Study Recruitment & Selection at CROMPTON GREAVES Mandideep”

A PROJECT REPORT SUBMITTED TO

PATEL INSTITUTE OF TECHNOLOGY, BHOPAL
(Affiliated to Barkatullha University, Bhopal)

IN PATRIAL FULFILMENT OF THE REQUIREMENT FOR DEGREE OF MASTER OF BUISNESS ADMINISTRATION (2008- 2010)

SUBMITTED BY:
. ………………………. MBA- IVSem Enroll No.092103174

Project Report on Recruitment & Selection at CROMPTON GREAVES, Mandideep

Submitted to:
Mr. Anish Mishra Regional HR Executive CROMPTON GREAVES Bhopal

Submitted by: ………………
MBA Final year Patel Institiute Of Technology Bhopal

PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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PREFACE
This project gives us the complete information about the Recruitment and Selection process and policy of the company. Throughout the project the focus has been on providing proper and the apt candidates to the manger for the desired work. The project is very useful for those who want to know about about the recruitment process in an manufacturing firm where selection of the most appropriate employee plays a very crucial role. We also got acquainted with the employee engagement and Training and development process of the company. In the last, I gratefully acknowledge and express my gratitude to all staff members and the management of CROMPTON GREVES who supported me in preparing this project.

PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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ACKNOWLEDGEMENT
It is almost inevitable to incur indebtedness to all who generously helped by sharing their invaluable time and rich experience with me.CROMPTON GREAVES has given me this opportunity to gain invaluable experiences under the guidance of Mr. Anish Mishra, Regional HR executive. His continuous support and cooperation makes this project successfully completed. I would also like to thank all those people at ‘CROMPTON GREAVES’ Who, though strangers to me, lifted my spirit with their cheerful smiles & gave me the courage & inspiration to work zealously on the project assigned to me. I would also like to convey my sincere gratitude towards HOD Mr. ……………for providing a platform to develop all round dexterity and an opportunity to work with CROMPTON GREAVES. I would also like to thank my parents and my brother for being a pillar of love and support throughout the tenure.

Regards, ……………………….

PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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student of MBA . Mandideep”.07 2010.CERTIFICATE This is to certify that Mr. Mrs.2010 to 15. She has completed her study successfully using the required available resources and we found her diligent. We wish her all the best for his bright & prosperous future. During trainig period she has done her project on” To Study Recruitment & Selection at CROMPTON GREAVES..f. hardworking and sincere.e. Bhopal had undertaken his summer training at Crompton greaves w.Patel Institute Of Technology. 01. Regional HR Executive CROMPTON GREAVES Bhopal PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 5 . …………….06.

Annexure 7 8 9 10 18 19 29 31 32 33 34 35 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 6 .Introduction 2.Data Analysis 9.Suggesation 11.TABLE OF CONTENTS 1.Company Profile 5.Bibliography 12.Objectives 3.Research Methodology 4.Human Resources 6.My Job At Crompton Greaves 8.Conclusion 10.Literature Survey 7.

Bhopal and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is don’t . what the various method used for recruiting the candidates and on what basic the selections is done.INTRODUCTION Human Resource is a basic need of any work to be done. Their selection involves developing a list of qualified candidates. It is said if right person is appointed at right place the half work has been done. so it is necessary to enquire into the difference in human behaviors” The project report is all about recruitment and selection process that’s an important part of any organization.1. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 7 . defining a selection strategy. According to ARTHUR LEWIS: “There are great differences in development between countries which seem to have roughly equal resources. thoroughly evaluating qualified candidates and selecting the most qualified candidate. talents and experience. identifying qualified candidates. Recruitment highlights each applicant’s skills. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the CROMPTON GREVES Mandideep.

It will help in adapting corporate culture before doing jobs.2. To get an overview of HR department working. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 8 .OBJECTIVE OF PROJECT The objective of project is as follows• • • • • It is part of the MBA curriculum. It will give the practical knowledge. • • • • • It is meant to get an exposure of corporate world. To understand recruitment process at CHROMPTON GREVES . It will help in having a better understanding of HR specialization. To know the overview of various other HR intervention and their application at CHROMPTON GREVES. To understand training process at CHROMPTON GREVES. It will help in knowing the corporate culture.

Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. 3. These problems in life call for acceptable and effective solutions and for this purpose. research is required and a methodology applied for the solutions can be found out.RESEARCH METHODOLOGY In everyday life human being has to face many problems viz. financial problems. The questionnaires were carefully designed by taking into account the parameters of my study. social. Research was carried out at CROMPTON GREVES to find out the “Recruitment and selection process”.3. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study.1.DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. Secondary Data: Data was collected from books. economical. magazines. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 9 . web sites. going through the records of the organization etc.

B.4.. Consumer Products. DC motors. In 1937. HT circuit breakers. Essex. The company is customer-centric in its focus and is the single largest source for a wide variety of electrical equipments and products.. Since its inception.A Parkinson in the year 1927 to form Crompton Parkinson Ltd. besides executing turnkey projects.R.COMPANY PROFILE Crompton Greaves (CG) is part of the US$ 4 bn Avantha Group. pumps and PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 10 . in collabor the year 1947. with the dawn of Indian independence. Cro Works Ltd. railway signaling equipments. Mumbai. in Bombay. CPL established. it's wholly owned Indian subsidiary viz. Crompton Greaves is headquartered in a self-owned landmark building at Worli. Nearly. Presently. HISTORY The history of Crompton Greaves goes back to 1878 when Col. manufacturing and marketing technologically advanced electrical products and services related to power generation.. two-thirds of it's turnover accrues from products lines in which it enjoys a leadership position. Today. and since then the company has retained its leadership position in the management and application of electrical energy. Industrial Systems. alternators/ generators..K. along with a sales organization. the company was taken over by Lala Karamchand Thapar. fans. CG has been synonymous with electricity. Crompton Greaves is India's largest private sector enterprise. LT & HT motors. Greaves Cotton & Crompton Parkinson Ltd. lighting products. Crompton founded R.E. CG's India operations were established in 1937. Crompton Greaves is fast emerging as a first choice global supplier for high quality electrical equipment. operating in over 10 countries. a conglomerate with an impressive global footprint. PRODUCTS & SERVICES OFFERED The company is organized into three business groups viz. a Crompton 'dynamo' powered the world's very first electricity-lit house in Colchester.B. industrialist.Crompton & Co company merged with F. In 1875. (CPL). traction motors. With several international acquisitions. transmission and distribution. Greaves Cotton appointed as their concessionaire in India. U. It has diversified extensively and is engaged in designing.E. the company is offering wide range of products such as power & industrial transformers. Power Systems.

transmission and access products. Crompton helps electricity boards and other utilities to reach electricity to the last home and factory. UK. Similarly. The company has a large customer base. CG exports it's products to more than 60 countries worldwide. The fans and lighting businesses acquired "Super brand" status in January 2004. It is a unique recognition amongst the country's 134 selected brands by "Super brands". Thus. the company continues to further and consolidate the initiatives that Colonel Crompton set into motion by focusing on meeting increasing customer demands for products that PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 11 . Therefore. Their lives are literally touched by delight. Kolkata. which includes State Electricity Boards. which includes the emerging South-East Asian and Latin American markets . MANUFACTURING . In addition to offering broad range of products. Goa. Hence. MARKETTING & SERVICEING NETWORK CG's business operations consist of 22 manufacturing divisions spread across in Gujarat. Maharashtra. every individual in India who uses electricity can be considered as Crompton customer. Government bodies and large companies in private and public sectors. supported by well knitted marketing and service network through 14 branches in various states under overall management of four regional sales offices located in Delhi. the company undertakes turnkey projects from concept to commissioning. FUTURE OUTLOOK The quality of households is enhanced when their money is invested into products such as fans and lighting for basic comforts. Madhya Pradesh and Karnataka. Mumbai and Chennai.public switching. Apart from this. the company addresses all the segments of the power industry from complex industrial solutions to basic household requirements.

Labroo 12 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL . BOARD OF DIRECTOR Mr. S.Trehan (Managing Director) Other Directors • • • Mr.R.are eco-friendly. S.SudhirM. The market is expected to remain competition with an added element of competition from imported products. O. the concern is the threat of imminent competition from global players who are already in the process of setting up manufacturing facilities in India. Bayman Dr. energy efficient and with intelligent monitoring and control systems. India is today preferred destination for sourcing various engineering goods not only due to low cost but also due to high quality of products. . Goswami Mr. the climate for the manufacturing sector is bright.GautamThapar Chairman & CEO Mr. All economic indicators point towards the manufacturing sector being the future driver of India's economic growth. Although.

S. M. • We believe in the CG Values of performance excellence.P. • • We offer challenging and rewarding work environment and an Engaged Culture. which provides a range of exciting job opportunities to match your skills and experience. Valentin A H von Massow Mr. customer orientation & intellectual honesty and we practice it. nurturance. Talwar Dr. leading edge knowledge. S. Prabhu WHY SHOULD YOU CHOOSE CROMPTON GREAVES? • Crompton Greaves is a multi-locational and a multi-product Organisation. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 13 .• • • • Ms. Pudumjee Mr. We encourage personal initiative and give early responsibilities to freshers.

• At CG. 14 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL . Some of our prestigious customers include: • • • • • • • • • • State Electricity Boards Power Grid Corporation of India Andhrapradesh Transmission Corporation Infosys Technologies Kirloskar Brothers Diesel Locomotive Works Reliance Energy Larsen & Toubro Whirlpool (India) ABB Ltd. consisting of State Electricity Boards. • We offer you continued career growth and an advantage few other companies can match. to our neighborhoods. Crompton Greaves has a large customer base. we make a Socially Responsible Organisation. it addresses customers from all the segments from households to complex industrial sectors through its comprehensive range of products and services. Thus. Government & local bodies and large companies in public as well as private sectors. we believe that it is important to give back to our community. Railways. In this endeavour. Utility companies.

system and service to serve the national and international market in the fields of energy.To strive for technological excellence and market leadership in these areas. industrial and transportation fields. utilization and conservation for energy for application in the electric power. PROFITABILITY To provide a responsible and adequate return on a capital employed primarily through improvement in operational efficiency. performance and superior customer service.The area of interest the conversion.• • • • Mather & Platt India Enercon (India) Bharat Petroleum Corporation Indian Space Research Organisition BUISNESS MISSION To achieve and maintain a leading position as suppliers of quality equipments mission. transmission. TECHNOLOGY PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 15 . CUSTOMER FOCUSES To level a high degree of customer confidence by providing increased value for his money through international stand of product quality. capacity utilization and productivity and generate international resources to finance the company’s growth.

ORGANIZATIONAL HEIRARCHY OF CROMPTON GREAVES PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 16 .To achieve technological excellence in operation by development of indigenous technologies to suit business needs and priorities and provide a competitive advantage to the company.

PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 17 .

although it is also applied in labor economics to. and processes that implement these strategies in a whole range of areas. in the first instance in the United States as well as multinational corporations. The following are typical of a wide range of organizations: • Recruitment. business sectors or even whole nations. in time as the 'personnel function'. demanded by corporate management and the greater competitiveness for limited and highly skilled workers. The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity. and onboarding (resourcing) 18 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL . Human resources is a relatively modern management term.5. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i. the human resources). reflecting the adoption of a more quantitative as well as strategic approach to workforce management. coined in the 1960. for example. Human resources progressively became the more usual name for this function. selection. co-ordination a range of worker related processes and becoming known. standards.HUMAN RESOURCES Human resources is a term used to describe the individuals who comprise the workforce of an organization. This function title is often abbreviated to the initials 'HR'.e. FUNCTIONS: Human Resources may set strategies and develop policies. systems.

PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 19 . conduct and behavior management Industrial and employee relations Human resources (workforce) analysis and workforce personnel data management Compensation.• • • • • • • Organizational design and development Business transformation and change management Performance. rewards. or the function may indirectly supervise the implementation of such activities by managers. processes or standards may be directly managed by the HR function itself. other business functions or via third-party external partner organizations. and benefits management Training and development (learning management) Implementation of such policies.

LITERATURE SURVEY RECRUITMENT PROCEDURE OVERVIEW: Recruitment is “hiring” of employees from outside. It is defined as „ a process to discover the sources of manpower to meet the PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 20 . Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organization vacancies.6. Recruitment has been regarded as the most important function of the HR department . because unless the right type of people are hired. even the best plans.

DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions. whereas the advertisement of the blue color jobs usually confine to the daily newspaper.requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce‟ METHODS OF RECRUITMENT Dunn and Stephens summaries the possible recruiting methods into three categories. firms directly solicit information form the concerned professors about student with an outstanding records. technical magazines and brochures. on the radios. in trade and professional journals. and mannered exhibits. Other direct methods include sending recruiters to conventions and seminars. employees contact with public. This is mainly done with the cooperation of the placement office of the college.INDIRECT METHOD Indirect method involves mainly advertising in newspapers. three main points need to be borne in the mind PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 21 . and using mobile offices to go the desired centers. The search for the top executive might include advertisement in a national periodical. 2. According to the Advertisement tactic and strategy in personnel Recruitment. namely 1: Direct method 2: Indirect method 3: Third party method 1. Sometimes. setting up exhibits at fairs. One of the widely used methods is sending the recruiters to different colleges and technical schools. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be.

engineers and executives. but also in which newspaper having a local. Professional organization or recruiting firms maintain complete information records about employed executive. Second. and friends and relatives. are the main agencies for the public employment. or why should the reader join the company. to write out a list of advantages the company offers. state agencies.before an advertisement in inserted. salesmen. 3. Schools and colleges offer opportunities for recruiting their student. to decide where to run the advertisement . They operate placement services where complete biodata and other particular of the student are available. State or public employment agencies are also known as the employment or labour exchanges. computer staff. indoctrination seminars for college professors.THRID PARTY These include the use of commercial or private employment agencies. Evaluation of the recruitment method PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 22 . management consulting firms. Third. accountant. to visualize the type of applicants one is trying to recruit. Employers inform them of their personnel requirement. while job seekers get information for them about the type of job are referred by the employer. They charge a small fee from the applicant. technical workers. and „pirates‟ by organization which loose their personnel through their efforts. First. These firms are looked upon as the „head hunters‟ raiders‟. and placement offices of schools colleges and professional associations recruiting firms. Private employment agencies are the most widely used sources. These firms maintain complete information records about employed executives. general office help. They specialize in specific occupation. state or a nation. not only in which area.wide circulation.

Recruitment represents the first contact that a company makes with potential employees. 10: To anticipate and find people for position that doesnt exists yet. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 4: Number of candidates at various stages of the recruitment and selection process. especially those short listed. 3: To infuse fresh blood at all levels of organization. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 23 . 9: To design entry pay that competes on quality but not on quantum. 3: Number of candidates retained in the organization after six months. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest. 5: To search or headhunt people whose skill fit the company‟s values. 2: To induct outsider with new perspective to lead the company. 8: To search for talent globally not just with in the company. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it.The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. Objective of recruitment : 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 4: To develop an organizational culture that attracts competent people to the company.

1: Internal factors: These includes .Organizational culture .Employment rate .Companies product .Supply and demand factors .Information system PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 24 .Cost of recruitment 2: External factors: These include .Role of trade unions . legal and government factors .Growth rate of the company .Factors affecting Recruitment : There are two types of factors that affect the Recruitment of candidates for the company.Company’s size .Labour market condition .Quality of work life .Political.Companys pay package .

SELECTION PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 25 . the candidates may be given a business case for analysis and presentation (This is done for certain positions only). To have more data on the functional skills. Final interview: Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads. Preliminary Assessment: The short listed candidates go through a preliminary round of interviews. we shortlist the resume received from various sources based on the suitability for the requirement.Recruitment Process The actual steps involved in recruitment follow a well defined path: Application shortlist: In this step. Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a medical test. This interview lays more emphasis on functional competencies.

. But now selection is centralized and handled by the Human Resource Department. completion of application form. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. employment test.It is easier for the application because they can send their applications to a single centralized department. This type of arrangement is also preferred due to some of these advantages: . The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. . comprehensive interview. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 26 .It helps operating managers to concentrate on their operating responsibilities. . Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. Selection process or activities typically follow a standard patter. This is especially helpful during the chief hiring period. .It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. physical examination and final employment decision to hire.The applicant is better assured of consideration for a greater variety of jobs. background investigation. The traditional selection process includes: preliminary screening interview.It can provide for better selection because hiring is done by specialist trained in staffing techniques. beginning with an initial screening interview and concluding with final employment decision.Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed.

With increased governmental regulation on selection process.Someone should have the authority to select.Profile matching . FACTORS EFFECTING SELECTION DECISION : Includes: .Multi correlations .Successive hurdles RECUITMENT & SELECTION PROCESS PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 27 .There must be some standards of personnel with which a prospective employee may be compared.There must be sufficient number of applicants from whom the required number of employees to be selected.Organization and social environment . a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be. . ESSENTIAL OF SELECTION PROCEDURE : . it is important that people who know about these rules handle a major part of the selection process.. . .Hiring cost is cut because duplication of efforts is reduced. Ideally.

My Job at CROMPTON GREAVES: PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 28 .7.

After generating the resumes from the sites the next step is to shortlist the resume which best suite the requirements. Timesjobs. Telephonic Interview. according to the requirements of the company. Personal Interview. Now the short-listed candidates have to be given a phone call in order to find out their interests and schedule them for interview. My job profile was to handle RECRUITMENT in my project.TELEPHONIC INTERVIEW: Sometimes an interview is taken on the phone. The Job profile Sales Trainee PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 29 . In such form of an interview the candidate personally appears in front of the interviewer and gives his interview. My job profile was to generate resumes from the various job sites such as Naukri. A telephonic conversation is done between the interviewer and the interviewee where the interviewer calls up the candidate via phone and conducts the interview.com etc. 1.com.PERSONAL INTERVIEW : This is regarded to be the BEST FORM of interview. 2.I started my job as HR Trainee. 2. The senior sales manager narrated me the whole procedure. There are 2 forms of interview that a candidate can appear for: 1. This is regarded to be the best form of interview as the interviewee has the best chances of making his points clear in front of the interviewer.

10th or 12th standard pass. according to the irda stipulation. (As asst sales manager) Senior sales openings: Senior professional with experience of handling junior staff preferred (CEP/Senior consultant 8. d epending on region of operation. Middle level opening: Professional in finance or marketing with the experience in service industry. Additional communication skills and ability to interact with people will help.DATA ANALYSIS FINDINGS: PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 30 .Qualification Entry level opening: Graduates in any stream preferred can be.

Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they dont have any fixed time. 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews 9. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.In Crompton most of the employees feels that the HR department is good. CONCLUSION PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 31 . About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Most of the manager Prefer Personal interviews. About 75% of the managers say that they prefer both internal as well as external source for recruitment and selection.

The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 32 . 10. new idea enters in the company. The recruitment process atCrompton to some extent is not done objectively and therefore lot of bias hampers the future of the employees.SUGGESATION  Manpower requirement for each department in the company is identified well in advance. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood. That is why the search or headhunt of people should be of those whose skill fits into the companys values.This presents the summary of the study and survey done in relation to the Recruitment and Selection inCrompton. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

Himalaya Publication.V. 11..BIBLOGRAPHY • C.  The candidates called for interview should be allotted timings and it should not overlap with each other. Gankar (2004).  The recruitment and selection through placement agencies as the last resort and is utilised only when need.B Mamoria and S. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it.  The recruitment and selection procedure should not to lengthy and time consuming. Personal Management Text and Cases. then help from the placement agencies is needed. 33 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL .  Time management is very essential and it should not be ignored at any level of the process.

Human Resource and Personnel Management Human Resource Management.Aswahthappa (2001).ANNEXURE QUESTIONNAIRE FOR THE RESEARCH 1: When are the resources need and forecasted? PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 34 .com 12.• • • • K.P. Dr.B Gupta (2005) www. (2005).C.google. Pardeshi C.

• • • • Quarterly Monthly Annually Not fixed 2: How is the resource need forecasted? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………. 3: How do you rate the recruitment procedure? • • • • • Short Average Long Very Long Cant say 4: What is the process you follow for recruitment and selection? People explain the same in brief? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 35 .

5: Which method do you mostly prefer from the following for recruitment and selection? • • • Direct Method Indirect Method Third Party 6: What sources you prefer for recruitment and selection? • • • Internal sources External sources Both 7: What are the sources for internal sourcing among the following -: • • • • Present permanent employees Present temporary employees Retrenched / Retired / employees Deceased / disabled / employees 8: What are the sources for external recruitment among the following • • • Campus interviews Placement agencies Private employment agencies 36 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL .

• • • • • • Public employment agencies Professional associations Data bank Casual applicants Other. if any please mention ………………………………………………………………………………………… 9: Which is the most successful method for recruitment? ………………………………………………………………………………………………… 10: How many rounds of interviews are conducted? • • • 1-3 3-5 More than 5 11: Are you satisfied with round of interviews conducted? • • • • Yes No To some extent Cant say 37 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL .

12: What form of interview did you prefer? • • • • • Personal Interview Telephonic Interview Video Conferencing Any two (then tick those two) All three 13: Are you satisfied with the interview process? • • • Yes No To some extent 14: If no then what is the reason? And suggest the measures to be taken for improvement? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………… 15: Are you satisfied with the present method being followed by the company for recruitment and selection? • • Yes No 38 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL .

16: If no. 17: Are the aptitude test conducted? • • • • Yes No Till some extent Cant say 18: If yes then it is for • • • Fresher Executives Other (specify) ……………………………………………………………………………………………………… … 19: Do you conduct any of these test? • • Psychometric test Medical test 39 PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL . to make improvement? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………. what steps would you prefer.

• • Reference test check Other (specify) ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… …… 20: How do you rate the HR practices of the company? • • • • Very Good Good Average Bad PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL 40 .

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