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RECRUITMENT AND SELECTION PROCEDURE AT KSSC

BANGALORE

UNIVERSITY

A STUDY ON RECRUITMENT AND SELECTION PROCEDURE AT KARNATAKA STATE SEEDS CORPORATION LTD.
A DISSERTATION SUBMITTED TO BANGALORE UNIVERSITY AS THE PARTIAL FULLFILMENT FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION


Submitted By

ANILKUMAR-M
(Reg. No: 09QZCMA009)
UNDER THE GUIDANCE OF MR.R.P.SINGH Professor

BANGALORE INSTITUTE STUDIES

OF MANAGEMENT

Approved by AICTE, Affiliated to Bangalore University, Recognized by Government of Karnataka No. 35, Opp R. V. Engineering College, Mysore Road, Bangalore 560059, India
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2010-11

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DECLARATION
I ANILKUMAR-M, student of MBA of Bangalore Institute of Management Studies hereby declare that, I have carried out the Dissertation Project on the topic A Study on Recruitment and selection procedure at Karnataka State Seeds Corporation Ltd. and the report has been prepared by me under the guidance of Mr.R.P.Singh, faculty guide at Bangalore Institute of Management Studies towards the partial fulfillment of the requirements for the Degree of Master of Business Administration course from Bangalore University, Bangalore. I further declare that this Dissertation Report is the result of my own effort and has not been submitted to any University/Institution for award of any Degree/Diploma.

PLACE: BANGALORE DATE:

ANIL KUMAR-M (Reg. No: 09QZCMA009)

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CERTIFICATE FROM FACULTY GUIDE


This is to certify that Mr. ANILKUMAR M has successfully completed STATE his Dissertation SEEDS project at KARNATAKA CORPORATION

LIMITED, Bangalore. He has submitted this report under my guidance and supervision towards the partial fulfillment of the requirements of MBA course of Bangalore University, Bangalore during February-March 2011.

Date: Place: Bangalore

Mr. R P Singh (Professor)

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ACKNOWLEDGEMENT
Experience and the Knowledge is the best teacher. The knowledge is one of the most important tools. But practical knowledge is must in each and every field of life from this point of industrial training is important and necessary for a management student. Theoretically knowledge is proved right only when it is applicable on practical base. I express my sincere gratitude to Mr. M. B. Shivakumar, Chairman and Dr. S. Radha Sankhavaram, Director of Bangalore Institute of Management Studies for providing me an opportunity to do the dissertation project. I wish to acknowledge with profound sense of appreciation, the help and support I received from my guide MR.R.P.SINGH, faculty guide of BIMS with whose valuable guidance I am successful in completing my dissertation project. As far as my report is concerned, I am very much grateful to MR.THIMMARAJU for his necessary support from time to time, and helping me to acquire the practical knowledge as per my project requirement. I am highly grateful to my friends, for their pursuit to my perfect me for my role ahead, an invaluable imprint in my mind, without whose kind help this project would not have been possible. Last but not least, I often wonder one gets to see God in their moral life. I consider my self-privileged to have see such an entity in my parents who made great scarifies towards pursuit of my education, may I be worthy of their cause and response.
DATE: PLACE: BANGALORE ANIL KUMAR-M (Reg. No: 09QZCMA009)

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TABLE OF CONTENTS

CHAPTERS I

PARTICULARS GENERAL INTRODUCTION

PAGE NUMBER 1-19

II

RESEARCH DESIGN

20-23

III

COMPANY PROFILE

24-42

IV

DATA ANALYSIS & INTERPRETATION

43-95

FINDINGS, SUGGESTIONS & CONCLUSIONS

96-98

VI

ANNEXURES & QUESTIONNARIES

99-112

VII

BIBLIOGRAPHY

113

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LIST OF TABLES
Sl. No.
1 employees.
CHI- SQUARE TEST

Table Description
Table showing the educational qualification of the

Page No.
43

Table showing whether KSSC provide opportunity for new

48

talent at all levels in the company.


3 Table showing KSSC relay more on internal sources of 50

recruitment, such as present employee and employee referrals/ recommendations.


4 Table showing whether the selection policy is effective that KSSC acquires the right man for the right job right time 5 6 7 Table showing whether the company has developed a well 54 56 58 52

defined selection policy and procedure Table showing whether the company has an induction process
Table showing whether the candidates appointed are being

trained in various related fields during the period of probation or not


8 Table showing if the performance of the employee is 60

unsatisfactory during the period of probation, is his/her period of probation extended.


9 10 11 Table showing whether the departmental head clarify the 62 64 66

doubts of new employees regarding the work. Table showing whether the placement arise out of transfer and promotions
Table showing whether all the recruited employees undergo

training program BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 7

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12 13 14 15

Table showing whether the employees satisfied with the

68 70 72 74

selection procedure
Table showing whether the company recruits the employees

on daily basis
Table showing whether is their any selection procedure for

recruitment
Table showing whether the selection procedure same for

the recruitment of all the jobs


16 Table showing whether there is a need for change in 76

selection procedure
17 Table showing expectations of the employees from the 78

corporation
18 Table showing how much importance is given to you in your 80

company
19 Table showing relationship between the employees in the 82

company.
20 Table showing management is giving you sufficient 84

opportunity for career growth.


21 Table showing the ratings given to company with regard to 86

payment of salary.
22 Table showing are you paid equally with workers of your 88

group or department
23 24 25 Table showing reasons for continuation in the organization Table showing whether employees entitled to any benefits Table showing communication system in the department in 90 92 94

which you have placed.

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LIST OF GRAPHS

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Sl. No.
1 2

Graph Description
Graph showing educational qualification of the employees. Graph showing whether Karnataka state seeds corporation provide opportunity for new talent at all levels in the company. Graph showing KSSC relay more on internal sources of recruitment, such as present employee and employee referrals/ recommendations. Graph showing whether the selection policy is effective that KSSC acquires the right man for the right job right time Graph showing whether the company has developed a well defined selection policy and procedure Graph showing whether the company has an induction process Graph showing whether the candidates appointed are being trained in various related fields during the period of probation or not Graph showing if the performance of the employee is unsatisfactory during the period of probation, is his/her period of probation extended. Graph showing whether the departmental head clarify the doubts of new employees regarding the work Graph showing whether the placement arise out of transfer and promotions Graph showing whether all the recruited employees undergo training program Graph showing whether the employees satisfied with the selection procedure Graph showing whether the company recruits the employees on daily basis

Page No.
44 49

51

4 5 6 7

53 55 57 59

61

9 10 11 12

63 65 67 69

13

71

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14

Graph showing whether is their any selection procedure for recruitment Graph showing is the selection procedure same for the recruitment of all the jobs Graph showing whether there is a need for change in selection procedure Graph showing expectations of the employees from the corporation Graph showing how much importance is given to you in your company Graph showing relationship between the employees in the company. Graph showing management is giving you sufficient opportunity for career growth. Graph showing the ratings given to company with regard to payment of salary. Graph showing are you paid equally with workers of you group or department. Graph showing reasons for continuation in the organization. Graph showing whether employees entitled to any benefits. Graph showing communication system in the department in which you have placed.

73

15

75

16

77

17

79

18

81

19

83

20

85

21

87

22

89

23 24 25

91 93 95

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CHAPTER 1 INTRODUCTION

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CHAPTER 1 INTRODUCTION
KARNATAKA STATE SEEDS CORPORATION IS A COMPANY WHICH IS HAVING ITS BRANCHES IN ALL THE DISTRICTS OF KARNATAKA HISTORY OF THE KSSC The corporation was established in the year 1973 under the name and style of Karnataka state agro Seeds Corporation limited a subsidiary organization of Karnataka agro Seeds Corporation limited. The government of Karnataka has participated in the national seeds project-2 during the year 1979. Under the National seed project, the subsidiary organization was made as Independent Corporation limited. Today the corporation is one of the successfully run organizations of government of Karnataka. GROWTH In the transformation of the largely unorganized seed sector to a more organized one, the policies of the government of India played a significant role. In 1988, the private sector got a huge boost in growth with the removal of restrictions by the government order liberalizing seed import through open general license and removing tariff barriers. This move resulted in import of hybrid seeds in cabbage, cauliflower, chilies, etc besides large quantities of seeds of carrot and beetroot by private seed companies. This act also encouraged healthy competition in local research efforts leading to release of several hybrids by the private seed industry. Subsequently foreign direct investments flow increased, joint ventures were set up and there was import of germless. Presently the private seed industry comprises of the following categories: (a) Local companies dealing predominantly with open pollinated varieties. (b) Indian companies marketing hybrids sourced from abroad. (c) Indian companies developing, producing amend and marketing hybrids.

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(d) Foreign companies (jvs of subsidiaries) have R&D, production and marketing outlets. IMPRESSIVE TRACK RECORD OF GROWTH: Sales turnover of the corporation was 12,090 quintals with value turnover of Rs.58.40lakhs during the year 1978-79 and now grown to 2,37,474 quintals with value turnover of Rs.7220.46lakhs during the year 2005-06. The product range of the company is wide with 29 crops and 88 varieties. Commenced with 3 seed processing units and now grown to the extent of 20 seeds processing units with recent technology up gradation. Having 8 own seed go downs with the storage capacity of 6,000 Mts. With dehumidified air conditioned. Constructed head quarters complex during 1987-88? Grown from 13 operational locations at the inception to 37 locations at present. Employees strength increased from 1000 to 307. Holds 35% market share of certified seeds in the state. Skilled seeds producing farmers increased from 1000 to 9290. The corporation is playing vital role for establishing benchmark for procurement and sale prices in seed industry in Karnataka. The corporation has established a specialized vegetable seeds. Processing unit at chikkaballapur.

HUMAN RESOURCE MANAGEMENT Definitions: George. T. Milkovich and john. Boubreau;-

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Human resource management is a series of decisions that affect the relationship between employees and employers; it affects many constituencies and is intended to influence the effectiveness of employees and employer.

Edwin. B. Flippo;Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resource to the end that individual, organizational and social objectives are accomplished. Human resource management (HRM) is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them for high level performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true regardless of the type of organization government, business, education, health, recreation, or social action. Getting and keeping good people is critical to the success of every organization, whether profit or non-profit, pubic or private. Those organizations that able to acquire, develop, stimulate, and keep outstanding workers will be both effective (able to achieve their goals) and efficient (expending the least amount of resources necessary).Those organizations that are ineffective or inefficient risk of hazards of stagnating or going out of business. Survival of an organization requires competent mangers and workers coordinating their efforts towards an ultimate goal. While successful coordination cannot guarantee success, organizations that are unsuccessful in getting such coordination from mangers and workers will ultimately fail. Managing people is one of the most critical aspects of organizational management in the 21st century. No matter whether an organization is a non-profit, start-up enterprise, or mature business employees are crucial to achieving objectives, delivering results and being successful the activity once known as personnel and now more commonly described as human resource management (HRM) is seen as a

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fundamental aspect of successful management. HRM guide focuses on the theory and practice of managing human resources.

HRM MODEL In recent years there has been relative management among HRM specialists as to what constitutes the field of HRM. The model that provided that focus was developed by the American society for training and development (ASTD). In its study, ASTD identified eight human resource areas: Training and development. Organization and development. Organization/job design. Human following resource planning. Selection and staffing. Personnel research and information systems. Compensation and benefits. Union/ labor relations. These areas have been termed spokes of the wheel in that each area impacts on the human resources outputs, quality of work life, productivity and readiness for change. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:

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HRM has a crucial role to play in the enterprise. Looking into its role the following functions can be associated with the HRM: 1. Identifying and Developing Employees: The success of all organizations depends upon the quality of persons it employs. HRM assist in searching right persons for the fight jobs. Employees are developed for taking up different jobs. All employees may not be suitable for all jobs. Employees are given jobs as per their aptitudes. Employees are imparted right type of training to develop their potentialities to the maximum. They are also motivated to contribute their maximum to the enterprise. 2. Retaining Suitable Employees: The fast development of technology is bringing new challenge everyday. Modernization of various techniques, computerization of data processing, introduction of micro-process controlled machines, revolution in communication techniques, have resulted in demand for trained and highly skilled persons. HRM not only helps in procuring suitable persons but is also golden retaining them. If they have become a redundant work force because of new developments, an effort should be made to offer golden handshake to them. 3. Creating Work Culture: HRM approach emphasis the development of employees capabilities, potentialities and using it for attaining organizational goals. The aspirations, aims and priorities of individual employees are given due weight age in the schemes of the organization. Human resource planning is backed by human values, understanding ad concern for the welfare of people. Employees in the enterprise will reciprocate by improving their efficiency, motivation, self co-ordination and greater co-operation. The work culture in the organization improves; people feel satisfied and enjoy their work. 4. Educating the Executives and Managers:

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HRM approach ill succeed only when managerial personnel change their attitude towards employees. There is a need to educate executives, managers and top management regarding various aspects of the human resources approach adopted in the organization. 5. Conducting Research: HRM will be successfully only if we know the aspirations and expectations of various persons working in the organization. The preparing of human resource policies, strategies and approaches depend upon the information collected through research. 6. Developing an Effective Communication System: There is a need to develop downward, upward and lateral communication in the organization. HRM develops a system of communication where policies of the management are properly communicated to the lowest level of hierarchy and feedback from lower levels is conveyed to the top management communication system helps in understanding the view points of each other and taking up remedial steps, if needed.

OBJECTIVES OF HRM The primary objectives of HRM are to ensure the availability of a competent and willing workforce to an organization. Beyond this, there are other objectives too. Specifically, HRM objectives are four fold-societal, organizational, functional and personal. societal objectives organizational objectives functional objectives personal objectives

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HRM Objectives Societal objectives

Supporting Functions Legal compliance. Benefits. Union management relations.

Organizational objectives

Human resource planning. Employee relations. Selection. Training and development. Appraisal. Placement. Assessment. Appraisal. Placement. Assessment.

Functional objectives

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Personal Objectives

Training and development. Appraisal. Placement. Compensation. Assessment. Performance management system.

INTRODUCTION TO RECRITMENT HRP helps determine the number and type of people an organization needs. Job analysis and job design specify the tasks and duties of jobs and the qualification expected from perspective job holders. The next step is to hire the right number of people of the right type to fill the jobs. Before coming to details of recruitment, it is useful to note that hiring, contrary to popular perception, is an ongoing process and not confined to the formative stages of an organization. Employees leave the organization in search of greener pastures - some retire and some die. More importantly, an enterprise grows, diversifies, and takes over other units- all necessitating hiring of a new men and women. In fact, the hiring function stops only when the organization ceases to exit. In simple terms, recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition of recruitment is: BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 20

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It is a process of finding and attracting capable applicants for employment; the process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Though, theoretically, process is said to tend with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job. Recruitment policy: Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words, the former is a part of the latter. However, recruitment policy by itself should take into consideration the governments reservation policy, policy regarding sons of soil etc. personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women etc. recruitment policy should commit itself to the organizations personnel policy like enriching the organizations human resources or serving the community by absorbing the worker sections and disadvantaged people of the society, motivating the employees through internal promotions, improving the employee loyalty to the organization by absorbing the retrenched or laid off employees or casual/ temporary employees or dependents of present/ former employees etc. The following factors should be taken into consideration in formulating recruitment policy. They are; Government policies. Personnel policies of the other competing organizations. Organizations personnel policies. Recruitment sources. Recruitment needs. Recruitment costs. Page 21

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Selection criteria and preference etc.

Methods of Recruitment Internal Recruitment 1. Promotions 2. Transfers

Promotion Promotion means an improvement in pay, prestige, position and responsibility of an employee within his/her organization.

Purpose of Promotion The purpose of Promotion may be outlined as follows: To motivate employees to higher productivity. To attract and retain the services of qualified and competent people. To recognize and reward the efficiency of an employee. To fill up higher vacancies from within the organization.

Transfers A transfer involves a change in the job (accompanied by the change in the place of the job) of an employee without a change in responsibilities. A transfer differs from a promotion in that the latter involves a change in which a significant increase in the responsibility, status and income occurs, but all these elements

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are stagnant in the former. Another difference is that transfers are regular and frequent as in the banks and other government establishments, but promotions are infrequent, if not irregular. External Recruitment Campus recruitment Employee referrals Consultancies Advertisement Job sites

Purpose The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: Determine the present and future requirements of the organization in conjunction with its personnel-planning and job analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly, under-qualified or over qualified job aspirants. Meet the organization legal and social obligations regarding the composition of its work force. Increase organizational and individual effectiveness in the short term and the long term. Evaluate the effectiveness of the various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that the company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well planned and BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 23

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well managed recruiting effort will result in high quality applicants, whereas a haphazard and piecemeal effort will result in Medicare ones. High quality employees cannot be selected when better candidates do not know of job openings, or not interested in working for the company and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. The negative consequences of the poor recruitment process speak volumes about its role in an organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. It can greatly complicate the selection process and may result in lowering of selection standards. The poor quality of selection means extra cost on training and supervision. Advantages and Disadvantages of Internal Recruiting: Internal recruiting is the search for in-house employees who have the abilities and the attitudes to fulfill the requirements needed and to help the organization its objectives. Advantages of internal recruiting: Recruiting costs: Since the recruiting machinery is focused on an already existing pool of employees to fill a vacant position, and therefore selection and socializing processes are less time and money consuming, internal recruiting tends to be less expensive than external recruiting. Motivation: The prospect of potential promotion or transfers provides a clear sign to the current work force that the organization offers room for advancement. This addresses the employees need for self-achievement. The motivational concepts are: BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 24

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Promotion Transfer Rewards

Familiarity: The familiarity of the employee has two side effects On the one hand the employee is familiar with the organizations policies, procedures, and customs. At the same time, the organization has established an employment history showing the workers formal and informal skills and abilities.

It keeps the employee with high morale. Good and better relationship is established.

Disadvantages of internal recruiting: 1. Inbreeding: One breeding of extensive internal recruiting is the reduced likelihood of innovation and new perspectives. A lack of new employees from the outsides leads to a lack of new ideas and approaches. 2. EEO Criteria: a use of the internal pool for the consideration of vacant positions can lead to conflicts with the Equal Employment Opportunity commission. The organization has to ensure and continuously check its balance if a diverse workforce. This has to relate to the organizations legal, political and geographical environment. 3. More training: Internal recruitment demands a higher degree of employee training. In order to develop the skills needed to train the current workforce in new processes and technologies, the organization has to provide more expensive training programmes.

Advantages and Disadvantages of External Recruiting: Advantages of External Recruiting: Since recruitment is done in a wider market, the best and suitable candidates from outside can be selected for the organization. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 25

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Experienced person from other organizations may join the firm and so the firm gets trained peoples from external sources. Selecting persons from outsiders sources will bring in new ideas, concepts and methods. This helps in change in the philosophy and attitude of the organization. Gives employment opportunity to many peoples.

Disadvantages of External Recruiting: Present employees may lose their sense of security and become disloyal to the employer. The employer-employee relation may be seriously affected. Sometimes the new candidate may find it difficult to adjust to the new environment. This type of recruitment is more time consuming.

SELECTION Selection is a process of picking individuals (out of a pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of selection is: It is a process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success if a job. It is the process of picking the individual with the requisite qualification and competence to fill the jobs in the organization. Selection process is done through panel interviews. The interviews will be internal recruitment committee and government directors. ROLE OF SELECTION The role of selection in an organizations effectiveness is crucial for at least two reasons: BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 26

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First, work performance depends on individuals. The best way to improve performance is to hire people who have the competence and the willingness to work. Arguing from the employees point of view, poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the workforce. Effective selection, therefore assumes greater relevance. Second, cost incurred in recruiting and hiring personnel speaks about the role of selection. An organization with a false positive error incurs three types of costs. The first type is incurred while the person is employed. This can be the result of production or profit losses, damaged company reputation, accidents due to negligence, absenteeism and the like. The second type of costs is associated with the training, transfer or terminating the services of the employee. Costs of replacing an employee with fresh onecosts of hiring, training, and replacement- constitute the third type of costs. Generally, the more important of the job is the greater cost of the selection error. Steps in selection process 1. Job analysis 2. Recruitment 3. Application form 4. Written examination 5. Preliminary interview 6. Group discussion 7. Tests 8. Final interview 9. Medical examination 10. Reference checks 11. Final discussion by the manager 12. Employment

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STRUCTURE OF RECRUITMENT AND SELECTION PROCESS The process of recruitment and selection has two steps. First step- Prior selection (pre-screening), which is conducted on the base of the information from the nomination from the candidate please note that we use the general form 5A is provide by the federal commission. Second step - Interview of the candidates with experts. Prior selection 1. All forms of candidates are collected from office and sent to office of the program for screening. 2. The following criteria are concerned: Education in the area of Management Business Administration. Experience in the area of Management. Training objectives (orientation of professional growth) Level of English. Clear understanding of expected training results. Availability of providing training in the framework of requested theme. 3. If candidate finds a host company within at the time of applying for the programme, then this candidate has a priority for selection among other candidates. 4. Please also provide an application form expressing your willingness to participate in the program and reliable comments on participation in other DonorProgammes (if so), and their answer. 5. Candidates meeting those requirements are invited for the interview. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 28

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6. Candidates, who didnt pass prior selection, are strongly prohibited for being interviewed, unless rejection conditions are changed.

2. Interview The interview has two parts: (1) Administrative. (2) Selective. Administrative part includes: General overview on the program background and functioning, and reviewing as well as general description of the further administrative Procedures. This session is conducted by the office. The selective part of the interview is conducted individually by the commission of one or two programme experts from the management. During the Interview experts will ask about: 1. To confirm the contact information as well as the name of your company and position is correct. 2. To describe your duties and some current projects, as well as to show the place that your department occupies in your company. 3. Describe more details about the profile of your company- what product it actually produces, what plans it has, etc. 4. Describe your main objectives, as well as the expected results of your training and how and where you will use the experience which is gained. 5. Advice the most suitable type of training: vertical, horizontal, or combined. It is worth mentioning that, due some changes in the training program and especially decreasing the numbers of groups taken to, the level of language knowledge (English) is also considered as one of the major factors in final selection. ORIENTATION

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Orientation also called induction, which is designed to provide a new employee with the information; he or she needs to function comfortably and effectively in the organization. A formal definition of orientation is planned introduction of employees to their jobs, their co-workers and the organization. Typically, orientation conveys three types of information (a) a review of the organizations history, findings, objectives, operations and products or services, as well as how the employees job contributes to the organization needs. (b) a detailed presentation in a brochure of the organizations policies, work rules and employees benefits. PURPOSE Organizations are known to send a few weeks or even months on orientation programmes. The idea is to make the new employees feel at home in the new environment. It is a well known fact that employees feel anxious on entering an organization. They worry about how well they perform the new jobs. They feel inadequate when they compare themselves with the more experienced employees, and they are concerned about how well they will get along with their co-workers. Effective organization programmes reduce the anxiety of new employees by providing them information on the job environment and on supervisors, by introducing them to coworkers, and by encouraging them to ask questions. The ease with which employees adjust to a new job and work environment is, often a function of the expectations which they bring to the job. If expectations are realistic, adjustments will be relatively simple. However, expectations are unrealistic or unreasonable, adjustment will be more difficult. In the latter case, orientation can be instrumental in modifying employee expectations. In one study of considerable importance, researches discovered the following about new employees: 1. The first day of the job was anxious and disturbing ones. 2. New employees initiation by peers intensified anxiety. 3. Anxiety interfered with the training process. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 30

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4. Turnover of newly hired employees were cause primarily by anxiety. 5. The new workers were reluctant to discuss problems with their supervisors. Employee orientation is aimed at minimizing such problems. Orientation seeks to expose new employees to all areas of the organization. This prevents inducts from getting overspecialized. Induction makes new hires become productive to company quickly. Finally a good orientation programme will create a favorable impression of the organization, and its works. Just as favorable first impression of an individual helps to form a good relationship, so a good initial impression of a company, a co-worker, a supervisor can help a new employee adjust better. Further, effectiveness of an orientation programme can have a lasting effect on absenteeism and turnover. PLACEMENT After an employee has been hired and oriented, he or she must be placed in his/ her right job. Placement is understood as the allocation of people to jobs. It is the assignment or re-assignment of an employee to new or different jobs. Placement includes initial assignment of new employees and promotion, transfer or demotion of the present employees. In this section, placement of new employees is emphasized. Placement arising out of transfers, promotions and demotions that will be discussed later. Assignment of a new employee to a job apparently seems to be a simple task. The employer advertises inviting applications from candidates for a specified post. The advertisement contains job description and job speciation in detail. When a candidate has been selected, it is logical that he or she is placed in the position that was advertised earlier. But the task is not simple as it looks. Times are changing. Changes in the work ethics reflecting the demand for meaningful work 1. Increased government pressure to hire and promote women. 2. Heightened awareness of the fact that organizations have many jobs but each individual has only one career.

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All jobs of these factors are causing organizations and individuals to examine the placement process more closely. We are entering an age when applicants must be considered for several jobs rather than one. If an individual fails to meet minimal requirements in one job, he or she will be considered for other available jobs and will probably be offered employment in one of them. From a managerial perspective, the task is to understand and capitalize on each persons individuality. Since human beings attribute vary along with man relatively independent ability, interests, biographical sketch, and personality dimensions. A persons individuality is the best viewed as his or her unique profile of scores on a variety of individual measures. Once we establish this unique profile for each individual, people and jobs can be matched optimally within the constraints set by available jobs and available people. If the number of individuals is large in relation to the available jobs, only the best qualified persons can be selected and placed. On the other hand, when more jobs are available, optimal placement is possible. Thus, the number of people and the number of jobs determine the placement process in any organization.

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CHAPTER 2 RESEARCH DESIGN

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CHAPTER 2 RESEARCH DESIGN


TITLE OF THE STUDY The title of the dissertation is Recruitment and selection procedure in Karnataka state seeds corporation limited, Hebbal Bangalore. STATEMENT OF THE PROBLEM Human being and resources to an organization is essential therefore the organization should ensure it has a right number and kind of people at the right place, at the right time that are capable of effectively and efficiently completing those tasks that will aid an organization in achieving its overall objects. The purpose of recruitment, selection, orientation and placement is to provide a group of candidates large enough for the organization to select the qualified employees. However, the job market is extensively tight, selection process in practice will be more one sided, several candidate will be applying for each position and the organization will hire the candidates that they feel are more suited. Hence this study is entitled Recruitment, Selection, Induction, and placement. SCOPE This study was conducted to find out thee recruitment and selection procedure of Karnataka state seeds corporation limited. This will serve as a secondary data for future research work. OBJECTIVES OF THE STUDY 1. To study the procedure of recruitment of the company. 2. To identify whether the right man is placed at the right job. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 34

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3. To identify present gaps and shortcoming in training and induction programmes. 4. Giving guidelines as to how to make these programmes more effective and useful. 5. To highlight constructive suggestions in this regard to the company. OPERATIONAL DEFINITIONS OF THE CONCEPT 1. Recruitment:A process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient workforce. 2. Selection:It is a process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. 3. Induction;Induction is a process of receiving and welcoming an employee when he first joins and giving him the basic information that he needs to settle down quickly and start work. 4. Placement;The determination of the job to which an accepted candidate is to be assigned and his assignment to that job. It is matching of what the supervisor has reason to think he can do with the job demands (job requirements), it is a matching of what he imposes(in strain, working conditions)and what he offers in the form of payroll, companionship with other, promotional possibilities etc 5. Research;Among practicing managers, the term research frequently carries the connotation of academic mumbo jumbo or irrelevant findings that have little generalize ability to BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 35

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practice. Research, mean a systematic and goal oriented investigation of facts that establish a relationship between two or more phenomena. METHODOLOGY OF DATA COLLECTION SOUCERS OF DATA 1. Primary Data Question was asked regarding the procedure undertaken by the company in recruiting, selecting and placement of the personnel. 2. Secondary Data Other than questionnaires been asked, various books were referred - like annual reports, brochures and other magazines. SAMPLING DESIGN Sample size Totally there are 74 employees in the corporation. We have selected 50 employees as sample size including executive and middle level management professionals. TOOLS AND TECHNIQUES OF DATA COLLECTION Structured questionnaire was designed to collect primary data and also general questions were asked to collect the data. PLAN OF ANALYSIS (1) Stratification of data (2) Tabulation of data sequencing and arranging the data logically in line with the objective. (3) Graphical representation of the tabulated data. (4) Arriving at the key finding based on HR inputs in the graph. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 36

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(5) Drawing conclusion from key findings in comparison with the objectives. LIMITATIONS OF THE STUDY (1) Time constraint. (2) The sample size of only 50 was fixed and the study was based only on those samples. OVERVIEW OF THE CHAPTER SCHEME;CHAPTER ONE: INTRODUCTION CHAPTER TWO: RESEARCH DESIGN CHAPTER THREE: COMPANY PROFILE CHAPTER FOUR: DATA ANALYSIS AND INTREPRETATION CHAPTER FIVE: FINDINGS, SUGGESTIONS, AND CONCLUSION. CHAPTER SIX:

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ANNEXURES QUESTIONNARIES

CHAPTER 3 COMPANY PROFILE

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CHAPTER 3 COMPANY PROFILE

KARNATAKA STATE SEEDS CORPORATION LIMITED (KSSC) Is a government company registered during the year 1978 under companies act, 1956 is dealing with SEEDS, the most fundamental input in agriculture. Trusted since 40 years. Professionally managed & profit making company with 50% market share of Certified Seeds. Single largest producer with a base of around 11000 highly specialized skilled seed producers. Modern processing units with state of the art technology. Wide range of crop & varietal mix with high standard in-house quality control facility. Market driven, pro-active sales and distribution network with over 3000 sale outlets of authorized dealers. VISION OF KSSC: The VISION of the corporation is to be leading agency for accelerating agriculture productivity and production for improving the viability of agriculture as a vocation. MISSION OF KSSC:

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Our MISSION is to be a leading agency for accelerating agricultural productivity and production for improving the viability of agriculture as a vocation. AIM OF KSSC: The AIM of the corporation is to emerge as an industry leader in the state, in seed line of activity with a continuous pursuance of excellence in quality and effective distribution service, with an eye on right product, right time, right place, and right place of supply. OBJECTIVE OF THE COMPANY: To emerge as an industry leader in the state, in seed line activity with a continuous pursuance of excellence in quality and effective distribution service, with an eye on right product, right time, right place of supply. To know the brand awareness of KSSC. 1. To know the awareness about KSSC seeds in vegetable crops. 2. To understand the usage of hybrids and improved open pollinated varieties in vegetable crops by farmers. 3. To identify the source of seeds of farmer for cultivating vegetable crops. INVESTMENT: The government of Karnataka, national seeds corporation limited (NSC) and seed growers are eligible for investment in the share capital in proportion of 35:30:35 respectively. Present status of the share capital is shown at Annexure-I. BOARD OF THE COMPANY: As per the memorandum and articles of association of the corporation, at present the position of the chairman is Ex-Offcio, the principal secretary to government, agriculture & horticulture department and government of Karnataka. The board of Karnataka state seeds corporation ltd (KSSC) has 12 directors, represented by GOK, NSC, and grower shareholders in the proportion of 35:30:35. As on today, 4 directors are represented from BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 40

RECRUITMENT AND SELECTION PROCEDURE AT KSSC

Govt. of Karnataka, I director from GOI (NSC) and 4 elected directors from grower shareholders.

SHARE HOLDER SEED GROWERS: The articles of association of the company provide an opportunity for seed growers to become shareholders. Accordingly, for the year ending there are share holders seed growers holding 122230 number of fully paid up equity share of 100 each. The seed growers can acquire a minimum of 10 equity shares and maximum of 100 equity shares of 100 each until 2000-01 every year the company paid an incentive of paid 15% to 25% of their paid up share amount has been issued to shareholders. In addition 6% dividend also paid to the shareholder of their paid up share value. SEED PRODUCTION: With a wide ranging soil types, diverse agro-climatic zones coupled with irrigation support to 35% of the cultivable area, Karnataka has become one of the global destinations for high quality seed production. This diversity has come in handy for the seed industry to launch vegetable seed programmes round the year. Intense and high quality seed production even during off seasons by well-trained farm families are the factors attracting the seed companies world over to Karnataka. Companys seed production is operational zed by resourceful progressive farmers through contract seed production programmes. The companys production manpower are technically well qualified and experienced. The participating seed producing farmers are updated technically on a regular basis through its trained personnel. SEED PROCESSING:

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The company has a net work of 23 seed processing units with operating capacity of around 41000 Metric Tons of different seeds annually coupled with constant technology & capacity up-gradation. SCIENTIFIC SEED STORAGES: Storage facility for 200 MTs capacity of De-humidified Air Conditioned seeds. The cumulative ambient seed storage capacity of the corporation is 34000 Metric Tons. SEED MARKETING: A Mixed channel approach of the company in creating & using a distribution network of its own retail outlets & that of the Karnataka State Co-operative Marketing Federation, Co-operative Societies, authorized Seed/ input dealers & Rytha Samparka Kendras (Farmers Contract centre) of the Karnataka State Dept. of agriculture is helping penetration. The company has professional marketing team to support its marketing operations. Unstinted support of highly customers over 40 years. ACHIEVEMENT OF THE COMPANY: KSSC an independent company of present status and style since 1979-80 and on instituting its own marketing arrangement the company has been regularly making profits until 2001-02.The operations of kssc during the year 2002-03 had resulted in loss due to continuous drought condition prevailed it the state. However the corporation has achieved profit of Rs.149.92lakhs for the year 2005-06 wiping loss incurred. INCREASE IN PROCUREMENT: The company during the year on incorporation 1978-79 as Karnataka state seeds corporation had procured 14,318 quintal of value Rs.54.61lakhs. The seeds procurement was almost tripled to 44,276 quintals of value during the year 1980-81. This is further more doubled to 2, 34, 499 quintal of value 5682.60lakhs during the year 2005-06. The company is proactive to seeds growers and continues to maintain a track record of BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 42

RECRUITMENT AND SELECTION PROCEDURE AT KSSC

paying highest procurement rate in the industry. The companys procurement policy is considered to a benchmark for other participating seeds companies in the state. INCREASE IN SALES: The company during the year of incorporation in 1978-79 as Karnataka Seeds Corporation has sold 12,090 quintal of sales value Rs.58.40lakhs. The seed sold was almost tripled during 1980-81. During 2005-06 it has sold 237474 quintal of value 7220.46lakhs during the year 2005-06. The company is maintaining a major share in the certified seed market covering around 35% market share. The company has maintained a profit track record since it incorporation in the present style as Karnataka state seeds corporation. TRAINING: The company imparts technical know-how to share holders and seed producing farmers on regular basis through its technically trained personnel by regular field instructions. Company on crop to crop basis also conduct training to seed producing farmers with the help of scientists from university of agricultural sciences, Bangalore, Dharwad and from central research institutes. Under government of India assistance, company has trained 11 officials with particular reference to hybrid rice seed production and seed technology in foreign countries. PRODUCT RANGE: With wide range of 28 crops (cereals, pulses, fibre, oil & vegetable seeds) with as many as 80 varieties, the corporation is a proud participant in the prestigious national seed bank programme. PRODUCT DEVELOPMENT: The company has a proactive market driven varietal development activity.

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The product development establishment as experience breeder and the state of the art facilities.

The focus crops are hybrid maize, hybrid sunflower, hybrid cotton, and hybrid rice.

FINANCIAL POSITION: Reasonably good: The corporation has achieved a net profit of Rs.37.92 Millions for the year 200910(provisional). Quantum Leap in procurement: From 1432 Metric Tons valued Rs.5.46 Millions during 1978-79 when kssc was incorporated, 58600 Metric Tons valued Rs.1220.25 millions during the year 200910(provisional). Ahead in sales too: A strong Marketing Network built over a period of 40 years has lent a hand to achieve a sales quantity of 58900 metric tons and a turn over of Rs.1754.45 millions during the year 2009-10 against Rs.5.84 millions during the year 1978-79. Stored for the Rainy Day: The Cumulative Reserves and Surplus as at the end of 2008-09 is Rs.117.30 millions Market Share: BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 44

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Holds 50% market share of Certified Seeds in the state. EMPLOYMENT OPPORTUNITY: The company during the year of incorporation of 1978-79 had 100 staff including 23 technical officers. Now the company has provided employment opportunity to 307 permanent staff with 58 technical officers.

INFRASTRUCTURE DEVELOPMENT: The company had participated in the national seed project phase-II & phase-III and received financial assistance for the development of infrastructure facilities. Under phase-II company had constructed two modem seed processing unit at Chikkaballapur and Davanagere. High capacity processing facilities was provided at Bellary under O.P.P grants. The company had constructed a modem dehumidified go down at Bellary. Under O.P.P grants the company taken up construction of go downs at Mysore and Tumkur.

HUMAN RESOURCE MANAGEMENT DEPARTMENT: HRM involves the application of management functions and principles. Hence human resource is valuable resource and assets of any organization and it applies to Karnataka state seeds corporation limited with the changes scenario. A Karnataka state seed corporation limited id proud of its personnel policies that was farmed more than three decades and very often updated it provides various benefits to the employees. The organization will appoint the workers on contract basis also if the production is high for the organization. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 45

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SALES PERFORMANCE OF THE COMPANY FOR LAST 5 YEARS ARE AS FOLLOWS: YEAR MARKETED QTY IN QTLS. 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009 (Provisional) 2009-2010 2,32,937 5,411.08 144.23(P) 1,64,375 1,80,676 2,15,400 2,37,474 4,90,365 3,125.64 3,729.35 4,111.28 7,220.46 18,654.24 -108.01 139.05 57.03 149.92 161.66(P) SALES TURN OVER IN RS. PROFIT IN RS.

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(Budgeted)

BOARD

MANAGING DIRECTOR

ORGANISATION STRUCTURE
COMPANY SECRETARY

GM (M&C)

GM (FA)

AGM (PUR)

AGM (C & MIS)

GM (PROD)
RM

AEE (PROJECT)

DM (HR & ADMIN) SS RM DM (L & SEC.)

DM (OP)

AGM (FA)

AM

AGM (IA&VIG) DM

DM (FA) SS AM AM (OP) SS SS SS

SS

SS

DGM (PD & QC)

DM (OP)

JR/SR ASST. SS DM/AM (FA)

SS

BANGALORE INSTITUTE OF MANAGEMENT STUDIES COMP. AM (OP)


OPERATOR

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SS

SS

RECRUITMENT AND SELECTION PROCEDURE AT KSSC

RM

AM

SS

BOARD OF DIRECTORS OF KANATAKA STATE SEEDS CORPORATION LIMITED:

NAME Sri N.C.Muniyappa, IAS Dr. Baburao Mudbi, IAS Sri K. Anandakrishna Dr. K.V.Sarvesh Dr. H.Shivanna Sri. S.K.Roongta Sri Pankaj Kumar Prasad Dr. N.Emayavaramban Sri. I.S. Patil Chairman Director

DESIGNATION

Managing Director Managing Director Director Director Director Director Director Page 48

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Sri. P. Mahabaleshwara Gouda Sri D.L. Nagaraja Sri. M.G. Patil

Director Director Director

PROBLEMS FACED BY KARNATAKA STATE SEEDS CORPORATION.LTD

1. Decline in the sales turnover and profits due to lack of competing high value hybrids in the areas on cotton, maize, sunflower and vegetable seeds. 2. Intense competition from the multi-national and other private companies having popular hybrids in the areas on cotton, maize, sunflower and vegetable seeds. 3. However, the corporation has recently received a policy clearance from the government of Karnataka for acquisition of popular hybrids and to make tie-ups with joint venture in the high value crops. 4. The corporation is confident to identify performing high value hybrid seeds in due course of time for multiplication and trade to accelerate in sales turnover and the overall growth of the organization. SWOT ANALYSIS

STRENGTHS:-

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1. KSSC is the recognized as a stabilizing force in the market. Participant in national seeds project funded by World Bank 2. Single largest producer and of certified seeds with wide range of crop and varietal mix. 3. A profit making company for over 15 years. 4. Technically qualified middle and senior level managers. 5. Easy access to breeder seeds of the public breed varieties.

WEAKNESS:1. Production infrastructure of corporation is an aggregation of seed growers land holdings which are scattered and the corporation has no ownership or control/hold over these. 2. Production and marketing are subject to wide fluctuations due to seasonal aberrations. 3. Government and departmental intervention in selling and distribution policies of the corporation. 4. Low morale of employees, stagnation, poor remuneration, lack of belongings to the organizations and total lack of competitive orientation. 5. No man power planning ineffective supervision of operations by the lower strata supervisory functionaries at regional offices/ district offices/ seeds processing units and sale points. OPPORTUNITIES:BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 50

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1. Opportunities for export of seeds on specific contracts as being handled by other industry members. 2. Diversification possibilities in conjuncture with existing business or by promoting subsidiaries. 3. Opportunity exists to promote a new product development division for enhanced market participation and ton counter the competition. 4. KSSC role is more relevant than ever before to be a market stabilizing force. 5. If competitive product mix is available market share maximization is possible with the state and outside. THREATS:1. Entry of MNCs and increasing competition from proliferating Indian seed complies. 2. Unethical trade practices in the private sector. 3. Decreasing availability if labor for seed production particularly for hybrid cotton large scale subsides. 4. Inadequate growth in certification infrastructure and manpower may negate the principle of time is the essence of seed line of business agricultural seeds marketing. 5. The corporation had a wide distribution network over the entire state and at the same time it was creating self-employment opportunities also as Registered Dealers for those who wish for marketing the corporation products as its dealers. 6. Sales turn over of the corporation was 14,318 quintals with value turn over of Rs.58.40lakhs during the year 1978-79 and now grown to 1,96,239 quintals with value turnover of Rs.3,104.25lakhs during the year 2002-03. 7. The corporation at present holds 50% of market share of certified seeds in the state. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 51

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LIST OF OFFICES OF KARNATAKA STATE SEEDS CORPORATION LIMITED SL NO 1 Manager (OP), Karnataka State Seeds Corporation Ltd. Beej Bhavan Bellary Road, Hebbal, Bangalore-560 024 2 Manager (OP), Karnataka State Seeds Corporation Ltd. Tekal Road, New Extension, Kolar-563 101 08152-222273 94483 58074 080-23415708 94483 58022 OFFICES TELEPHONE NO:

Manager (OP), Karnataka State Seeds Corporation Ltd. B.B. Road,Chikkaballapur-562 101. Chikkaballapur Dist.

08156-263134 94483 58021

Manager (OP), Karnataka State Seeds Corporation Ltd.

0816-2018404 94483 58065 Page 52

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Siddarama Nagar, Oorukere Post, Bovipalya, Tumkur-572 103

Manager (OP), Karnataka State Seeds Corporation Ltd. No. 1558/1, K.R.Mohalla, Siddappa Square, Mysore-570 004.

0821-0426 94483 58012

Manager (OP), Karnataka State Seeds Corporation Ltd. T.A.P.C.M.S.Yard, Sathyamangala Road, Chamarajanagar-571 313

08226-225749 94483 58072

Manager (OP), Karnataka State Seeds Corporation Ltd. R.A.P.C.M.S.Yard, Mandya-571 401

08232-221692 94483 58073

Manager (OP),

08232-240078 Page 53

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Karnataka State Seeds Corporation Ltd. Flat No. 22-C Road, No.3, KIADB Industrial Area, B. Katihalli, Near Diary Circle, Hassan-573 201 94483 58076

Manager (OP), Karnataka State Seeds Corporation Ltd. O.T.Road, Shimoga-577 201

08182-274967 94483 58026

10

Manager (OP), Karnataka State Seeds Corporation Ltd. A.P.M.C Yard, Kundapur-576 301 Udupi Dist.

08254-233093

11

Manager (OP),

08192-260798 Page 54

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Karnataka State Seeds Corporation Ltd. Near Industrial Area, Lokikere Road, Davangere-577 005 94483 58064

12

Manager (OP), Karnataka State Seeds Corporation Ltd. D.C.Office Circle, Mahila Samaja Building, Chitradurga-577 501

08194-223559 94483 58030

13

Manager (OP), Karnataka State Seeds Corporation Ltd. Near J.T.C Belgaum Road, Dharwad-580 008

0836-2448029 94483 58045

14

Manager (OP),

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Karnataka State Seeds Corporation Ltd. C/O.APMC Yard, Haveri-581 110 94483 58027

15

Manager (OP), Karnataka State Seeds Corporation Ltd. Opp. State Bank Of India, APMC Yard, Gadag-582 101

08372-237508 94483 58059

16

Manager (OP), Karnataka State Seeds Corporation Ltd. C/O.APMC Yard, Sirsi-581 402

08384-237953 94483 58020

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17

Manager (OP), Karnataka State Seeds Corporation Ltd. No.4562, Shetty Galli, Belguam-590 002

0831-2467108 94483 58025

18

Manager (OP), Karnataka State Seeds Corporation Ltd. Industrial Area, Bangalore Road, Bellary-583 101

08392-250172 94483 58016

19

Manager (OP), Karnataka State Seeds Corporation Ltd. Near Research Station Raichur- Lingasugur Road, Raichur-584 101

08532-220876 94483 58018

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20

Manager (OP), Karnataka State Seeds Corporation Ltd. UKP,CADA,Shahapur Taluk, Bheemarayanagudi-585 287 Gulbarga Dist.

08479-222111 94483 58096

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CHAPTER 4 DATA ANALYSIS & INTERPRETATION


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CHAPTER 4 DATA ANALYSIS AND INTERPRETATION

TABLE-1 Qualification of the employee

Responses S.S.L.C P.U.C Degree Total

No. of Respondents 13 20 17 50

Percentage 26% 40% 34% 100%

Analysis From the above table it shows that 34% of respondents are of graduates, and 40% of respondents are from P.U.C and 26% of respondents are of S.S.L.C.

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GRAPH-1 Graph showing educational qualification of the employees.

Inference It is inferred that majority of respondents are qualified under PUC and less number of respondents are qualified below SSLC.

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CHI- SQUARE TEST:H0= There is no significance difference between gender and education of respondents. H1= There is a significance difference between gender and education of respondents.

Qualification

No. of MALE

respondents FEMALE

TOTAL

Below SSLC

5 13

PUC

15

20

Degree

10

17

Total

33

17

50

Male

Female

E Page 62

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8 15 10

13*33/50 20*33/50 17*33/50

9 13 11

5 5 7

13*17/50 20*17/50 17*17/50

4 7 6

O 8 15 10 5 5 7 TOTAL

E 9 13 11 4 10 7 6 50 11

(O-E) -1 2 -1 1 4 1

(O-E)^2

(O-E)^2/E 1/9= 0.1 4/13=0.3 1/11=0.09

-1 1

1 1

1/11= 0.9 1/6= 0.16 0.0148

CALCULATED VALUE = 0.0148 D.F.= (4-1) (2-1)= 3*1 = 3 = .050 TABLE VALUE = 7.81

DECISION:- CALCULATED VALUE (0.0148) IS LESS THAN TABLE VALUE (7.81) THEREFORE, H1 IS ACCEPTED.

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CONCLUSION:- THERE IS A SIGNIFICANCE DIFFERENCE BETWEEN GENDER AND EDUCATION OF RESPONDENTS

Table -2

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Does Karnataka state seeds corporation provide opportunity for new talent at all levels in the company

Responses Yes No Total

No. of respondents 38 12 50

percentage 76% 24% 100%

Analysis From the above table it shows that 76% of respondents reveal that corporation provides good opportunity for new talents at all existing levels and 24% reveals that corporation is not providing good opportunity for new talents at all existing levels.

GRAPH-2

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Graph showing whether Karnataka state seeds corporation provide opportunity for new talent at all levels in the company.

Inference From the above analysis it can be inferred that majority of respondents feel that they are satisfied about organizational policies made in the organization for providing opportunities to new talents at all levels.

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Table -3 Does Karnataka state seeds corporation relay more on internal sources of recruitment, such as present employee and employee referrals/ recommendations

Responses Yes No Total

No. of respondents 32 18 50

percentage 64% 36% 100%

Analysis From the above table it shows that 64% of respondents feel that corporation relay more on present employee and employer referrals for internal recruitment and 36% of respondents feel that corporation wont relay more on present employee and employer referrals for internal recruitment.

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GRAPH-3 Graph showing Karnataka state seeds corporation relay more on internal sources of recruitment, such as present employee and employee referrals/ recommendations.

Inference From the above analysis it can be inferred that majority of respondents feel that internal recruitment is preferable in corporation.

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Table -4 Is the selection policy effective that KSSC acquires the right man for the right job right time?

Responses Yes No Total

No. of respondents 40 10 50

percentage 80% 20% 100%

Analysis From the above table it shows that 80% of respondents feel that corporation recruits right man for right job right time and 20% of respondents feel that corporation does not recruits right man for right job right time.

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GRAPH-4 Graph showing whether the selection policy is effective that KSSC acquires the right man for the right job right time

Inference From the above analysis it can be inferred that majority of respondents feel that the corporation recruits right man for right job right time.

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Table -5 Has the company developed a well defined selection policy and procedure?

Responses Yes No Total

No. of respondents 8 42 50

percentage 16% 84% 100%

Analysis From the above table it shows that 16% of respondents feel that they have developed a well defined selection policy and procedure and 84% of respondents feel that corporation has not developed a well defined selection policy and procedure.

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GRAPH-5 Graph showing whether the company has developed a well defined selection policy and procedure

Inference From the above analysis it can be inferred that majority of respondents feel that the corporation does not have a well defined selection policy. Hence this indicates that the corporation needs to make changes in the selection policy and procedures.

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Table -6 Does the company have an induction process?

Responses Yes No Total

No. of respondents 25 25 50

percentage 50% 50% 100%

Analysis From the above table it shows that 50% of respondents feel that corporation has an induction process and 50% of respondents feel that there is no induction process in the corporation.

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GRAPH-6 Graph showing whether the company has an induction process

Inference From the above analysis it can be inferred that majority of respondents feel that they have a moderate induction process in the corporation.

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Table -7 The candidates appointed in various related fields during the period of probation are trained or not

Responses Yes No Total

No. of respondents 30 20 50

percentage 60% 40% 100%

Analysis From the above table it shows that 60% of respondents feel that the newly appointed candidates will undergo training program when they are in probation period and 40% of respondents feel that the newly appointed candidates will not undergo any training program when they are in probation period.

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GRAPH-7 Graph showing whether the candidates appointed are being trained in various related fields during the period of probation or not

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Inference From the above analysis it can be inferred that majority of respondents feel that corporation provides training in various fields during their probation. Hence it increases the employees skills in terms of other jobs.

Table -8 If the performance of the employee is unsatisfactory during the period of training, is the period of training extended or not

Responses Yes No Total

No. of respondents 35 15 50

percentage 70% 30% 100%

Analysis From the above table it shows that 70% of respondents feel that the performance of the employee is unsatisfactory during the period is extended and 30% of respondents feel that the training period is not extended if the performance of the employee is unsatisfactory during the period. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 77

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GRAPH-8 Graph showing if the performance of the employee is unsatisfactory during the period of probation, is his/her period of probation extended.

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Inference From the above analysis it can be inferred that majority of respondents feel that majority of the respondents reveals that the organization extends the training period for the employees even though if the performance is unsatisfactory during the training period.

Table -9 Does the departmental head clarify the doubts of new employees regarding the work?

Responses Yes No Total

No. of respondents 38 12 50

percentage 76% 24% 100%

Analysis From the above table it shows that 76% of respondents feel that the departmental head clarifies the doubts of subordinates and 24% of respondents feel that they dont have good co-ordination in the corporation. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 79

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GRAPH-9 Graph showing whether the departmental head clarify the doubts of new employees regarding the work

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Inference From the above analysis it can be inferred that the organization departmental head clarifies the doubts of subordinates which arises while working.

Table -10 Does the placement arise out of transfer and promotions?

Responses Yes No Total

No. of respondents 35 15 50

percentage 70% 30% 100%

Analysis

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From the above table it shows that 70% of respondents feel that the in organization placement arise out of transfer and promotions and 30% of respondents feel that placement wont arise out of transfer and promotions.

GRAPH-10 Graph showing whether the placement arise out of transfer and promotions?

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Inference From the above analysis it can be inferred that the majority of respondents reveal that placement dont arise out of transfer and promotions.

Table -11 Do all the recruited employees undergo training program

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Responses Yes No Total

No. of respondents 23 27 50

percentage 46% 54% 100%

Analysis From the above table it shows that 46% of respondents feel that all recruited employees undergo training program and 54% of respondents feel that all recruited employees do not undergo any training program.

GRAPH-11 BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 84

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Graph showing whether all the recruited employees undergo training program

Inference From the above analysis it can be inferred that the majority of respondents feel that all recruited employees will not undergo any training program in the corporation.

Table -12

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Are you satisfied with the selection procedure?

Responses Yes No Total

No. of respondents 15 35 50

percentage 30% 70% 100%

Analysis From the above table it shows that 30% of respondents feel that they are satisfied with the selection procedure and 70% of respondents are not satisfied with the selection procedure followed in the corporation.

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GRAPH-12 Graph showing whether the employees satisfied with the selection procedure

Inference From the above analysis it can be inferred that the majority of respondents reveals that selection procedure has been satisfied for many employees in the corporation. Hence the selection should be more effective in the corporation.

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Table -13 Does the company recruit the employees on daily basis?

Responses Yes No Total

No. of respondents 0 50 50

percentage 0 100% 100%

Analysis From the above table it shows that 100% of respondents feel that the corporation does not recruit employees on daily basis.

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GRAPH-13 Graph showing whether the company recruits the employees on daily basis

Inference From the above analysis it can be inferred that the majority of respondents reveals that corporation does not recruit employees on daily basis.

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Table -14 Is their any selection procedure for recruitment?

Responses Yes No Total

No. of respondents 8 42 50

percentage 16% 84% 100%

Analysis From the above table it shows that 16% of respondents feel that the corporation has a selection procedure for recruitment and 84% of respondents feel that the corporation has no selection procedure for recruitment.

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GRAPH-14 Graph showing whether is their any selection procedure for recruitment

Inference From the above analysis it can be inferred that the majority of respondents that there is no selection procedure in existence in corporation for recruitment.

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Table -15 Is the selection procedure same for the recruitment of all the jobs

Responses Yes No Total

No. of respondents 9 41 50

percentage 18% 82% 100%

Analysis From the above table it shows that 16% of respondents feel that the selection procedure is same for recruitment of all the jobs and 82% of respondents feel that the corporation does not follows same selection procedure for the recruitment of all the jobs.

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GRAPH-15 Graph showing is the selection procedure same for the recruitment of all the jobs

Inference From the above analysis it can be inferred that the majority of respondents feel that the selection procedure is not same for recruiting for all the jobs. Hence the corporation needs to follow or develop a well defined selection procedure. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 93

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Table -16 Do you think there is a need for change in selection procedure?

Responses Yes No Total

No. of respondents 33 17 50

percentage 66% 34% 100%

Analysis From the above table it shows that 66% of respondents feel that the corporation needs to change in selection procedure and 34% of respondents feel that they are satisfied with the existing selection procedure.

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GRAPH-16 Graph showing whether there is a need for change in selection procedure

Inference

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From the above analysis it can be inferred that the majority of respondents feel that there is need for change in selection procedure. Hence there are more changes needed for selection procedure in the corporation.

Table -17 What do you expect from the company?

Responses Reduce in work load Good work environment Promotions Increase in salary Total

No. of respondents 0 30 15 5 50

percentage 0 60% 30% 10% 100%

Analysis

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From the above table it shows that 60% of respondents feel that they require good work environment, 30% of respondents expects promotions and the remaining 10% of respondents expects to increase their salary in the corporation.

GRAPH-17 Graph showing expectations of the employees from the corporation

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Inference From the above analysis it can be inferred that the majority of respondents requires good work environment and some of them expects more promotions in the corporation.

Table -18 How much importance is given to you in your company?

Responses Average Satisfactory More Total

No. of respondents 12 15 23 50

percentage 24% 30% 46% 100%

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Analysis From the above table it shows that 24% of respondents feel that the corporation provides more importance, 30% of respondents feel that the corporation gives average importance and 46% of respondents feel that the corporation gives satisfactory importance.

GRAPH-18 Graph showing how much importance is given to you in your company

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Inference From the above analysis it can be inferred that the majority of respondents feel that satisfied importance is given more in the corporation.

]Table -19 How is the relationship between the employees in the company?

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Responses Good Satisfactory Bad Total

No. of respondents 10 33 7 50

percentage 20% 66% 14% 100%

Analysis From the above table it shows that 66% of respondents feel that the relationship is satisfactory and 14% of respondents feel that the relationship is unsatisfactory in the corporation.

GRAPH-19 Graph showing relationship between the employees in the company.

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Inference From the above analysis it can be inferred that the majority of respondents feel that there is satisfactory relationship in the corporation. Hence good relationship ensures betterment in the sense of competition to other organizations.

Table -20 Do you feel management is giving you sufficient opportunity for career growth? BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 102

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Responses Yes No Total

No. of respondents 40 10 50

percentage 80% 20% 100%

Analysis From the above table it shows that 66% of respondents feel that the management is giving sufficient opportunity for career growth and 20% of respondents feel that the management is not giving sufficient opportunity for career growth in the corporation.

GRAPH-20 Graph showing management is giving you sufficient opportunity for career growth. BANGALORE INSTITUTE OF MANAGEMENT STUDIES Page 103

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Inference From the above analysis it can be inferred that the majority of respondents feel that management is giving good opportunity for career growth. Therefore employees morale and loyalty would increase towards corporation.

Table -21

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How do you rate company regard to payment of salary?

Responses Good Satisfactory Not Satisfactory Total

No. of respondents 15 20 15 50

percentage 30% 40% 30% 100%

Analysis From the above table it shows that 30% of respondents rates good with regard to payment of salary in corporation, 40% of respondents rates satisfactory with regard to payment of salary in corporation, and 30% of respondents rates unsatisfactory with regard to payment of salary in corporation.

GRAPH-21

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Graph showing the ratings given to company with regard to payment of salary.

Inference From the above analysis it can be inferred that the majority of respondents feel that they would be satisfied with regard to their wages/salary.

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Table -22 Are you paid equally with workers of your group or department?

Responses Yes No Total

No of Respondents 43 7 50

Percentage 86% 14% 100%

Analysis From the above table it shows that 86% of respondents feel that they are paid equally with the workers of their group or department and 14% of respondents feel that they are not paid equally with the workers of their group or department.

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GRAPH-22 Graph showing are you paid equally with workers of your group or department

Inference From the above analysis it can be inferred that the majority of respondents feel that every employee are paid equally with the workers of their group or department. Hence there is no discrimination in terms of salary for their department in the corporation.

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Table -23 Reasons for continuation in the organization

Responses High job satisfaction High challenging job Work environment Potential for growth Total

No. of respondents 5 5 18 22 50

percentage 10% 10% 36% 44% 100%

Analysis From the above table it shows that 10% of respondents feel for continuing the job in the corporation because of the high job satisfaction, 10% of respondents feel for continuing the job in the corporation because of the highly challenging job, 36% of respondents feel for continuing the job in the corporation because of the work environment in the corporation, 44% respondents feel for continuing the job in the corporation because of the potential for growth.

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GRAPH-23 Graph showing reasons for continuation in the organization

Inference From the above analysis it can be inferred that the majority of respondents feel that they would stick on to the organization because of their potentiality for growth and good working environment.

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Table -24 Are you entitled to any benefits?

Responses Lunch allowances Medical allowances Conveyance allowances Total

No. of respondents 0% 30 20 50

percentage 0% 40% 60% 100%

Analysis From the above table it shows that 40% of respondents feel that they are provided medical allowances in the corporation and 60% of respondents are provided conveyance allowances in the corporation.

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GRAPH-24 Graph showing whether employees entitled to any benefits

Inference From the above analysis it can be inferred that the majority of respondents reveal that they are being providing several allowance which is a support for employees.

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Table -25 Is there good communication system in the department in which you have placed?

Responses Yes Needs improvement Satisfactory Total

No. of respondents 28 13 9 50

percentage 56% 26% 18% 100%

Analysis From the above table it shows that 10% of respondents felt that there was a good communication in the department, 26% of respondents opinioned that there should be an improvement to communicate in the department and 18% of respondents felt that they are satisfied communication system in the department.

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GRAPH-25 Graph showing communication system in the department in which you have placed.

Inference From the above analysis it can be inferred that the majority of respondents felt that there was a better and good communication in their department. Hence information can be transferred from superior to their sub-ordinates is not much difficult.

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CHAPTER 5 FINDINGS, SUGGESTIONS & CONCLUSION

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CHAPTER 5

FINDINGS 1. Through the entire state, the KSSC had become the traditional brand for agricultural seed marketing. 2. The corporation had a wide distribution network all over the state and at the same time it was also creating the self employment opportunities to Registered Seed dealers. 3. The corporation at present holds 35% of market of certified seeds in the state. 4. Since the corporation had reputation, brand loyal customers and a fare market share, it had undergone for any sort of promotional activities for its products. 5. It is seen that company does induct the fresh blood in all of the organization, except for few departments. 6. Internal recruitment is more focused since the organization believes that their present employees are more suited for the job as they are aware of the organizations culture. 7. It is identified that placement does not arise out of promotion and transfers. 8. Job satisfaction among the employees is found to be satisfactory.

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SUGGESTIONS 1. Even though the corporation is running well, having adopted effective strategies and suitable procedures, it should be noted the precautionary measures must have to be ready at any instant as there would be competition form the competitors. 2. The company must shift its focus from internal source of recruitment to external source of recruitment so that fresh blood is inducing in the organization. 3. Placement must arise from promotion and transfer so as to develop multi-dimensional skills and to reduce job monotony. 4. All the departments of KSSC have to maintain file of future potential candidates. 5. The anxiety reduction seminar for new recruiters should be more effective friendlier so that new recruits will adapt to the organizational environment in a short time. 6. KSSC should give proper advertisement in TV, radio, and newspaper. These will help in transfer of information to fresh candidates and also to shareholders.

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CONCLUSION From the beginning of this study to till its end, it is found that the corporation does not have any drawbacks in any of its functional activities. The procedure what the corporation following was systematic and the strategies adopted is reliable and effective in day to day activities. In the study conducted for KSSC it is identified that the company has an effective recruitment, selection, induction, and placement procedure. It is found that the job satisfaction among the employees is satisfactory, the induction programme relieves the new employee and makes him feel at home, training is also provided at various related fields in the organization and the company mainly focuses on multi-skill. It can be conducted that the Karnataka state seed corporation not takes sufficient in selecting the right man for the job at the right time to enhancing the overall performance of the company. It can also be concluded that, the corporation can make certain modifications as mentioned above in the suggestion part, so that the objectives of the corporation can be achieved in a much more convenient way.

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BIBLOGRAPHY

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BIBLOGRAPHY

1. M.N. Rudra Basavaraj Dynamic Personnel Administration (Himalaya Publishing house).

2. A.K. Aswathappa Human Resource and Personnel Management (Tata McGraw Hill).

1. P. Subba Rao Essentials of Human Resource Management and Industrial Relational (Himalaya Publishing house).

2. www.Google.com

3. www.kssc.com

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ANNEXURES

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ANNEXURES

RECRUITMENT RULES OF KARNATAKA STATE SEEDS CORPORATION LIMITED: From this recruitment rules we can get the complete information for which a new or present candidate must be having minimum qualities to be recruited in Karnataka state seeds corporation limited. This recruitment rules given us the existing methods of recruiting employees in Karnataka state seeds corporation either from internal or external sources.

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SL NO. OF NO

POSTS OF PAY RECRUITMENT RECRUITMENT AND SELECTION PROCEDURE AT KSSC By promotion from the cadre of Dy. General Manager by the Board.

CATEGORY OF POSTS

SCALE

MODE OF

QUALIFICATION For Promotion: Must have worked as Dy. General Manager(Marketing)for a period of five years. For Promotion: Must have worked as Dy. General Manager (Marketing) for a period of five years. For Direct recruitment: PhD., holder in plant Breeding(Agric)

General Manager(M&C)

2002528225

General Manager(Prodn)

2002528225

By promotion from the cadre of Dy. General Manager by the Board.

For Direct recruitment: 1) Degree of recognized university (ACS) 3 1 Company Secretary 1815026925 By Direct Recruitment 2) Membership of institute of company secretaries in India.

1. 25% by Direct Recruitment by the board. 4 2 Dy.General Manager(OPNS) 1815026925 2. 75% by promotion from the cadre of regional seed officer. BANGALORE INSTITUTE OF MANAGEMENT STUDIES

For Promotion: Must have worked as AGM for a period of five years. For Direct recruitment: Must be Ph.d. & M.B.A.

Page 123 For Promotion: Must have worked as

1) 25% by Direct

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