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RECURITMENT PROCESS DEFINITION
Recruitment is the process seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human resource planning on the one hand and selection on the other.
To Recruit Means To Enlist, Replenish Or Reinforce.
Recruitment begins by specifying the human resource requirements, initiating activities and actions to identify the possible sources from where they can be met, communicating the information about the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs.
The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determinig manpower requirement to attain the organizational objective.
Recruitment Needs Are Of Three Types:
1 Planned, anticipated and unexpected planned need arise from changes, in organization and retirement policy. 2 Resignations, deaths and accidents and illness give rise to unexpected needs. 3 Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements.
Features of Recruitment:
1 2 Process or series of activities rather than a single act or event. A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees).
INTERNAL SOURCE OF RECRUITMENT
Internal Transfer/Promotion with necessary screening, training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.
MERITS AND DEMERITS OF INTERNAL ECRUITMENT Merits.
Following are the merits of the internal source of recruitment; 1. Increase in Morale Recruitment through the internal sources, particularly promotion,
increases the morale of the employee. Every body in the organization know that they can be promoted to a higher post, their morale will be boosted and their work efficiency will increase. 2. Better Selection The people working in the enterprise are known by the management and for selection higher post does not carry any risk as the employees are known. 3. Economical Internal Internal sources is highly economical because no expenditure is involved in locating the source of recruitment and no time is wasted in the long process of selection. More over, these employees do not need extensive training because they already know about all the works of the enterprise. 4. Labor- turnover is Reduced When the employees know that they can be promoted to higher posts, they do not leave the enterprise. As a result of this policy labour turnover is reduced and the status of the company increases. 5. Better Labour-Management Relation When the internal source of recruitment is used the employees remains satisfied which leads to the establishment of better labour-management relationship.
The internal source of recruitment of employees suffer from the following demerits: 1. Check on Young Blood The defect of the internal source of recruitment is that the young people fully equipped with the modern technical knowledge remain excluded from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and experience.
2.Limited choice. The internal recruitment of the employees reduces the area of choice. The reduction in the area of choice means less number of applicants. The choice is to be made out of people working in the enterprise. 3.Encourages Favoritism. Internal source encourages favoritism in this system, the superiors usually select their favorites. Sometimes even a less capable person is selected which harms the enterprise. In this system , generally the personal impression of the managers about the employee is given preference for selection.
EXTERNAL SOURCES OF RECRUITMENT
An external source of Recruitment is considered from the combination of consultant and Advertisement
Merits and Demerits of External Recruitment Merits.
The external recruitment has the following merits: 1.Entry of young blood. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. 2.Wide choice. The use of external source of recruitment increases the number of candidates and widen the choice. The managers judge the capabilities of the applicants and select the best ones for appointment.
3.Less Chances of Favouritism. All the candidates, under this system of recruitment, are new for the managers and this exclude the possibility of favouratism.
In spite of many merits, the system of recruitment from external sources is not free from defects. Its chief demerits are: 1.Decrease in Morale of Existing Employees. By adopting the system of external recruitment the chances of promotion of the present employees come to an end. Since there is no hope of any promotion the morale of the employee decreases and they do not perform their work with dedication. 2.Chances of Wrong Selection. There are chances of wrong selection due to non-availability of information in case of external recruitment. If the wrong selection will upset the working condition of the organization. 3.Costly Source. The external source of recruitment involves expensive advertisement, long selection process and training after selection which increases organizational expenditure. 4.Increase in Labour-turnover. When the employees know that they cannot be appointed on high posts in the enterprise, they leave the organization at the first available opportunity, and as a result an increase in the labour-turnover which lowers the prestige or the reputation of the enterprise. 5.Detorioration in Labour-Management Relationship. Making use of the external source of recruitment affects the present employees and there is an increase in the incidents of strikes and lock-out.
certain safeguards for scheduled castes. • Identifying the prospective employees with required characteristics. be negligible for an discriminated against in respect of any employment or office under the state. sex. scheduled tribes & other weaker sections. Steps on Recruitment Process The recruitment process consist of the following steps: • Generally begins when the personnel department receives requisitions for recruitment from any department of the company the personnel requisitions contains detail about the positions to be filled. residence or any of them. in regard to a class or classes of employment on appointment to an office (under the govt. 7 .LEGAL & POLITICAL CONSIDERATIONS The constitution provides for the following as the fundamental rights of a citizen: “ Article 16 (1): No citizen shall. of or any local or other authority within a state or union territory). number of persons to be recruited. place of birth. any requirement as to residence within that State or Union Territory prior to such employment or appointment. descent. there can be no discrimination in the matter of employment anywhere in the country for any citizen. The constituent ensures. terms and conditions of employment and at the time by which the persons should be available appointment etc. caste.” “ Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading. race. on ground of religion. in the directive principles of state policy. Except in cases which are covered by Article 46 of the constitution. required from the candidate. • Locating and developing the sources of required number and type of employees.
Evaluating the effectiveness of recruitment process. • • Encouraging the identified candidates to apply for jobs in the organization.• Communicating the information about the organization. the job and the terms and conditions of service. 8 .
OBJECTIVE OF THE STUDY 9 .
To anticipate & find people for positions that do not exist yet. • • • • • To devise methodologies for assessing psychological traits. • To search or head hunt/head pouch people whose skills fit the company’s Values. 10 . To develop an organizational culture that attracts competent people to the company. To seek out Non Conventional development grounds of talent. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum. To infuse fresh blood at all levels of the organization. • • • To induct outsiders with a new perspective to lead the company.OBJECTIVES OF THE STUDY • To attract people with multidimensional skills and experiences that suit the present and future organizational strategies.
SCOPE & IMPORTANCE 11 .
3. elimination of wastes. 2. sites and works appointments all over India.SCOPE AND IMPORTANCE SCOPE 1. To achieve these objectives a good recruitment & selection process is essential. lower costs and higher wages. To structure the Recruitment policy of C. It covers corporate office. so the industry needs a stable and energetic labours force that can boast of production by increased productivity. To analyze the recruitment policy of the organization. To compare the Recruitment policy with general policy.L. IMPORTANCE Without focusing the pattern of management. organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. strikes for greater productivity. To provide a systematic recruitment process. Every organization. It extends to the whole Organization. GUPTA for different categories of employees. therefore. 4. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity. 12 . 5.
COMPANY PROFILE 13 .
professionals. Aluminum. technical staff & more than 2000 skilled labors.GUPTA is known as a reputed Export House in India. Thus have a great experience in this field.P. GUPTA We are 118-year-old company. Costume Jewellery. 14 . keeping the best credit & first quality. Wooden & Bone Handicrafts.S. in Moradabad. 5) Export Promotion Bureau. matrxing. Our items are with the latest trends of International Market and well appreciated. Garden Accessories. From Delhi. We have our own infra-structure of 1. the company combined with design. C.200. E. Christmas Decoration. S.L. 7) Moradabad West Industries Chamber.GUPTA is fully prepared to cover the continuing from Brass. Kg 3) Export Promotion Council for Handicrafts.L. 4) Chamber of Indian Industries. 6) India Exposition Mart. Our company follows the principle of honoring the contract. a city 150 kms. Wrought Iron. specialize in Home & Office Decoration.ft areas with large number of veteran. Copper. Bathroom Accessories.L. The company offering for various products all sorts of Handicrafts items. Home Furnishings & Other Household product Proud Members of:1) Indo German Chamber of Commerce. Nautical.N. Kitchen Wares.Steel.000 sq.COMPANY PROFILE C. specializing in various areas of product development. machinery process & as semblance in one continuous line. Hotel Wares. C. 2) Messes Frankfurt Venue GmbH & Co.
Utilizes companies capabilities and resources expand business into allied areas and other priority sectors of the economy.com 15 . wooden iron etc. wooden art ware and other potential areas . Loyalty and pride in the company. competitive and Profitable Export providing total business solutions. MISSION:-To be the leading Indian exports enterprises providing Quality of products system and service 12s in the field of brass art ware. Jyotibaphule Nagar – 244221 Phone: +91-591-305 1234 till 34. Team playing. utilization and conservation of art ware products in the area of handicrafts . transmission . VALUES:a) b) c) d) e) f) g) Meeting commitments made to customer.VISION: . Fax: +91-591-305 1111. Zeal to excel. Stone. Respect of dignity and potential of individual. Delhi road. COMPANY DETAILS 18 Km. BUSINESS MISSION:-To maintain a trading position as supplies Products . glass art ware. e-mail: info@clgupta. Faster learning creativity and speed of response. Integrity and fairness of all matters.A World Class innovative . system and services in the field of quality of Conversation . Vill. Jivai.
Target Stores.To Develop employees through continuous training in knowledge and skills. Schubert Varia. Cost Plus World Market.To constantly improve quality through preventive action. The company personnel shall be made aware of the implication of quality policy through training to ensure that is understood & implemented: 16 . Ikea. Some of our major clients are.ft In-house Electricity Generation: 6.We are 118-year-old company. in Moradabad. Restoration Hardware. Ikea. Quality Policy & Objectives. Marks & Spencer.200. Cost Plus World Market. Pete Van Roon etc.000 sq. a city 150 kms. Infrastructure Factory Land Area: 50 acres. Covered Area: 1. Becara Historical Collections. Crate & Barrel. From Delhi.Definition: The quality policy and objectives of the company have been defined by the management in conformity with the corporate objective and changing customer need & expectation.0 MW Residential Complex within factory premises for Craftsmen A task force of 2000+ direct & indirect Some of our major clients are: Pottery Barn. 3. Quality Objective: 1. Becara Historical Collections. 2. Target Stores. Pete Van Roon etc. Marks & Spencer. Schubert Varia. 4.To provide products that meet customer requirements consistently. Crate & Barrel. Pottery Barn.To Establish and implement ISO 9001: 2000 quality management system. Restoration Hardware.
MANUFACTURING PROCESS WOODEN ARTWARES Timber is purchased in the shape of longs.000 18000 curt of wood for monthly sale to the tune of 150 to 175 lacks. Monthly company use about 10. There fabricated pieces are sent to the finishing department for final finish. 17 . These pieces are ponperty treated in a poncess treatment process. The treated timber is sent to machine shop for suitable sizes / machined pieces. Thereafter such pieces are taken in the fabrication section for conversion into required designs. The logs are cut into logs of desire sizes in the lowing section. There after these final finished pieces are checked as per specifications and sent to are checked as per specifications and sent to packing department where there are packed for dispatches.
As per requirements. Boric Acid & Epoxy powders. --. The august Sale of such show pieces is 135 – 150 lacks per months. Nickel salt.. These finished items are suitably packed for export. caustic soda. Ft. And Monthly Sale 150-175 Lacks Figure-4. Approx. The raw materials used are Nickel Chloride.1 IRON ARTWARES Square and round rods of different sizes purchased from the market. After Phosphating these pieces are sent to the electroplating powder coating department for finishing.WOOD DIVISION FLOW CHART (For Wooden Art wares) LOG YARD SAWING TREATMENT PROCESS SEASONINNG MACHINING FABRICATION FINISHING PACKING DISPATCH Monthly wood unit capacity – 12000 Cu. Nickel Sulphate. 18 . Phosphating chemicals can calcite powders are mainly used. There are cut into proper sizes and after conversion into the different designs they are sent for phosphate for phosphating HCL.
IRON DIVISION FLOW CHART (For Iron Art wares) IRON KORA (SQUARE ROD.2 -1800-2000 KGS -3750-4000 KGS 19 . -1000 KGS POWER COATING ( ITEMS REQUIRED PER MONTH ) POWDER DIESEL IRON – PACKING Average sale per month 135 to 150 lacks Figure-4. ROUND OF DIFFERENT SIZES) PHOSPHATING (ITEMS REQUIRED PER MONTH) HCL H2SO4 CAUSTIC SODA PHOSPHATING SOLUCATION CALCIDE POWDER ELECTROPLATING (ITEM REQUIRED PER MONTH) NICKLE CHLORIDE NICKLE SULPHATE SULPHURIC ACID NICKLE SALT BORIC ACID -100 KGS -200 KGS -20 KGS -200 KGS -50 KGS -0. -500 KGS .1000 LTRS.4 TONS -500 LTRS.
and Calcite etc. As the temperature is increased variety of Physico – Chemical reactions occur like Evaporation is increased variety of Physico . This molten form of glass is refined in the distributors as stated above at 1250 .1260 C and distributed to different working ways. The melting at about 1450 – 1500 C is very complex set of reactions.Chemical reactions occur like Evaporation of free water. tumblers etc. These trolleys are lifted to the Furnace Topper by a hoist and thus charged periodically with the help of a vibrator and a mechanical pusher into the furnace through the dog house ( i.GLASS & CRYSTAL ARTWARES Glass tank furnace is a conventional melting furnace for glass articles like tableware’s of different shapes & designs. entry point ) to maintain a constant molten glass level inside the furnace. This is and Eng . Sodium Sulphate etc. The working ways and the distributors are fired by Propane Gas for a better control of Temperature.e. The meter is fired for melting and refining purpose whereas the distributors is for conditioning and refining purpose. Formation of loss of gaseous constituents. The major ingredients ingredients like like Quartz. and the minor Nitrate. bottles.Fired regenerative furnace with four working – ways ( with a distributor in between) of which three are currently under operation. Are mixed in Potassium appropriate proportion in a Pan – Type mixture. Soda Ash. The mix and the broken glass (technically termed as cullet) received from various inspection points and process rejection are put into the trolleys. While blowing 20 . formation of liquid phases where all major constituents are transferred into complex silicates. Mouth blowers collect the glass from the working bay by a pipe and then blow in the mould to attain full size & shape of the article.
The melting of this mixture takes about sixteen hours and then it is cooled to the working temperature which takes another two hours. For colored glasses the raw materials and cullets are mixed in tray are charged into the open pot and heated at a temperature of around 1400 C by Propane Gas. There Ingots are further melted in the small crucibles and pocered in the moulds by the process of sand coating. The exit of the Lehr is kept at ambient temperature. Moulds have a coating or red lead & carbon to avoid metal contact. This is called Annealing and the temperature is maintained at about 530 C ( fired by H. BRASS ARTWARES Brass scrap.with pipe precautions are taken that the surface is uniform and polished. The blown and pressed items are quickly transferred to a chamber called Annealign. SENT TO PACKING DEPARTMENT Average quantity per month as per annexure attached Average sale per month 170 to 200 lacks. These caste products are cleaned and 21 . copper & link purchased from the fact are the major raw materials. ) in the Annealing zone. Some items are pressed machine. Rest of the process is also following the same process as described earlier. Lehr for removing the stresses and strains developed in these articles during the process. The articles are inspected for physicals defects and then transferred to wire cutting where the extra glass is cut off with the help of electrically heated filaments. The blowing process starts which is similar to that of tank furnace products. The edges are grounded in a grinding wheel itched if required before sending to the packing department.D.S. There are melted in crucibles and converted in the form of Ingots.
There moulds are polished to remove particles left after send casting. 22 .machined with various tools and machines and are smoothened. There are converted into proper shapes and site and welding is done if required. There pieces are painted / electroplated as per the requirement and sent to the packing department where after proper checking and cleaning these are suitably packed for export.
PRODUCT PROFILE 23 .
Angle Tea Light Holder. Mosaic is called the small pieces of glass. Glass.L.L.Hurricane. C. It has a separate section of Glass. It manufactures & export different kinds of Glass items.L. C. house hold utensils. these small pieces are fixed on different Glass items as per customer requirement. 24 . Christmas tree. It has the largest turnover among all the export industries in Moradabad city. The company can only got make the samples and show it to the buyer. So we can see that the products of the company are not fix. Shefali Glass. They remain changing. cook ware.GUPTA is the largest export industry in Moradabad city. The products of the company are not fixed. If the buyer likes the sample then he will give the order to the company to manufacture the relevant product.GUPTA also deals in Glass. The products of the company depend upon the choice of the buyers. C. It manufactures different types of candle stand. bathroom fitting items. It also has a separate section named Mosaic Glass section. etc. company manufactures the products as per the customer’s order or choice. Votive. Some of the products of the company are. Company has a very wide range of the products that are manufacturing in the company. Vorka Chimney.L.GUPTA manufacture & export almost items of everything. Vas. Company can’t manufacture products on its own. Although the range of the products of the company is not fix and it manufactures the products according to the choice and the order of the customer.PRODUCT PROFILE C. GUPTA is the manufacturer and exporter of Brass. In this section different items of Glass are manufactured. Wood and wax items.
A Glimpse of our Product Range 26 .
Spray Painting. Neo . Carpentry. The main objects of the Company are :To export. Garden Furniture.frames. The Company is a registered Company incorporated under Companies Act 1956. Items: Colonial Dutch furniture. copper. imitation jewellery. manufacture. buy. artistic walking sticks. imports. steel. brass. Candle holders. Seasoning. Items: Indoor Accent furniture (CKD). etc. Fire Fashion. Bronze or Silver plated bases for Bowls. 5. Finishing (spray paint & stain finishes). Machining. Photo .Classical furniture & Desk sets. 4. Photo frames Trays. Pillar holders. Pillar candleholders. Bases for Glass Vases & Candleholders. bidri and bell metal. sell distribute. Brass. ironware. Bath Accessories. Potholders. bronze. Bowls etc. iron. Lanterns. costume jewellery. Treatment.Items: Mostly combinations of Glass with Iron. Finials for Windows drapery rods. Tumblers & Decanters. hardware. bone and corck shell. Pillar holders. Candle holders. rubber and resin. Lanterns. Brass. 31 . Vases etc. Wood: From Sawing. hand paintings. papier mache items and other handicrafts goods of every type and description. Powder Coating and Hand applied finishes. produce. articles of horn. 1. Handicrafts including handicraft products of copper. 2. Armillaries. Iron: In house facility to manufacture Wrought & Cast Iron items with in house tank Phosphate (rust treatment). brassware. wood carvings.
8. Administration and financial institutions etc. The objectives of the company would not have been possible with out the prompt support of the Government and officials of controlling departments (like Central Excise. steel or any other alloys and handicrafts upholstered or not. N. welding glass. leveled and unleveled silvered sheet. The production activities are carried out using most modern equipments in all the divisions i. E. Sports cups. Wood and Iron. Glass. refine. float flat glass. MBAs and CAs engaged in respective sections. The Company works within Complied norms as set by large International buyers with special cognigence on Pollution Control System and Labour Laws etc. To buy. All type of glassware. fibre glass. rugs. Woolen carpers. colored glass. S. 7. ice – flowered glass. 5. lead mirror. sell. P. 9. 4. covert and manufacture exportable goods of every description and type.) 32 . and German silverware and cutlery and other engineering goods of every type and description. Police. 6. process.e. decorative glass. drug gets. brass. toughened glass. woolens textiles and hosiery. curved of flat laminated and safety glass. silver glass. medals and sports goods of every type and description. All kinds of furniture and furniture items made from wood. glass doors and fittings. gold mirror. The turnover of the Company had been around 120 crores per year exporting mostly all parts of the world.3. The jobs are carried out by a professionally qualified team of Engineers. Stainless steel products of every type and description. Brass.
The areas covered in the Recruitment SWOT Analysis should cover the following areas: 33 . The Recruitment SWOT Analysis should be prepared just by the HRM Function with the potential validation from the line management as the line management tends to over or underestimate the real position of the organization on the job market.SWOT ANALYSIS The HRM Function has to prepare the Recruitment SWOT Analysis to know the position of the internal and external recruitment process in comparison with the competition on the job market.
the concrete situation in the organization can easily generate other topics. universities in the area.the corporate culture can support many job candidates to apply for the position with the organization as it can fit their personal preferences and needs The list of areas for coverage in the Recruitment SWOT Analysis is not a definite one.the mindset of HR employees Corporate Culture . the structure of inhabitants. generally known as a good employer and many other factors) • Agencies . etc. the Recruitment SWOT Analysis should also cover the agencies cooperating with the organization • Employees in the HRM Function and their seniority .every important aspect for the Recruitment SWOT Analysis as the mature HR Employees can handle the recruitment process better and they can react quicker to the changed conditions • • Processes in the recruitment and selection area Budget available . which has to be covered. 34 .the recruitment agencies operating in the area and their potential.money can help a lot. but the HRM Function has to make an appropriate estimate of the available budgets at the competitors as it limits the chance to bring an innovative solution • • Creative mind .• External market position – the supply of the potential hires. modern industries. the list contains just the most important ones. • External position of the organization – the feeling of the external audience about the organization (brand name.
35 . Career planning programs are inadequate as well as mentoring and coaching. 2. High Price and Poor Reliability – The company’s reputation is declining because of high price and poor reliability. Weaknesses 1. The company has many loyal customers. GUPTA Company has a brand name that is famous all over the world. 2. Insecure Workforce – The employees are uncertain about future job prospects. Strengths 1. GUPTA Company has been in the business for many years. The employees are not aware of different career opportunities in the company.L.L. The recruitment SWOT Analysis can help the HRM Function to identify gaps and opportunities in the recruitment and staffing process to improve the process and to increase the ability of the organization to compete on the job market. The company has built a good reputation for building sports car. Weak Relationships – Because of different challenges that the company is facing. Good Reputation – C. the recruitment process can face. the relationship between the managers and employees is weak. Strong Brand – C. 3.The role of the Recruitment SWOT Analysis is not to confirm the position of the organization on the job market. different projects and programs that aimed to improve the company’s performance failed. the SWOT Analysis is a tool for finding creative answers to the issues. In addition.
LITERATURE REVIEW 36 . Threats 1.4. Acquisition by GAL – ARC has been acquired by Grace Autos Limited. Growing Products – the revamped version of ARC-03. there are no other quality systems in the company. the ARC-04 and ARC-06 are selling quite well. the ARC-03 is reaching the peak of its maturity and is close to decline. 2. These products are promising. Low Quality Commitment – aside form the ISO 9001:2000. one of the world’s largest automotive group that is known for quality luxury cars. 2. Poor Communication – The employees are complaining about the ineffective communication systems. Opportunities 1. Most of the employees and managers see quality management system as a nuisance. Aging Product – one of the sports cars.
The company has a hierarchical structure wherein management control is strengthened through the centralization of decision-making. According to Quinn (1988) organizational structure systematizes the interaction between the people in an organization (cited in Prasad and Thorn 1999).LITERATURE REVIEW Structure and Culture The organizational structure is hierarchical with different functional departments. The top management has total control over the 37 . It defines the power relationships and the flow of communications.
The 38 . meaning the employees are dependent on their superiors. he must be a role model. the leader must be charismatic. cooperation. The employees have limited understanding of the business process and they are dependent on the top management when it comes to decision-making and problem solving. Decision-making and planning occurs on the top level of the organizational hierarchy.company and the employees have little discretion and flexibility. In order to encourage change. development and loyalty among employees. These beliefs are embedded in the minds of the members of the organization. Because of the hierarchical structure and culture of the organization. These beliefs are also shared (Hofstede. The top management controls every aspect of the organization. We can say that the leadership style is ineffective and inefficient. 1980). Leadership Evaluation Leadership is centralized. Improving through Transformational Leadership Leaders must be Charismatic One component of transformational leadership is charismatic leadership. commitment. The relationships between members are weak and both managers and employees display low commitment. Employees complain about the lack of involvement and participation. Communication and control is vertical. both the team leaders and the team members are finding it hard to adjust to team-based work. Organizational culture is the set of beliefs and assumptions held relatively commonly throughout the organization (Bate 1984).
They must pay attention to the followers’ development and growth needs. respect and trust of the followers. Leaders must Stimulate the minds of the Followers Effective leadership requires leaders to stimulate the minds of their followers. interdependently. and adaptively toward a common and valued goal or mission. Each member in a team has a specific role or function (Salas et al 1992). Evaluation Because of different challenges and problems. An effective leader encourages innovation and creativity. Inspired and motivated employees are the key to success. They must facilitate continuous learning and development. Leaders must Inspire and Motivate Leaders must be able to inspire and motivate employees. The leader must do the right thing.leader must earn the admiration. the relationship between employees and managers is weak. An effective leader recognizes that every one has special needs. Team Relationships and Teamwork A team is defined as a distinct set of two or more people interacting dynamically. Efforts to improve the organization have failed 39 . Followers are encouraged to try new approaches. Leaders must be Considerate Leaders must act as mentors and coaches. and are allowed to share their ideas. This is done by giving them challenging yet rewarding and meaningful work. demonstrate high standards of ethical and moral conduct (Bass 1998). Leaders must support their followers.
problems in motivation and commitment arise. During the forming stage. Members are usually hostile toward each other. Storming During the storming stage. The hierarchical structure of the organization has encouraged a dependent attitude among the employees. the members are introduced to each other. broad communications and enhanced opportunities (p. members are usually uncertain on how to act and how being a member of the team will benefit them. The operations and personnel department promotes team working but there are departments that are not committed. The control of the team leader is also resisted. The hierarchical structure and nature of the organization hinders active participation from employees. The forming stage will be completed once the members accept their team membership. Because decision-making are centralized and the power rests almost entirely at the top. The storming stage is complete once the issues and conflicts have been resolved and the leader’s control has been accepted.because the employees are not committed. Forming – during the forming stage. 40 . Stages of Team Development Teams in organizations undergo a maturation process called the life cycle. The senior management wants to move from individual-based work structure to a team-based structure. Team relationships according to Fairholm (1994) help groups identify and create a positive culture that is identified by high trust levels. conflicts arise in the team. a leader must first understand the stages of team development. on this stage of development ground rules are established. 1. 155). 2. In order to build effective teams and facilitate teamwork.
Some people take pleasure in working in teams. The storming stage is complete when the members accept a common set of expectations forming a satisfactory way of doing things. Performing When the team reach this stage of development. The team is able to perform the tasks at hand effectively because the members have good relations and the control of the leader is accepted. Select the Right Team Members It is important to understand that people have different personalities. Adjourning The team may adjourn abruptly or gradually once its goals are already met (Sims 2002a). Norming During this stage. Members develop string relationships and shared feelings. 4. 3. other on the other hand prefer to work 41 . Diversify Team Membership Effective teams are composed of a diversity of individuals with varying skills and experiences. Keep the Team Small In order to be effective. The team is now ready to work.3. the issues and problems have been resolved. teams must be kept small. Building Effective Teams 1. 2. Having a diverse membership can be an effective strategy. cohesion is strong in the team. Small numbers of people are easier to manage and coordinate. 5.
Team goals must be articulated clearly. Employee Empowerment Employee empowerment requires commitment from the top management. Every team member must be involved in order for them to feel committed. The skills of the members must be complementary. teams must develop their own success metrics. It is also important that team members are selected based on their skills. the more likely they are to feel committed to those decisions.Empowering employees is 42 . Foster Communication and Cooperation Team members must communicate and cooperate with each other so they can coordinate their efforts toward the common goal (Sims 2002a). Use Appropriate Performance Measures In order to function effectively. 6. Encourage Participation The more team members participate in the decision-making process. Train Members Effective teams have members that possess the necessary skills needed for them to perform their tasks. Clarify Goals A well-defined mission and goal is a prerequisite for a team to function effectively. 8. 7. These measures must be process-based. 4. The company must provide means for employees to participate not only in production but at the office and higher levels of the organization as well.individually. 5.
Empowerment is an approach in employee motivation. Low motivation results in low commitment. Employee Motivation and Performance Because of low motivation and because the company fails to motivate its employees. Through empowerment. recognition and self-actualization are among the aims of employee empowerment. The opportunity for employees to develop and acquire new skills and knowledge is limited. Satisfaction of needs for achievement. absenteeism and high turnover. Employees have little opportunity to decide about the nature of their work and how to accomplish their tasks. Empowerment allows employees to realize their full potential. The employees are not empowered because they are restricted to realize their full potential. Employee empowerment and participation are low. Employee empowerment means giving employees the ability. Empowerment also changes beliefs and behaviors. Employees have little authority. Through empowerment both the goals of the individual employees and the organization as a whole are achieved (Sims 2002). Empowerment also builds the employees’ confidence to perform new jobs. The absence of programs and schemes 43 . The aim of empowerment is to make employees feel self-efficient.popular in organizations today. employees feel effective and efficient. Evaluation Empowering employees is one way of motivating them. means. the organizational performance is suffering. and information needed in order for them to have greater autonomy over their jobs.
Recognition Feeling appreciated is what most people like. 2. Employee motivation affects performance. There is a high turnover rate and employees are dissatisfied. longer and more efficiently. They work harder.that motivate employees has caused different problems. Recognition also underscores the performance-reward-expectancy link. Immediate recognition strengthens motivation and can provide some immediate outcomes to counterbalance the employees’ inputs and efforts. financially or otherwise is a source of employee motivation. Motivated employees improve their performance. It ranges from simple award and recognition schemes to job redesign. Spot awards are good motivators. 1. When the rewards are dependent on excellent performance and are given immediately. they are consistent with the expectancy approach and provide the recognition that humans want to achieve (Sims 2002a). In order to improve employee performance. and it helps appeal to and satisfy the need people have to achieve and be recognized for their achievement. Spot Awards A spot award is given to an employee who rendered a commendable performance. the company needs to motivate employees first. Motivating Employees Below are different programs and schemes that the company can use to motivate employees. LeBoeuf (1991) gave 44 . Being recognized for a job well done.
eleven types of employee behavior that must be recognized by organizations and individual managers. the organization must: 1. 70). The organization and the management must provide the necessary tools. The plan must also be understandable and the easily quantifiable by the 45 . 3. These are: • • • • • • • • • • • Aiming at solid solutions rather than quick repairs Readiness to take risks Being ingenuous instead of complying mindlessly Decisive action rather than paralysis by analysis Smart work rather than busywork Simplification of complicated tasks Quietly effective behavior instead of squeaky wheels Quality work instead of fast work Loyalty instead of turnover Working together instead of working against Lack of absenteeism and tardiness (cited in Sims 2002a p. equipment. Ensure that effort and rewards are directly related The incentive plan should reward employees directly as their production increase. and training to enable the employees to meet the standards. Employees must also believe that the task is achievable. The employees must view the standard as attainable. In order to ensure the success of a pay-for-performance plan. Pay for Performance Pay for performance is a method of tying pay to the level of a person’s productivity.
It is different from a bonus in that it represents a continuing increment. It is often advisable to give employees a safety net by providing them with a base pay. The base rate must also be guaranteed. To the extent that it is actually tied to performance. The rewards offered for a particular level of work should be viewed as a contract between the organization and the employees. when they do a good job. whereas the bonus represents a one-time payment. that is. Once the plan is operational. They will know that no matter what happens. The organization must set standards that will aid in the achievement of its performance goals. which is in line with the expectancy approach to motivation (Sims 2002a). 2. the prospect for a merit raise may focus the employee’s attention on the link between performance and rewards. They should be high but reasonable. there should be about a 50–50 chance of success. Job Redesign 46 . great caution should be used before decreasing the size of the incentive in any way. 3. A merit raise is a salary increase – usually permanent – that is based on the employee’s individual performance. It should be easy for employees to calculate the rewards they will receive for various levels of effort. Merit Pay Most employees. expect to be rewarded with at least a merit raised at the end of the year. The organization must set specific goals. they can at least earn a guaranteed minimum amount (Sims 2002a). Guarantee the program.employees. The standards must be viewed as fair by employees.
4. The management needs to make sure. assembly-line jobs. at the other extreme. the basic issue in job design is whether jobs should be more specialized or. Performance management serves as the basis for coaching and coaching (Gilley and Maycunich 2000). This is often accomplished by giving employees more autonomy and allowing them to do much of the planning and inspection normally done by their managers (Sims 2002a). many employers set up programs aimed at redesigning their workers’ job. that the employees understand the reasons for change. Build a Climate for Change 47 . Performance Management Performance management is important in employee motivation and performance improvement as it helps organizations maintain or improve performance.Managers have long been concerned about the monotonous and boring qualities of highly specialized. Job design refers to the number and nature of activities in a job. In an effort to respond to these concerns. The employees must realize the importance of change and how they can contribute to the success of organizational change. 1. short-cycle. Managing change is not a simple task. Management of Change Organizational change needs commitment from both the employee and management. facilitate consistent performance evaluation and promotes the provision of highquality feedback. Below are some strategies that can help the organization to be successful in its change efforts. more “enriched” and no routine. Job enrichment means building motivators like opportunities for achievement into the job by making it more interesting and challenging. above anything.
Recruitment and Selection The fierce competition between firms to attract qualified job applicants and the increasing skills shortage has a tremendous impact on recruitment and selection. Moreover. initiates. The organization must make sure that the right kind and amount of information is gathered and communicated throughout the organization in a clear and easy to understand manner (Sims 2002a). In order to cope with skills 48 . Employees are now more assertive. and manages change. The employees need to understand the whole change process and the reason behind such a strategic move. In such a climate. They are confident that they know the critical operational problems. Encourage Employee Involvement Today more than ever. Improve Communication Improving organizational communication is one of the most important strategy an organization can employ. Effective organizational communication is important as it aids in overcoming resistance and maximizes employee participation. employees are more active in issues that affect the organization and they seek to be more involved in decisions that affect their job and well-being. risk is accepted as a natural part of doing business.Successful change in the new economy will result from a climate that welcomes. 3. and they want to share their insights (Sims 2002a). the problems and issues as well as the management inadequacy in the organization have led to increase employee turnover. A premium must be placed on innovation and creativity. 2. Employees have to be encouraged to try new and different approaches to the job and other work processes (Sims 2002a).
The recruitment method of the organization needs to be restructured. and reinforces what is learned. Learning is a change in behavior that results from direct or indirect experience. Recruitment The organization must develop new recruitment methods that will support its goals and objectives. Training and Development Training and development is an important consideration. In the context of training and development. The selection method must also be aligned with the new business strategy.shortage and to attract qualified applicants more effectively. In order to learn a person must want to learn. the organization needs to develop strategic recruitment and selection methods and policies. motivation influences a person’s enthusiasm for training and development. keeps attention focused on the training and development activities. The aim of training and development is learning. One learning principle that must be considered is motivation. The organization needs to design new selection methods that adhere to its new business objectives and goals. Let us consider different learning principles. Reinforcement is also important. The learning that occurs during training and 49 . Training and development aims to make employees learn more effective behaviors. The organization’s policy must also reflect the organization’s desire to employ female workers. Selection In order to make organizational change successful. the selection method must also be restructured.
A culture of learning encourages individual and team growth and development by valuing creativity. The organization needs to establish a culture that promotes continuous learning. the behaviors that the individual is attempting to learn must be meaningful. functions and divisions throughout the firm. The individual who is undergoing the training and development must recognize that behavior and its associated information as being important and relevant to the job situation (Sims 2002b). Continuous learning as defined by Tannenbaum (1997) is a method of fostering learning on a continuous basis. An organization’s culture includes its values. continuous improvement and self-management (Gilley and Maycunich 2000). teamwork. Employees learn best with immediate reinforcement of appropriate behavior. Organizational learning happens when the employees of an organization is learning in a continuous manner. attitudes.development must be reinforced in the organization. Because employees are not properly trained 50 . Career Development One of the problems of Arden Racing Company is the lack of effective Career Planning and Development Programs. beliefs. practices. The management must encourage continuous learning at all levels. What Should ARC Do? Facilitate an Environment that Values Continuous Learning Organizational learning is considered as a source of competitive advantage. In addition. procedures and customs. The organization must make learning everyone’s responsibility. A learning organization’s culture emphasizes the significance of continuous learning.
and because they do not possess the necessary knowledge, skills and abilities to perform their jobs, the organizational performance is affected. The employees also feel uncertain about the career opportunities that are available for them in the organization. In addition, the organization fails to train the employees in order to prepare them for future job assignments. What should ARC Do? The company needs to restructure its career development programs. Career development involves both the organization and the employee. The employee is the one that is responsible for career planning while the organization handles career management (Eggland and Giley 1998).
Mentoring In mentoring, the ‘mentor’ coaches, advices and encourages, employees of lesser rank. In mentoring, the mentor and the person being mentored builds a relationship wherein relationship is built. Under a good mentor, learning focuses on goals, opportunities, expectations, standards, and assistance in fulfilling the employee’s potential (Sims 2002b). The mentor is described as a manager who is experienced, productive and able to relate well to a less experienced employees (Kram 1985). The mentoring relationship is intended to be supportive and nonthreatening. The mentor provides advice related the protégé’s job, career aspirations and development, clarifies misunderstandings and ambiguities the less experienced
employee might encounter, builds confidence in the protégé and encourages him or her to take developmental steps (Rudman 2003). Coaching Coaching is a one-to-one process. The coach may be the manager, a more experienced colleague or a specialist. Communication in coaching is two-way and focuses on discussion, discovery and understanding. Coaching also aims to solve problems. Coaching is essentially an on-the-job supplement for training and development. It aids in the application of the skills and knowledge that the employees gain on or off the job. Because coaching uses everyday incidents as the occasion for learning, the new skill or knowledge can be applied immediately, observed and checked by the manager and correct feedback given. In order for coaching to be successful, the coach must:
Show interest in people Look for potential Be aware of the interests, desires and capabilities of their people Show person-centered interests instead of work-centered Demonstrate confidence and trust in subordinates Allow the subordinate to decide for themselves (Rudman 2003)
Work-Life Balance Part of the parent company’s policy is to recruit female employees. However, there are different concerns that must be considered. One of the issues that must be considered is work-family balance. Many people, especially women, choose not to be promoted to a more time consuming job because they value their home life.
Introducing a flexible work plan can be beneficial to both the organization and the employees. In order to make the integration of female workers successful and rewarding for female employees and in order to make them more productive, the organization must set family-friendly (work-life) programs. Some of these programs are: Job Sharing Job sharing enables two employees to share a full-time position. The salary and benefits become prorated. The two employees participating in job sharing are called ‘partners’. In job sharing, the partners share the tasks and responsibilities. Job sharing is principally intended for women with young children (Avery and Zabel 2001). The employees can be given job-sharing options. This option must be intended toward those employees who are having a hard time balancing their work and family lives. Job sharing enables sharers to balance work and home responsibilities. Both partners can also learn from each other through job sharing. Flexi-Time Flextime (flexi-time) is a scheduling option that allows workers to select their starting and quitting times within limits established by management. There are generally core hours when all employees must be present. Although starting and quitting times vary, employee are required to work a standard number of hours within a given time period (Avery and Zabel 2001). There are several variations on the use of flextime such as fixed starting and quitting times that vary daily, variations in the length of day with required core hours, and variations in the length of day without
the current sigma performance is calculated (Eckes 2003). and a high-level map of the current process is created (Eckes 2003). a set of tools and techniques are applied to the newly improved process so that the improved sigma performance holds up over time (Eckes 2003). their needs and requirements are determined and verified. Quality Management Six Sigma The parent company is devoted to Six Sigma. processes. the project team is formed.mandatory core hours. a character is created. the team generates and selects a set of solutions to improve sigma performance (Eckes 2003). In the define step. Control – In the Control step. customers. Improve – In the Improve step. Six Sigma Tactics Define – The first step in Six Sigma tactics is Define. finally leading to determining the root causes of the poor sigma performance of the process (Eckes 2003). Six Sigma is used to link people. customer and culture. the team analyzes data and the process itself. 54 . Some flextime programs allow workers to bank hours for the future (Olmstead and Smith 1994). It is also an approach for improving both the process and people-related aspects of business performance. Analysis – During the Analysis step. Six Sigma is a set of powerful tools for improving processes and products. Measure – In the Measure step.
L. GUPTA Job Analysis Form Job Specification Form Interview Schedule Step-1 Step-2 Step-3 Application Form for Employment Interview Assesment 55 Form .RECURITMENT AND SELECTION PROCEDURE OF C.
L.Step-4 Step-5 The C. GUPTA has the following way which it follows for recruiting the person PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company. SCOPE The scope of the company is to find the individuals seeking employment in the company. 56 .
RESPONSIBILITY The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India. • All "Manpower Requirement "Forms are maintained by the HRD Department. 2. the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department. INTERNAL SOURCE OF RECRUITMENT 57 .MAN POWER RECRUITMENT • As and when the need arises . • The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD. AUTHORITY The Authority in the company is commenstrate with responsibility PROCEDURE STEPS 1. The source of recruitment could be external or internal.IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified.
employee records are 58 . Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. internal sources can be used effectively if the number of vacancies are not very large. The usefulness of this system in the form of loyalty and its wide practice. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. it has been pointed that it gives rise to cliques posing difficulty to management. Usually. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. Therefore. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company. It would be desirable to utilize the internal sources before going outside to attract the candidates. employee can be requested to suggest promising candidates. Again.• Internal Transfer/Promotion with necessary screening. training and selection to meet the specified requirement. in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. adequate.
There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales. Our company have developed markedly in large cities in the form of consultancy services.maintained. they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. casual. They are not recruited for particular positions but for development as future supervisors and executive. 59 . trade unions and other sources. accounting. utilizing testing to classify and used advance techniques of vocational guidance for effective placement purposes. experience and all other necessary details. educational and technical institute. finance. These students are recruited as management trainees and then placed in special company training programmes. Usually this company facilitate recruitment of technical and professional personnel. jobs do not demand originality lacking in the internal sources. They do not merely bring an employer and an employee together but computerize lists of available talents. and employees have prepared themselves for promotion. labor and mail applicants. Educational and technical institutes also forms an effective source of manpower supply. personnel and production. Because of their specialization. In consultant we considers the employment agencies. EXTERNA L SOURCE S OF RECRUITMENT An external source of Recruitment is considered from the combination of the following options: CONSULTANT Consultant are given the requirement specifying qualifications.
Despite these limitations. Trade unions are playing an increasingly important role in labour supply. Prompt response to these applicants proves very useful for the company. According to company the quality and quantity of such candidates depend on the image of the company in community. and trainees for semiskilled and skilled jobs. they supply skilled labour in sufficient numbers. ADVERTISEMENT • All recruitment advertisements are placed centrally by the HRD Department. They also determine the order in which employees are to be recruited in the organization. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. apprentices. However. this source provides a constant flow of new personnel with leadership personalities. and applicants reveal a wide range of abilities necessitating a careful screening. Vocational schools and industrial training institutes provides specialized employees. In several trades.Indeed . recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity. 60 . they make it a point the employees laid off are given preference in recruitment. The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. The company find that this source is uncertain. The candidates may appear personally at the company's employment office or send their applications for possible vacancies. it forms a highly inexpensive source as the candidates themselves come to the gate of the company. It also provides measures for a good public relations and accordingly . In industries where they do not take active part in recruitment. the candidates visiting the company must be received cordially.
• The advertisement is drafted by HRD Department in consultation with the concerned Department.SCREENING/SHORTLISING Resumes received from consultants and/or from the advertisements released in Newspaper/Magzine are screened by HRD Department in consultation with the concerned department. attracts employees of competitors looking for a change or good prospectus for employment. several organizations develop sources through voluntary organizations such as clubs. • All related documents of Advertisements released are maintained in the "Advertisement" file. utilize women. B. Interview panel and a copy is kept for HRD Department records. older workers and physically handicapped for specific positions where they are best suitable.INTERVIEW CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants. 61 . The Interview Schedule include the following requirement.INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD. SELECTION A . In addition to the above sources. and use the "situation wanted" advertisement in newspapers. C.
HYPOTHESIS 62 .
Scientists generally base such hypotheses on previous observations or on extensions of scientific theories. hyposthenia meaning "to put under" or "to suppose." The scientific method requires that one can test a scientific hypothesis. Even though the words "hypothesis" and "theory" are 63 . The term derives from the Greek.HYPOTHESIS A hypothesis consists either of a suggested explanation for an observable phenomenon or of a reasoned proposal predicting a possible causal correlation among multiple phenomena.
NULL HYPOTHESIS The Null Hypothesis of this project report is that there is a positive result of making recruitment & selection in order to make effective use of human resource. 64 . a scientific hypothesis is not the same as a scientific theory. ALTERNATE HYPOTHESIS The Alternate Hypothesis of this project report is that there is a negative result of making recruitment & selection in order to make effective use of human resource.often used synonymously in common and informal usage.
The company involves a commitment to broad principles such as filling vacancies with best qualified individuals.L. 65 . GUPTA the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures.RESEARCH METHODOLOGY RESEARCH METHODOLOGY OBJECTIVE OF THE STUDY In C.
The recruitment policy in a company may embrace spell issue such as the extent of promotion from within. there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. age and number of years of experience and factors. 66 . However. parttime employees and relatives of present employees. Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose. handicapped and minor individuals.L. Employees of different unit where randomly administrated the questionnaire. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation. DATA ANALYSIS The analysis of data was done on the basis of unit. Analysis was done using the simple average method so that. In a company C. finding of the survey was easily comprehensible by all. DATA COLLECTION A sample size of 100 employees is studied for this purpose. who has the final words in the acceptance or rejection of a particular applicant. recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel. GUPTA. attitudes of enterprise in recruiting old. minority group members.
books. thoughts and reactions of the executives. Questionnaire 3. category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology. employees/workers and trade union members of the organization. In primary source of data collection the interview schedule and questionnaire and opinion survey were used and in secondary source of data collection relevant records. Magazines 4. Diary 2. books. perceptions. Opinion Survey SECONDARY 1.SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. Interview schedules were used for workers clerical . questionnaire and opinion survey for collection of data from primary source. Other records I have used structural interview schedule. I have used the secondary source like diary. DATA TYPE 67 . Books 3. magazines and other relevant records for collection of data to know about the industry as well as the respondent. diary and magazines were used. Thus the source of data collection were as follows: PRIMARY 1. Interview schedule 2.
GUPTA. In addition the personal interview method was employed to draw out answers to subjective questions. SAMPLE SIZE Sample size=100 68 . INTERVIEW Interviews lead to a better insight to subjective & open questions almost all interviewees responded. RESEARCH INSTRUMENT The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response. which could not be adequately answered through the use of questionnaire.Primary as well as secondary data was collected. SAMPLE FRAME Consisted of a comprehensive list of all the employees of C. The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data. GUPTA.L. RESEARCH APPROACH Conducting a field survey did a subjective assessment of the qualitative data. SAMPLE UNIT The sample unit consisted of all the departments of C.L.
The time consideration & size of population were major factors in determining choice of sample design.SAMPLE DESIGN Care was taken to choose the sample based on considerations like age. the sample design was that of “convenience sampling” or “haphazard sampling” only. 69 . However. sex & work experience of respondents thus enabling better representations of the heterogeneous population.
FINDING & ANALYSIS 70 .
FINDINGS & ANALYSIS Q.1. How Many Candidates Willingness To Join The Company? Table:1 Option Reputation of the company Working Environment Salary Package Job Prospect Location of the company Career Growth Opportunity Percentage 17 28 16 11 05 23 Chart Showing Employees Willingness to Join the Company 23% 17% 5% 28% 11% 16% Reputation of the Company Job Prospect Working Environment Location of the Company Salary Package Career Growth Opportunity Fig. 1 Interpretation: 71 .
16% salary package of the company. 23% career growth opportunity.2. 11% job prospect of the company & 5% Location of the company. 2 72 .From the chart it can be understood that most of the employees are inspired by the 28% working environment of the company . 17% Reputation of the company. Q. Most Reliable Type Of Interview Is ? Table:2 Option Behavioral Situational Structured Stress Percentage 36 21 36 7 Chart Show ing the Reliable Type of Interview is 7% 36% 36% 21% Behavioral Situational Structured Stress Fig.
GUPTA all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i. in order of merit on the basis of Written Test performance. all the candidates scoring cut-off marks will be called for written test. In case of a tie at cut-off marks. According to the sample employees. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). They expressed different view. The Written Test papers will be objective type in nature and will be in Hindi & English. his/her candidature is liable to be rejected. The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects. If any of the above shortcomings is/are detected. Similar support was begged by the situational interview. while 36% structured interview and only 7% favoured stress interview. all the candidates scoring cut-off marks will be called for interview.e. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview. Based on merit and requirement. 73 . his/her services are liable to be terminated without any no. In case it is detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s). the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview.Interpretation: I tried to find out the most reliable type of interview according the employee. I found that behavioral interview is most reliable and this view was supported by 36% of the sample employees.L. Corresponding to this data I have drawn a pie chart above: In C. even after appointment. In case of a tie at cut-off marks.
3 Interpretation: The employees at C. GUPTA bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. according to them. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best.L. What Is The Best Way To Recruit People ? Table:3 Option Advertisement Walk ins Variable Search firms C hart Showing the B est way to R ecruit P eople is Percentage 40 25 20 15 15% 40% 20% 25% Advertisement Walk-ins Variable Search Firms Fig. The employees in C. GUPTA expressed their varied views about the best way. to recruit people.3. Others feel that recruiting 74 .L.Q.
Often the people you want to attract are not openly looking for a new job. Advertising helps to define exactly the need of the company.g. 75 . so you need to think of ways to sell the attributes of the company. as there is a high correlation between advertisements with accurate and complete information and recruitment success. It is worth making your advertisement effective and attractive. what makes It unique. philosophy and so on. and what separates it from its competitors. Corresponding to this data I have drawn a pie chart above: The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. its culture. e.people from search firms in a best way. values.
Corresponding to this data I have drawn a pie chart 76 .Q.4. 4 Interpretation: My survey clearly concludes that response of the company to any query made by the employees was absolutely good since 94% of my survey favors to this. The Response Given By The Staff About Their Query ? Table:4 Option Yes No Percentage 94 6 Chart Showing Employees Satisfied with the Response given by the Staff about Query 6% Yes No 94% Fig. 6% ratio of unsatisfied can also be further reduced if communication system is further improved.
I hereby submit my suggestion that every query by any employee should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available. 5 Interpretation: 77 .5. even than the answer must be given at a later stage after getting full information from the source available . What Is The Job Specification Of The Employees ? Table:5 Option Yes No Percentage 97 3 Chart Showing Job Specification of the Response of the Employees 3% Yes No 97% Fig. Q.
So from the company’s perspective it is a good sign for the overall growth & development. Q.Almost all the candidates got the specified jobs offered to them. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: From the chart above it crystal clear that the candidates get exactly the same job as specified.6. Manager ? Table:6 Option Good Very Good Excellent Percentage 13 30 57 78 . What Is The Attitude Of H.33% of my sample study.R. Still some employees who comprised only 2.
Manager can become the ideal of their colleagues & subordinates. Most of the employees are satisfied with the attitude of H. 13% says Good attitude. 30% says Very Good and 57% says the attitude of H.R. 6 Interpretation: The chart C. 79 .R.L. Manager 13% Good Very Good 57% 30% Excellent Fig.R.R. Thus by every means company is profitable. Moreover such behavior of H. This will definitely boost the morale of the employees. Corresponding to this data I have drawn a pie chart From the chart it is crystal clear that the attitude & working of H. Manager is whole heartedly accepted to all the employees of the company.Chart Showing what employees feel about the Attitude of H. which ultimately will increase efficiency. Manager is excellent. & working of the employees resulting in better growth of the company.R. Manager. GUPTA depicts that most of the employees are doing service as per my survey of 100 employees.
GUPTA ? Table:7 Option Managerial Testing Percentage 40 20 80 . The corresponding To This Data I Have Drawn A Pie Chart C.7.L.Q.
Recruiters Themselves Job Analysis 15 25 Chart Showing the Primary Source of Information for Recruiting People 25% 40% 15% 20% Managerial Testing Recruiters Themselves Job Analysis Fig. 7 THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE :- 81 .
Newspaper advertisement was found to be the most preferred technique.According to the sample . Managerial source of Recruiting people should be heavily considered.8.L. Advertisement in publications and recruitment booklets and information sheets for applicants were found to be the most frequently and the least frequently used method of managerial recruitment. GUPTA.the primary source of recruiting people is Managerial. Whenever the process of Recruitment is to be carried out.L. What Is The Opinion About C. However. while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in C. Q. Testing & Recruiters Themselves source are the second most favored source of Recruiting people. GUPTA ? Table:8 Option Percentage 82 .
All the information and present status of the candidate is very thoroughly covered and it also acts as a ready reckner for the company.Good Very Good Excellent Chart Showing Opinion about Quality Product India 10 35 55 10% 55% 35% Good Very Good Excellent Fig. FINDINGS 83 . All the information is gathered and define each and every thing very clearly about candidate who are applying for the job . 8 Interpretation: The above chart depicts that the Application Blank of the company was up to the marks as everyone has praised & liked it.
It reserves to only a few levels.e. Salary fixation has a halo effect . Proper induction is not given to all the employees. unless it is in place of termination. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview. who are demanding high amount of fees. where as HRD Department is not fully utilised to recruit manpower by advertisement.Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval. The dead bio-data are never being destroyed. Before recruitment cost benefit analysis is not done properly. Manpower is recruited from reliable source however efficiency does not recognise. It causes manpower surplus which makes loss in the industry. The Written Test papers will be objective type in nature and will be in Hindi & English. all the candidates scoring cut-off marks will be called for written test. in order of merit on the 84 . GUPTA all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i.L. The data banks are not properly maintained.Recruitment procedure is not fully computerized. Old employees are demoralized by getting less surely then new employee. In C. Manpower’s are recruited from private placement consultancy. the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. In case of a tie at cut-off marks. Based on merit and requirement. Salary comparison is not justifies. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance).
If any of the above shortcomings is/are detected. In case it is detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s). all the candidates scoring cut-off marks will be called for interview. his/her services are liable to be terminated without any no. 85 . In case of a tie at cut-off marks. The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects. even after appointment. his/her candidature is liable to be rejected.basis of Written Test performance.
opinion survey and data analysis it came to conclusion that C. 86 .L. GUPTA.CONCLUSION CONCLUSION Studying the recruitment procedures of C.L.. analysing the respondents answers.
methods and motivation are failure. GUPTA is carried on in a very scientific manner. It strongly C.L. 87 . material. In the saturation point of business it need not waste the time to diversify into the another business. Management understands the business game very well.L. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently.GUPTA is a growing Company. At the time of difficulty it takes necessary action to solve the problem. It always try to modernize the department. machines all things will not be properly utilized. material.L. The business of C. So it always recruits manpower in a scientific manner. GUPTA is in infancy stage. machines. Now the personnel department of C. It always tries to develop the human resources. GUPTA in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money. money. In the absence of right man.
The dead CVs should be destroyed. 2.Fresh requisition requires approval and not replacement.SUGGESTIONS SUGGESTIONS 1. 88 .
External source should be given equal importance with internal source. 9. By which new brain will be inducted in the company with skill.Salary comparison should be seriously done to retain the old employees. 4. 7. at least Asst.Proper salary structure to be structured to attract people and make it tax effective.3. 89 . Manager and above category of employees.Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.Manpower planning should be followed before recruiting. efficiency etc.Cost benefit analysis should be alone before creating a position or recruitment of manpower. talent. If not all levels. 6. 8. 5.Each level of employee should be formally inducted and introduced to the Departmental Head.
90 .LIMITATIONS LIMITATIONS • Employees were reluctant to respond.
• Secondary data was not so reliable because it collected by any other person for different purpose. No delegation of authority in H R department created problem.• • • • • Communication Gap. There is no computerized at all there for it takes much time to do a work. Matters were not provided on the ground of confidentiality. 91 . The employees to complete all the work manually. • To follow the organizational strategy is the expensive process. Timing problem was there because employees were busy with their work.
BIBLIOGRAPHY BIBLIOGRAPHY 92 .
Book: • Kothari C.in www.clgupta-india.google. 65 Webliography • • • http://www.K “ The Growth and Challenges of Rural” Academic Foundation New Delhi edition 1991 Page No.com/ www. 1-20 • Patro S.co.wikipedia.com 93 .R. “Research Mehtodology” Vishwa Publication Second Edition Page No.
ANNEXURE (QUESTIONNAIRE) 94 .
R Manager o Good o Very good 95 .D Interview 6. How many Candidate willingness to join the company o o o o o o Reputation of the company Salary Package Working Environment Job Prospect Location of the Company Career growth opportunity 2. Job specification of the response of the employee Yes/No 7. How candidates are recruited in the company o Written exam o Written exam & Interview o Written exam. What is the Most reliable type of interview o Behavioral o Situational o Stress 3. What is the Best way to recruit people o Advertisement o Walk-ins o Search firms Exist Staff Questionnaire: 4. What is the Response given by the staff about their query Agree/Disagree 5.ANNEXURE QUESTIONNAIRE Interviewer Questionnaire: 1. G. The Attitude of H.
L. The Opinion about C. GUPTA Company’s Application on Blank o Good o Very good o Excellent 96 . The primary source of information for recruiting people should be o o o o Managerial Testing Recruiters themselves Job analysis 9.o Excellent 8.
(b) For equipment and machinery……………… (c) For work of others………………………….. (b) Extent of supervision………………….STEP-1 JOB ANALYSIS FORM Job Title…………………… …………….Promotion to…………………. …………………………… Code No…………………………… Reason for the job ……………………………Supervised.. Department…………………………………… Analyst………………………….…… Date…… Location ………………………... Working Condition…………………………………………………… Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience…………………….. …………………… Wage or salary range………………………………………………… Relation to other jobs: Promotion from………. (b) Length of experience…………………… Supervision : (a) Positions supervised……………………. Other tasks :………………………………………………………… Equipment/Machines used:……………………………………………. Job summary: Work performed:……………………………………………………… Major duties :………………………………………………………. (d) For safety of others…… Physical Demands : Physical efforts Surroundings Hazards Resource fulness 97 .. Job knowledge : (a) General …………………………… (b) Technical……………………………… (c) Special………………………………………… Responsibility : (a) For product and material …………………….
4. EDUCATION : Ability to read and understand production orders and to make simple calculations. Responsible for own work only. SUPERVISION : Routine checking and no close supervision required. TRAINING AND EXPERIENCE: No special training required . PHYCIAL EFFORT: No special physical effort is required. 5.. Must be able to concentrate when operating. Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 2. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. REQUIREMENTS 1. Specific but no detailed instructions. Preferably High School Certificate. Only routine responsibility for safety of others.STEP-2 JOB SPECIFICATIONS FORM Job Title : Drill Operator Job Code …………………… Department……………………… Date……………………………. 6. 3. 98 .
GUPTA filled up by the candidate with the help of technical person along with the Dept./p. No TA/DA shall be admissible for attending this interview. Yours sincerely. Date: Venue: Position: NAME OF THE CANDIDATE TIME REMARKS INTERVIEW CALL LETTER Date ---------------Dear Sir. We are pleased to invite you for a meeting with the undersigned on……………………. GUPTA 99 .L. We have enclosed a blank personal Data Form. “___________________________________________________” This has reference to your application for the above mentioned position in our organisation.L. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. We take this opportunity to thank for the interest you have shown in joining our organisation.m.m.at………a. please confirm this appointment. You will be reimbursed to and for train fare by 1 st / 2nd class for attending this interview.STEP-3 INTERVIEW SCHEDULE Authorized Signatory Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given C. For C.
Date of Birth Age E-mail (Personal) Place of Birth Children: Male Female State of age of age Mob. if any) Position Applied for Time for Joining PERSONAL DETAILS: Name: ( in Block letters as registered in school certificate) (First Name) Present Address: Permanent Address Tel. Off.PERSONAL DATA FORM Any candidate appearing for an interview in the company is required to fill in his/her particulars in the prescribed "Personal Data Form" APPLICATION FORM FOR EMPLOYMENT STEP-4 CONFIDENTIAL Refrence (including advt. (Middle Name) (Last Name) Martial Status: Married/ Single EDUCATION: Details of all examination passed from matriculation or equivalent onwards Exam/Degree/ School/ Year Branch of Class/ Regular/Part Diploma/ College/ of Study Grade/ Time/ Certificate University Passing Electives/ Division Correspondence Specialization & % of Subjects marks 100 . ref. Res. Tel.D.
2./ Division and outline your responsibilities (Attach sheets giving details if required) 101 . of employees in your unit No. of employees in the orgn. Please draw a brief organization chart of your dept. 2.of To: Sales Turnover of the organization Sales Turnover of your unit No. of Non-Executive List your 3 core competencies 1. List 3 Key Achievements in your career 1. of Executives No. No. IF ANY WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business Telephone Current Position/ Position held No. you work -Non. if any: Academic Achievements: PROJECT WORK/PUBLICATION/THESIS Organization Details From To BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS. 3. of employees in the Dept. 3. of Direct report: No.Executive No. of Executive No.State reasons for gaps in studies.
Organisation Chart: Current Responsibilities 102 .
B. Annual: LTA Variable pay/Bonus Medical Any other Total p. C.Previous Employment Details: (Start from recent employment) Name of Period Position Position Brief description Last drawn the From To Joined Last of responsibilities Gross salary organizati Held Per month on Present Remuneration Drawn: A. Other Terminal Benefit p.a.a. Pf Superannuation Gratuity Total p. B & C) E.a. Other perk not included in Gross Due date of next increment: Any other information relating to the above 103 .m. D. Gross p. Total p.a.a. Monthly: Basic DA HRA/Lease Conveyance Any other (mention details) Total p. (Total of A.
6. GUPTAief.L.L. later. Have you any locational constraints? If yes. the company will be liberty to terminate my appointment without any notice or compensation. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. Is your spouse e employed? 4. of two Persons other than relatives to whom we may refer about you. it is found that I have not disclosed any material information or have given incorrect or false information. please give details/ reasons 5. If any time. 2. Yes/No Yes/No Yes/No Any other information you would like to add: Declaration I declare that the information given by me in this application is true and complete to the best of any knowledge and C. 1. addresses & Telephone Nos. Have you any relative working in C.GENERAL Language Known Language Read Write Speak 1. Can you undertake frequent t travels: Extra Curricular Activities: Interests/Hobbies: References: Please give names. 8. 104 .. 7. I am not aware of any circumstances which might affect my fitness for employment. GUPTA? If yes please give details : Name Designation Unit Relationship / Department Yes/No 2. Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence.
F.INTERVIEW ASSESSMENT Interview assessment Format is filled up by the interview panel immediately after the interview and all the relevant papers are forwarded to the HRD Department at the earliest.CONDUCTING INTERVIEWS Interviews are conducted by an panel. The Interview Assessment include the following form which considers the following information: 105 . which includes a staff member from the concerned department and may include an had representative.E.
/job Comments. 2. ASSESSMENT FACTORS RATING Appearance Technical Knowledge General Knowledge Experience Communications Skills Innovative Thinking& Logic Growth Potential Decision Making Leadership Skills Maturity Interest/Cultural background A=Very Good B=Good C=Average GUPTAow Average Overall strong points Overall weak points Written Test/Remarks Reason for leaving Remuneration Expected Suitable for any other Deptt.INTRVIEW ASSESSMENT FORM STEP-5 Interviewee’s Name Date Post Applied For Venue 1. if any 2006 REMARKS D=C. Selected Not- Keep Pending Call for final G. 3.L. 106 .SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose.
PF Declaration Forms etc. Induction Training is organized for the new joinees.H. and all these records are maintained in their personal files. • • • Extension of time to join duties is granted to the candidate purely at Management discretion.OFFER AND APPOINTMENT LETTER A candidate selected for appointment is issued an offer letter mentioning the expected date of joining. A Detailed Appointment letter is issued after the individuals joins and fills the joining report. GUPTAow mentioned levels:- 107 . 4. On the joining detailed appointment letters are issued as per C. Induction is organized internally by HRD Department depending on the number of joinees in a month. Training needs o f the new joinees are identified as per the procedure.JOINING FORMALITIES All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes.L. The offer and appointment letters are signed to all new joiners.
__________ p. Rs.m. ESI & L.C as per rules of the company. You shall also be entitled to benefits like Bonus.m.L. __________ p.______________________dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. Manager level is given in the following format ‘C. 108 . __________________________ With reference to the offer letter no. Gratuity.1) APPOINTMENT LETTER Language for C. __________ p.T. PF. satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. Rs.m.L. B) Further increment will be based on efficient. Dated : ___________________ EMOLUMENTS: A) you will be paid following emoluments: Basic Salary House Rent Allowance Local Travelling Expenses : : : Rs. GUPTA Asst. GUPTAOW ASSTT &MANAGER LEVEL’ ___________________ ___________________ ___________________ LETTER OF APPOINTMENT Dear Mr.
pending such inquiry. In case any misconduct is alleged against you. However. habitual late attendance. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time. go-slow etc. In the event of your confirmation in writing. engage in an insurance agency or commission agency etc. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. habitual negligence of duties. In the event you are found guilty of the charges levelled. no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment. in addition to the terms and conditions mentioned in this letter. irrespective of the punishment imposed. or full time. subject to the statutory provisions. particularly disobedience. 5. without the prior written permission of the management. or on honorary basis or otherwise. you are liable to be suspended forthwith without any salary or allowance. you are liable to be transferred to any of our sites/factory/office at the discretion of the management. However. 6. whether for profit or gain. except para (1): a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. insubordination. 3. that may be applicable to you. if in an inquiry you are exonerated of the charges. 4. 1. illegal strike. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either modified or they will also be subject to such other and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. you shall not be entitled to any payment for the period of suspension. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. absence. you will be entitled to full salary as if you were on duty. During the period of your employment.Your place of posting will be at our _________________situated at ____________________. distrust. You shall be governed by the rules and regulations of the company in force from time to time. 109 . 2. you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. insolence and acts subversive of discipline. dishonesty or embezzlement.
Date………………….L. For C. 9._________________ dated________________. This letter is being offered to you in duplicate. understood and accepted the terms and conditions mentioned above. FOR ASSISTANT MANAGER TO MANAGER Dear Mr……………………….. Manager to manager is given in the following format. Yours sincerely. GUPTA AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same.7. please sign the duplicate copy of this letter in token of your having read. In case the terms and conditions expressly enumerated above are acceptable to you. NAME SIGNATURE DATE 2) Appointment letter language for asst. we are pleased to appoint you in our organisation on the following terms and conditions:1) Designation : Your position in the company will be ………………………… 110 . Please note that the court of jurisdiction shall be at Moradabad. Your date of joining the services _________________________________ in the organization is 8. APPOINTMENT LETTER With reference to the offer letter no. We welcome you to our organization and wish you a successful career with us.
m. Management may extends the probation period depending upon your performance. ………………. ………………/. (Rupees …………………………………….m. only) You shall also be entitled to benefits like ESI/Medical Reimbursement. ………………/. Bonus Exgratia. During the probation period. 6) The company normally does not permit employees to engage in any other business or work. Gratuity & PF as per rules of the company.p. LTC. amended or altered from time to time during the course of your employment. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. 5)Place of Posting……………………… However. either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. You may be retired earlier if found medically unfit. After confirmation the notice period will be one month or one month’s basic salary on either side.p. 7) 8) 111 . your services are liable to be terminated without assigning any specific reason./.2) 3) Date of Joining: Your date of joining the services in the organisation is ……………………………… Probation Period: Ordinarily your period of probation will be Six months from the date of joining. You will automatically retire from the services of the Company on attaining the age of 58 years. You will be governed by the rules and regulations of the company as applicable in force. 4) Salary Details: Your Basic Salary will be Rs. you will be issued a confirmation letter.m. you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. On successful completion of probation. whatsoever without giving any notice.p.
Yours sincerely. GUPTA AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. With best wishes. For C.L. NAME DATE SIGNATURE 112 .Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us.
. ………………/. (Rupees ………………………………………only) In addition you will be entitled to House Rent Allowance of Rs………………. as per rules of the company. Salary Details : Your Basic Salary will be Rs. PF etc.. we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be …………………… Date…………… Date of Joining: Your date of joining the services in the organisation is ………………………….. MANAGER AND ABOVE Dear Mr./p.____________________ dated ______________./p.m. You will be entitled to reimbursement of Medical Expenses for yourself and family. (Rupees…………………………………………………… only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service. (Rupees ……………………………………….. Your first entitlement for LTC will be on completion of 12 month’s service with the Company.m. FOR SR. 113 . the total cost of which shall be a maximum of one month's basic salary in a year. APPOINTMENT LETTER With reference to the offer letter no. ………………. …………………………. only) You shall also be entitled to benefits like Exgratia.p. Gratuity.m. manager and above is given in the following format.3) Appointment letter language for sr.
Please sign the duplicate copy of this letter signifying your acceptance and return it to us. Your services are liable to be terminated without assigning any specific reason. to be submitted to personnel Department. We welcome you to our organisation and wish you a successful career with us. You will be governed by the rules and regulations of the company as applicable in force. either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing. you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company.L. GUPTA AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. GUPTAow and experience certificate.4) Place of Posting: …………………………. The company normally does not permit employees to engage in any other business or work. Relieving letter. Yours sincerely. Date of Birth Certificate. With best wishes. For C.L. 114 . NAME SIGNATURE DATE Joining report to be filled by the new join in format given C. However. You will automatically retire from the services of the Company on attaining the age of 58 years. whatsoever by giving you one month’s basic salary or one month’s notice. amended or altered from time to time during the course of your employment. You may be retired earlier if found medically unfit. Salary Certificate and Educational Certificate etc.
L. My present address is Telephone No. 3. 5. DOCUMENTATION Individual personal files are maintained. NAME : SIGNATURE: DATE: . Position wise Data Banks are maintained for future reference. 2. After separation also the personal files are maintained of ex-employees. Computerised Personal details are maintained.DEPARTMENT INTERFACE HRD Department sends a Status Report updating on the recruitment process to the Department which has raised the manpower requirement. GUPTA DATE: HRD DEPARTMENT Moradabad JOINING REPORT This is to inform you that I have joined the organisation as On Department. The following formats shall be generated as a result of implementation on this procedure. 5. 4. Any change in my address will be in VI) 1.C. 115 . And my Date of Birth is intimated to you.
FORMATS The Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT STAFF COMPARISION SHEET SALARY PROPOSAL SHEET These Formats.RECORDS The company includes the following records Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant 116 . G.6. are available in the individual personal files along with other personal details of the individual. when filled up.STATISTICAL ANNALYSIS An Annalysis of the manpower requirements is prepared periodically based on the following factor: • • • • • Source of recruitment Resumes received and short-listed Interviews conducted Candidates selected Candidates joined F. which are confedential in nature.
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