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A PROJECT STUDY REPORT ON Training Undertaken at

SHRIRAM RAYONS, KOTA

Titled
Recruitment And Selection Process Submitted in partial fulfillment for the Award of degree of

Master of Business Administration

Submitted by: Aakash Pareek MBA HR III Sem.

Project Guide:Mr. Mani Menon Officer A Personnel Department

2012-2014
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CERTIFICATE
This is to certify that the project work done on Recruitment & Selection Process is a bonafide work carried out by Mr. Aakash Pareek under my supervision and guidance. The project report is submitted towards the partial fulfillment of Master of Business Administration. This work has not been submitted anywhere else for any other Degree/Diploma. The original work was carried during 20/5/2013 to 3/7/2013 in DCM Shriram Rayons.

Project Guide Mr. Mani Menon Officer A Personnel Department

DECLARATION

I Aakash Pareek student of MBA III Sem. hereby declare that the summer training report on Recruitment & Selection Process submitted to Rajasthan Technical University, Kota in partial fulfillment of Degree of Masters of Business Administration is the original work conducted by me.

The information and data given in the report is authentic to the best of my knowledge. This summer training report is not being submitted to any other university for award of any other Degree, Diploma, and Fellowship.

Aakash Pareek MBA-HR III Sem.

ACKNOWLEDEMENT

Words are inadequate to express my gratitude to the DCM Shriram Rayons for giving me an opportunity to undergo the summer training in their company and extend me full cooperation, enabling me to successfully complete this project report. I am thankful to my family and friends who have helped and supported me to take this project a success. I am particularly grateful to Mr. Mani Menon, Officer A- Personnel department (Shriram Rayons) for his cooperation extended to me by providing necessary information and timely help. I am also thankful to Miss Divya Thomas (Officer A), Mr. Imran K. Sherwani (Sr. Office Asstt.) for the valuable suggestions and encouragement in completing this project successfully.

Aakassh Pareek MBA-HR III Sem.

PREFACE

The MBA curriculum is so designed that student get enough practical knowledge of business world which helps them to explore their skills in the corporate world in future.

The MBA training helps the students to understand and gain knowledge about the industry and market environment. It develops skills of analyzing and interpreting problems through application of concepts and techniques of management.

This project helped us analyze the difference between the organizational realities and the theories that have been taught in our academic sessions and also gave us a real experience of the corporate world.

This project also helped us in understanding the working and functioning of the organization in a better way. It also taught us how to take every experience in the right way and learn from each one. Finally the analysis of the report and the recommendation made by us should be practically feasible put to test in real life situation.

EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. The objectives of Human Resource Department are Human Resource Planning, Recruitment & Selection, Risk Management, and Performance Appraisal. Each objective needs special attention and proper planning and implementation.

For every organization it is important to have a right person on a right job. Recruitment and selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection.

With reference to this context, this project is been prepared to put a light on Human Resource Procurement process at DCM Shriram Rayons. This report is fully highlighting how an employee is Recruited, Selected, and Inducted at DCM Shriram Rayons.

CONTENTS

INTRODUCTION Founder of Shriram Group Overview of Industry Locations, Units and their Products Milestones Introduction of Recruitment & Selection COMPANY PROFILE About Shriram Rayons Mission Achievements Customers & Dealers Products Organizational Structure Bankers & Auditors Addresses of Company HUMAN RESOURCE MANAGEMENT STUDY OF RECRUITMENT & SELECTION PROCESS RESEARCH METHODOLOGY CONCLUSIONS LIMITATIONS SUGGESTIONS REFERENCES
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INTRODUCTION
FOUNDER OF SHRIRAM GROUP:-

Lala Shri Ram (1884-1963)

OVERVIEW OF THE INDUSTRY: DCM Shriram Industries ltd represents a rich & versatile entrepreneurial legacy for over 100 years old house of Shriram. The founder, Sir Shriram was a man of great integrity who laid down the stamp of his personality upon a whole tenure of Indian history. Starting with a textile unit, DCM ltd diversified into various areas & development into a leading industrial empire of India under the stewardship of Dr. Bharat ram, Dr. Charat ram & Dr. Bansi dhar on 1st April 1990, the DCM conglomerate into four new companies & thus came into being the DCM Shriram industries ltd. headed by Late. Dr. Bansi dhar. HRD, team work & employees participation are key thrust areas of management. Customer satisfaction is the prime focus of entire enterprise. Industry won many safety awards from ministry of labor, govt of India. An award of excellence in pollution control compliance has been given by Rajasthan state pollution control board. To keep pace with the current stringent air pollution control standards, the company has installed two electrostatic factors have contributed to the organization growth. In industrial relations, the company philosophy is based on the concept that employees are the most important asset in its economic activity & this has, with the passage of time seen the implementation of numerous welfare schemes & built up the feeling that the employees, now numbering 1120 approx. are considered as part of one family the DCM. Build up a team of professional managers 7 competent employees who have been largely responsible for its growth.

LOCATIONS, UNITS & THEIR PRODUCTS:Units Locations Products

Shriram Rayons

Kota (Rajasthan)

Industrial Rayon, Nylon, Chemicals

Daurala Sugar Works

Daurala (U.P)

Sugar, Alcohol, Aromatic Chemicals

Daurala Organics Ltd.

Daurala (U.P)

Drug Intermediates, Fine Chemicals

Daurala F&B (P) Ltd.

Daurala (U.P)

Scotch & Blended, Whiskies, Liquors

DCM Hyundai Ltd.

Polivakkam (Tamil)

Dry Cargo, Sheet Metal

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MILESTONES:1889- Delhi Cloth Mills founded at Delhi 1932-Sugar factory setup at Daurala 1934-Textile mills setup at Lyallpur (Now Faisalabad in Pakistan) 1940-Sugar factory setup at Mawana 1941-Heavy inorganic chemicals plant setup at Delhi 1943-Distillery setup at Daurala 1948-New textile mills setup at Delhi 1958- Spinning mills at Hissar & Silk mills setup at Delhi 1960-PVC, Chlor-alkali & calcium carbide plant setup at Kota 1965-Rayon tyrecord plant setup at Kota 1967-Liquor operations started at Daurala 1969-Urea plant setup at Kota 1970-Aromatic chemicals plant setup at Daurala 1972-Textile mills setup at Dasna, Computers unit setup at Delhi 1977-Precision castings (for automobiles) foundry setup at Ropar 1990-DCM restructured into four different groups (Birth of DCM shriram industries group) 1994-Drug intermediates co. established with works at Daurala (Daurala organics Ltd.), Yarn Dyeing & processing unit established at Alwar 1995-Shipping Containers Company established at Chennai (DCM Hyundai Ltd.) 1997-Joint venture liquor company with works at Daurala (DCM Remy Ltd.) 2004-Commercial production of anhydrous alcohol ( for admixing field) 2005-Daurala organics Ltd., amalgamated with DCM shriram industries Ltd.

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INTRODUCTION OF RECRUITMENT AND SELECTION:RECRUITMENT:


According to Flippo Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. According to Dale Yoder Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment is a linking function joining together those with jobs to fill and those seeking jobs. Recruiting makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. In simple terms, recruitment applies to the process of attracting potential employees to the organization or company. It is a systematic means of finding and inducing available candidates to apply to the company or enterprise for employment. Recruitment is said to be positive it its approach as it seeks to attract as many candidates as possible.

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SELECTION:

According to Dale Yoder Selection is the process in which candidates for employment are divided into two classes those who are to be offered employment and those who are not. Selection means a process by which qualified personnel may be chosen from the applicants offering their services to the organization for employment.

Selection is the process of picking individuals with requisite qualifications and competence to fill job in the organization. A formal definition of selection is that it is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job. Selection is the process of examining the applicants with regard to their suitability for the given job or jobs, and choosing the best from the suitable candidates and rejecting the others. Thus, selection is negative in its application in as much as it seeks to eliminate as many unqualified applicants possible in order to identify the right candidate.

False negative error Success

True positive (High hit)

True negative (Low hit) Failure

False positive error

Failure predicted

Success predicted

Outcomes of the selection decision

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COMPANY PROFILE

ABOUT SHRIRAM RAYONS:-

Shriram rayons is a unit of DCM shriram industries limited established in 1965 with technical know-how from beau nit fiber inc.USA for manufacturing high tenacity rayon tyre yarn, cord, fabrics for industrial applications. Chemicals like carbon disulphide and sodium sulphate were also setup.

It also developed wide markets for its rayon tyre yarn/cord/grey & dipped fabric in Europe, North east & Middle east countries. Accredited by ISO 9002 from reputed RWTUV, Germany. Shriram rayon is the only producer in india having its own dipping treatment facility & fabric weaving plant with latest shuttle less weaving machines.

The quality of Shriram rayons product has been widely accepted in the international market & the company is committed to excellence & growth with active participation of all employees. The companys philosophy is to maintain excellent industrial harmony inside & outside the factory. Shriram rayons is committed for continuous growth in export by quality improvement through their technically qualified & experience manpower. Regular training programmes are conducted for employees development at all levels. Shriram rayons has installed another state-of-the-art dipping machine, which is capable of dipping nylon, polyester tyre fabrics. Shriram rayons is also pioneer in producing dipped nylon chafer in India. Units annual turnover is approximate Rs150 crores having its 90% share of experts.

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MISSION:Our mission is to be a leader in our business by providing world class production & services to meet our customers needs & to ensure a healthy return to the state holders.

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ACHIEVEMENTS:-

We are known for adapting to change. We have transformed the unit from domestic
one to a virtual 100% export oriented unit. Recipients of 8 Export Awards for highest exports of Rayon Tyre Cord Product from the Silk & Rayon Textile Export Promotion Council. Recipients pf 15 Safety Awards for safe and healthy operations from government of India, Ministry of Labour. We have been accredited with ISO 9002/9001/2000 from RWTUV of Germany continuously since 1994.

CUSTOMERS:-

YARN: Goodyear (Luxemburg), Firestone (Spain), L.Italia (Italy), Stomin (Poland), Nile Cordsa (Egypt) Fabric: Firestone (France), Bridgestone (Japan, Italy, Poland), Fabric cordsa (Egypt), Cleber (Germany)

DEALERS:-

Ruchi udyog (Chem), Delhi Hukum chand durga Prasad, Delhi Drug chemicals, Sonipat N.H Dyes & chemicals, Ludhiana Mukrey chemicals, Chandigarh Shankarlal, Bhilwara

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PRODUCTS:Shriram Rayons has the following product range

(Rayon Products)

(Nylon Products)

(Chemicals)

RAYON PRODUCTS: 1220/1 D. Tex Rayon Tyre Yarn 1840/1 D. Tex Rayon Tyre Yarn 1220/2 D. Tex Rayon Tyre Cord 1840/2 D. Tex Rayon Tyre Cord Rayon Tyre Cord Fabric (Grey) 1840/1 D. Tex (1650/1 Denier) Dipped Rayon Chafer Fabric NYLON PRODUCTS: 940/1 D. Tex (840/1 Denier) Dipped Nylon Chafer Fabric 1400/1 D. Tex (1260/1 Denier) Dipped Nylon Chafer Fabric 2/1880 D. Tex Nylon Tyre Cord Fabric (Gery) 2/940 D. Tex Nylon Tyre Cord Fabric (Grey) 2/1400 D. Tex Nylon Tyre Cord Fabric (Grey) CHEMICALS: Anhydrous Sodium Sulphate (Cross Grain Quality) Anhydrous Sodium Sulphate (Normal Quality) Carbon Di Sulphide

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ORGANIZATIONAL STRUCTURE:-

BOARD OF DIRECTORS: Sh. Tilak Dhar Sh. Alok B. Shriram Sh. Madhav B. Shriram Sh. Anil Gujral Sh. P.R Khanna Dr. V.L Dutt Sh. S.B Mathur Sh. S.B Mathur Sh. Ravinder Narain Sh. S.C Kumar IFCI Nominee Chairman and Managing Director Dy. Managing Director Whole-Time Director Director & CEO (Chemicals & Alcohols)

COMPANY SECRETARY: Sh. B.P Khandelwal Sr. Executive Director

PRINCIPAL EXECUTIVES: Sh.D.C Mittal Sh. G. Kumar Sh. K.N Rao Sh. P.V Bakre Sh.N.K Jain President Advisor to CMD Chief Executive Officer (Rayons) Sr. Vice President Chief Financial Officer

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ORGANIZATIONAL CHART (SHRIRAM RAYONS):

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HIERARCHY OF PERSONNEL (SHRIRAM RAYONS):

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EMPLOYEES CATEGORIES:

OFFICERS:

COO Sr. Vice President Vice President Sr. G.M General Manager Dy. G.M Asst. G.M Sr. Manager Manager A Manager B Dy. Manager Asst. Manager A Asst. Manager B Sr. Officer Officer A Officer B

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SUBORDINATE STAFF:

Sr. Supervisor/ Sr. Foreman/ Sr. Office Assistant/ Chemist A/ Sr. Security Inspector/ Supervisor/ Foreman/ Office Assistant/ Stenographer/ Chemist/ Security Inspector/ Sr. Draftsman

Sr. Clerk/ Draftsman/ Stenographer/ Assistant Security Inspector/ Clerk/ Typist/ Draftsman/ Telephone Operator

WORKERS:

Skilled Semi- Skilled Unskilled

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BANKERS AND AUDITORS:-

BANKERS: State Bank of India Punjab National Bank Oriental Bank of Commerce State Bank of Bikaner & Jaipur Punjab & Sind Bank IDBI Bank Limited Karnataka Bank Limited Syndicate Bank State Bank of Hyderabad Ghaziabad Zila Sahkari Bank Ltd. Bijnor Zila Sahkari Bank Ltd.

AUDITORS: A.F Ferguson & Co. New Delhi

ADDRESSES:Registered Office Kanchenjunga Building, 6th Floor, 18 Barakhamba Road, New Delhi- 110001 Phone: 011-23759300 Fax: 011-23350765 Email: dsil@dcmsr.com Web: http://www.dcmsr.com Divisional Office (Shriram Rayons) Akashdeep Building, 5th Floor 26A Barakhamba Road New Delhi- 110001 Phone: 011-2331-2267 Fax: 011-2331-3494,22351916 Email: srdelhi@dcmsr.com Working Unit (Shriram Rayons) Shriram Rayons Shriram Nagar Kota Rajasthan- 324004 Phone: 0744-2480001,02,04 Fax; 0744-2480003,2481519 Email: sriramrayons@dcmsr.com

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HUMAN RESOURCE MANAGEMENT

MEANING OF HUMAN RESOURCE MANAGEMENT:

According to Flippo Human Resource Management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational and social objectives are accomplished. Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It is that part of the management process which is concerned with the management of human resources is an organization.

According to Arthur Lewis There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management.

They are labor management, labor administration, labor management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:


MANAGERIAL FUNCTIONS: Planning Organizing Directing Coordinating Controlling

OPERATIVE FUNCTIONS: Employment Job Analysis Human Resource Planning Recruitment Selection Placement Induction & Orientation Human Resource Development Performance Appraisal Training Management Development Career Planning & Development Internal mobility Transfer Promotion Demotion Organization Development Compensation Job Evaluation Wage & Salary Administration Incentives Bonus Fringe Benefits Social Security Measures Human Relations

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IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:

1. Attract highly qualified and competent people. 2. Ensure thats the selected candidates stays longer with company. 3. Make sure that there is match between cost and benefit. 4. Helps the organization to create more culturally diverse workforce.

Whereas, the poor quality of selection means extra cost on training and supervision. Furthermore, when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales. This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

SCOPE OF HRM AT ORGANIZATIONAL LEVEL:

Scope of HRM is indeed vast. All major activities in the working life of a worker from the time of his/her entry in an organization until he/she leaves come under the purview of HRM.

Specifically the activities included are: Procurement Training and Development Job Analysis and Job Description Remuneration Personnel Records Welfare and Industrial Relations

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PERSONNEL DEPARTMENT AT SHRIRAM RAYONS:

This Department looks after the needs and requirement the present employees. This department includes number of functions which are as follows: Training & Development Process & Policies Appraisal & Increment Induction involves the information to the new employees about the company, job, departments etc Motivational activities & Entertainment Roles & Responsibilities Key Result Area Employee separation includes resignation & dismissal Joining formalities Computerization Helpdesk Employee verification Surveys Project Trainees Counseling & Grievance handling

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STUDY OF RECRUITMENT & SELECTION PROCESS

RECRUITMENT:-

MEANING AND DEFINITIONS OF RECRUITMENT:

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce.

Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.

It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.

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METHODS OF RECRUITMENT: Dunn and Stephens summaries the possible recruiting methods into three categories, namely Direct method Indirect method Third party method

DIRECT METHOD:
The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information from the concerned professors about student with outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD: Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.

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THIRD PARTY METHOD: These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labor exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters, raiders, and pirates by organization which loses their personnel through their efforts.

EVALUATION OF RECRUITMENT METHOD:


The following are the evaluation of the recruitment method

Number of initial enquires received which resulted in completed application forms Number of candidates recruited. Number of candidates retained in the organization after six months. Number of candidates at various stages of the recruitment and selection process, especially those short listed.

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OBJECTIVE OF RECRUITMENT:

To attract with multi dimensional skills and experience that suite the present and future organization strategies. To induct outsider with new perspective to lead the company. To infuse fresh blood at all levels of organization. To develop an organizational culture that attracts competent people to the company. To search or headhunt people whose skill fit the companys values? To seek out non-conventional development grounds of talent To devise methodology for assessing psychological traits. To search for talent globally not just within the company. To design entry pay that competes on quality but not on quantum. To anticipate and find people for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it.

The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest.

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FACTORS AFFECTING RECRUITMENT:


There are two types of factors that affect the Recruitment of candidates for the company. Internal factors: These includes Companys pay package Quality of work life Organizational culture Companys size Companys product Growth rate of the company Role of trade unions Cost of recruitment

External factors: These include Supply and demand factors Employment rate Labor market condition Political, legal and government factors Information system

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FACTORS TO BE UNDERTAKEN WHILE FORMULATING RECRUITMENT POLICIES: The following factors should be undertaken while formulating the policies. Government polices Recruitment sources Recruitment needs Recruitment cost Organizational and personal policies

THEORIES REGARDING RECRUITMENT:

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the prospective employee also has taken the decision whether or not to apply for the given job vacancy. The individual take the decision usually on three different basic: The objective theory The critical contact theory The subjective factor theory

The objectives theory: Views that the process of organizational choice as being one of weighing and evaluating set of measurable characteristic of employment offers, such pay, benefits , location, opportunity for advancement, the nature of job to performed, and education opportunities. The critical contact theory:
Suggests that the typical candidates is unable to make a meaningful differentiation of organizations offers in terms of objective or subjective factors, because of his limited or very short contact with the organization. Choice can be made only when applicant can readily perceive the factors such as the behavior of the recruiters, the nature of the physical facilities, and such as the efficiency in processing paper work association with the application.

The subjective theory: Emphasizes the congruence. Here the choices are made on highly personal and emotional basis.

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RECRUITMENT PROCESS: The actual steps involved in recruitment follow a well defined path:

Application shortlist: In this step, we shortlist the resume received from various sources based on the suitability for the requirement.

Preliminary Assessment: The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only).

Final interview: Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads.

Medical Evaluation: Candidates who are selected are asked to undergo a medical test.

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PROCESS CHART:

Stage First Job Description Define Requirements Job Specifications

Stage Second Attract Potential Employees Job Advertising

Stage Third Select Right Peoples Job Interview

Ability Tests

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EVALUATION OF RECRUITMENT PROCESS:

The following are the evaluation of the recruitment process: Return rate of application sent out. Number of suitable candidates for selection. Retention and performance of the candidate selection. Cost of recruitment Time lapsed data. Comments on image projected.

PHILOSOPHIES OF RECRUITMENT: Basically there are two Philosophies of recruitment. These are as follows:

Realistic Job Preview (RJP):


Realistic Job Previews provides complete job related information to the applicants so that they can make the right decision before taking up the jobs. It includes positive and the negative aspects of the job.

Job Compatibility Questionnaire (JCQ): Job compatibility Questionnaire was developed to determine whether an applicants preference for the work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that, greater the compatibility between an applicants preference for the job and characteristic of the job as perceived by the job seeker, the greater the probability of employee effectiveness and longer the tenure.

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SELECTION:-

MEANING AND DEFINITONS OF SELECTION:

Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire. According to Dale Yoder Selection is the process in which candidates for employment are divided into two classes those who are to be offered employment and those who are not. Selection means a process by which qualified personnel may be chosen from the applicants offering their services to the organization for employment.

PURPOSE OF SELECTION: The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job and the organization best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. The needs of the jobs are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process.

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ORGANIZATION FOR SELECTION:

Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: It is easier for the application because they can send their applications to a single centralized department. It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. It can provide for better selection because hiring is done by specialist trained in staffing techniques. The applicant is better assured of consideration for a greater variety of jobs. Hiring cost is cut because duplication of efforts is reduced. With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

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BARRIERS TO EFFECTIVE SELECTION:

The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:
Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.

Fairness:
During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected.

Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. That is being offered.

ESSENTIAL OF SELECTION PROCEDURE:


Someone should have the authority to select. There must be sufficient number of applicants from whom the required number of employees to be selected. There must be some standards of personnel with which a prospective employee may be compared.

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FACTORS AFFECTING SELECTION DECISION: Includes: Profile matching Organization and social environment Multi correlations Successive hurdles METHODS OF SELECTION: Unscientific method of selection: Physiognomy: Physical features such as shape of face, color, etc. Graphology: Selection is made on the basis of handwriting. Scientific method of selection: Photograph Letter of Application Application Blanks

References & Recommendations: Documentary evidences in favor of satisfactory performance in the past are provided by references and recommendations from the previous employer. Interview: Interview techniques are extensively used for the selection of employees in any and every job. According to Scott & Others An interview is a purposeful exchange of ideas, the answering of questions and communication between two or more persons. In other words, an interview is an attempt to secure maximum amount of information from the candidate concerning his suitability for the job under consideration.

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Types of Interviews: Preliminary Interview: Informal Interview Unstructured Interview Core Interview: Background Information Interview Stress Interview Formal and Structured Interview Panel Interview Group Discussion Interview Job and Probing Interview Depth Interview Decision Making Interview: After the candidates are examined by the experts including the line managers of the organization in the core of the job, the head of the department concerned interviews the candidates once again, mostly through informal discussion. The interviewer examines the interest of the candidate in the job, organization, reaction to the working conditions, career planning, promotional opportunities, work adjustments and allotment etc. The personnel manager also interviews the candidates with a view to find out his/her reaction regarding salary, allowances, benefits, promotions, opportunities etc. SELECTION TESTS: According to Monappa & saiyadain Psychological tests are an objective and standardized measure of a sample of behavior. Features of selection tests: Objective: Refers to validity & reliability of measuring instrument. Validity: Refers to content of measurement. Reliability: Refers to the consistency with which the test yields the same results throughout the series of measurement. Standardization: It refers to the uniformity of procedure in administering & scoring the test.

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Types of selection tests:

Aptitude Tests: Intelligence Test Mechanical Aptitude Test Psychomotor Test Clerical Aptitude Test

Achievement Tests: Job Knowledge Test Work Sampling Test

Situational Tests: Group Discussions In Basket: The candidate in this test is supplied with actual letters, telephone and telegraphic message, reports and requirements by various officers of the organization, adequate information about the job and organization. The candidate is asked to take decisions on various items based on the basket information regarding requirements in the memoranda. Personality Tests: Objective Test Projective Test

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SELECTION PROCESS:

Screening of Applicants

Selection

Interview

Checking by References

Physical Examination

Hiring Decisions

Placement

PERFORMA OF PERSONNEL REQUISITION FORM:


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This form is used by each & every department of the company requesting for manpower in that department.

SHRIRAM RAYONS (PERSONNEL DEPARTMENT) PERSONNEL REQUISITION FORM

1. POSITION: 2. NO. OF VACANCIES: 3. CATEGORY: 4. DEPARTMENT: 5. PRESENT STRENGHT OF DEPARTMENT: 6. QUALIFICATION ESSENTIALS: QUALIFICATION DESIRABLE: 7. PREFERRED AGE GROUP: 8. EXPERIENCE

NO. OF YEARS

AREAS

9. JOB DESCRIPTION/DETAILS

JUSTIFICATION:

DATE:

DEPARTMENT HEAD

DIVISIONAL HEAD

PERSONNEL DEPTT.

RECOMMENDATIONS/COMMENTS

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SANCTION

SR. GM

DATE

COO

APPLICATION BLANK FORM USED FOR SCREENING OF CANDIDATES BY SHRIRAM RAYONS:

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SHRIRAM RAYONS (A unit of DCM Shriram industries Ltd.) PERSONAL DATA FORM (To be filled in by candidate in own handwriting)

1) Post Applied For:


PHOTO

2) Personal Particulars:

Name:

Mailing Address

Permanent Address

Tel No (Residence)

Tel No (Office)

3) Date of Birth

Age

4) Place of Birth

Place of Origin

5) Marital Status

Religion

6) Father/ Husbands Name


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Occupation

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7) Childrens

Children Sons Daughters

Numbers

Age

Occupation

8) Extra-Curricular Activities

9) Hobbies

10) Languages Known

Language

Speak

Read

Write

11) Dependents (Excluding Wife and Childrens)

Relationship

Age

Reason of Dependent

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12) Earning Members in the Family

Relationship

Age

Address where Employed

Approx Monthly Income

13) Source/Amount of any other Income

14) Give Particulars of Material Indebtedness

15) Member of any Religious, Social, Political Organization

Profession

Society

Honors

Thesis

16) Have you been involved in any Court proceedings?

If yes give Details

17) Physical Disability or Serious illness if any

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18) Educational Details (High school onward)

Name & Address of School/College

Board/University

Year of Entering/Leaving

Degree/Subject Exam

Percentage %

19) Employment Details (Beginning with present)

Employer name & address

Position Held

Employed

Salary Year

Reason for Leaving

From To

Year Joining Leaving

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Scope & Responsibilities under each Employer

Reporting to (Name/Designation)

Please add additional sheet if necessary 20) Present Salary Details

Name of Organization

Present Designation

Particulars Basic Remuneration Salary DA Personal pay Special Allow. Residence Co. Houses HRA Water/Electric charges House maintenance expenses Telephone Furniture Desert cooler Geyser Refrigerator TV/VCR AC Soft Furnishing Conveyance Co. Car fully maintained Conveyance Allow Driver Others Children Edu
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Amount Rs (PM)

Remarks

Club Expenses Home Entertainment Newspaper expenses Leave Travel expenses Medical subsidy Bonus Any other Retirement Benefits Contributory PF Pension Gratuity Total (PM) Total (PA)

21) References

Name

Designation Unit

Particulars Deptt

Relationship

22) Give Two references of people not related to you

Name

Occupation

Address & Name

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23) Other Particulars

How many days notice would you require to join?

Have you been interviewed by us before?

Date

Post

Expected Salary (Rs/PM)

DECLARATION

I shall, if when required, take up casual/Temporary/Permanent duty in the discharge of company assignments anywhere in India or abroad.

I certify that the foregoing information is correct & complete to the best of my knowledge & belief & nothing has been concealed. I am not aware of any circumstances which might impair my fitness for employment. If at any time, I am found to have concealed any material informations or given any false details, my appointment shall be liable to summary termination without notice or compensation.

Date

Place

Sign of Candidate

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FOR OFFICE USE ONLY Preliminary Interview Notes Interview Board

Date

Sign

Final Interview Notes

Interview Board

Date

Sign

DECISION

Date ACTION TAKEN

Date

Personnel Department

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REASERCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at DCM Shriram Rayons to find out the Recruitment and selection process.

DATA COLLECTION:-

PRIMARY DATA: Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study. SECONDARY DATA: Data was collected from books, magazines, web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

SAMPLING DESIGN:Random Sampling Simple Random Sampling Stratified Random Sampling Systematic Random Sampling Multi-Stage Sampling Non-Random Sampling Judegment Non-Random Sampling Quota Non-Random Sampling Convenience Non-Random Sampling

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CONCLUSIONS

This presents the summary of the study and survey done in relation to the Recruitment and Selection in DCM Shriram rayons. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The recruitment process at DCM Shriram rayons to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values.

Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

Once again I express my sincere thanks to Mr. Mani Menon for their valuable guidance. I also extend my thanks to Miss Divya Thomas, Imran K. Sherwani who helped me during my project as they gave me their precious time to solve my problems regarding project study and gave their valuable suggestions for the fulfillment of my report.

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LIMITATIONS

Though I had a very cordial relation with people at DCM Shriram Rayons, but there were certain constraints that came my way during the training period. The major hurdles that I came across were:

The organization was very big, so I could not cover every part of it. A major constraint was the time duration as it was just 30 days; therefore I was not able to do a depth study of the Topic.

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SUGGESTIONS

Manpower requirement for each department in the company is identified well in advance. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. Time management is very essential and it should not be ignored at any level of the process. The recruitment and selection through placement agencies as the last resort and is utilized only when need. The recruitment and selection procedure should not to lengthy and time consuming. The candidates called for interview should be allotted timings and it should not overlap with each other.

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REFERENCES

Books References Human Resource Management, Dr PG Aquinas (Professor & Dean, St. Aloysius college, Mangalore) CB Gupta (2005)

Personnel References from DCM Shriram Rayons, Kota Mr. Arun Pareek (Data Center, Manager B) Mr. Mani Menon (Officer A) Miss Divya Thomas (Officer A) Mr. Imran K. Sherwani (Sr. Office Asstt.)

Web References http://www.dcmsr.com http://www.google.co.in

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