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PROJECT REPORT

ON

RECRUITMENT AND SELECTION POLICY

IN
NAHAR INDUSTRIAL ENTERPRISES LTD.
Submitted in the partial fulfillment of the requirement for the award of degree of

BACHELOR OF BUSINESS ADMINISTRATION


Session 2011-14
Submitted to:
Mrs. Shweta Sharma H.O.D (U.B.S)

Submitted by:
MD. FARMAN Roll. No:1107131 BBA 5th Sem.

Universal Institute Of Engineering and Technology PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

CONTENTS
ACKNOWLEDGEMENT PREFACE DECLARATION LIST OF TABLES LIST OF GRAPHS

CHAPTER NO.
1.

CHAPTER NAME
INTRODUCTION

PAGE NO.
1-24
1-15 16-24

INTRODUCTION OF TOPIC INTRODUCTION OF COMPANY

2. 3.

REVIEW OF LITERATURE RESEARCH METHODOLOGY


3.1 3.2 3.3 3.4 3.5 RESEARCH DESIGN OBJECTIVES OF THE STUDY SCOPE OF THE STUDY DATA COLLECTION LIMITATIONS

25-28 29- 34

4.

ANALYSIS & INTERPRETATIONS CONCLUSION & RECOMMENDATIONS

35-39

5.

50-53

BIBLIOGRAPHY ANNEXURE

ACKNOWLEDGEMENT

I owe a great many thanks to a great many people who helped and supported me in my project report. My deepest thanks to Lecturer, Shweta sharma the Guide of the research report for guiding and correcting various documents of mine with attention and care. He has taken pain to go through the report and make necessary correction as and when needed. . Also, I am thankful to Mrs. Shweta Sharma (H.O.D, UBS) for being the inspiration and providing us with all the resource required for the research report. My heart says a bundle of thanks to Mr. Harinder Singh for her unflagging effort to be a good helper in my research report.

PREFACE
Research Project is the bridge for a student that takes him from his theoretical knowledge world to practical industry world. The main purpose of it is to expose for industrial and business environment, which cannot be possible in the classroom. The advantages of this sort of integration, which promotes guided to corporate culture, functional, social and norms along with formal teaching are numerous. 1) To bridge the gap between theory and practical. 2) To install the feeling of belongingness and acceptance. 3) To help the student to develop the better understanding of the concept and questions already raised or to be raised subsequently during their research period. The research is definitely going to play an important role in developing an aptitude for hard self-confidence.

DECLARATION
I MD. FARMAN Roll no1107131 do hereby declare that Research Report

Submitted to Punjab Technical University, in partial fulfilment of B.B.A on Recruitment & Selection Policy Is the result of my own work. I have not submitted this training report to any other university for the award of degree.

DATE.. PLACE..

Signature of Student MD. FARMAN Roll. No-1107131 BBA 5th SEM

LIST OF TABLES
Table. No:
4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14

Table Name
Quality companies recruitment System
Sources of Recruitment

Page No: 48 49 50 51 52 53 54 55 56 57 58 59 60 61

Internal Recruitment Source


Ranking Of Qualities of Candidates

Stages Followed In Selection Procedure


Scrutinization of applications before interview

Qualification be considered while selection? Conduction of Selection Tests Consideration Of External Sources like Consultants Consideration Of External Sources like Consultants Advertisements are the best method of Recruitment Employee Referrals provide a large pool of Potential Organizational Members Communication Skills play a major role in Selection Right Person is Placed At the Right Job

LIST OF GRAPHS
Graph. No:
4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14

Graph Name
Quality companies recruitment System
Sources of Recruitment

Page No: 48 49 50 51 52 53 54 55 56 57 58 59 60 61

Internal Recruitment Source


Ranking Of Qualities of Candidates

Stages Followed In Selection Procedure


Scrutinization of applications before interview

Qualification be considered while selection?

Conduction of Selection Tests Consideration Of External Sources like Consultants Consideration Of External Sources like Consultants Advertisements are the best method of Recruitment Employee Referrals provide a large pool of Potential Organizational Members Communication Skills play a major role in Selection Right Person is Placed At the Right Job

CHAPTER-1
INTRODUCTION

INTRODUCTION
RECRUITMENT:Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus graduate recruitment programs, etc. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeric and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence.

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

A GOOD RECRUITMENT POLICY MUST CONTAIN THESE ELEMENTS:

(A)

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

(B)

Identification of the recruitment needs to take decisions regarding the balance of the qualitative' dimensions' of the would be recruits i.e. the recruiter should prepare profile for each category of worker accordingly work out the man specification decide the section, department upper braches where they should be placed and identify the particular responsibilities which may be immediately assigned to them.

(C)

Preferred sources of recruitment, which would be tapped by the

organization e.g. for skilled or semi skilled annual workers internal sources and employment exchanged may be preferred for highly specialized categories and managerial personal, other sources besides the former, may be utilized. THERE ARE SEVERAL PRE-REQUISITES OF A GOOD

RECRUITMENT POLICY:

1) Abide by the relevant public policy legislation on hiring and employment relationship. 2) Provide employees with job security and continuous employment. 3) Integrate organizational needs and employee needs. 4) Provide each employee with freedom and opportunity to utilized and developed knowledge and skilled to the maximum possible extent. 5) Treat all employees fairly and equitably in all employment relationship. 6) Provide suitable jobs and protection to handicapped, woman and minority groups. 7) Encourage responsible trade union. 8) Be flexible enough to meet the changing needs of the organization.

SOURCES OF RECRUITMENT
Normally an organization can fill up its vacancies either there RECRUITMENT

Internal Sources 1. Transfers 2. Promotions 3. Agencies 4. Campus Recruitment 5. Labor Contractor 6. Similar Organization 7. Deputation

External Sources 1. Advertisement 2. Employment

RECRUITMENT MAY BE CLASSIFIED IN TWO BROAD CATEGORIES. Internal sources External sources
INTERNAL SOURCES:

1) Transfer- whenever any vacancies occur somebody from within the organization is promoted transferred promoted or some time demoted.

2) Campus Recruitment: Many organizations conduct preliminary search of prospective employees by conductive interviews at the campuses of various institute, universities and colleges. IIMs, IITs, engineering colleges. It is and universities are good sources

for recruiting well-qualified executives, engineers, medical staff, chemist, pharmacist etc.

3) Employee recommendations: The idea behind employee recommendation as a source of potential applicants is that the present employees may have a specific knowledge of the individuals who may be their friends, relatives. If the present employees are reasonably satisfied with their jobs, they communicate these feelings give preference to local people (sons of the sole) in recruitments, particularly at lower and middle levels jobs.

4). Labor Contractors: Manual workers can be recruited through a contractor who maintains close links with source of such workers. This source is often used to recruit labor for construction jobs. The disadvantage of this source is that when the contractor leaves the organization people employed through him also go.
5). Gate Recruitment:

Gate recruiting is quite useful and convenient method at the initial stage of the organization. When large number of such people may be required by the organization. In some industries like jute the large number of workers works as "baddi" or "substitute" workers. A notice on the notice board of the company specifying the details of the job vacancies can be put. It is very economical.

6). Similar Organizations: Experienced employees can be recruited by offering better benefits to the people working in similar organization. Newly established organizations of well-known

houses often lure experienced executives and technical experts from the public sectors. 7). Deputation: Many organizations take people on deputation from other organization/department of the same corporate. Such people are given choice either to return to their original organization after a certain time or to opt for the present organization.

Advantages of internal sources: It improves the moral of employees. Provide greater motivation for good performance. It is a less costly source than going outside to recruit. Greater promotion opportunities for the present employees. Labor turns over reduced.

Disadvantages of internal sources:


Chances of favoritism. It discourages the flow of new blood in to the organization. As promotion is based on seniority the danger is that really capable hands may not be chosen.
EXTERNAL SOURCES:

While vacancies through internal source can be filled up either though promotion or transfer, recruiter tends to focus their attention on external source. Normally following external source is utilized for different position.

1. Advertisement: Advertisement is the most effective means to search potential employees from outside the organization. Employment in journals, newspaper, bulletins etc is quite common is our country. It has a very wide reach. One advertisement in a leading daily can cover millions of persons throughout the country. Cost per person is very low it is used for clerical, technical and managerial jobs 2. Employment Agencies: In our country two types of employment agencies are operating. Public employment agencies and private employment agencies. Public employment agencies: there are employment exchanges run by the government, almost in all districts. Normally such exchanges provide candidates for lower position like clerk and junior supervisor etc. Private employment agencies: there are many consultancies and employment agencies like ABC consultant, A.F. Ferguson and company, personal and productivity services, S.B. Billimoria and company etc. which provide employment services particularly for selecting higher level and middle level executives.

Advantages of External Sources:


It helps to bring new blood and new ideas into the organization. Expertise and experience from other organization can be brought. It doesn't change the present organizational hierarchy that much. As recruitment is done from a wider market, best selection can be made.

Disadvantages of External Sources:


This source is more costly and time consuming. The orientation and training of new employees is necessary. If higher level of jobs is filled from external sources, motivation and loyalty of existing staff are affected.

METHODS OF RECRUITMENT
DIRECT METHOD: In this method organization sends traveling recruiters to educational and professional institution. One of the most widely used methods is that of sending of recruiters to college and technical schools. Sometimes some organization opens their placement offices in the college and schools. The placement office usually provides help in attracting student arranging interviews and providing in MBA or this manner. Sometimes firms directly solicit information from the concerned proffers about student with an outstanding record. Other direct method includes sending recruiter to seminars and conventions and using mobile officers to go to desired centers. INDIRECT METHOD: This invoices mostly advertising in newspapers, on the Radio, in trade and professional journals, Technical magazines and brochures. It is very useful for blue collar and hourly workers as well as scientific professionals and technical employees. Whenever necessary a blind advertisement can be given in which only box no. is given, without identifying the company.

THIRD PARTY METHOD:

Various agencies can be used to recruit, personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade union, and labor contractors are the main agencies.

SELECTION
Selection is the process of choosing the most suitable persons out of all the application. In this process relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be fined. Selection is a process of matching the qualifications of applicants with the job requirements. It is a process of weeding out unsuitable candidates and finally identifies the most suitable candidate. Selection strategies play an extremely important role in new organizations and in those that they are fast expanding. Through proper selection it is a possible to desirable culture and desirable norms. Proper selection is in managerial hand by which they can increase efficiency and productivity of the enterprise. For the succession of the selection process one should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the work force. There must be some standard or personnel with which a prospective employee may be compared. A sufficient number of applicants are also necessary.

ESSENTIALS OF THE SELECTION PROCEDURE:


The nature of the selection weather faulty or staff. Faulty selection leads to wastage of time and money and spoils the environment and the image of company. The policy of the company and the attitude of the management. As a practice some companies usually hire more than the actual number needed with a view to removing the unfit persons from the jobs. The length of the probationary period. The longer the period, the greater the uncertainty in the minds of the selected candidate about his/her future.

SELECTION PROCEDURE
The selection procedure is concerned with recruiting prevalent information about an application. The objective of it is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform that in job. According to Yoder - "the living process is a one or many 'go no-go' gauge. Candidates are screened by the application) of their tools. Qualified applicants go on to the next hurdle. While the unqualified are eliminated."

STEPS IN SELECTION PROCESS:1. Preliminary Interview:

A special interviewer or a high caliber receptionist in the employment office usually conducts the initial screening. This interview is essentially a sorting process in which prospective applicant are given the necessary information about the nature of the in the organization. Necessary information is also elicited from the candidates about their education, skills, experience, salary expected etc.

2.

Application Blank:

An application blank is a traditional, widely accepted device for getting information from a prospective applicant. The application form should provide all the information relevant to selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence of discrimination. Generally' an application form contains the following information. a. Identifying information: Name, Address, Telephone no. b. Personal information: Name, Age, Sex, Marital Status, and Dependents. c. Physical Characteristics: Height, Weight, and Eyesight. d. Education: Academic education, Professional Degree, work experience, references etc.

3. Selection Test: Many organization hold different kinds of selection tests to know more about the candidates. A test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are useful when the number of applicant is large. In India the use of psychological and other tests is gaining popularity

4.

Employment interview:

It is face-to-face interaction between two persons for a particular purpose. Selection test is normally followed by personal interview of the candidate. It consists of interaction between interviewer and applicant. It helps in obtaining information about the background, 'education training, work history and interest of the candidate and giving Information to him about the company and policies. As well as it is also helpful to establishing friendly relationship between the employer and the candidate. It can be different types like information, formal, structured, unstructured, depth, group and stress interview

5.

Medical Examination:

It is carried out to ascertain the physical standards and fitness of prospective employee. Either company's physician or a medical officer approved for the purpose. It determines candidate's physical fitness for the job. It prevents the employment of people suffering from contingencies disease. It provides a record of the employee's health at the time of selection. This record wills .help in setting company's liability under the workmen compensation act for claim for an injury.

6.

Reference checks:

Many organizations ask the candidates to provide the names of two or three persons who know him well. The organization contacts them by mail or telephone. In this way organization can get more information about the candidate like character, working etc.

7.

Final Approval:

On the basis of the above steps the selection committee or personal department recommends suitable candidates for selection. The candidate short-listed by the department is finally approved by the executives of the concerned departments. Employment is offered in the form of an appointment letter, mentioning the post, the rank, the salary grade, and the date by which the candidate should join and other terms and conditions in brief.

8.

Placement:

After all the formalities are completed the candidate are placed on their jobs, initially on probation basis. The probation period may range from 3 months to 2 years. During this period they are observed keenly and when they complete this period successfully they become the permanent employment of the organization

RECEPTION OF APPLICATIONS

PRELIMINARY INTERVIEW

PHYSICALLY UNFIT PERSONALLY OBJECTIONABLE OR UNFACOURABLE GENERAL IMPRESSION

APPLICATION BLANK

EMPLOYMENT TESTS

INTERVIEW

REFERENCE CHECK (BACKGROUND INVESTIGATION)

WAITING LIST OF DESIRABLE APPLICANTS

UNFAVORABLE SECOND IMPRESSION

FINAL SELECTION BY INTERVIEWERS


Fig.1. Steps in selection procedure

UNFAVORABLE PERSONNEL DATA

UNFAVORABLE TEST SCORE

UNFAVORABLE PREVIOUS History

PHYSICAL EXAMINATION

NEGATIVE DECISION

PHYSICALLY UNFIT

PLACEMENT

SELECTION PROCEDURE
EXISTING PROCEDURE Torrent Pharma ltd is a huge company; around 1900employees are working in this company. The company has a well established recruitment and selection policy. The policy asserts the objectives of the recruitment and provides a framework of implementation of their recruitment program in the form of procedures. This policy involves filling vacancies with the best qualified individuals. There is no special occasion or time for recruitment in Torrent Pharma ltd. They are recruiting continuously, it means, every day is a recruitment day for them. Whenever the company identifies recruitment needs, the recruiters prepare profile for each category of workers and accordingly work out the main specification, decide the sections and department where they should be placed and identify the particular job responsibility which may be assigned to them. The company follows various sources of recruitment. These are:-

Selection Test:
Many organization hold different kinds of selection tests to know more about the candidates. A test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are useful when the number of applicant is large. In India the use of psychological and other tests is gaining popularity Campus recruitment For this the company goes to the various colleges across the country and they recruit fresh candidates from there.

Media
The company also recruits through media. For this the company

uses sources like newspapers, magazines etc. They prefer this media basically when large volume of people is required. Web- based recruitment The company also gives recruitment notice in the web and they recruit through the web. Employee reference The company also recruits from friends and relatives of present employees. Consultancy Whenever necessary the company takes the help of the consultancy for recruiting candidates. This is also an important source for them.

RECRUITMENT IN NAHAR INDUSTRIAL ENTERPRISES LTD.. Recruitment is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted in order to acquire new skills and promote organizational growth. Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The next step is careful examination of the job and enumeration of skills,1 abilities and experience needed to perform the job successfully. Other steps follow: Creating an applicant pool using internal or external methods Evaluate candidates via selection And finally make an offer Scope: To define the process and flow of activities while recruiting, selecting and appointing personnel on the permanent rolls of an organization. Authorization: S.No. 1 2 Authorized Signatory Head- Human resource Managing director

RECRUITMENT PLANNING
RECRUITMENT PLANNING ON THE BASIS OF BUDGET A. The manpower planning process for the year would commence with the companys budgeting activity. Departments to the board of Directors as part of the annual business plan after detailed discussion with the head of human Resource Function along with detailed notes in support of the projected numbers assumptions regarding the direct and indirect salary costs for each position. B. A copy of the duly approved manpower plan would be forwarded by the HR department for their further actions during the course of the year. The annual budget would specify the manpower requirement of the entire organization, at different levels, in various functions/departments, at different geographical locations and the timing of the individual. Replacement of the existing employees. C. The Regional HRs would undertake the planning activity and necessary preparations in advance of the anticipated requirements, as monthly and quarterly activities on the basis of the approved budget, estimated separations and replacements therefore. D. The vacancies sought to be filled or being filled shall always be within the approved annual manpower budget and no recruitment process shall be initiated without the formal concurrence of the Head of the Regional HR under any circumstance.

CHAPTER-2
REVIEW OF LITERATURE

1. Rao (JUL,1992)

in his journal, The concept of recruitment has

proposed, In a survey conducted by Rao on HRD practices in 34 private sector & 11 public sector companies it was found that perceptions were not that significant among executives. The study indicated that a large number of organizations appear to use recruitment and Selection both for regularly as well as for development purposes. There was difference between the stated objectives & the objectives in practice. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company. In the present paper will concentrate on the international

Recruitment. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries, it related to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the international Recruitment. Rao felt an urgent need to pay attention to assessing potential of executives which was given less potential. 2. Irene Hau- Siu Chow (Jan, 1995) in his journal, The Chinese University of Hong Kong has proposed this paper examines recruitment and Selection as viewed by a sample of 164 Chinese from Hong Kong and the People's Republic of China (PRC). There was a higher tendency for the PRC Chinese to prefer a group orientation to recruitment and Selection. The PRC sample also expressed a much greater willingness to consider non-performance-related factors and a stronger preference for open, honest, and direct relations between supervisors and subordinates. In terms of performance attributions, there was no difference in the degree to which the two groups noted internal attributions of behavior, but the PRC group espoused external attributions of performance. The Hong Kong group

expressed less trust and confidence in subordinates' ability to accomplish task and more likely to indicate that supervisors should know the precise answer to workrelated questions. The Hong Kong group also preferred less frequent recruitment and Selection.

3. Kin Fai Ellick Wong, Jessica Y.Y. Kwong (JAN, 2007)

in his

journal, Effectiveness of recruitment and Selection has proposed, this study revealed that the rater goals effect the rating patterns. This is found by experimental field study in this paper. Research shows that these are rating errors and these may due to either people are not able to make perfect evaluation or the evaluation tools are not designed good enough. Apart from this, managers may intentionally create these errors in order to achieve different goals. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company. It related to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the international Recruitment. Approaches in global companies. 4. Maral Muratbekova-Touron (JAN,2008) in his journal, recruitment and Selection has proposed, Recruitment is one of the main functions on Human Resource Management, refer to International Human Resource Management perspective, staffing will be more important on the managing by the headquartered company to their subsidiaries in order to gain more competitive advantage for them. As a company want to achieve the mind of globalization, they must choose a suitable Recruitment approach in order to doing business successfully not only in

the domestic also in the international environment. Maral Muratbekova-Touron (JAN,2008) stated that One of the main issues facing the development of the global companies has always been to find the right balance between the local autonomy between subsidiaries and the control of the corporate headquarters., it related to how the company recruit and select their staffs in their subsidiaries . In the present paper will concentrate on the international Recruitment. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company.

5. Arvind Sudarsan (MAR,2009) in his journal, Impact of recruitment and


Selection has proposed, In this article, findings of a study on performance Recruitment is one of the main functions on Human Resource Management

criteria used by organizations in India is shown. A survey type methodology was used in this article to obtain the appraisal forms used by different organizations. The sample covered a wide range of organizations classified on different basis Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company.

CHAPTER 3
RESEARCH METHODOLOGY

RESEARCH DESIGN
One of the scientific principles of modern management is planning, and if someone wants to conduct a research project effectively and efficiently, then he has to plan the whole research process. This research plan is the jargon of the researcher, is called a research design. The word design means to prepare a preliminary sketch or to plan for work to be executed, and research design would mean to prepare a plan to execute a research report. I have done my research project mainly used exploratory research studies.

Exploratory research studies: - Means are also termed as formulative


research studies. The main purpose of such studies is that of formulating a problem for more precise investigation or of developing the working hypotheses from an operational point of view. The major emphasis in such studies is on discovery of ideas and insights. As such the research design appropriate for such studies must be flexible enough to provide opportunity for considering different aspects of the problem under study.

SAMPLING DESIGN
SAMPLING UNIT: The research work is in Lalru, and sample would include the employees of NAHAR INDUSTRIAL ENTERPRISES LTD. This may include the recruiter, trainers and the candidates that are interviewed at NAHAR INDUSTRIAL ENTERPRISES LTD.
SAMPLING SIZE:

Since it would not be possible to study whole of the

universe, i.e. the people who are using these products, in this research project so I will be taking the sample size of 80 individuals which would be representing the entire universe or population.
SAMPLING TECHNIQUE: The sampling method is convenience i.e. non-

probability techniques of sampling and anybody who uses these products respective places.

OBJECTIVES OF THE STUDY

To know the process of recruitment in NAHAR INDUSTRIAL ENTERPRISES LTD. To know the effective method of recruitment and selection in this company. To know the sources used for recruiting at various levels and various jobs. The study aims at understanding various issues involved in managerial recruitment process.

SCOPE OF THE STUDY


A detailed study was conducted in NAHAR INDUSTRIAL ENTERPRISES LTD. LALRU. And first hand data collected from a group consisting of over 80 Respondents. Care was taken to include the categories of consumer & retailers. The scope of this study lies in one organizations: NAHAR INDUSTRIAL ENTERPRISES LTD. So this study is applicable in these one organizations for measuring. The study is conducted in the city Lalru For the sake of convenience and accuracy the study has been conducted at one organizations i.e. NAHAR INDUSTRIAL ENTERPRISES LTD. In city Lalru.

DATA COLLECTION
Both the primary and secondary will be the sources of data collection but in this study the data was collected mainly through primary sources. In primary sources and Secondary sources we include:

COLLECTION OF DATA

Primary Source

Secondary Source

Interview (i) (ii)

Questionnaire

Companys journal

Books

Primary Data: I had used Questionnaire and survey as primary data. Secondary Data: I also collected data from internet, magazines, Newspaper as
secondary sources.

BOOKS
ASWATHAPPA. K, HUMAN RESOURCE AND PERSONNEL

MANAGEMENT, TATA MCGRAW-HILL PUBLISHERS.

NEWSPAPER: EMPLOYMENT NEWS


INTERNET PORTALS: www.researchscholar.com, www.wikipedia.com www.chinarsuiting.com

LIMITATIONS
Although serious efforts were made to collect the authentic and maximum information from respondents. Few of the limitations are enlisted as under: First of all, the scope of sample size was confined to recruitment department only, which would have otherwise made study and observations more effective.

Secondly, all the results and conclusions are drawn on the basis of whatever
information has been provided by managers and other employees working in NAHAR INDUSTRIAL ENTERPRISES LTD. LALRU, so there are chances of personal biasness as well.

Thirdly, the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic is wide enough. The researcher had to visit a number of times to all the managers and other working staff for collecting the information. the managers were not able to give all the data at one particular time

CHAPTER-4
ANALYSIS & INTERPRETATIONS

ANALYSIS AND INTERPRETATIONS


Q.1 what is the quality company recruitment System? Cumulative Percentage 76 Quick Response requirement Quality People Proper coordination Total 32 32 80 40 40 100 60 100 16 20

Frequency

Percentage

TABLE 4.1:- Quality company recruitment System

Quality of textile companies Recruitment System


40% 20%

Quick Response for requirement Bringing in Quality People

40%

Proper cordination with other departments

GRAPH 4.1:- Quality company recruitment System

INTERPRETATION: In graph 4.1, the first question asked from the respondents

was whether that the quality of companies recruitment system. Out of total respondent 80 the 20% agree for quick response & 40%agree for bringing in quality & again 40%agree for coordination with other department.

Q.2 What Recruitment Sources are used?

Frequency Advertisement Employee Referral Consultants Portal All of these Total 16 3 16 7 38 80

Percentage 20 4 20 8 48 100

Cumulative Percentage 20 24 44 52 100

TABLE 4.2:- Recruitment Sources

Sources of Recruitment
Advertisement Employee Referral Consultant Portals All of these

20% 48% 20% 8% 4%

GRAPH 4.2: Sources of Recruitment INTERPRETATION: In graph 4.2, the second question asked from the respondents

was whether that the source of recruitment .The total number of sample size is 80 in which 20% agree for advertisement &4%agree for employee reversal, 20% for consultant, 8% for portal & last 40 % agree for all these.

Q.3 Does textile company adopt Internal Recruitment Source i.e. Transfer & Promotion?
Frequency Percentage Cumulative Percentage Agree Disagree Total 64 16 80 80 20 100 80 100

TABLE 4.3:- Internal Recruitment Source

Existence of Internal Recruitment Source


Agree Disagree

20%

80%

GRAPH 4.3:- Internal Recruitment Source INTERPRETATION: In graph 4.3, the third question asked from the respondents

was whether that the internal recruitment sources .The total number of sample size is 80 in which 80% agree and 20%disagree in the internal sources of the recruitment.

Q.4 Rank the Qualities in the order of your preference on the basis of which you select candidate. Qualification Experience Skills Personality Depend on Job Variety
Ranking Of Qualities of Candidates

6 5 5 4 4 Ranks 3 3
Personality

2 2 1 1 0 Qualities
Experience Qualification Skill Depand on Job

GRAPH 4.4: Ranking Of Qualities of Candidates INTERPRETATION: In graph 4.4, the fourth question asked from the respondents

was whether that the Ranking of qualities of candidates are based on job description. The graph show the depends on job is ranking of qualities of candidates.

Q.5 Rank the Qualities in the order of your preference on the basis of which you select candidate.
Frequency Percentage Cumulative Percent Two Three Four Total 48 24 8 80 60 28 12 100 60 88 100

TABLE 4.5:- Stages Followed In Selection Procedure

Stages Followed In Selection Procedure


Two Three Four

12%

28% 60%

GRAPH 4.5: Stages Followed In Selection Procedure INTERPRETATION: In graph 4.5, the fifth question asked from the respondents

was whether that the Stages Followed In Selection Procedure. The sample of frequency size is 80 in which 60% agree for the 2satages & 28% agree for the third stage and left 12% agree for the four stages.

Q.6

Should there be scrutinization of applications before interview?


Frequency Percent Cumulative Percent Agree Disagree Total 70 10 80 84 16 100 84 100

TABLE 4.6:- Scrutinization of applications before interview

Scrutinization Of Applications Before Interview Agree Diagree


16%

84%

GRAPH 4.6: Scrutinization of applications before interview INTERPRETATION: In graph 4.6, the sixth question asked from the respondents

was whether that the: Scrutinization of applications before interview. The total number of frequency size is 80 in which 84% agree for the scrutinization of application before interview & 16% are disagrees for this.

Q.7 Should qualification be considered while selection?


Frequency Percentage Cumulative Percentage Agree Disagree Total 3 77 80 4 96 100 4 100

TABLE 4.7:- Qualification is considered while selection?

Qualification Consideration While Selection


Agree 4% Disagree

96%

GRAPH 4.7: Qualification is considered while selection?

INTERPRETATION: In graph 4.7, the seventh question asked from the

respondents was whether that the Qualification be considered while selection. The sample size is 80 in which 96% agree for the qualification consideration while selection and 4% disagree for this.

Q.8 Should the tests like personality, intelligence etc be conducted while selection?
Frequency Percentage Cumulative Percentage Agree Disagree Total 73 7 80 92 8 100 92 100

TABLE 4.8:- Should the tests like personality, intelligence etc is conducted while selection?

Conduction of Selection Tests


Agree Disagree

8%

92%

GRAPH 4.8: Conduction of Selection Tests INTERPRETATION: In graph 4.8, the eight question asked from the respondents

was whether that the Conduction of Selection Tests.The sample size is 80 in which 92% agree for the conduction of selection test & 8%disagree for this.

Q.9 Should the external sources of recruitment like consultants, references be considered while recruitment and selection?
Frequency Percentage Cumulative Percentage Agree Disagree Total 47 33 80 56 44 100 56 100

TABLE 4.9:- Consideration of External Sources like Consultants

Consideration Of External Sources like Consultants


Agree Disagree

44% 56%

GRAPH 4.9: Consideration Of External Sources like Consultants INTERPRETATION: In graph 4.9, the ninth question asked from the respondents

was whether that the Consideration Of External Sources like Consultants The total sample size is 80 in which 56% agree for the consideration of external sources like consultants. & left 44% are disagreeing.

Q.10 Do you think Promotions and Transfers among the present employees can be a good source of recruitment?
Frequency Percentage Cumulative Percentage Agree Disagree Total 48 32 80 60 40 100 60 100

TABLE 4.10:- Promotions and Transfers can be a good Source Of Recruitment

Promotions and Transfers can be a good Source Of Recruiment


Agree Disagree

40% 60%

GRAPH 4.10: Promotions and Transfers can be a good Source of Recruitment INTERPRETATION: In graph 4.10, the tenth question asked from the respondents

was whether that the Promotions and Transfers can be a good Source of Recruitment. The total sample size is 80 in which 60% agree for the promotion & transfer can be good source of recruitment & left 40% are disagree.

Q.11 Are advertisements the best method of recruiting persons for higher and experienced jobs?
Frequency Percentage Cumulative Percentage Agree Disagree Total 77 3 80 96 4 100 96 100

TABLE 4.11:- Advertisements are the best method of Recruitment

Advertisements are the best method of Recruitment


Agree 4% Disagree

96%

GRAPH 4.11: Advertisements are the best method of Recruitment INTERPRETATION: In graph 4.11, the eleventh question asked from the

respondents was whether that the Advertisements are the best method of Recruitment. The sample size is 280 in which 96% agree for the advertisement are the best method of recruitment & left 45 are disagree for this.

Q.12 Can employee referrals provide quite a large pool of potential

organizational members?
Frequency Percentage Cumulative Percentage Agree Disagree Total 24 56 80 28 72 100 28 100

TABLE 4.12:- Employee Referrals provide a large pool of Potential Organizational Members

Employee Referrals provide a large pool of Potential Organizational Members Agree Disagree
28%

72%

GRAPH 4.12: Employee Referrals provide a large pool of Potential Organizational Members INTERPRETATION: In graph 4.12,, the Seven question asked from the

respondents was whether that the : Employee Referrals provide a large pool of Potential Organizational Members.The total sample size is 80 in which 725 agree for the employee referrals provide a large pool of potential organizational member & left 28% are disagree for this.

Q.13 Do you think communication skills play a major role in selection of a candidate?
Frequency Percentage Cumulative Percentage Agree Disagree Total 77 3 80 96 4 100 96 100

TABLE 4.13:- Communication Skills play a major role in Selection

Communication Skills play a major role in Selection Agree Disagree


4%

96%

GRAPH 4.13: Communication Skills play a major role in Selection INTERPRETATION: In graph 4.13,, the thirteen

question asked from the

respondents was whether that the Communication Skills play a major role in Selection .Total size is 80 in which 965 agree for the communication skills play a major role in selection & left 4 % are disagree for this.

Q.14 Do you feel in your department right person is placed at the right job?
Frequency Percentage Cumulative Percentage Agree Disagree Cannot Say Total 9 26 45 80 12 36 52 100 12 48 100

TABLE 4.14:- Right Person is placed At the Right Job

Right Person is Placed At the Right Job


Agree Disagree Cannot Say

12%

52%

36%

GRAPH 4.14: Right Person is placed At the Right Job INTERPRETATION: In graph 4.14, the fourteen

question asked from the

respondents was whether that the Right Person is Placed At the Right Job.The total sample size is 80 in which 12% agree for the right person is placed at the right job & 36% disagree for that and left 52% cannot say anything.

CHAPTER-5
CONCLUSION& RECOMMENDATIONS

FINDINGS

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

RECOMMENDATIONS
1. Company has to consider qualification in their selection process. 2. Company has to not only select experience employees, because in todays time there are new technologies there, so they have to select technical skilled candidates. 3. Mostly respondents answer that there is no right person at the right job, so the company have to make changes in their recruitment process. 4. Most company provide training to their candidate , for 1 to 2 week but they have to provide them, long time training like 1 month training, by that , they will get experience and skills in there specialization. 5. Most the company use advertisement help to recruit high ranks employees, but they have to give chance to their company employees, it will beneficial for the company.

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

BIBLIOGR APHY BOOKS


Mirza S. Saiyadain, Human Resource Management, Tata McGrawHill Publishers, 2nd Edition. Prasad. L.M, Human Resource Management. Sultan Chand & Sons, 2nd Edition. Gupta C.B., Human Resource Management Sultan Chand & Sons, 8th Edition. Aswathappa. K, Human Resource and Personnel Management, Tata McGraw-Hill Publishers, 4th Edition.

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