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Training of Recruitment and Employee Welfare Measures in SGJ Group of

Companies,
Tirunelveli
CHAPTER SCHEME
In the Report for the In-Plant training at SGJ Group of Companies, Tirunelveli, under
the topic of “Recruitment and Employee welfare Measures” the following Chapters
are included.
1. INTRODUCTION
2. REVIEW OF LITERATURE
3. OBJECTIVES OF TRAINING
4. METHODOLOGY OF TRAINING
5. IMPLICATIONS OF TRAINING
6. MERITS AND DEMERITS OF TRAINING

INTRODUTION
Human Resource Management is the design of formal systems in an organization to
ensure the effective and efficient use of human talent to accomplish the organizational
goals”
The policies and practices involved incurring out the ‘’people’’ or human resource
aspects of a management position, including recruiting, screening, training,
rewardingand appraising.
The following are the brief description about the functions of the human resource
department in any company
PLANNING
Establishing goals and standards, developing rules and procedures, developing plans
and forecasting
ORGANIZING
Giving each subordinate a specific task, establishing department, establishing
channels of authority and communication, coordinating the work of subordinates
STAFFING:
Determining what type of people should be hired, recruiting prospective employees
selecting employees, setting performance standards, compensating employees,
evaluating performance counseling employees, training and developing employees
LEADING
Getting other to get job done, maintaining morale, motivating subordinates.

experience. quality standards or production level. RECRUITMENT Definition Recruitment is the process id locating and encouraging potential applicants to apply for existing or anticipated job openings. checking to see how actual performance compares with these standards taking corrective action as need Training of Recruitment and Employee Welfare Measures in SGJ Group of Companies. It is actually a linking function. The most suitable ones may not have been motivated to apply due to several other constraints  Poor Image: If the image of a firm is perceived to be low. joining together those with jobs to fill and those seeking jobs. it is always not easy to find and select a suitable candidate for a job opening. job knowledge etc. logically. most prospective candidates may turn indifferent and may not even apply. aims at (i) attracting a large number of qualified applicants who are ready to take up the job it it’s offered and (ii) offering enough information for unqualified persons to self-select themselves out. Some of the bright candidates may bein to view the vacancy as not in line with their current expectations. the likelihood of attracting a large number of qualified applicants is reduced  Unattractive Job: If the job to be filled is not very attractive. Tirunelveli and the Welfare measures inculcated by the corporate players with the sample of HR practices followed in these functions.CONTROLLING Setting standards such as sales quotas. may often come in the way of searching for qualified hands in the broader job market in an unbiased way. The recruiter’s choice of a communication medium may not be appropriate. . Recruitment.  Conservative internal Policies: A policy of filling vacancies through internal promotions based on seniority. Constraints and Challenges In actual practice.

The objective is to make the employees happy. Retrenched employees. Friends. retired employees. . Through such generous fringe benefits the employer makes life worth living for the employees. healthy. dependents of deceased employees may also constitute the internal sources. Here the organization can have the services of (a) Employees working in other organizations (b) Job aspirants registered with the employment exchange (c) Students fro reputed educational institutions (d) Candidates referred by unions. Sources of recruitment The sources of recruitment are broadly classified into two categories: internal and external sources. committed and loyal.. organizations may not carry on the recruiting effectively for long periods on time. EMPLOYEE WELFARE Labour welfare work is undertaken by various groups within and outside an organization to improve the living of workers. INTERNAL SOURCES Persons who are already working in an organization constitute the ‘internal sources’.Limited budgetary support: Recruiting efforts require money. Employee or labour welfare is a comprehensive term including various services. Whenever any vacancy arises. someone from within the organization is upgraded. relatives and existing employees (e) Candidates forwarded by search firms and contractors (f) Candidates responding to the advertisements. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. transferred. benefits and facilities offered to the employees by the employers. Restrictive policies of government: Government policies often come in the way of recruiting people as per the rules for the company on the basis of merit/seniority etc. sometimes because of limited resources. issued by the organization and (g) Unsolicited applications/Walk- ins. promoted or even demoted EXTERNAL SOURCES External sources lie outside the organization.

Tirunelveli 1.1INDUSTRY PROFILE DEALERSHIP BUSINESS Dealership Business Model Automobile dealerships of today are capital intensive business and no less than that of a level of a big or medium corporate house. A comprehensive database would be very useful both for sales and service department of dealerships. • Initial cost of setting up dealership • Number of people employed • Promotions and advertisement costs you incur • Statutory obligations you that need to be fulfilled (employee benefits. Training of Recruitment and Employee Welfare Measures in SGJ Group of Companies. The fundamental premise when running an automobile dealership is to quickly create a huge database (both demographic & phsycographic) of current and potential new segment customers in a cost-effective manner. incentives. as all activities of customer relationships would revolve around it. scheme adverts. specific field visit expenses. . It is therefore very important that automobile dealerships are run professionally befitting to the size of establishment and turnovers. Look at the following few factors and you will realize why they are considered big. The second key strategy is to establish what is considered as the dealerships fixed expense (not including direct sales expenses i.e. Taxes) • Importance of your identity in market place Goodwill and Image in the market • Wide Customer base you have • Policies and Processes you follow • Inventory Levels you carry • Your Gross turnovers • Social or community obligations All of the above are comparable or at times higher than various professional companies listed in your local stock exchanges! For that matter there are few automobile groups whose shares are traded in the stock exchange. inventory holding cost Training of Recruitment and Employee Welfare Measures in SGJ Group of Companies. discounts.

The company is established in the year 1971 by Mr. Now this company has expanded its business in Tirunelveli. Jeyaraj Nadar in tirunelveli district. • A dealership with 100% Service Absorption would not be unduly bothered by cyclic nature of new vehicle sales and can always keep sales teams focus to work towards expanding the pond. The third key strategy for a dealership is to capitalize on various allied revenue generation channels that are linked to automobile sales: • Insurance on new vehicle sales • Insurance renewals • Financing of new vehicles • Accessory sale • Sub contracting body shop • Towing services • Used vehicles sales • Annual maintenance etc This complex nature of business offers plenty of opportunities to generate revenue provided if one is able to create a loyal customer base of people who not only repeatedly use dealer services. 1. Dealerships who are strong in the areas of generating "Prospect Data" and have ensured 100% "Service Absorption" will continue delivering high performances when compared to dealerships that lag behind in these two areas. Tuticorin and Nagercoil districts with diversified dealerships. Tirunelveli etc) per month and calculate how quickly it can be covered by workshop gross profits of a work shop. VISION .COMPANY PROFILE S.G.J Group of companies is a set of dealership companies which is one of the pioneers in this business in the southern districts of Tamil Nadu. • This is the concept of Service Absorption and the dealership should very quickly write down a strategy to get 100% Service Absorption. but also is a strong advocate of the dealership to his / her friends and relatives.

The need or labour welfare was strongly felt by the community of royal commission on labour as far back as in 1931.SERVE THE PEOPLE OF TIRUNELVELI. Importance of labour welfare measures Employee welfare is in the interest of the employee. SPIRITUAL AND FINANCIAL WELL BEING OF THE EMPLOYEES. SGJ IS COMMITTED TO PROVIDE AN UNBIASED WORK ENVIRONMENT THAT IS CONDUCIVE TO MENTAL. it is of great consequence and somewhat easier for here to counteract effectively the baneful effects of the industrial revolution which have adversely affected the people all over the world. the employer and the society as a whole. PROFIT ORIENTED ORGANIZATION TUNED TO THE CONCEPT OF CUSTOMER DELIGHT. This need was emphasized by the constitution of India in the chapter on the directive principles of stat policy. Tirunelveli Since a developing country like India is still growing through the process of economic development. TO BE A PROCESS CENTRIC. TUTICORIN & KANYAKUMARI DISTRICTS BY PROVIDING THEM WORLD-CLASS AUTOMOBILES AND RELATED PRODUCTS. TUTICORIN & KANYAKUMARI DISTRICTS. welfare measures help to counteract the negative effects of the factory system. IN BETTER MANAGEMENT TECHNIQUES AND INNOVATIVE INITIATIVES COMMITTED TO REVIEW OF LITERATURE Training of Recruitment and Employee Welfare Measures in SGJ Group of Companies. For the employee. These measures enable the employee and his family to lead a good . IRRESPECTIVE OF THE DESIGNATION AND AGE. PROVIDING TRAINING AND EMPLOYMENT TO LOCAL YOUTH WHEREBY CONTRIBUTING TO THE ECONOMIC GROWTH AND WELL BEING OF THE PEOPLE OF TIRUNELVELI. SGJ IS COMMITTED TO ENHANCING THE SKILLS OF THE EMPLOYEES BY ENCOURAGING EMPLOYEES TO TRAIN AND STUDY. primarily because of lack of commitment to industrial work among factory workers and also the harsh treatment they received from employers. MISSION HUMAN RESOURCE ISSGJ ’s MOST IMPORTANT AND VALUED RESOURCE.

will improve their efficiency and productivity. For the employer. welfare measures lead to higher productivity of labour. morality and standard of living of the workers which in turn. Voluntary efforts for the welfare of workers reduce the threat of further intervention. gambling. 3. 5. education of their children etc. prostitution etc. following th abolition of slavery in 1833. medical and sickness benefits etc. 8. makes them realize that they have also some stake in the undertaking in which they are engaged and so they think thrice before taking any reckless action which might prejudice the interest of undertaking. Legal framework of labour welfare in INDIA The origin of labour welfare activity in India goes back to 1837. 7. Welfare activities will reduce labour turnover and absenteeism and create permanent settled labour force by making service attractive to the labour. Welfare measured help to improve the goodwill and public image of the enterprise. 2. The provisions of various welfare measures such as good housing. 9. indirectly increase the real income of the workers. the earliest act being the Apprentices . they will try to avoid industrial disputes as far as possible and do not go on strike on flimsy grounds. such as cheap food in the canteen. canteen. When workers feel that the employer and the state are interested in their happiness. the tendency to grouse and grumble by the employee will steadily disappear. employee welfare provides the following benefits. Welfare measures. Welfare activities will go a long way to better the mental and moral health of workers by reducing the incidences of vices of industrialization. drinking. Labour welfare activity largely controlled by legislation. intelligence. also various allowances for travel. 4. Employee welfare is also in the interest if the larger society because the health. happiness and efficiency of each individual represent the well being of all. more efficient workers can be recruited. Hence. thus. As the job becomes more attractive. the British colonies started improving Indian labour. Improvement in material. The development of such a feeling paves the way for industrial peace. intellectual and cultural conditions of life protects workers from social evils like smoking. free or concessional medical and educational facilities. 6. life. Welfare measures will improve the physique. 1. Welfare measures help to improve recruitment. Welfare activities influence the sentiment of the workers.

accommodation and protection. . For the first time. he said A Ma Foi survey had found that the estimated 8. The Fatal Accident act of 1853. global employment environment and the impact of the current economic crisis on the Indian job market’. which regulated the employment of seaman and provided for their health. The wear also had a tremendous impact on the attitudes of government and society towards labour. leading to an increase in the number of industrial workers. while salary hikes given to employees will also be affected due to the economic crisis. The international labour organization (ILO) was set up in 1919. A review of all these enactments shows that they were drawn up with specific objectives and that they do not indicate any planned policy or approach to labour welfare.8% increase in salary hike was expected to come down by 4% this year. “The next three to five months will be tougher period for companies in terms of recruitment” HR services provider Ma Foi Group and randstat India Managing director K. There was a rapid increase in industrial activity during the First World War. And they were attempts at regulating employment rather than improving the working condition of the worker. he said there would be a further dip in recruitment in the organized private sector in the country “The salary hikes given to employees by private companies are also going to be affected”. Pandiarajan Participating in a colloquium on ‘HR trends. which aimed at providing compensation to the families of workmen who lost their lives as a result of any “actionable wrong”. the importance of labour in the economic and social reconstruction of the world was recognized Hiring by private firms may shrink further India may see a further dip in recruitment in the organized private sector.act of 1850. Then came the Merchant shipping act of 1859.