A SYNOPSIS FOR SUMMER TRAINNING PROJECT

REPORT
ON
“RECURITMENT AND SELECTION PROCESS AT
LOHIYA”

A Synopsis in fulfillment Of The Requirement For

MASTER OF BUSINESS ADMINSTRATION

Of A.K.T.U
SESSION (2019-2020)

MAHARANA PRATAP ENGINEERING COLLEGE

KOTHI MANDHANA KANPUR

UNDER THE GUIDANCE OF

“VIKALP TIWARI”

SUBMITTED TO SUBMITTED BY
MR. SHYAM DUBEY SWETA TIWARI
ASSISTANT PROFESSOR ROLL NO. 1804670032
 INDEX

 Introduction about topic

 Company Profile

 Literature Review

 Objective Of Study

 Research Methodology

 Proposed outcome

 Bibliography

 Questionnaire
 INTRODUCTION

When HR planning indicates the need for additional labor, organizations have a number

of choices to make. This may be the first step in a full-scale recruitment and selection

process, but sometimes hiring additional employees is not the best method to obtain

additional labor. It may be appropriate for an organization to consider alternatives to

recruiting, such as outsourcing or contingent labor, instead of hiring regular employees.

If this is a temporary fluctuation in work volume, the simplest solution may be part-time

labor or overtime by existing employees. The costs of recruitment and selection can be

staggering; hiring new employees should occur only after careful consideration and

only when the organization anticipates a long-term need for additional labor. Estimates

on the cost to replace supervisory, technical and management employees run from 50

percent to several hundred percent of employee salaries. Careful HR planning must

consider the overall growth prospects of the organization and accurate forecasting of

future labor needs. Recruitment planning begins only when other alternatives have been

considered and eliminated.

Recruitment is defined as, “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 workforce.”

SELECTION

Selection is the process of picking or choosing the right candidate, who is most suitable

for a vacant job position in an organization. In others words, selection can also be

explained as the process of interviewing the candidates and evaluating their qualities,

which are required for a specific job and then choosing the suitable candidate for the

position. The selection of a right applicant for a vacant position will be an asset to the

organization, which will be helping the organization in reaching its objectives.

Different authors define Selection in different ways. Here is a list of some of the

definitions:

 Employee selection is a process of putting a right applicant on a right job.

 Selection of an employee is a process of choosing the applicants, who have the

qualifications to fill the vacant job in an organization.

 Selection is a process of identifying and hiring the applicants for filling the

vacancies in an organization.
 Employee selection is a process of matching organization’s requirements with the

skills and the qualifications of individuals.

 COMPANY PROFILE

Overview

Threads (India) Limited is a part of Lohia Group. Lohia Group is a well established industrial

and manufacturing conglomerate, known all over the world, for their modern technical knowhow

and quality products.

The core competence of Threads India Limited lies in producing threads of International

Standards, which is done in compliance with Advanced European Technology. The advanced

technological know how originally sourced from Cousin Freres S.A. of France supports our

endeavor to offer world class threads to the global market.

TIL's most modern synthetic Sewing Thread Plants are situated at Kanpur, North

India and Bangalore, South India. Being India's only SATRA Qi mark certified Company, we

deliver threads with the true stamp of International quality.

To produce world class thread we blend the finest raw materials available in the world. The yarn

is procured from companies like SANS and DuPont.

Chemicals and dyes from companies like BASF, Bayer and Clairant.

Other companies of the group are:

 Lohia Corp Limited (Plastic and Textile Machinery)

A great product is defined by even a greater finish. To deliver fine quality, you require a thread

that enhances its look and endurance. At TIL, thread is manufactured conforming to

international standards. Yarns are put through closely monitored processes, to determine

desired strength,colour and comparability ,leading to creating a masterpiece. A series of double

checks during production ensures BEST Quality.

The approval of a final “application” Test of the Finished Thread on the specified surface,

certifies the thread’s readiness for delivery. A network of offices in India and dependable

logistics partners enables the shortest lead time within the country and overseas. Stringent

quality control guarantees reproduction of repeat orders, with identical characteristics as the

original threads.

At Threads (India) Limited, we follow the strict quality control measures – be it the

management standards or the product itself. Some of the credentials to prove our quality

measures are:

OEKO TEX Certification We are concerned about our environment and as a proof of our

concern, the sewing Threads manufactured by TIL are free from harmful substances and

are certified by Oeko Tex Standard.

 Literature Review :

DEFINITION:

Edwin Flippo defines Recruitment and selection process as "A process of searching for

prospective employees and stimulating and encouraging them to apply for jobs in an

organization."

In simpler terms, recruitment and selection are concurrent processes and

are void without each other. They significantly differ from each other and are essential

constituents of the organization. It helps in discovering the potential and capabilities of

applicants for expected or actual organizational vacancies. It is a link between the jobs

and those seeking jobs.

 (Acikgoz, 2019)

 Employee recruitment and job search: Towards a multi-level integration describes

an attempt to develop an integrative model of job search and employee recruitment.

Inevitably multi-level in nature, the model demonstrates the interplay between

organizational-level factors and individual-level factors in influencing the outcomes of

employee recruitment and job search activities. According to the model, influenced by

job seeker and organizational characteristics, job search and recruitment activities

jointly create job awareness, which is the first step in organizational attraction. Next,

depending on the job seeker's current job situation, this attraction leads to job pursuit

intention and behavior.

 (Nikolaos Pahos, 2019)

Staffing practices and employee performance the role of age. The paper is the first to

explore the topic of aging workforce and the efficiency of staffing practices on

employee performance in the context of the Greek labor force. The authors discuss the

results, theoretical contributions,

practical implications and future research directions in light of the challenge of

managing an aging workforce.

 (Yu Husang Lee, 2019)

Effects of stress interviews on selection/recruitment function of employment interview

Stress interviews can help interviewers effectively measure and evaluate job applicants’

emotion regulation in highly stressful settings. This research uses 90 applicants and 62

interviewers as a sample in real interview settings. Results show that there was a

positive relationship between interviewers’ use of stress interviews and the

interviewers’ accuracy in assessing applicants emotion‐regulation abilities, but that

there was a negative relationship between interviewers’ use of stress interviews and

applicants’ perceptions of interviewer friendliness and organizational attraction.( yu

husang lee,TingChungHaung,ShuFen ko, Volume 57)

 (Mathew Abraham, 2019)

A Review of some Recruitment and Selection Dilemma: Finding a ‘Fit’This systematic

review of theoretical approaches is to determine whether the recruitment and selection

process in SMEs shows evidence of a strategic ‘fit’ and second, examining the extent of

a structured, innovative and flexible recruitment and selection process.

HR managers may be aware of Strategic Human Resource Management but their

understanding of recruitment and selection process as a HR architecture linking the firm

and HR strategy may be vague. Findings in literature shows that priority research tends

to be non-HRM related functions. HRM practices are seen as less important. The review

also shows evidence that recruitment and selection is an under researched area and no

specific research papers provided insights on the concept of ‘fit’ in recruitment and

selection.

Although general literature presents various models of recruitment but the

compatibility between the individual, job and environment – ‘fit’, as a strategic

process in SMEs seems disconnected and unexplored. This suggests that the HRM

functions in the Malaysian SMEs are treated and perceived as secondary, routine

and an insignificant function.( Mathew Abraham, Maniam Kaliannan, Avvari V.

Mohan, Susan Thomas pp. 335-342)

 RESEARCH OBJECTIVES

 Objective 1: To determine the effectiveness of HR department in Recruitment and

Selection process.

 Objective 2: To identify the employees satisfaction level towards the Recruitment

and Selection strategies used by Lohia.

 Objective 3: To have the understanding of motivational drivers used by

Lohia to encourage employees.

 Objective 4: To know about the sources of recruitment .

 Objective 5: .To gain knowledge of the selection procedure adopted .

 Objective 6: To find out better process of recruitment

 Objective 7: To understand the internal recruitment process in organisation .

 RESEARCH METHODOLOGY

Research is a procedure of logical and systematic application of the fundamentals

of science to the general and overall questions of a study and scientific technique which

provide precise tools, specific procedure and technical rather than philosophical means

for getting and ordering the data prior to their logical analysis and manipulation.

Different type of research designs is available depending upon the nature of research

project, availability of able manpower and circumstances.

1. Research Design: The research design is the blueprint for the fulfillment of

objectives and answering questions. It is a master plan specifying the method and

procedures for collecting and analyzing needed information.

2. Data Collection Methods: The source of data includes primary and secondary

data sources.

Primary data: Primary data has been collected directly from sample respondents

through questionnaire and with the help of interview.

Secondary data: It was collected the secondary data from Standard textbooks,

Newspapers, Magazines and Internet sources.

3. Research Instrument: Research instrument used for the primary data

 collection is Questionnaire.

4. Sample Design: Probability Sampling.

5. Sampling Technique: Convenience

6. Sample Size: 100 Respondents.

7. Area of Study: Kanpur.

8. Research Statistical Tool Applied: Percentage Analysis

 Proposed Chapter

 Introduction about topic

 Company Profile

 Literature Review

 Objective Of Study

 Research Methodology

 Proposed outcome

 Bibliography
 CONCLUSION

Every company looks for an employee, who can work effectively. They are in search

of a person who has the maximum skills required for the job. After selecting the right

person, the company’s main aim is to place that person at the right job. The main

strength of any company is its employees. Effective workers are the best route to

success. For this reason, company's strives to attract and hire the best, and to provide

the best place to work.

Some of the biggest and most constant challenges that plague organization is people

related because they don’t place more emphasis on getting the recruitment process

right. If they get the right person in the right job at the right time, bottom-line and

many other business benefits are immediate, tangible and significant. If they get the

wrong person in the wrong job, then productivity, culture and retention rates can all

take a hit in a big way.

Lohiya has competent and committed workforce, still there are scope for more

improvements. To ensure that company recruits the right people, it has to identify

essential skills and behaviors that applicants should demonstrate. For each position

there should be a job description outlining typical duties and responsibilities and a

person specification defining personal skills and competences. The emphasis should

be on matching the needs of the company to the needs of the applicants. This would

minimize employee turnover and enhance satisfaction. It is important for the company

to have a clear and concise recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of the right candidate at the

right place quickly.

 SUGGESTION

The company seems to be financially very strong and has an excellent reputation

for timely completion of its work. And after analyzing the collected data, the

following recommendations were made to improve the present recruitment and

selection scenario in the organization.

 Equal work must be distributed among the employees.

 Selection criteria must include prescreening test like aptitude test, group

discussion, personality test etc.

 Referral checks & Background checks must be done.

 Work from home facility must be given to employees that can save time

during unfavorable conditions.

 Present employee should be encouraged to refer their friends and relatives.

This source is usually one of the most effective methods of recruiting because

many qualified people are reached at a very low cost to the company. And

referred individuals are likely to be similar in type to those who are already

working for the company. Management can propose a scheme for EMPLOYEE

REFERING.

 All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest

tests, written tests, should be given equal weight age during selection process.
 BIBLIOGRAPHY

Marketing Management Philip Kotler, The Millennium Edition, Prentice Hall

Of India Private Limited, New Delhi periodical: Business World

Research Methodology: C.R.Kothari , 2nd edition.

S.N Murty and U Bhojanna

Websites:

i. www.google.com

ii. www..lohiya.c o m

iii. www.wikipedia.in

iv. www.dairy.com
 Questionnaire
1) Identify the source from where you came to know about the job ?
a) Advertisement b) Consultant c) Personal reference d) Campus
e) E- recruitment f) Others

2) Are you satisfied with the recruitment process by which you are selected?
a) Yes b) No

3) What are the sources for recruitment and selection ?

a) Internal b) External c) Both

4) How was the approach of management during the recruitment ?

a) Serious & Positive
b) Casual
c) Negative

5) What impression/ image you were having of Lohia Ltd before getting
Recruitment ?
a) Satisfactory
b) Average
c) Unsatisfactory

6) Are you satisfied with salary package ?

a) Satisfied
b) Good
c) Average
d) Unsatisfied

7) Are you satisfied with your current job ?

a) Yes b) No

8) Since how many years have you been working with this organization ?

a) 0-5 years
b) 5-10 years
c) 10 to 15 years
d) More than 15 years
 9) Is the organization doing timeliness recruitment and selection process.

a) Yes b) No

10) How would you rate the HR department’s performance in recruitment and
selection ?

a) Poor
b) Adequate
c) Excellent

11) Do you think organization looks for experienced employees in selection

process ?

a) Yes b) No

12) Which is the most important quality the organization looks for in a candidate ?

a) Knowledge
b) Past Experience
c) Optimistic Nature
d) Discipline
e) Team work ability
f) Other

13) Do you think organization is using satisfactory methods of interview ?

a) Yes b) No

14) Is the resume screening and short listing method used by the organization
is satisfactory ?

a) Yes b) No

15) How do you rate the selection policy of the organization ?

a) Good
b) Average
c) Poor

16) Which method should be used for recruitment ?

a) Structured b) unstructured c) problem question d) case study question e) others