Summer training project report

on
“RECRUITMENT AND SELECTION
PROCESS IN FLOWMORE PUMPS”

SUBMITTED IN PARTIAL FULFILLMENT OF THE AWARD

OF
BACHELOR OF BUSINESS ADMINISTRATION
From
C.C.S. university, Meerut
(Session 2009-2010)

SUBMITTED TO: SUBMITTED By:

Mr. UPDAHYAY GIRI DUSHYANT GIRI
(Faculty) of B.B.A, Roll No. : 9181546
Meerut B.B.A. VI SEM

Department of Management

Institute of Informatics & Management Sciences, MEERUT

Anuyogi puram, Near medical college, Garh road, meerut – 250004
Tel :- 0121-2760396, E-mail

1
 DECLARATION

I KALLU hereby declare that the project titled “RECRUITMENT AND

SELECTION PROCESS IN FLOWMORE PUMPS” is my own work and efforts

which is completed under the supervision of Ms. MAMTA CHAUDHARY.

The Research report has been submitted to Subharti University, Meerut for the

purpose of the compliance of any requirement of any examination or any degree earlier.

KALLU

M.B.A. IV Sem

Roll No. - 0810253008

2
 ACKNOWLEDGEMENT

‘When a person is help, guide and co-operated his or her heart is bound to

pay gratitude.’

It is not a single man’s effort which is sufficient for the accomplishment of

a Research. Various factors, situations and persons integrate to provide the

background for accomplishment of a task requires the effort of so many

people and the work is no different.

I acknowledge here the names of those people who have been instrumental

in preparation of this Research.

I am sincerely indebted to Ms. Mamta Chaudhary (Faculty, Management,

SITE, Meerut) for his valuable suggestion and inspiration to undergo this

study and his unstilted help which he gave for the completion of this

Research.

My grateful thanks are also due to various others technocrats, who inspire

of there multifarious pre-occupation, were kind enough to spare time to

grant me personal help and others cooperative activities. I would also like

to thanks co-operation for providing the recruitment & selection and

supplemental information used in this study.

KALLU

3
 PREFACE

The purpose of my research report was to learn the practical application

of Recruitment and Selection Process and its importance in Flowmore

pumps along with the HR policies of Flowmore pumps which prides

itself to be the market leader.

While carrying out the study I have gained a good amount of knowledge

and insights of how HR department works but I have touched the tip of

iceberg. There was more to learn but due to constraint of time it was not

possible. The HRD manager has to work with the missionary spirit.

Unlike many roles in an organization where tangible short- term

benefits can be obtained, it is difficult for HRD functionary to

demonstrate any tangible short- term accomplishment. Yet HRD

managers are tempted to show to the top management, line manager and

themselves that they are making things happen through training

program, recruitment& selection.

In Flowmore pumps a meticulously natural team stands at the very

heart of the group. 4,000 Personnel evince perfect camaraderie. A

steadfast dedication to qualify an attainment of maximum team

potential is the touchstones of the company.

The company is engaged in constant learning process through intensive

selection and training program. Indeed, the aspiration is to shape a

4
winning team of self motivated, empowered, professionals with

knowledge and confidence to take independent decision. Flowmore

pumps recognizes each employee’s individuality, ability and efforts and

also applauds for their contribution to the success of the group.

5
 TABLE OF CONTENTS
 Preface 3

 Executive summary 6

 Objective of Study 8

 Introduction 9

 Company profile 21

 Recruitment & selection process in Flowmore pumps

44

 Research methodology 49

o Research design

o Data collection

 Data Analysis 53

 Findings 73

 Conclusion 75

 Recommendations 77

 Limitations 80

 Bibliography 81

 Questionnaire 82

6
 EXECUTIVE SUMMARY

The recruitment and selection procedure of the company determines the level

of achieving organizational goals in the long run. As per definition it is stated

that which is all about selecting right person for the right job at the right time

at the best possible position. Although it sounds quite simple but it is also not

an easier job to evaluate a person with his ability and skills that may satisfy

the core competency for the job so that his degree of willingness to pursue a

job becomes positive. From job seeker’s prospective it is the core

competencies, which matter much for a job. So it is the effective recruitment

and selection procedure, which determines not only the right candidature for

a job but also a long-term accomplishment of organizational goals.

I have chosen Flowmore pumps for studying their methods of

recruitment and selection function. In the course of study I came to know

that, it has the probability of achieving more than 50% of the people to be

placed for the right job, which reflects some of the unique ways for

recruiting the candidates to fill up various vacancies.

The aim of the company is to achieve overall organizational goal not only

by way of fulfilling the targeted top-line but also employee satisfaction

towards various position of job to the maximum level. This I will see as I

proceed subsequently in my Research.

7
 Basically recruiting is the discovering of potential candidates for actual or

anticipated organizational vacancies. It also can be said in another way that

bringing together those with jobs to fill and those seeking jobs.

It is important to study Recruitment and Selection because through it I

can identify our human resource needs. I can know what kind of people must

be select to fill up the specified vacancies.

The ideal recruitment effort will attract a large number of qualified

applicants who will take the job if it is offered. It should also provide

information so that unqualified applicants can self select themselves out of

job candidacy, that is, a good recruiting program should attract the qualified

and not attract the unqualified.

Recruiting people is done by various ways, for the study first I have to

know the recruiting sources. There are internal and external sources as well

as employee referrals/recommendation.

In this Research I am studying recruitment and selection process of

Flowmore pumps. To find out actual recruitment and selection process of

Company is my main objective of study.

Through this kind of surveys I will be able to achieve real recruitment

program of the company where for all kinds of operational level technical

qualification is needed. I also have the picture of Selection cost of the

company. It is very interesting to study recruitment and selection process as

it will give me clearer picture of the process.

8
 Objective of Study

The basic objective of this report is to “Recruitment and selection

process In Flowmore pumps”. Following fundamental objectives have

been identified as the sub-objectives of the study:-

1. To study the identity of the recruitment & selection process in the

organization as a whole.

2. To find out the employees as per company’s vacancies.

3. To find out the various sources of advertisement of vacancies

like-media (electronic or paper or both), schools, posters etc.

4. To study the work environment and select the pattern of

interview, which can help out to select the suitable employee for

the organization.

5. To study the interpersonal relationship.

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 INTRODUCTION

Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Certain influences constrain managers in determining

recruiting sources such as image of the organisation, internal policies,

attractiveness of the job, union requirements, government requirements and

recruiting budgets.

Popular sources of recruiting employees include internal search,

advertisements, employee referrals, employment agencies, schools, colleges and

universities; professional organizations and casual or unsolicited applicants. In

practice, recruitment methods appear to vary according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce

legal challenges, and result in more productive workforce. The primary purpose

of selection activities is to predict which job applicant will be successful if

hired. During the selection process, candidates are also informed about the job

and the organisation.

The discrete selection process would include the following: initial screening

interview, completion of the application form, employment tests,

10
comprehensive interview, background investigations, physical examination and

final employment decision. In the discrete selection process, an unsuccessful

performance at any stage results in the rejection of the applicant.

An alternative to the discrete selection process is the comprehensive approach,

where all applicants go through every step in the selection process and the final

decision is based on a comprehensive evaluation of the results of each stage. To

be an effective predictor, a selection device should be reliable, valid and predict

a relevant criterion.

Selection devices provide managers with information that will help them predict

whether an applicant will prove to be a successful job performer. The

application blank is effective for acquiring hard biographical data, while the

weighted application can provide information for predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can

predict job proficiency but suffer from being non-job related. On the other

hand, interviews consistently achieve low marks for reliability and validity.

Background investigations are valuable when they verify hard data from the

application, although they offer little practical value as selection devices.

Physical examinations are valid when certain physical characteristics are

required to be able to perform a job effectively.

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 SCOPE OF STUDY

The scope of study is to observe the degree of satisfaction levels of the

employer as well as the employees towards the process of recruitment and

selection techniques adopted by the company. It will also show the deviations if

any, towards this affect that will be experienced in research. Apart from getting

an idea of the techniques and methods in the recruitment procedures it will also

give a close look at the insight of corporate culture prevailing out there in the

organization. This would not only help to aquanaut with the corporate

environment but it would also enable to get a close look at the various levels

authority responsibility relationship prevailing in the organization. Also the

stipulated time for the research is insufficient to undergo an exhaustive study

about the topic assigned and moreover the scope of the topic (recruitment and

selection) is wide enough, so it is difficult to cover all the topic within the

stipulated time.

12
MAINTAINING GLOBAL STANDARDS

As a reflection of its constant efforts at achieving superior quality standards,

Flowmore pumps became the first Ayurvedic products company to get ISO 9002

certification.

SCIENCE FOR NATURE

Reinforcing its commitment to nature and its conservation, Flowmore pumps

Nepal, a subsidiary of Flowmore pumps, has set up fully automated

greenhouses in Nepal. This scientific landmark helps to produce saplings of rare

medicinal plants that are under threat of extinction due to ecological

degradation.

13
 RECRUITMENT

Recruitment and selection are the most important functions in an

organization because with the help of these functions the management

selects the best available candidate from a batch of them. The

organizations, in this growing competitive world, need to have the best of

the manpower so as to have an edge over its competitive.

According to Flippo, "Recruitment is the process of searching for

prospective employees and stimulating and encouraging them to apply for

jobs in an organization."

In the words of Yoder,"Recrutiment is a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ

effective measured for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force."

The recruitment needs can be classified into-

 Planned.

 Anticipated.

 Unexpected.

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 Planned need arise from changes in the organization and retirement

policy. These occur due the expected changes in the organization so the

management can make a proper policy for it.

Anticipated need refer to the movements in personnel which an

organisation can predict by studying the trends in the internal and external

environments.

Resignations, deaths, accidents and illness result in to the unexpected

needs.

FEATURES:

 Recruitment is a process or a series of activities rather than a single

event.

 It is a linking activity as it brings together the employers and

employees.

 It is positive process because in this activity the employers want to

have the maximum number of job seekers so as to have a wider scope

for choice ultimately leading in spotting right persons for job.

15
  It is an important function as it makes it possible to acquire the

number and type of persons required for the effective functioning of

the organization.

 It is an on going function in all the organizations, but the volume and

nature of recruitment varies with the size, nature and environment of

the organization.

 It is a complex process because a number of factors affect it --the

nature of the job offered, image of the organization, organizational

policies, working conditions etc.

SOURCES OF RECRUITMENT:

The various sources of recruitment are -

 Internal Sources: Include-

 Present Employees who can be transferred or given promotions.

 The retired and retrenched employees who want to return to the

company.

 Dependents and relatives of the deceased and disabled employees.

 External Sources: Consist of-

 Press advertisements.

16
  Campus Interviews.

 Placement Agencies.

 Recommendations.

 Recruitment at factory gate.

 Employment Exchanges.

During my short stint at DIL, it was observed that the recruitment need

of DIL is diversified. It needs persons who have knowledge of use,

processing of natural ingredients of number of varied products,

technical know-how of latest industrial technical knowledge, and

computer applications to pharmaceutical industry to manual workers.

The importance of the process could be understood that the present

work force of DIL is 2,500 employees. Hence, the recruitment and

selection procedure should match the complexities of the need and at the

same should commensurate with the complex need of the organization.

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 SELECTION

Selection is the process of choosing the best candidate out of the all the

applicants. In this process, relevant information about the applicants is collected

through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for

the job so that the candidate can be entrusted with the task that matches

with his credibility.

It is a process of weeding out unsuitable candidates and finally identifying

the most suitable candidates.

This process divides the candidates into two categories-the suitable ones

and the unsuitable ones. The suitable people prove to be the asset for the

organization. Selection is a negative process because in this process the

management tries to minimize the number of people at each step so that the

final decision can be in the light of all the factors and at the end of it best

candidate is selected. Selected candidate the has to pass through the

following stages-

 Preliminary Interview.

 Application Form.

 Selection Test.

 Selection Interview.

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 Physical Examination.

 Reference Check.

 Final Approval.

 Employment.

Preliminary Interview is the initial screening done to weed out the

undesirable candidates. This is mainly a sorting process in which the

prospective candidates are given the necessary information about the

nature of the job and the organization. Necessary information about the

candidate is also taken. If the candidate is found suitable then he is

selected for further screening else he is dropped. This stage saves the

time and effort of both the company and the candidate. It avoids

unnecessary waiting for the candidate and waste of money for further

processing of an unsuitable candidate.

Application Form is a traditional and widely used device for collecting

information from candidates. This form asks the candidates to fill up the

necessary information regarding their basic information like name,

address, references, date of birth, marital status, educational

qualifications, experience, salary structure in previous organization and

other such information. This form is of great help because the scrutiny

19
of this form helps to weed out candidate who are lacking in education,

experience or any other criterion provided by the organization. It also

helps in formulation of questions, which will be asked in the interview.

These forms can also be stored for future references thus maintaining a

databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests

are sample of some aspect of an individual's attitudes, behavior and

performance. It also provides a systematic basis for comparing two or

more persons. The tests help to reduce bias in selection by serving as a

supplementary screening device. These are also helpful in better

matching of candidate and the job. These reveal the qualifications,

which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the

employee. Selection involves a personal, observational and face-to-face

appraisal of candidates for employment. It is an essential element of the

selection procedure. The information obtained through application form

and test can be crosschecked in the interview.

The applicants who have crossed the above stages have to go through

Physical Examination either by the company's physician or the medical

20
officer approved for the purpose. The main aim is to ensure that the

candidate is physically fit to perform the job. Those who are found

physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked

to mention in his application form the names and addresses of two or

three person who know him well. The organization contacts them by

mail or telephone. They are requested to provide their frank opinion

about the candidate without incurring a liability. The opinion of the

references can be useful in judging the future behaviour and

performance of a candidate.

The executives of the concerned departments then finally approve the

candidates short-listed by the human resource department. Employment

is offered in the form of an appointment letter mentioning the post, the

rank, the salary grade, the date by which the candidate should join and

other terms and conditions in brief. Appointment is generally made on

probation of one or two years. After satisfactory performance during

this period the candidate is finally confirmed in the job on permanent

basis or regularized.

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 Selection is an important function as no organization can achieve its

goals without selecting right persons for the required job. Faulty

selection leads to wastage of time and money and spoils the environment

of an organisation. Scientific selection and placement of personnel can

go a long way in building up a stable workforce. It helps to reduce

absenteeism and labour turnover. Proper selection is helpful in

increasing the efficiency and productivity of the enterprise.

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 COMPANY PROFILE

COMPANY PROFILE

Flowmore Private Ltd which is recognized world wide as a manufacturer of

pumps having the history of association with the world-renowned Fairbanks

Morse Pump Corporation; USA for numerous applications including water

supply & water treatment plants, Sewage and Waste Treatment, Drainage, Flood

Control, Dock Impounding, Lift Irrigation, Fire-services, power stations such as

Cooling Water and Cooling Tower, Intake, Make-up, Ash-water and Ash-slurry,

Viscous and Volatile Liquid Handling, such as for petroleum and heavy-oils and

fluids, hot-oil pumping paper industry sugar industry, steel plants, mining &

general industry etc. Flowmore stands ready to assist in all of your pumping

needs. Whether its a small fire pump package or a large scale flood control

project, Flowmore is ready to meet every need of our customer.

Flowmore Private Limited is ISO 9001:2000 certified, attesting to its world-

class quality and dependability. The company is continually reevaluated, with a

complete reassessment on a periodical basis, to ensure all elements are

maintained in keeping its products world-class. We are committed to support the

company's quality policy to ensure our best services to our valuable customers

worldwide. Our test facility is capable of testing a wide variety of pumps to

ensure the needs of our customers are met with high precision.

23
Since 1950, Flowmore has covered a wide range of industries with the highest

quality pumps, packaged pumping systems, parts and service. As recognized

leaders in pump design, performance and innovation, Flowmore continues to

lead the industry and maintaining global presence having supplied to Australia,

South Asian, South East Asian, Middle East, Gulf and East African Countries.

Flowmore has been manufacturing and supplying a large variety of pumps

including Vertical Propellers, Mixed-flow, Non-clog Solids-handling, Ash

Slurry and Turbine pumps, Horizontal Split Case, End Suction, Sump Pumps,

Submersible Sewage and Submersible Bore Well, covering capacity as large as

5,00,000 liters per minute and heads up to 300 meters.

In order to have a view of our comprehensive activities, product profile and

manufacturing capability, we would request you to have a run down over our

technical website: WWW. Flowmorepumps. Com.

It will be a great opportunity for us to receive your valuable enquiry for us to

submit our most technically comprehensive and commercially attractive offer in

conformance with your requirement.

Flow More is well recognized as a leader LARGE AND SPECIAL

APPLICATION PUMPS, technology and quality being its great strengths.

From the first pump manufactured in early 50’s to the latest capacity large

size circulating Water Pumps, Flowmore has continuously acquired. A

broad technological background in pump design and integrated

24
manufacturing facilities, for which today Flowmore has accumulated the

most fully integrated capabilities.

Flowmore, presently, offers an extensive line of standard and custom-

engineered Centrifugal, Vertical Turbine, Mixed-flow, Axial Flow pumps

for varied services in Power Stations such as a Cooling Water and Cooling

Tower, Intake, Make-up, Ash Water and Ash Slurry, Sewage and Waste

Treatment, Drainage, Flood Control, Dock Impounding, Lift Irrigation,

Fire Services, Viscous and Volatile Liquid Handling, such as petroleum and

Heavy Oils and Fluids, Hot Oil pumping etc.

Flowmore earlier, had a licensee-association with the world renowned

Fairbanks Morse Pump Corp. of KANSAS City, Kanas, USA ensuring an

ideal combination for a reliable source for world class pumps developed

from sophisticated technology and expertise gained from century’s worth of

experience. When it is come to pumps Flowmore quality and service have

no equal Flowmore produces some of the best pumps available anywhere.

Flowmore takes pride in the competence of its engineers, dedicated to

creative pump engineering, to bring into practical use the full effect of

hydraulic streamlining, advanced designs and strategic use of applicable

modern liquid handling at minimum cost, assuring a consistently high level

25
of innovation, field performance, reliability and quality. Stringent quality

ensures product integrity before it is delivered to the customer.

Flowmore has the necessary experience to meet most of your requirements.

Flowmore has successfully produced and installed a large number of

Circulating Water Pumps , Ash Water HP/LP pumps, Vertical Propeller

type canal pumps and with record of achievements of prove, is considered

as a major pump manufacturer in the country, Prompt after-sales Services

is a special feature of Flowmore sales-package.

Flowmore places the dedicated services of its organization at your disposal

and its committed and able to supply, design, manufacture and install

pumping equipment of international standards to meet your specific

requirements.

OVERSEAS SUPPLIES:

 U.S.A.

 CANADA

 AUSTRALIA

 UGANDA

 VIETNAM

 IRAQ

 INDONESIA

26
  ZAMBIA

 BANGLADESH

 SRI LANKA

 DUBAI

INSPECTION AGENCIES VISITING FLOWMORE REGULARLY:

 MECON

 NTPC

 RITES

 CEIL

 LLOYD’S REGISTER OF SHIPPING

 SGS INDIA LIMITED

 DGS&D

 TUV-SUD

 BEURO VERATUS

 INDIAN REGISTER OF SHIPPING

 CEA

 MN DASTUR

 CROWN

REGISTERED/ APPROVED BY GOVT DEPT:

 NTPC

27
  BHEL

 PDIL

 MECON

 NPCIL

 NHPC

 EIL

 STATE ELECTRICITY BOARDS

 WATER & SEWAGE BOARDS

 MUNICIPAL CORPORATIONS

After sales services

WE have an excellent after sales service department for undertaking

erection, testing and commissioning of pumps at site and also to provide

after sales service, if called for

28
Facilities

FACILITIES AT FLOWMORE WORKS ON TEST BEDS.

 Can test pumps with job motor up to 2500 KW motors of 11 KV, 6.6

KV and 3.3 KV.

 Have soft starters for starting motors up to 1500 KW rating.

 VFD for LT motors upto 450 HP rating.

 Crane capacity up to 25 tons & 10 tons.

 Full bore electro magnetic flow meters.

 Will have computerisation of test bed for directly acquiring reading

shortly.

 Back up DG power up to 650 HP for pump test.

FACILITIES AT FLOWMORE WORKS FINAL PERFORMANCE TEST.

 There are four pump test beds at flowmore limited.

 At present discharge up to 26000 Cu M/Hr can be measured through

full bore electro-magnetic flowmeters.

 Head measurement up to 400 meters through pressure gauges.

 Manometers used for measuring suction side pressure.

 Non-contact techno meters for speed measurement.

 Noise and vibration (Velocity / Displacement / Measurement).

29
NEW TEST BED FACILITIES UNDER CONSTRUCTION /

INSTALLATIONS.

 Vertical pump testing upto 60,000M3/Hr flow rate and motor rating

upto 4500KW.

 Separate test bed for HSC pumps upto 14 inches deliver size pumps.

FACILITIES AT FLOWMORE WORKSPATTERN SHOP.

IN HOUSE PATTERN MAKING

 ALUMINIUM/METAL

 WOOD

 RESIN

 FOUR PATTERN STORAGE AREA

 ALL PATTERNS NUMBERED TO SHOW STORAGE LOCATION,

NUMBER OF PIECES OF PATTERN AND MACHINE DETAILS

 PATTERN INVENTORY IS MAINTAINED SO THAT SPARES

CAN BE MADE AVAILABLE EVEN FOR 50 YEAR OLD

SUPPLIED PUMP FOR INTERCHANGEABILITY

FOUNDARY

 IN HOUSE Captive foundry with installed capacity upto 1500 tons of

grey iron and 100 tons of non-ferrous castings

30
  GREY IRON AND ALLOYS CASTINGS UP TO SINGLE PIECE

OF 7000 Kgs.

 Ni RESIST / Ni HARD –ALLOY IRON UP TO SINGLE PIECE OF

2000 Kgs.

 NON –FERROUS (BRONZE AND BRONZE ALLOYS) UP TP

SINGLE PIECE OF 2000 Kgs.

 Managed by highly skilled engineers and foundry men with

experience upto 40 years

 In house chemical and metallurgical lab to cater to all inspections of

a foundry

Stringent quality checks & verifications as per relevant Indian Standards

are carried out on all incoming raw materials like, Silica Sand, Sodium

Silicate, Bentonite, Foundry Coke, Graphite Paint , Pig Iron, C.I/ Steel

scrap, Ferro Metal alloys, Bronze Ingots etc.

In addition, regular in-process checks are made for sand mix, Core

making,  moulding, melting, chemical and mechanical properties of

castings, as also dimensional check of all fettled and finished Castings.

OTHER FACILITIES CONNECTED TO CASTINGS

 CHECKING OF CARBON AND SILICA DURING MOLTEN

STAGE

31
  TEMERATURE CHECKING OF CUPOLA

 CO2 PROCESS FOR CORE / MOULD MAKING

 FELTING OF CASINGS

 GRINDING OF CASTINGS

 CLEANING THROUGH In HOUSE GRIT BLASTING

FACILITIES AT FLOWMORE WORKSTOOL ROOM

 FULLY EQUIPPED TOOL ROOM FOR QUALITY PRODUCTION

 REGULAR AND PERIODIC CALLIBRATION OF ALL

MEASURING INSTRUMENTS

 RECORDS FOR CALLIBRATION, PERIOD, CORRECTIONS

MADE ETC. ARE MAINTAINED

 ISSUES REQUIRED INSTRUMENTS TO SHOP FLOOR AS AND

WHEN REQUIRED.

 MAINTAINS ULTRASONIC TEST EQUIPMENT, DP TEST

EQUIPMENT, RADIOGRAPHY RECORDS

FABRICATION

 ASME CODE APPROVED WELDING

 QUALIFIED WELDERS / PROCEDURES AS PER ASME CODE

 MAX SINGLE PIECE FABRICATION UP TO 15000 Kgs.

32
  HEAT TREATMENT / STRESS RELIEVING BY INDUCTION

HEATING

IN-PROCESS TESTING FACILITIES

 PHYSICAL AND CHEMICAL TEST OF MATERIALS

 ULTRASONIC TEST OF SHAFTS

 DYE-PENETRATION TEST OF CRITICAL CASTINGS, SHAFTS

AND   WELDS

 RADIOGRAPHY OF WELDING AND CRITICAL CASTINGS

 MAGNAFLUX TEST OF CASTINGS

 DYNAMIC BALANCING OF IMPELLERS AND ROTATING

COMPONENTS

 HYDRO PRESSURE TESTING OF CASINGS, COLUMNS, SD

HEAD ETC.

Quality

The Quality Assurance Deptt. comprises of total staff strength of 30

qualified QC personnel with 5 to 15 years experience in relevant fields

inside and outside the company.  Some of them are Level II NDT qualified,

separately for Ultrasonic, Dye penetration & Magnetic Particle test

procedures. The Deptt. is headed by a qualified  Mech. Engineer having a

33
total work experience of over 35 years in Quality Assurance    with 

different industries.

All incoming raw materials, such as Shafting, MS plates, Pipes, Castings

are put to 100% check and verification of their soundness, chemical and

mechanical properties as per purchase specifications/relevant Indian

Standards.

Stage Inspection is carried out for in house and on-site machining

operations and dimensional check of components, hydro testing of Casings,

volutes and column pipes and reports prepared. All these reports are

reviewed and dimensional checks verified at the final stage before releasing

components for storage/assembly.

In addition, fully assembled and tested pumps are subjected to pre-dispatch

inspection for their completeness, visual surface imperfections, and

painting.

Salient features of Q.C. facilities presently available are briefly listed

below:

 Ultrasonic Testing.

 Dye penetration Testing.

 Magnetic Particle Testing (Yoke Type).

 Testing facilities for chemical Analysis  & mechanical properties.

34
 Various Measuring Instruments & Gauges.

 Standards room for in-house calibration of measuring instruments &

gauges.

 Radiography Testing (arranged by outside agency).

35
 RECRUITMENT AND SELECTION PROCEDURE IN

FLOWMORE PUMPS

Flowmore pumps Ltd. selects the future employees keeping everything in

mind right from the qualification of the employees to the future prospects-

both of the organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form

is filled up by the department, which is having the vacancy. The form

consists of various questions which are to be answered like if the current

vacancy is a replacement vacancy, its reason is to be specified -the factors

which resulted it like death, retirement etc.

The department is required to give the qualifications that the future

candidate should possess.

In the next step, this form is given to the Human Resource (HR)

department; this department sees if the position can be filled through

internal sources. The internal sources can be transfers, promotion etc. In

the case of internal sources, the recommendations of the employees are not

taken into consideration. If the HR department does not find suitable

36
candidate within the organisation then this department has to give reasons

for it. The form then goes to the Corporate HR for its approval.

When the suitable candidate is not available within the organisation, the

organisation then moves to the outside world for filling up the vacancies.

If the number of employees required is large then the company has in its

consideration three ways-

 The Data bank of the organisation.

 Advertisements.

 Contacting large consultants.

The company maintains a databank of the candidates, which is used when

the number of vacancies to be filled up is large. The sources of databank

can be the qualified candidates who had applied in the organisation earlier

but due to some reasons could not join the organisation.

Advertisements are the second big source to attract the candidates. These

are having much larger scope and reach to a number of people. The

qualifications required by the organisation and the criteria could be

described in detail.

37
Large number of consultants also constitutes a big source. Many people

register themselves with these consultants and they act as a bridge between

the organisation and the candidates. The consultants provide the company

required details about all criteria. These consultants are fixed for the

organisation, which are chosen on the basis of their performance. In case of

overseas recruitment it is checked whether their Indian counterparts can

perform the job efficiently or not. If need arises then they are also taken

through consultants.

But if the number of vacancies is very small then the organisation takes the

help of the local consultants.

The candidates are then required to fill up the Application Form. This form

requires the candidate to fill the details regarding the previous

employment, if any and his personal data. The form is having details

regarding like the marital status, organisation structure, the position held

by the candidate, his salary structure, the top three deliveries to the

organisation that proved to be beneficial to the organisation, career goals,

his strengths and weaknesses etc.

After the application form has been duly filled and submitted, the selection

process starts wherein the candidate has to pass through various stages and

38
interview. The interview panel consists of the persons from Corporate

(HR), and other persons including the executives from the department for

which the vacancy is to be filled.

The selected candidates are then short-listed. The short listed candidates

are then given priority numbers; this is due to the reason that sometimes

the candidate who is having first priority is unable to join the organisation

due to some reasons then in that case the candidate next in the priority list

is given preference. The candidate has to under go medical examination

and his credentials are verified.

After qualifying these stages, the candidate is then absorbed in the

organisation and explained his/her duties. This phase marks the end of the

selection procedure.

Flowmore pumps Ltd.also performs Campus interviews as and when the

need arises. The esteemed organisation also provides apprentice training-

wherein the organisation trains the people in the working of the

organisation and gives then stipend. If these trainees are found useful to the

organisation then they are absorbed in the organisation else they are given

certificate so that they can show this as an experience and get a job

elsewhere.

39
 RECRUITMENT AND SELECTION IN FLOWMORE PUMPS

HIERARCHY OF FLOWMORE PUMPS

Mrs. Vandana Bhargava Deputy dDirector

Mr. U.K. Bose CEO

Mr. Samir Bhargave Controller

Mr. Kapil Kaul C.G.M. (M&S) Capt. S.P.S. Sandhu C.G.M. Manager Personal
(Operations)

Mr. Manchanda G.M Mr. Roshan Nowroj G.M. Mr. Sanjay Kumar
(North) (South) Commercial Mrg.

R.S.M. Delhi
Manager Manager International Manager
FFP Department MRTG. CSC & Automation

Manager Sales

Deputy Product Brand

Manager Sales Manater Manater

Asst. A.S.M. A.S.M.

Manager Sales Delhi Delhi

Senior Officer Sales Senior Senior

Officer Officer

Officer Officer
Officer Sales

40
HRM in the pump Industry

When we talk of human resource management, we have in our mind a variety of

things. These include:

 Training

 Skill development and up-gradation of knowledge and skills of the

employees.

 Motivating the employees,

 Effective utilization of the employees skills and capabilities

 Attracting the personnel and their retention

 Wages, salaries and rewards and

 Monitoring and controlling the employees performance

These aspects of human resource management and development are essential

for every sector but in the case of tourism, they have a special significance.

This is because tourism is a service industry and here the customer is not only

buying a service or a product but he is also experiencing and consuming the

quality of service which is reflected in the performance of the person involved

in the production and delivery of the service. Since what is marketed here is a

relationship between the customer and the producer of services, the importance

of human resources becomes vital for the success of the business. Generally, in

such service operations the emphasis has been on courtesy and efficiency and it

41
is assumed that the service in tourism is all smiles and effective communication.

However, with the changing nature of tourism and growing special sation only

smiles, communications skills and courtesy will not serve the purpose. For

example, a guide may be very good in communication but unless he or she is

equipped with knowledge and information related to the monument or the city,

he or she will not be able to perform quality service. Similarly, a driver may be

very good at driving but unless he knows the roads and addresses of the city,

only his driving capabilities will be of no help in providing quality service. And

we must remember here that tourists, whether foreign or domestic, are

increasingly becoming more demanding as regards quality of service.

Generally, human resource management, planning and development in tourism

have to be taken at both macro as well as micro levels. At the macro level, one

takes into account the educational and training infrastructure available in a

country and the efforts initiated by the ICAO. This also includes the efforts

initiated by the private sector. At the micro level, one takes into account how

best individual organizations plan and manage their human resources V S

Mahesh, formerly Vice President (Human Resources) with the Taj Group of

Hotels, is of the opinion that two central features common to all sectors of the

tourism industry must be considered in this regard:

42
1) The concept of Moments of Truth (MOT), and

2) MOT’s relationship to the attainment of service excellence in an

organization.

Jan Carlzon has defined MOT “as an intention between a customer and an

organization, which leads to a judgement by the customer about the quality of

service received by her or him”. In tourism industry, 95% of the MOTs take

place between customers and the front line staff and most of the time they are

not visible to the management. For example, how a hotel receptionist is

handling the customers or how an escort is conducting the tour is not visible to

the management. Yet, the tourist’s experience of the holiday is dependent on

how the staff manning such services has treated him or her. Mahesh has

pointed out that in case of negative experiences, only less than five percent

cases get reported to the management by the customers and hence according to

him the crucial questions is “are human beings capable of doing their job

correctly, willingly and with a smile, when they know that their management is

most unlikely to be able to see or hear them, let alone bear of their failure to do

so”? This puts additional on the human resources management factor in the

tourism industry. Certain organizations, companies and even destinations are

known for their hospitality and are even termed as service leaders in their areas

of operations. Researches conducted by various scholars in this area show that

they have achieved this, status, through effective human resource management

43
in their organizations. According to Gail Cook Johnson these companies have

applied the principal of empowerment to all employees. This empowerment is

manifested in the way that companies:

 Are highly focused and consistent in everything they do and say in relation

to employees,

 Have manager who communicate with employees

 Facilitate, rather that regulate, their employees response to customers

 Solicit employee feedback about how they can do things better

 Stress the importance of team work at each level of the organization and

 Plan carefully the organization’s recruitment and training needs.

These companies give less emphasis on hierarchy and formal relationship

rather; they adopt flat organizational structure in terms of span of control.

Johnson further states that these service leaders can be recognised for:

 Their unfailing commitment to service principles,

 Their investments in people to ensure staffing competence,

 A management philosophy which stresses communication a proactive

orientation and employee feedback and

 A dedication to teamwork

44
In fact, human resource management and customer’s care/expectations

management are inter related area in the area of tourism. Sarah Mansfield has

identified four key principles in the development of customer care within

companies. These according to her are

1) Customer care ‘starts at the top’ was meaning that commitment to the

principle of customer care must emanate from senior management levels

within an organization. Successful management’ is not only about the

right management style but also an attitude, ethos or culture of the

organization which overrides the management techniques used, such that

in the absence of other instructions these values will dictate how an

employee will behave.

2) ‘Customer care involves everyone’ within the organization. It is not just

about front-line staff. The contrary view ‘only services to reinforce the

electricians’ or administrators, opinion that the standard of service they

give in support of the front-line staff is not important. How can cleaners

do the right job unless they fully appreciate their customer’ needs and the

importance of their role? High standards of customer care cannot be

achieved by ignoring seasonal, part time or voluntary staff that represents

the face of the business to many customers.

3) ‘Care for your staff and they will care for your customers. Too often

organizations look first to the customer, whereas the emphasis should be

45
 placed on the staff. Improving the experience of the staff encourages a

better service and a better experience for customers. More customers are

obtained thereby improving the climate in which management and staff

work. Investment and greater professionalism follow success and the

cycle of achievement is reinforced.’

4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix

Research but it long term plan’.

According to V S Mahesh “The nature, determinates and problem areas of

service quality within tourism points clearly to the central role of personnel, at

all levels, in attaining levels, of excellence in this respect. Development the

service culture, within a company, and within tourism industry, cans he seen as

crucial to the success of tourism.” Hence, the activities of an HRD manager in

tourism can be categorised as:

 Human resource planing and

 Human resource development

Aspect like forecasting, recruiting and induction in the human resource area are

taken care of through human resource planning. The identification of specific

developmental needs for the manpower aimed at developing and exploiting the

competencies of the human resources are taken care of through human resource

development.

46
HUMAN RESOURCE PLANNING

In this Section, we will deal with certain aspects which are relevant for

managers or entrepreneurs at an organization’s level in the area of human

resource planning. Human resource planing can be termed as a process for

preparing a plan for the future personnel needs of an organization. It takes into

account the internal activities of the organization and the external environmental

factors. In a service industry like tourism, such planning also aims at improving

the quality of manpower resources. Human resource planning involves:

 Analysis of existing manpower resources,

 Planning for future needs taking into account how many people with what

skills and at what levels the organization will need, and

 Planning for the development of the employees by adopting in-house

training and continuing education methods to upgrade the knowledge and

skills of the employees.

47
 RECRUITMENT AND SELECTION PROCEDURES IN HR

Recruitment and selection procedure is a vital factor of an organization. If it is

not done properly the production procedure will be hampered. Hence

productivity will fall down. So the organization will be in trouble and it will

affect the employer- employee relationship. So recruitment and selection

procedure should be done in proper and correct manner. The new candidates

should replace the vacant post so that the production of the company does not

hamper. By this the productivity will increase and the organization will gain

profit. So the employer will be happy and will not hesitate to distribute bonus

and increments to the workers. The workers will also be more motivated to

work. Hence there will be harmonious relationship in the organization. It will

also stabilize the organization in the long run.

48
 HUMAN RESOURCE MANAGEMENT IN

FLOWMORE PUMPS

Organisation structure:

The whole organisation behaves as a Parivar, with one legal guardian. All

directors and shareholders are from among workers and the entire have taken an

oath through affidavit. In the court of law that neither their family members

shall have claim or share in the assets or profits of the company. All workers of

company are the proud owners of the organisation. The workers believe in the

concept that “manpower is superior to money power”.

Recruitment and selection

Recruitment is the process of seeking out and attempting to attract individuals in

external labour markets, who are capable of and interested in filling available

vacancies. Recruitment is an intermediate activity whose primary function is to

server as a linked between Human Resource Planning on the one hand and

selection on the other. Sources of recruitment are through internal and external

channels. Flowmore pumps recruits it’s employees both externally as well as

internally. Recruitment for the airline is done through interviews of selected

applicants and people who pass the interviews of selected applicants and people

who pass the

49
interview are required to undergo a medical test before he/she is finally placed

in the Flowmore pumps.

Employees are also recruited through internal mobility. This is done on the basis

of merit and seniority. After passing the examination the candidates are called

for an interview along with the employees who have become eligible for

promotion on the basis of seniority.

50
HUMAN RESOURCE FUNCTIONS

 Recruitment and selection.

 Performance Appraisal.

 Training and Development.

 Promotion, Transfer, Separation.

 General administration & Welfare.

 Security.

 Public Relations.

 Industrial Relations.

51
HUMAN RESOURCE PROCESS IN ORGANISATION

Human Resource Recruitment Selection

Training & Socialization

Development

Performance Promotions, Transfers,

Appraisal Demotions & Separations.

52
 HUMAN RESOURCE DEPARTMENT

Unit Head
Additional General
Manager-Corporate HR &
IR
Deputy Manager-
HR

Senior Assistant HR Supervisor-

Executive-HR Officer Administratio
n

Security
Executive
Assistant-HR
Housekeep
ing

General
Administration

53
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This

includes overall research design, the sampling procedure, the data collection

method, and analysis procedure.

Out of total universe 15 respondents from Flowmore pumps have been taken for

convenience. The sample procedure chosen for this are statistical sampling

method. Here randomly employees are selected and interviewed. Information,

which I collected, was based on the questionnaires filled up by the sample

employees.

Under secondary method I took the help of various reference books which I

have mentioned in bibliography and also by way of surfing through the

company website.

 Primary Data

 Questionnaire: Corresponding to the nature of the study direct, structured

questionnaires with a mixture of close and open-ended questions will be

administered to the relevant respondents within the Personnel and other

Departments of the organisation.

 Secondary Data

 Organizational literature: Any relevant literature available from the

organisation on the Company profile, recruitment & selection procedures,

54
 Job specifications (Flowmore pumps), department-wise break up of

manpower strength and the organisational structure.

 Other Sources: Appropriate journals, magazines such as Human Capital,

relevant newspaper articles, company brochures and articles on www sites

will also be used to substantiate the identified objectives.

 Sampling Plan and Design

A questionnaire will be used for the purpose of research:

 Questionnaire: To test the validity and effectiveness of the recruitment and

selection procedures within the organisation and to test the validity and

effectiveness of the policies and procedures within the organisation.

 The basic rationale of Questionnaire is to ascertain the perception of the non-

HR departments in terms of the validity and effectiveness of the policies and

procedures used by the organisation. It is also in line with the assessment of

any suggestions/recommendations that the respondents from these

Departments might have in terms of the use of an alternative source/device

of recruitment and selection, than what already forms the current practice of

the HR Department.

 Questionnaire would be administered to 15 respondents, holding a senior

designation within the Personnel Department of the organisation. It will also

be administered to at least 15 respondents belonging to typical Departments

55
 within the organisation and holding senior designations within their

respective Departments.

 Sampling Element

 For the purpose of administering the Questionnaire, the respondents would

comprise of personnel holding senior designations within the Personnel

Department of the organisation. The respondents for the Questionnaire will

also be preferably being panel members of the Recruitment & Selection

Board of the organisation.

 The respondents would comprise of personnel holding senior designations

within certain typical Departments identified within the organisation,

namely:

- Stores

- Finance

- Operations

- Electronics

- Engineering

 Sample Extent: The extent of the sample is confined to the Sahibabad

operations of the Flowmore pumps, specifically to the Administration.

 Sampling Technique

 Judgement Sampling would be used for the purpose of choosing the sample

for the purpose of administering Questionnaire. The identified expert would

have a thorough knowledge about all the respondents within the Personnel

56
Department of the organisation. Thus his/her expertise would be

incorporated in locating, identifying and contacting the required respondents.

Again Judgement sampling would be effectively used in identifying the

typical non - HR Departments within the organisation and subsequently for

the location and identification of suitable respondents for Questionnaire.

57
 DATA ANALYSIS

The analysis of the various sources of recruitment and selection devices is

presented on the following pages.

 The response entailed from the HR Department (as analysed from

Questionnaire) represents current practice within the organisation in terms

of the sources of recruitment and selection devices used.

 The analysis of the response entailed from all the other departments (as

analysed from Questionnaire) forming the sample, represents the perception

of the respondents from these Departments in terms of the validity and

effectiveness of the various sources/devices of recruitment/selection

(specific to these Departments)

 The analysis further entails any suggestions/recommendations given by these

non-HR Departments (forming the sample for administering

Questionnaire), in terms of any recruitment source and/or selection device

that should be deployed by the organisation apart from what already

constitutes current practice (specific to these Departments)

58
 DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS THE

PERFORMANCE OF THE EMPLOYEES?

90%
90%
80%
70%
60%
Percentage of 50%
Employees 40% Yes
30% No
20%
10%
10%
0%
Flowmore
Company name

INTERPRETATION:

Yes, it does because if in appropriate candidates are selected it would lead to loss of

productivity, labor turnover.

90 out of 100 employees said that recruitment and selection procedure affects the

performance of the employees while 10 out of 100 employees said that it does not.

59
DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

100%
100%

80%

60%
Percentage of
Employees Yes
40%
No
20%
0%
0%
Flowmore
Company name

INTERPRETATION:

100 out of 100 employees said Flowmore pumps recruit employees internally.

60
 IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY THE

COMPANY APPROPRIATE?

80% 75%
70%
60%
50%
Percentage of
Employees
40%
Yes
30% 25% No
20%
10%
0%
Flowmore
Company name

INTERPRETATION:

75 out of 100 employees believe that the recruitment and selection procedure followed by the

company is appropriate while 25 out 100 employees believe its inappropriate.

61
DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION AT THE TIME OF

SELECTION OF A CANDIDATE ?

70% 65%
60%
50%
Percentage of
40% 35%
Employees
30% Yes
20% No
10%
0%
Flowmore
Company name

INTERPRETATION:

Disclosing of job specification basically depends on the job profile of the candidate.

65 out of 100 employees say that the economy discloses the job specifications at the time of

selection of a candidate while 35 out of 100 employees said the company doesn’t disclose job

specifications at the time of selection.

62
DOES YOUR COMPANY ASK FOR REFERENCES AT THE TIME OF SELECTION?

100%
100%

80%

60%
Percentage of
Employees Yes
40%
No
20%
0%
0%
Flowmore
Company name

INTERPRETATION:

100 out of 100 employees said that the company ask for references at the time of selection.

63
 WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE WRITTEN TEST

CONTRIBUTE?

70%
70%
60%
50%
Percentage of
40%
Employees 30% Yes
30%
20% No
10%
0%
Flowmore
Company name

INTERPRETATION:

70 out of 100 employees say that the written test contribute the main factor of recruitment but

30% employees say that written test not take a main part of recruitment.

64
 WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY USUALLY

FOLLOW?

70% 70%
60%
50%
Percentage of 40%
Employees 30% Direct
30%
GD interview
20%
Other
10%
0%
0%
Flowmore
Company name

INTERPRETATION:

70 out of 100 employees say that company follows direct interview method, and 30 out of

100 says company follow the GD interview.

65
FLOWMORE PUMPS GO FOR A CAMPUS RECRUITMENT FOR FRESHER’S

60% 55%
50% 45%
40%

30% Yes
No
20%

10%

0%
Flowmore

INTERPRETATION:

In the survey I find that FLOWMORE PUMPS prefer the fresher only 55% in campus and

45% Not prefer for fresher in campus.

66
DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE

100%
100%

80%

60%
Yes
40% No

20%
0%
0%
Flowmore

INTERPRETATION:

In the survey I find that FLOWMORE PUMPS recruit the people in other state.

67
YOU ARE SATISFIED WITH THE QUESTION AND WHICH ARE ASKED FROM THE

CANDIDATES AT THE TIME OF INTERVIEW

45% 45%
40%
35%
30% 30%
25% 25% Agree
20% Partially agree
15% Disagree
10%
5%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum 45% persons are agree with FLOWMORE PUMPS and

some 30% persons are disagree.

68
MANPOWER IS BASED ON PREVIOUS PRODUCTION DATA

100%
100%

80%

60%
Yes
40% No

20%
0%
0%
Flowmore

INTERPRETATION:

In the survey I find that 100% manpower is based on previous production data.

69
MANPOWER IS LINKED OF VISION OF THE COMPANY

80%
80%
70%
60%
50%
40% Yes
30% No
20%
20%
10%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum 80% is linked of vision of the company.

70
MEDICAL TEST IS DONE AT THE TIME IN FLOWMORE PUMPS

80%
80%
70%
60%
50%
40% Yes
30% No
20%
20%
10%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum cases 80% medical test is done at the time in

FLOWMORE PUMPS but in some cases medical test is not required.

71
INTERVIEW CONDUCTED BY FLOWMORE PUMPS IS FREE FROM BIAS

100%
100%

80%

60%
Yes
40% No

20%
0%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum FLOWMORE PUMPS conducted the interviews is free

from bais.

72
FLOWMORE PUMPS CHECK ALL INFORMATION WHICH IS GIVEN BY THE

APPLICANT BEFORE SELECTION

100%
100%

80%

60%
Yes
40% No

20%
0%
0%
Flowmore

INTERPRETATION:

In the survey I find that FLOWMORE PUMPS check all the information before interview.

73
FLOWMORE PUMPS CONDUCT THE PHYSICAL EXAMINATION BEFORE

SELECTION

80% 75%
70%
60%
50%
40% Yes
30% No
25%
20%
10%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum cases FLOWMORE PUMPS not conduct the physical

examination before selection but in some cases FLOWMORE PUMPS conduct the physical

examination.

74
YOU ARE SATISFIED WITH RECRUITMENT PROCESS IN FLOWMORE PUMPS

80% 75%
70%
60%
50%
40% Yes
30% No
25%
20%
10%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum 75% persons are satisfied with recruitment process in

FLOWMORE PUMPS but 25% persons are not satisfied with recruitment process in

FLOWMORE PUMPS.

75
FLOWMORE PUMPS ALSO RECRUITMENTS THE PEOPLE FOR FUTURE NEEDS

100%
100%

80%

60%
Yes
40% No

20%
0%
0%
Flowmore

INTERPRETATION:

In the survey I find that maximum FLOWMORE PUMPS recruitment process for the people

for future needs.

76
FAVORITISM IS DONE FLOWMORE PUMPS AT THE TIMED OF RECRUITMENT

PROCESS

60% 55%
50% 45%
40%

30% Yes
No
20%

10%

0%
Flowmore

INTERPRETATION:

In the survey I find that maximum 55% favoritism is not done at the recruitment process but

in some cases 45% can done.

77
 FINDINGS
 90% employees said that recruitment and selection procedure affects the performance

of the employees while 10% employees said that it does not.

 100% employees said flowmore pump recruit employees internally.

 75% employees believe that the recruitment and selection procedure followed by the

company is appropriate while 25% employees believe its inappropriate.

 65% employees say that the economy discloses the job specifications at the time of

selection of a candidate while 35% employees said the company doesn’t disclose job

specifications at the time of selection.

 100% employees said that the company ask for references at the time of selection.

 70% employees say that the written test contribute the main factor of recruitment but

30% employees say that written test not take a main part of recruitment.

 70% employees say that company follows direct interview method, and 30% says

company follow the GD interview.

 Flowmore pumps prefer the fresher only 55% in campus and 45% Not

prefer for fresher in campus.

 Flowmore pumps recruit the people in other state.

 Maximum 45% persons are agree with flowmore pumps and some 30%

persons are disagree.

 100% manpower is based on previous production data.

78
 Maximum 80% is linked of vision of the company.

 Maximum cases 80% medical test is done at the time in flowmore pumps

but in some cases medical test is not required.

 Maximum flowmore pumps conducted the interviews is free from bais.

 flowmore pumps check all the information before interview.

 Maximum cases flowmore pumps not conduct the physical examination

before selection but in some cases flowmore pumps conduct the physical

examination.

 Maximum 75% persons are satisfied with recruitment process in

flowmore pumps but 25% persons are not satisfied with recruitment

process in flowmore pumps. In the survey

 Maximum flowmore pumps recruitment process for the people for future

needs.

 Maximum 55% favoritism is not done at the recruitment process but in

some cases 45% can done.

79
 CONCLUSION

REQUIREMENT:-

‘Necessity is the mother of Invention’ this is true everywhere. In the

study first of all I tried to find out the cause of the process of

Recruitment and selection.

I got the answer from Flowmore pumps that here in Flowmore pumps

major cause for the process is its Expansion program as Flowmore

pumps is growing vastly. Few other reasons are Replacement vacancy

Retirement hardly takes place here.

SOURCES:-

An organization’s excellence depends upon its employee’s performance,

which has not only to be maintained on a consistent level, but also must

be improved constantly. All this can be achieved if suitable employees

are selected, through proper Recruitment and Selection procedure.

METHODS:-

For the recruitment and selection various test include for e.g. aptitude

test, personality test and group discussion. As we all know that, in

today’s highly competitive age the biggest problem is of retention of its

highly skilled employees in the organization. Recruitment plays a vital

80
 role in this regard. But it should be seen that no system is without any

flaws. Every system has its strong and weak points and is open for

change at any time.

IMPROVEMENT:-

FLOWMORE PUMPS a well-developed Selection System for its

employee’s development. Thus, the company provides scope for

employees on future growth, career planning, training and development.

81
 RECOMMENDATIONS

The research in Flowmore pumps has helped me in broadening my view. It

has helped me to know that HR is the heart of every organization. It made

me aware about how policies play an important role in the smooth

functioning of any organization. But I have found that there is something

that lacks in the company and which is possible to overcome.

Flowmore pumps is engaged in making maximum sales, providing

satisfaction to its customers, as well as maintaining good relations with the

corporate world. But it has not thought about marinating a health relation

with its employees. This is the reason that there was an increase in the labor

turnover. Also, it has never given consideration to find the reason lying

behind the same.

Employee retention is crucial to the long-term success of your business and

therefore the ability to retain employees is a primary measure of the health

of your organization. Of significant concern is the fact that unplanned

employee turnover directly impacts the bottom line of a business.

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The company can undertake the following steps to maintain long and

existing relationship with its employees as well as a steady increase in

sales:-

1. Employees should know clearly what is expected of them-

Continually changing expectations minimize employee’s sense of

internal security and create unnecessary stress. It is beneficial

therefore to provide a specific framework, in which people can work.

2. Employees should be provided with quality management and

leadership-

It is well documented that people leave their managers more often

than they leave the company or the job. Turnover issues that cause an

employee to feel unvalued by their manager include lack of feedback

about performance, lack of clarity regarding earning potential,

failure to hold scheduled meetings, and the failure to provide a

framework for the employee to succeed. Ensure that the right people

are in place to lead your teams, departments, business units and the

organization as a whole towards success.

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3. The company should compensate candidates applying for any

position in the organization in case of external recruitment; this will

give candidates a positive impression about the company.

4. The references given by the candidates at the time of selection should

be brought into use and should be verified in order to avoid

undesired candidates.

5. Job specifications should be disclosed at the time of recruitment and

selection so that employees are well aware of the tasks to be

performed by them and the expectations their seniors have from

them.

6. Company should undergo personality test in order to judge the

personality of the person applying for the job.

7. Company should have a round of panel interview so that decision of

selecting a candidate is not based on personal biasness of the

interviewer, interviews should therefore be followed by group

discussion.

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 LIMITATIONS

 The scope of the study in terms of coverage is limited to the Delhi

operations of the Flowmore pumps

 Within the organisation the study is limited to the top-level management of

the Personnel Department of the organisation (out of which samples of the

respondents are also members of the Recruitment & Selection committee).

This is for the purpose of administering the questionnaire.

 In line with the purpose of conducting employee interviews, the study would

be confined to personnel holding typical designations within the organisation

at different levels of management.

 Although the limitations that I faced in the organizations is the absence of

Trade Unions co-operation, otherwise which could have help me in

understanding the industrial relations in a comprehensive manner.

 Secondly, the limitation that I have is the scope of collection of sample size

which was confined to only one department, which would have other wise

made my study and observations in an effective manner.

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 BIBLIOGRAPHY

1. BOOKS

 Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition,

Chapter 16, pages 636-641.

 Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw

Hill, 5th Edition, Chapter 11, pages 217-245.

 Decenzo A. David & Robbins P. Stephen, Personnel/HR Management,

Prentice Hall, 3rd Edition, Chapters 6,7 & 8, pages 117-209.

2. Magazines

 India Today

 Today’s traveller

 Business Today

3. News Paper

 Times of India

 Hindustan Times

 Economic Times

4. Web sites

 www.Flowmore pumpsindia.com

 www.indiatimes.com

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 QUESTIONNAIRE

QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE

EMPLOYEES

1. FLOWMORE PUMPS go for a campus recruitment for fresher’s?

Yes [ ] No [ ]

2. Does your company recruitment for the other state?

Yes [ ] No [ ]

3. You are satisfied with the question and which are asked from the candidates at the time of interview?

Agree [ ] Partially agree [ ] disagree [ ]

4. Manpower is based on previous production data?

Yes [ ] No [ ]

5. Manpower is linked of vision of the company?

Yes [ ] No [ ]

6. Medical test is done at the time in FLOWMORE PUMPS?

Yes [ ] No [ ]

7. Interview conducted by FLOWMORE PUMPS is free from bias?

Yes [ ] No [ ]

8. FLOWMORE PUMPS check all information which is given by the applicant before selection?

Yes [ ] No [ ]

9. FLOWMORE PUMPS conduct the physical examination before selection?

Yes [ ] No [ ]

10. You are satisfied with recruitment process in FLOWMORE PUMPS?

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 Yes [ ] No [ ]

11. FLOWMORE PUMPS also recruitment the people for future needs?

Yes [ ] No [ ]

12. Favoritism is done FLOWMORE PUMPS at the time of recruitment process?

Yes [ ] No [ ]

13. Does the recruitment and selection procedure affects the performance of the employees?

Yes [ ] No [ ]

14. Does the company recruit employees internally?

Yes [ ] No [ ]

15. Is the recruitment and selection procedure followed by the company appropriate?

Yes [ ] No [ ]

16. Does your company disclose the job specifications at the time of selection of a candidate?

Yes [ ] No [ ]

17. Does your company ask for references at the time of selection?

Yes [ ] No [ ]

18. What percent of the selection procedure does the written test contribute?

Yes [ ] No [ ]

19. Which type of interview methods does your company usually follow?

Direct [ ] GD [ ] Other [ ]

88