PROJECT REPORT

ON
“RECRUITMENT & SELECTION In”
Videocon

Submitted in partial fulfillment of the requirements for BBA(General) Programme of Guru

Govind Singh Indraprastha University , Delhi

Submitted by:
Rajat Poonia
BBA Semester- 6th
Enrollment No.: 43112401718

DELHI INSTITUTE OF RURAL DEVELOPMENT

Nangli poona,
Delhi-110036
 To Whom It May Concern

I Rajat Poonia, Enrollment No. 43112401718 from BBA(G) 6th Sem of the Delhi Institute of
Rural Development , Delhi hereby declare that the Project Report & Viva Voce entitled
Recruitment and Selection at Videocon. is an original work and the same has not been
submitted to any other Institute for the award of any other degree.
A presentation of the Project Report & Viva Voce was made on Selection and
Recruitment as approved by the faculty were duly incorporated.

Date: Signature of the

Student :
Certified that the Project Report & Viva Voce submitted in partial fulfillment of Bachelor of
Business Administration (BBA) to be awarded by G.G.S.I.P. University, Delhi by Mrs. Chitra Jha
has been completed under my guidance and is Satisfactory.

Date:
Signature of the Guide
Mrs. Chitra Jha
(Faculty Guide )
 INDEX

Project Contents:

i. List of figures & diagrams

1 Introduction of the study

1.1 Introduction
1.2 Background
1.3 Scope
2 Literature Review
3 Job Part
4 Company Profile
5 Research Methodology
6 Data Analysis & Data Interpretation
7 Findings
8 Conclusion
9 Limitations Of Study
10 Bibliography
11 Questionnaire
 ACKNOWLEDGEMENT

This project has been a great learning experience for me & I would like to express my
sincere gratitude to all the people who guide me through the project and without the
valuable guidance and suggestions of these people this project would not have been
completely successful. . I took the opportunity to do my internship in a Multinational
company. It is the third largest picture tube manufacturer in the world “VIDEOCON”.

I owe enormous intellectual debt towards my Industry Mentor Mr. VANY BALU,
Manager, VIDEOCON, & Faculty Mentor MRS. CHITRA JHA Asst. Professor,
DIRD (DELHI) for their continuous support & cooperation throughout my project without
which the present work would not have been possible.

I would like to thank all the respondents whom I interacted during my project & all the
employees for their cooperation without this I may not able to complete it successfully.
 Executive Summary

The Human Resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working therein.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they
need to recruit people with requisite skills, qualifications and experience. While doing so,
they have to keep the present as well as the future requirements of the organization in mind.

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.”

In order to attract people for the jobs, the organization must communicate the position in
such a way that job seekers respond. To be cost effective, the recruitment process should
attract qualified applicants and provide enough information for unqualified persons to self-
select themselves out
 Chapter.1

Introduction
Of the
Study

Introduction
Recruitment and Selection is an important operation in HRM, designed to maximize
employee strength in order to meet the employer's strategic goals and objectives. In short,
Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting
the right candidates for the filling the required vacant positions.

Recruitment is the process of attracting the most suitable people for the position, selection is
the process of choosing the best person for the position, and induction is introducing the
person to the position. This module describes a series of well-tested steps to help you
identify the right person, to ensure he or she will fit well with your farm business, and to
meet the various legal obligations of an employer.
 Background of Study

There is no doubt that the world of work is rapidly changing. As part of an organization
then, HRM must be equipped to deal with the effects of the changing world of work. For
them this means understanding the implications of globalization, technology changes,
workforce diversity. Changing skill requirements, continuous improvement initiatives
contingent workforce, decentralized work sites and employee involvement are the issue for
confront. Now it is a big challenge for the HRM to support the organization by providing
the best personnel for the suitable position in shortest possible time. Start with recognizing
the vacancies and planning for them is a great task. Moreover selecting attracting the
suitable candidates and selecting the best person in time is a challenge.

The cost of the recruitment is significant. So, proper planning and formulate those plan is
the task that require more focus and improvement. Equal opportunity and sourcing is also a
vital part. Realizing this need we tried to find the difference and similarities between
theoretical aspects with the practical steps taken by the company. We took an attempt to
demonstrate the feature for the further improvement.

Objectives of the study

To know overall about the Company of VIDEOCON. The objective of my study is to
understand and critically analyze the recruitment and selection procedures at VIDECON.
i. To understand the process of recruitment
ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyze the functioning of recruitment procedures
iv. To identify the probable area of improvement to make recruitment procedure more
effective

Scope of study
The benefits of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment and selection procedures.
The key points of my research study are:

i. To study the fact about the VIDEOCON as a Group.

ii. To analyses the recruitment policy of the
organization.
iii. To Understand and analyze various HR factors including recruitment procedure at
VIDEOCON.
iv. To suggest any measures/recommendations for the improvement of the recruitment
procedures
v. It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India. vi. It covers workers, Clerical Staff, Officers, Jr.
Management, Middle Management and Senior Management cadres.
Recruitment Process
1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest level
and cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions  Coordinate
Joining Formalities and on boarding as per predefined date  Closing review to
understand client's level of satisfaction.

Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you’re getting in current organization?
 How much you’re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?

Chapter.2
 Literature
Review
History of Human Resource Management

The History of Human Resource Management is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
The terms "human resource management" and "human resources" (HR) have largely
replaced the term "personnel management" as a description of the processes involved in
managing people in organizations. Human Resource management is evolving rapidly.
Human resource management is both an academic theory and a business practice that
addresses the theoretical and practical techniques of managing a workforce.
Human resource management has it roots in the late and early 1900's. When there are less
labor then there are more working with machinery. The scientific management movement
began. This movement was started by Frederick Taylor when he wrote about it a book titled
‘The Principles of Scientific Management’. The book stated, "The principal object of
management should be to secure the maximum prosperity for the employer, coupled with
the maximum prosperity for each employee.” Taylor believed that the management should
use the techniques used by scientist to research and test work skills to improve the
efficiency of the workforce. Also around the same time came the industrial welfare
movement. This was usually a voluntary effort by employers to improve the conditions in
their factories. The effort also extended into the employee’s life outside of the work place.
The employer would try to provide assistance to employees to purchase a home, medical
care, or assistance for education. The human relations movement is the major influence of
the modern human resource management. The movement focused on how employees group
behavior and how employee feelings. This movement was influenced by the Hawthorne
Studies.

Functional area of HRM

• Human resource auditing
• Human resource strategic planning
• Human resource planning
• Manpower panning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching
• Counseling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
• Staff communication
• Reward

In sourcing:

Companies recruit the candidates and, employ them, train and develop them and utilize
the human resources of these candidates. This strategy is called In-sourcing. Companies
formulate and implement this strategy when the corporate strategy is stable.

Out sourcing:
 Some service companies depend for their human resources on such external
organization whose core business is to provide human resources. This strategy is called
Out-sourcing. Outsourcing strategy is more suitable for both the fast growing and
diversifying companies.

 To search for talent globally and not just within the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and final people for positions that do not exists yet.

Selection
Selection process is a decision making process. This step consists a number of activities.
Employee selection is the process of putting right men on the right job.

Recruitment and selection in Videocon:

Recruitment:
Recruitment techniques are the means or media by which the management contacts
prospective employees or provides necessary information or exchange of ideas
order to stimulate them to apply for jobs.
1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are used.
In scouting, representatives of the organisation are sent to educational and training
institutions. These travelling recruiters exchange information with students, clarify
their doubts, simulate them to apply for jobs conduct campus interviews and short
list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
publicise vacancies.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment exchanges,
management consulting firms, professional societies, temporary help societies,
trade unions, labour contractors are the main agencies.
 4. Internet recruitment:
Various job sites are now available on the internet. The organisation can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be called
because almost 25% of net users in India search for jobs through internet.

Chapter.3

JOB PART

I am working there as an intern so I don’t have to handle any core responsibilities. I only
look after the supporting work, like: ID Card Activation, Written exam Coordination,
Calling Interview for Selected Participants, Coordinating Interviews, Coordinate and help
new employees to complete joining procedures, taking written exam etc and main work is
updating the files of existing employees, creates new employees files.

ID card Activations: To activate ID card, it’s necessary to take relevant information from
employees. Like Name, Designation, Division, Signature, Picture etc. And then the
complete forms send to the particular department.

Update old files: Before all employees files based on paper, which creates lots of problems
to maintain because it need lot of space, paper, cabinet to keep, spend time to search and
main problem was it has risk to lost. So now we convert it from paper based to computer
based. And also search those papers which are missing and add these .

Creates New Files: At a time more than one people can join in an organization and all of
them have different files which creates by us. Lots of papers we have to accumulate with
new files like joining forms, disclosures forms, declaration forms, gratuity forms, Conflict
of Interest, Medical reports, Pre-employment medical test, CV with Certificates, Job
st
Advertisement, Manpower Requisition forms, CV shortening criteria, Tabulation Sheets (1
interview, written test), Approval note, Appointment Letter etc.
Written exam Coordination: Coordinate written exam in exam period like guard the
candidates in the time of exam. I any candidates eels any kind of problem then solve it by
conducting with the respective officer.

Observation:
• HR Division is very alert for selecting candidates and also the process is very
transparent so that they can choose the best candidates among applicants.
• In this process there is no nepotism so there are higher possibilities to be selected
without having any back up.
• When they search for any experienced people they give more concentration on
Previous experienced, Educational background, length of services etc so that they can
select the most suitable experienced people.
• When they select entry level candidates than they concentrate more on pro-activeness,
creativeness, ideas which related with the post.
• VIDEOCON has CV bank. At the time of Selection process they collect CV form the
bank and give chinch to them.
• In the time of calling the candidates for interview or written exam, if the candidates
missed then the officers try hard to inform them.
• HR selects candidates from a pull of application so that they can choose most suitable
candidates.

But also the process has some problems like the space for written exam is very small, so
accommodation of all candidates is tough. And the difference between calling candidates
and taking interview is very short so sometimes it creates problems to contact with
candidates.

Recommendation:
Working environment is very good in VIDEOCON. They are very friendly to help each

other. Any one feels pleasure to work with VIDEOCON group. If they take corrective

decision beginning of starting a work then many mistakes can be solved. For example: there

are many rooms are available if tow of room is converting into a written exam room or

then no problem will be arise. If we consider two or three problems then the functioning process

are very good.

 Chapter.4

Company
Profile

The story begins with the idea in the mind of a graduate boy who was very agile and
passionate about his ideas and have believe in them. He initiated with sugar mill and
ended with an MNC named Videocon India’s no. 1 brand in Consumer electronics and
Home appliances by almost 50 million people across the world.

The boy named was Shri Nandlal Madhavlal Dhoot, the founder of the Videocon Group
 Background of VIDEOCON
Videocon Industries Limited, formerly named Videocon Leasing & Industrial Finance
Limited,is a global operating Indian conglomerate. The company was found in 1979 by
Nandlal Madhavlal Dhoot. With a mission: “To delight and deliver beyond expectation
through in genius strategy, intrepid entrepreneurship, improved technology, innovative
products, insightful marketing and inspired thinking about the future”, after three decades
of development, it is now a top consumer electronics and home appliances brand in India
and the third largest CPT manufacturer in the world (The Economist, 2007). The company
is under control of the Dhoot family whom possesses over 70% of the company’s
ownership. Mr.Nandlal Madhavlal Dhoot initiated his sons into the company. One of his
sons, Mr. Venugoapl Dhoot, the Chairman and Managing Director of Videocon, and
another son Mr. Pradip kumar Dhoot, the company’s Whole-Time Director. The Dhoot
family has involved actively in managing Videocon’s business. In the 1980s, along with the
cooperation with Japanese corporation Toshiba, Nandlal launched ‘India’s first world-class
color’ TVs: Videocon. Today, the company is one of the most well-known household
brands in domestic market, and is listed at Bombay Stock Exchange Limited and National
Stock Exchange Limited of India Limited.

Milestones of Videocon Industries Ltd

• 1985- Manufacture of color TVs

• 1987- Manufacture of washing machines
• 1989-1990 Manufacture of home entertainment systems, electronic motors, and air
conditioners
• 1991- Manufacture of refrigerators
• 1995- Manufacture glass shells for CRT
• 1996- Manufacture kitchen appliances; crude oil exploration
• 2000- Philips color TV plants takeover
• 2005- Thomson acquisition; Electrolux India plants takeover
• 2008- Merger of groups of brands
• 2009- Telecom Venture
(Source: Videocon Industries Ltd)
 Business Profile of Videocon

Videocon has four key operation sectors: customer electronics, home appliance and
compressor; display industry and its components; CPTs glass; oil & gas.

Manufacturer & Exporter of Conventional Colour TV and LCD TV Receiver Sets, D2h
Set Top Box, VCD/MP3 Players, Air Coolers, Music Systems, Air conditioners, Home
Theaters like Refrigerators, Automatic & Semi-Automatic Washing Machines, Dish
Washers, Microwave Ovens, Mixer, Grinders and Water Purifier like TV, DVD/MP3 &
Audio Components, Glass Shells for Colour Picture Tubes, Populated PCBs, Tunners,
Monitors for Computer, Compressors and other Electronic Assemblies and Sub-Assemblies
like Digital Diaries, Kiddy PC, Data Projector, Power Inverter, Digital MP3 Player and
Palm Top like ISP, Content and Web Solutions. Crude Oil Extraction 50000 Barrels per
Day. 1050MW Power Generation. Videocon LCD TV, Videocon Air Conditioners,
Videocon Refrigerators, Videocon Washing Machine.

Type and Ownership Pattern

Consumer Electronics, Home Appliances & Compressor manufacturing

in India
Videocon enjoys a pre-eminent position in terms of sales and customer satisfaction in many
of our consumer products like Color Televisions, Washing Machines, Air Conditioners,
Refrigerators, Microwave ovens and many other home appliances, selling them through a
Multi-Brand strategy with the largest sales and service network in India. Refrigerator
manufacturing is further supported by our in-house compressor manufacturing technology
in Bangalore. Videocon has the largest distributed manufacturing base across India – 12
facilities. It has the Capacity to manufacture 4 million CTVs, 2.5 lacs washing machines, 1
mn. DVD players, 4.8 mn refrigerators.

Videocon d2h

Videocon d2h is an Indian Pay TV company, providing Direct Broadcast Television service -
including satellite television, audio programming, and interactive television services—to
commercial and residential customers in India. It uses H.264 or MPEG-4 Part 10, Advanced
Video Coding (MPEG-4 AVC) with DVB S2 digital compression technology, transmitting
using ST-2 satellite. Videocon d2h has 11.86 million subscribers as of March 2016 .

11 November 2016, the Board of Directors of Videocon d2h and Dish TV agreed to an
allstock merger of their DTH operations. The merger will create the largest DTH provider
in India with a total valuation of ₹17,000 crore (US$2.6 billion). The merged entity will be
called Dish TV Videocon Limited. Dish TV will hold a 55.4% stake in the merged entity,
while Videocon d2h will own the remaining shares. The two companies combined would
have 27.6 million subscribers out of the estimated 175 million Indian households that own a
television. The deal is subject to regulatory approvals, which will take a minimum of 8
month. The merger has been successfully completed and effective Oct'17 Dish Tv and
Videocon d2h are officially one. However, the operations still run under their respective
brand names. The operational and infrastructure costs are expected to be leveraged with
collaborative use of the existing infrastructure of individual companies. Apart from the
leveraged costs, now both the brands can effectively handle the existing subscriber base and
address the rapidly growing Indian DTH market.

Connect Broadband
Connect Broadband, the brand name for Quadrant Televentures Limited, is an Indian
broadband and fixed line service provider. Established in year 2000 and a subsidiary
Videocon Group, the company provides broadband services over 3 technologies namely
optical fiber, copper and wireless broadband. Connect Broadband credited for pioneering
broadband services in Punjab, is predominantly active in Chandigarh, Mohali and
Panchkula.

Display industry audit components

With the Thomson acquisition Videocon has emerged as one of the largest Color Picture
tube manufacturers in the world operating in Mexico, Italy, Poland and China, continuing to
lead through new innovative technologies like slim CPT, extra slim CPT and High
Definition 16:9 format CPT.
Color Picture Tube Glass
Videocon is one of the largest CPT Glass manufacturers in the world with a high level of
experience and technical expertise operating through Poland and India. Videocon will
leverage on this synergy after the Thomson acquisition to internally source glass for its CPT
manufacturing increasing efficiencies and lowering costs.

Oil and Gas

An important asset for the group is its Ravva oil field with one of the lowest operating costs
in the world producing 50,000 barrels of oil per day. The group has ambitious plans for
expansion in this sector globally.
Logo Logic
This is the new Videocon symbol. It reiterates the ethos of a company dedicated to
maintaining the highest international standards of excellence through quality, technology
and innovation. For over a decade now, has been bringing the latest and very best in
Consumer Electronics and Home Appliances. Successfully adapting the best of
international technology to suit Indian Videocon needs, and crafting it to improve the
quality of life – as millions of satisfied customers will agree.

Logo of Videocon

The new symbol of Videocon asserts its passion for global impact, and the two ‘E’s on
either side represent the Group’s wide spectrum of interests ranging from ‘Electronics to
Energy’. Along with the steely glint, this communicates the group's global ambition, its
strength, sterling credentials and innovative drive. A symbol that proclaims a paradigm
shift. A sign that represents the new force that is Videocon. Thus, recapitulating our
principle of reaching out and touching the lives of millions of people Worldwide.
 Ownership Pattern
Number of
Sr. Number of Total number shares held in de As a % of
Category of shareholder As a % of (A+B)
No shareholders of shares materialized (A+B+C)
form

(A
) Shareholding of Promoter and Promoter Group

(1) Indian

(a) Individuals/ Hindu 13 1619838 1292950 0.87 0.73

Undivided Family

(b) Bodies Corporate 44 153823583 152711452 82.6 69.57

Sub-Total 57 155443421 154004402 83.47 70.3

(A)(1)

(2) Foreign

(a) Individuals (Non- 0 0 0 0 0

Resident
Individuals/ Foreign
Individuals)

(b) Bodies Corporate 0 0 0 0 0

(c) Institutions 0 0 0 0 0

(d) Any Other (specify) 0 0 0 0 0

Sub-Total 0 0 0 0 0
(A)(2)

Total Shareholding of 57 155443421 154004402 83.47 70.3

Promoter and Promoter
Group (A)=
(A)(1)+(A)(2)

(B Public shareholding
)
(1) Institutions

(a) Mutual Funds / UTI 21 36571 35228 0.02 0.02

(b) Financial Institutions/ 36 304403 291166 0.16 0.14

Banks

(c) Insurance Companies 5 5600352 5599752 3.01 2.53

(a) Bodies Corporate 1927 5516620 4962476 2.96 2.5

(b) Individuals

(i) Individual Shareholders holding nominal share capital up to 342862 4685290 2998613 2.52 2.12
Rs. 1 lakh

(ii) Individual Shareholders holding nominal share capital in 19 1171618 1171618 0.63 0.53
excess of Rs. 1 lakh

(c) Any Other (specify) 0 0 0 0 0

Sub-Total(B)(2) 344808 1137352 9132707 6.11 5.15

8

Total Public Shareholding (B)= (B) 344965 3078241 2776522 16.53 13.9
(1)+(B)(2) 7 0 3

TOTAL(A)+(B) 345022 1862258 1817696 100 84.2

38 22 3

(C Shares held by Custodians and against which Depository 2 3486786 3486240 0 15.7
) Receipts have been issued 3 3 7

GRAND TOTAL 345024 2210937 2166320 100 100

(A)+(B)+(C) 01 25

(d) Foreign Institutional 95 13467563 12706367 7.23 6.09

Investors

Sub-Total 157 19408889 18632513 10.42 8.78

(B)(1)

(2) Non-institutions
 Organizational structure of Videocon

Production structure

Cost cutting – Videocon was better positioned to shift the activities to low-cost locations
and also it could integrate the operations with the glass panel facility in India with the CPT
manufacturing facilities acquired from Thomson S.A. Videocon wanted to leverage its
position in the existing parts of the business and this acquisition would give it a strong
negotiation position and could reduce impact of glass pricing volatility. Videocon could
also reduce the costs by upgrading and improving the existing production lines.
Vertical Integration – The acquisition helped Videocon in vertically integrating its existing
glass-shell business where it had been enjoying substantially high margins.[8] Videocon’s
glass division had the largest glass shell plant in a single location. This gave the company
an unrivalled advantage in terms of economies of scale and a leadership position in the
glass shell industry. The acquisition also gave Videocon a ready-market for its glass
business and it was part of Videocon’s long-term strategy to have a global vertically-
integrated manufacturing facility.
Rationalization of Product Profile – Videocon modified its product profile to cater to the
changing market needs like moving away from very large size picture tubes to smaller ones.
Apart from the overall strategy Videocon also had a plan on the technological front. It
wanted to improve the setup for the production line and line speed post-merger. Its focus
was to increase sales while reducing the costs and thereby improving the productivity of the
existing line. The company also wanted to foray in a big way into LCD panels back-end
assembly. On the sales front the company wanted to leverage on the existing clients of
Thomson and build relation as a preferred supplier to maximize sales. Also, Videocon could
benefit from OEM CTV business with the help of Videocon’s CTV division, invest for new
models and introduction of new technologies.
Videocon has not been able to turn the plant around in Italy still. However it is getting
support from the local governments (which want to prevent job cuts) in form of grants. The
government is in fact trying to set up a Greenfield venture in form of a LCD manufacturing
facility in partnership with Videocon. The banks are also supporting Videocon and with
help from all these quarters Videocon expects to turn around the plant in Italy.[13] The
Thomson plant has not turned around in Mexico as well and in fact production has been
reduced over there. In Poland, the situation is more promising and Videocon hopes that
plant over there will get in black in the very near future.[14] However the surprise has been
in the Chinese market .Despite facing a highly competitive market Videocon has managed
to turn a plant around while the other is on its way. In China Videocon is adopting a
different strategy for manufacturing CTVs as the local players dominate the market .It plans
to supply these players by taking advantage of low-cost nature of mainland(the number
targeted by it about 6 million CPT,s)

VIDEOCON STRATEGIES

Multi-brand strategy
Videocon International was the first Indian company to adopt the strategy of
multibrands. Apart from its mid-priced brand Videocon, the company now hawks
Toshiba, a premium brand, and the low-priced brands Akai and Sansui. The multi
 branding technology paid off as Videocon managed to hold on to a combined
market share of around 19.6 percent, with LG at 25.9 percent and Samsung at
around 13.8 percent.
Overall, the shift in the power to trade is probably one of the defining developments.
It is important since the TV companies themselves have taken it seriously and
embarked on crafting longer-term strategies to accommodate this development. The
effectiveness of their strategy and the responses of the other players promise to
deliver a few more years of enterprising developments in the Indian TV market.

Backward Integration
Videocon integrated backwards by getting into manufacture of components such as
electron guns, metal parts and deflection yokes for CTVs and compressors, and
electric motors and plastic components for households appliances such as washing
machines, refrigerators and Air conditioners. The group integrated further to get in
to manufacture of glass panels and funnels, the key components for the manufacture
of color picture tubes.
“Videocon enjoys a unique synergy in the global CTV business from glass to CRT
(Cathode Ray tubes) to CTVs. - (From Sand to CTV). Together with other
components for households appliances. This high degree of backward integration
bestows upon the company a unique benefit over competition.

Board of Directors

Name Age Since Current Position

Venugopal Dhoot 64 2005 Executive Chairman of the Board, Managing Director

Sunil Jain 48 2010 Senior Vice President

Mandar Joshi 2017 Compliance Officer, Company Secretary

Shekhar Jyoti 52 Vice President

 Abhijit Kotnis 46 2011 Vice President

Arun Pal 42 2013 Vice President

4
Chandramani Singh 2011 Vice President
6

Sarita Surve 2017 Additional Director

8
Bhopinder Chopra 2016 Independent Director
1

Subhash Dayama 2016 Additional Independent Director

Radheyshyam Agarwal 73 2009 Non-Executive Independent Director

BIOGRAPHIES

Name Description

Venugopal Dhoot

Shri. Venugopal N. Dhoot is Executive Chairman of the Board,

Managing Director of Videocon Industries Ltd. He He is an
industrialist. He has experience spanning over four decades in
diversified fields such as consumer electronics and home
appliances, oil and gas and power. He was the President of the
Associated Chambers of Commerce and Industry in India and
Electronic Industries Association of Marathwada. Presently, he
is a Member of Advisory Committee of Pune University of
Information Employment and Guidance and Advisor to the
Government of Orissa for industrial development of Orissa.

Sunil Jain Mr. Sunil Kumar Jain is an Senior Vice President of Videocon Industries Limited,
since 01, April 2010. He holds M.Com., ICWAI, C.S. He has 20
years of experience. He served on Bharat Business Channel
Limited.

Mandar Joshi

Shekhar Jyoti Mr. Shekhar Jyoti is an Vice President of Videocon Industries Limited. Mr.
Shekhar holds B.Com., M.B.A with specialization in Marketing &
 HR, joined as a Management Trainee in 1986. He has headed HR,
Customer Service, Sales, Marketing & Administration functions
with Videocon Group. He has won several accolades like
CETMA (Consumer Electronics and Television Manufacturers'
Association).

Abhijit Kotnis
Mr. Abhijit Kotnis is an Vice President of Videocon Industries
Ltd. He holds B.E. (Electronics). He has 23 years of experience.
He served on VDC Technologies SpA., Anagni., Italy.

Arun Pal

Chandramani Singh
Mr. Chandramani Singh is Vice President of Videocon
Industries Ltd. He holds M.A., PGDBM. He has 15 years of
experience. He served on Arron Engineering.

Sarita Surve

Bhopinder Chopra

Subhash Dayama

Radheyshyam Agarwal Mr. Radheyshyam Dalchand Agarwal is Non-Executive

Independent Director of Videocon Industries Ltd. He carries with
him vast experience in the Technical fields. Amongst other
positions, he has served as Executive Director of IDBI for 3 years
in his total service of 28 years with IDBI.

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Chapter.5
 Research
Methodology
Research
RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in
any branch of knowledge’.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem, formulated

hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.
The data has been collected from both the sources primary and secondary sources.
KIND OF RESEARCH
The research done by

Exploratory Research
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.

Sample Design
A complete interaction and enumeration of all the employees of VIDECON was not
possible so a sample was chosen that consisted of 25 employees
 DATA COLLECTION
The data for the survey will be conducted from both the Primaries as well as secondary
sources.

Primary Data
Primary data was collected using interviews technique the survey data will collect by
using questionnaire. The primary data collection for his purpose is supposed to be done by
judgment sampling conversation sampling. The questionnaire has been formatted with both
open and close structure questions.

Secondary Data
• Data was collected from web sites, going through the records of the organisation, etc.
• It is the data which has been collected by individual or someone else for the purpose of other
than those of our particular research study.

RESEARCH DESIGN
.
A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern or
framework of the project that stipulates what information is to be collected from which
source and be what procedures.

“A research design is the arrangement of the condition for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with economy in
procedure”

Design Decision happen.

1 What is study about?

2 What is study being made?
3 Where will the study be carried out?
4 What type of data is required?
5 Where can the required data be found?
6 What will be the sample design?
 7 Technique of data collection.
8 How will data be analysed?

Chapter.6

Data Analysis And

Interpretation
Data Interpretation
A questionnaire was prepared for the purpose of getting feedback from employees and
manager regarding “Recruitment & Selection” of their Company. 20 employees are selected
from different department and were distributing questionnaire from the purpose of the
study.
 Analysis of data
The analysis of the data is done as per the survey finding. The percentage of the people
opinion were analyzed and expressed in the form of chart and have been placed in the next
few pages’
Question 1: The hiring process helps in identifying the competence both visible (like
Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait)?
Options Yes NO Total
Responses 18 2 20
Percentage 90 10 100%

90% of respondents thinks that hiring process helps in identifying the competence both
visible (like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image,
Trait).

Question 2: E-Recruitment (like portals, social websites) have become must to survive in
the competitive market?

Options Yes NO Total

Responses 17 3 20
Percentage 85 15 100%
85% respondents thinks that e-recruitment have become must to survive in the competitive
market.

Question 3: Is there any provision recruitment of summer trainees?

Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%

Yes there are 100% provisions of recruitment of the summer trainees.

Question 4: Is there any contract (bond) signed by employees while joining the
organization?

Options Yes NO Total

Responses 18 2 20
Percentage 90 10 100%
90% employees are made to sign bond by employees before joining the organization.
Question 5: Employer branding plays key role in more successful recruitment and retention
of top talent?
Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%

100% respondents think that employer branding plays key role in more successful
recruitment and retention of top talent

Question 6: Do you give special treatment to employees in order to give them comfortable
work environment?
Options Yes NO Total
Responses 16 4 20
Percentage 80 20 100%

80% of respondents think that employees are given special treatment in order to give them
comfortable work environment.

Question 7: Corporate Social Responsibility can lead to attraction of employees towards the
company?
Options Yes NO Total
Responses 20 0 20
Percentage 100 0 100%
 Corporate Social Responsibility can lead to attraction of employees towards the company.

Question 8: Does the developmental activity helps the management in identifying,

analyzing, forecasting and planning changes needed in company’s HR area?
Options Yes NO Total
Responses 20 0 20
Percentage 100 0 100%

100% employees think that developmental activity helps the management in identifying,
analyzing, forecasting and planning changes needed in company’s HR area.

Question 9: What is the attrition rate in the organization?

Options 1%-5% 5% - 10% 10% - 15% 15% - 20% Total
Responses 4 13 3 0 20
Percentage 20 65 15 0 100%
There is 65% attrition rate in the organization.

Question 10: Rank the following reasons for attribution rate .

A) Good working environment

B) Good compensation and bonus structure
C) Quality of workforce
D) All of the above

Options A B C D Total
Responses 0 0 18 2 20
Percentage 0 0 90 10 100%

90% employees think Quality of workforce is major reason of attrition.

Question 11: In Selection Process, do you think innovative techniques (likes stress level
test, psychometrics test) should be adopted?
Options Yes NO Total
 Responses 18 2 20
Percentage 90 10 100%

90% employees think innovative techniques (likes stress level test, psychometrics test)
should be adopted.
Question 12: Is internal hiring helps in motivating the employees?
Options Yes NO Total
Responses 20 0 20
Percentage 100 0 100%

100% employees think that internal hiring motivates the employees to be more productive.

Question 13: Is there any facility for absorbing the trainees in your organization?
Options Yes NO Total
Responses 20 0 20
Percentage 100 0 100%
Yes there is a facility for absorbing the trainees in our organizations.
Question 14: Do you have any system to calculate cost per recruitment?
Options Yes NO Total
Responses 18 2 20
Percentage 90 10 100%

Yes there is a system to calculate cost per recruitment.

Question 15: Is there any provision for evaluation and control of recruitment process?
Options Yes NO Total
Responses 20 0 20
Percentage 100 0 100%

Yes there are provision for evaluation and control of recruitment process.

Question 16: You feel Branding of the organization contribute to the effective recruitment
and selection Process because of,
 A) Good working environment
B) Good compensation and bonus structure
C) Quality of workforce
D) All of the above
Options A B C D Total
Responses 3 0 0 17 20
Percentage 15 0 0 85 100%

Branding of the organization contribute to the effective recruitment and selection Process
because of good working environment , good compensation and bonus structure and
quality of workforce.

Question 17: Does the organization provide any educational assistant?

Options Yes NO Total
Responses 13 7 20
Percentage 65 35 100%
Yes 65% respondents think organization provides educational assistant.

Question 18: In case if the contract which was sign by the employee at the time of the
joining then, if company will take any legal action?
Options Yes NO Total
Responses 16 4 20
Percentage 80 20 100%

80% of employees think that in case if the contract which was sign by the employee at the
time of the joining then company will take any legal action.

Question 19: Is there is any cases which can be exceptional from the contract?
Options Yes NO Total

Responses 16 4 20

Percentage 80 20 100
%

Yes there are cases which can be exceptional from the contract.
Question 20: Should a company provide a Cab or Bus facility to its employees for 24/7
hours for better relationship with their employees?
Options Yes NO Total

Responses 17 3 20

Percentage 85 15 100
%

Yes company provide a Cab or Bus facility to its employees for 24/7 hours for better
relationship with their employees

FINDINGS
After the data analysis and interpretation the findings are:

 According to the Survey, Recruitment differs from company to company for each
category.

 According to the Survey, the company do utilize internet sites for the recruitment
process and for finding the talent candidate

 According to survey it is observed that the company are utilizing the job description
in order to make screening process more efficient

 The recruitment and selection process is decentralized

 Conclusion

Recruitment as being one of the major topic is required by most of the Organization. Hence
the study helped in understanding the various aspects of recruitment and selection process.
In the VIDECON the sources of Recruitment is effective, the internal Selection of the
organization also in an economical means which also reduce costs, only after looking the
efficiency of the existing employee towards the company and his sincerity that employee
will be selected, in VIDEOCON the effective Selection process is adopted in the last 7
years. It can be retained as such. Also the employee of VIDEOCON are satisfied with the
Recruitment and Selection Process. Also they are well aware about the various sources and
methods of Recruitment and Selection.
 Limitations of the study

 The employees were busy with their daily schedule and it was very much difficult
for them to give time.
 Time and money was also an important constraint
 Bibliography Books:
1. K Ashwathapa, (1997) Human Resource and personnel Management,
2. David A. DeCenzo, Fundamental of Human Resource Management
3. Research Methodology,
Magazines:
1. India today
2. Business world
Newspapers:
1. Times of India
2. The Hindustan times 3. The economic times.
Reports:
1. Annual report of VIDEOCON 2015-2016
2. Annual report of VIDEOCON 2016-2017.
Websites:
1. www.videocon.com
2. www.en.wikipedia.org
3. www.scribd.com

Questionaire
Questionnaire Recruitment & Selection Process
Name –

Company’s name – B-71, Phase-VII, Industrial Focal Point, Mohali-160055

Department –

Designation – Date- 18 /08/2017

Question 1: The hiring process helps in identifying the competence both visible (like Knowledge, Skill) and
Hidden aspects (like behavioral, social role, Self Image, Trait)?
Yes No

Question 2: E-Recruitment (like portals, social websites) have become must to survive in the competitive
market?
 Yes No

Question 3: Is there any provision recruitment of summer trainees?

Yes No

Question 4: Is there any contract (bond) signed by employees while joining the organization?
Yes No

Question 5: Employer branding plays key role in more successful recruitment and retention of top talent?
Yes No

Question 6: Do you give special treatment to employees in order to give them comfortable work environment?
Yes No

Question 7: Corporate Social Responsibility can lead to attraction of employees towards the company?
Yes No

Question 8: Does the developmental activity helps the management in identifying, analyzing, forecasting and
planning changes needed in company’s HR area?
Yes No

Question 9: What is the attrition rate in the organization?

A) 1% - 5%
B) 5% - 10%
C) 10% - 20%
D) 20% to Above

Question 10: Rank the following reasons for attribution rate.

A) Insufficient Salary Package

B) Because other colleagues leave
C) Higher studies and other personal reasons
D) Distance issue

Question 11: In Selection Process, do you think innovative techniques (likes stress level test, psychometrics
test) should b adopted?
Yes No
Question 12: Is internal hiring helps in motivating the employees?
Yes No

Question 13: Is there any facility for absorbing the trainees in your organization?
Yes No

Question 14: Do you have any system to calculate cost per recruitment?
Yes No

Question 15: Is there any provision for evaluation and control of recruitment process?
Yes No

Question 16: You feel Branding of the organization contribute to the effective recruitment and selection
Process because of,

A) Good working environment

B) Good compensation and bonus structure
C) Quality of workforce
D) All of the above

Question 17: Does the organization provide any educational assistant?

Yes No

Question 18: In case if the contract which was sign by the employee at the time of the joining then, if company
will take any legal action?
Yes No

Question 19: Is there is any cases which can be exceptional from to contract?
Yes No

Question 20: Should a company provide a Cab or Bus facility to its employees for 24/7 hours for better
relationship with their employees?
Yes No