Summer Training Report

ON

Recruitment & Selection

In

Sabo Hema Automotive Pvt. LTD.

Submitted in partial fulfillment of the requirement of Degree in

Bachelor of Business Administration

(Session 2017-19)

SUBMITTED TO: SUBMITTED BY:

CONTROLLER OF EXAMINATION Kundan kumar
M.D.UNIVERSITY, ROHTAK BBA(GEN.) V
SEM

PT. JLN GOVERNMENT COLLEGE

SEC-16A, FARIDABAD
 ACKNOWLEDGEMENT

This is my privilege to express my deep-felt gratitude to MR………………? for providing

me the opportunity to undertake my summer training project at HR department of SABO
HEMA PVT LTD.. I would like to thank Maharishi Dayanand University, Rohtak for
meticulously planning academic curriculum in such a way that students are not only
academically sound but also industry ready by including such industry training pattern. I
would like to thank PT JAWAHAR LAL NEHRU GOVRNMENT COLLEGE,
Faridabad for giving this opportunity and help to get the practical knowledge over the
theoretical knowledge. It helps to achieve our objective and help to make future better.
These dedicated people are busy shaping the goals and dream of our future generation,
and they deserve all the honor and accolades we can heap upon them. This is our
Department. I would like to express my deepest gratitude to…………………..….?, a
faculty member of PT JAWAHAR LAL NEHRU GOVRNMENT College, NIT
Faridabad, who have been guiding force behind this project and encourage me for
successful completion of my project report.

Kundan Kumar
 PREFACE

This Summer Training report in Personnel Department of SABO HEMA PVT LTD. in
Gurugram is an integral part of BBA course and aims at providing a first-hand exercise of
the industry to the students. This practical experience helps the students to view the real
business world closely, which in turn widely influences their conceptions and perceptions.
I was fortunate to get an opportunity to my project report in a reputed, well established,
fast growing and professionally managed organization. This project was assigned to find
out the behavior and to collect information about the performance of employees at work
place. I had personally met the respondents for getting the information. It gave me a great
deal of exposure and I found the practical work totally different from theoretical work.

Kundan Kumar
 INDEX
CHAPTER NO. LIST OF CONTENT

CH-1 Company Profile

CH-2 Review of Literature

CH-3 Research of Methodology

Objective of the study

Research Design

Sample Unit

Method of data Collection

Limitations

CH-4 Data Analysis and Interpretation

CH-5 Conclusion

CH-6 Suggestions

CH-7 Annexure

Bibliography

Questioner
 Chapter-1

✓ Company Profile
COMPANY PROFILE

Demonstrated Performance. Sabo Hema Products Company is renowned for

bringing an extra dimension of product innovation, customer reliance, and product
quality to the air conditioning and refrigeration industry. As a result of our
innovative spirit and product performance, people rely on our products every
day. We literally touch the lives of millions.

Early Beginnings. We developed the first “hermetic” compressor for consumer

refrigerators in 1937. As the name Sabo Hema became synonymous with commercial
refrigeration and central home air conditioning, we expanded our product line to
include automotive air conditioning compressors in 1953. Our reputation for
innovation was further enhanced in 1959 when we developed the first high-speed
hermetically-sealed compressor for commercial applications.

A focused Company. Although our product manufacturing focus remains constant,

Sabo Hema has substantially invested in research and development engineering
laboratories in North America, Europe, South America and India. We've also
partnered with R&D facilities at universities throughout the globe. These facilities
are not just responsible for engineering product solutions, but our university partners
also provide Life Science Research on how our products interface with mankind
and the environment.

Sabo Hema Innovation. Today, we engineer a full-line of hermetically-sealed

compressors for residential and specialty air conditioning, home refrigerators and
freezers, and commercial refrigeration. But our expertise doesn’t stop there; we
also offer a complete line of indoor and outdoor condensing units, evaporator coils,
heat pumps, complete refrigeration systems and authorized spare parts.

Global Products. Our products can be quickly accessed from manufacturing

facilities on four continents when needed on a worldwide basis. We can provide
coordination among our global facilities and your plant locations anywhere, so
product selection, specifications and delivery of product are assured.

Unwavering Commitment. Sabo Hema has responded to the challenges of the

refrigeration and air conditioning marketplace for over seven decades, leading the
way with improved products and service in support of the industry we serve. A
company-wide dedication to quality control has already earned Sabo Hema the
highest quality rating from major refrigeration and air conditioning
manufacturers. And the people we employ are honored to touch so many lives, in
so many countries, every day.
Early 1930’s: Raymond Herrick – a tool and die maker - had no formal education
and modest savings, but he had an idea . . . to apply mass production techniques
learned working with Henry Ford to the assembly of refrigeration compressors.

1934: Herrick founded Sabo Hema Products Company in Sabo Hema, Michigan.,
which would become the world’s largest independent producer of refrigeration
compressors.

1938: Sabo Hema revolutionized the industry with the first hermetically sealed
compressor, significantly increasing appliance longevity and reliability. By 1939, the
company was producing 160,000 compressors annually.

During WWII: Thousands of patriotic men and women served their countries. Citizens
and businesses were called up too. Sabo Hema applied its mass production know-how to
manufacture record numbers of 40 mm shells.

After the war: With much of the world in ruins, food preservation equipment was
badly needed. Sabo Hema shared its knowledge and began working directly with
foreign licensees. Post-war desire for refrigerators, freezers, and air conditioning was
soaring. In 1947, a Sabo Hema compressor powered the first window air conditioning
unit.
1950: Sabo Hema produced 2 million compressors. Soon afterwards, we introduced a
compressor for automotive air conditioning. Consumer demand for these products grew
exponentially and by 1954, Sabo Hema compressors powered 48 percent of all
cooling appliances. By the mid-50’s, sales were $124 million.

Early 1960s: We’d become America’s largest compressor producer, with our units
in 70 percent of all freezers, window air conditioners, non-GM automobile air
conditioners, and 30 percent of all refrigerators.

Today: We manufacture from four continents for customers in countries around the
globe. We continue to seek alliances and opportunities to carry out our founder’s
basic philosophy – to make the highest quality compressors and keep costs low. As
a result, citizens everywhere enjoy a better quality of life.

Sabo Hema product India private limited is an ISO 14001 and 9001 certified
American based multinational company, with as core expertise in manufacturing
hermetically sealed compressors. Sabo Hema India is a 100% subsidiary to Sabo
Hema product company(TPC) USA, which the world’s only full line independent
manufacture of compressors. TPC has 29 manufacturing locations infour countries. In
India the company has 20 sales offices & in extensive networks of over 200 dealers
and more than 600 registered small-scale manufacturers.

Sabo Hema India is the preferred supplier to the who’s who of the AC & R industry
in India in the Middle Ease, SAARC countries. The company was originally
established and USHA Refrigeration Industries Limited(URIL) Started in 1963. URIL
manufactured compressors for water coolers, air coolers & air conditioners, Lala
Charath Ramji who was from a renowned industrial family of DC and ceremonial
group of companies started URIL.

In 1970 the URIL was changed to C. Shriram Refrigeration’s Limited and the
business was also diversified towards manufacturing of diesel engines & water
coolers. Shriram Industries played a great role in the field & captured more than
50% markets shares in India. Shriram Industries also kept its hands in international
trade & were successful in exporting their products to the neighboring countries,
Nepal & Bangladesh.

In the process for survival, Shri Ram went to Sabo Hema collaboration with wasting
house US and was named as siel compressors. Siel compressors were the first Indian
company to manufacture compressors. Later wasting house stopped manufacturing &
siel went into technological collaboration with Sabo Hema means ‘crouching partner’
derived from chief of the Shawnee Tribe(1768-1813). It started its operations to
offer new state of A W series to Indian customer. Subsequently Sabo Hema product
company took over siel group in 1997 & siel group became 100% subsidiary to
Sabo Hema products company. As soon as Sabo Hema took over the company its
stopped manufacturing water coolers restricted its products to CFA/hermetically
sealed compressors.

Sabo Hema Product Company invested 80million in Indian operation known as Sabo
Hema Product Private Limited(TPIPL). TPIPL has two states of art manufacturing
facilities at Gurugram, Andhra Pradesh & Gurugram, Haryana with a CADEM center
at the Gurugram plant to meet global engineering needs. TPIPL has gained core
expertise in Research & Development , A W assembly as a A W machine shop such
that it acquired a lion’s shares of the Indian compressor market by gaining a 50%.

TPIPL (Sabo Hema Product India Private Limited) is a successful managed company
as evidenced in its Management performance. Evolution of Management performance
of company is a continues process for understanding the direction in which the
company is moving so as to decide & implement the feature course of action with
a view achieves interest of the objectives in the best interest of the organization.
 Management performance can be done from the point of view of various interest
groups such as owners, management, leaders, etc.; however, here it is an analysis
to understand Management performance of TPIPL by using the technique of ratio
analysis.

GURUGRAM PLANT

The Gurugram plant is on a sprawling 54-acre land at the Balangar Industrial belt
15km. Away from Gurugram city on the highway line going towards HMT Ltd
Nassau road. At Gurugram plant TPIPL manufacturers air-conditioners, from 1200
BTU to 60000 BTU & Compressors for deep freezers, bottle cooler & water coolers
which are considered to be world’s No.1 in the 150million compressors market a
year.

GURUGRAM PLANT

At Gurugram, Haryana TPIPL has invested Rs.200crores for manufacturing if NON-CFC

compressors. The Gurugram plant is one of the best compressors manufacturing
unit in Asia. The plant is extended on 21-acre land on the Delhi-Mathura National
Highway. The plant has a capacity to manufacture 25000 units per month.

The management has started development activities in the following areas:-

➢ Efficient treatment plant

➢ Tree plantation
➢ Rain water harvesting is to increase the ground water level &TPIPL has the
distinction of being the first organization in thus record.
➢ Vermi culture is the process of utilizing the canteen food wastage for converting
into natural manner.

A. Department of TPIPL

o Human Resource Management

o Accounts Department
o Attendance & Pay Offices(A & PO)
o Export oriented unit(AK Kit)
o Technology Development Center(TDC)
o Maintenance & Engineering Department
o Quality Development of A W assembly
o A W Press shop
o A W Machine shop
o Service center
o Dispensary
o Chemical & Technological laboratories.

TPIPL has a total of 766 permanent employees as on which include.

• 172 officers
• 232 staff
• 362 workers

B. 5-S Philosophies

Sabo Hema encourages its employees to follow these philosophies, which is the
Japanese way of working.

1. SERI (Sorting out) :

▪ Look around your work area & ask yourself “Is it really necessary for all items
to be there?”
▪ Separate items “O.K” re-workable a rejected items.
▪ Re-work there workable items and dispose of the rejected items.

2. SEITION(Systematic Arrangement):
▪ Items must be place in prefixed locations so that they are accessible & can be
easily use.
▪ Items should be clearly identified by labeling them property.

3. SEISO(Spic & Span):

▪ Clean the work place yourself.

▪ Clean all the equipment including table etc. Yourself.

4. SEIKETSU( Serme Atmosphere):

▪ A clean work place properly selected with a proper arrangement will soon become
dirty if SERI, SEITION & SEISO are not practiced regularly.
▪ To achieve serene atmosphere the three steps of SERI, SEITION & SEISO should
be continuously repeated.
▪ We would keep our area of work neat & clean including your own attire.

5. SHITSHUKE(Stick to self-discipline):
▪ Follow rules & regulation strictly.
▪ Adhere to timings & respect time.
▪ Confirm to standards while working.

C. STRATEGIES & PROCESS OF TPIPL

Work place improvements (5-s philosophies)

Creativity club.
 KRA’s (Improvement/Suggestions)
Variable earning- sharing of value addition.
Agreement process- organization needs.
Nom-conformance reporting/audits
Open/House communication meetings.
Team Assessments & feedback.
Changing lifestyle.

TPIPL’s VISION & MISSION

VISION-

It is our goal to be the global leader in all the markets in which we choose
participate. We will pursue disruptive technologies to redefine our products.

MISSION-

• We will leverage our global expertise in mechanical, electrical, fluid handling,

related components & services as to provide comprehensive solution for our
customer’s needs- compressors, engines, electric motors, pumps, electronics & controls.
• We will be best in class & the most effective producer by utilizing the principles
of TQM, 6 Sigma & lean.
• Our organization will modify itself in response to change in environment at a pace
& amount of change that can be made without eliminating or impending our
ongoing effectiveness.
• Incisive, continuous strategic thinking will be well communicated & started by the
organization.

D. IMPORTANT EVENTS:

2000-01
 SABO HEMA FULLY ACQUIRED

• SHRIRAM GURUGRAM
• WHIRLPOOL’S COMPRESSOR
• Facility at Gurugram, Faridabad

2001-02

• Development of plant in Gurugram.

2002-03

• Amalgamation with TPIPL.

2003-04

• Voluntary retirement scheme.

• Industrial unrest & lockout in the first half of the year.
• Export obligations not met during the year & high foreign outgo.
• Obligations met towards customer by importing finished goods & selling loss.

2004-05

• Setting up of the CADAM center.

2005-06

• Setting up of a 100% EOU for export of compressors & its parts.

• Expansion in installed capacity at the Gurugram plant.
• Total foreign outgo reduced drastically.
• Improvements in the market for compressors as a result of an improvements in
market for air-conditioners & refrigerators.

2006-07

• This year exports showed a growth of three times over previous years in volumes.
• A W Capacity has launched two new commercial model of MLA sense country
wide competition among the engineering industries.
• Won the “GREENTECH environment excellence silver award” in the countrywide
competition among the engineering industries.

2007-08

• Sabo Hema compressors for china.

• Sabo Hema posts 84% rise in exports earning.
• Sabo Hema India to set up rotary compressors unit.

2008-09

• Won the “GREENTECH environment award in the countrywide among the

engineering industries.”

E. PRODUCTS & SERVICE:

With a widely used range of reciprocating, rotary & social compressors for varied
applications, Sabo Hema caters to the entire spectrum of cooling needs for air-
conditioning, refrigeration & commercial application. The superior technology that is
built into these compressors ensures that they operate with highway efficiency &
at low noise levels. Compressors manufactured in India are trivialized to suit the
exacting Indian conditions which means that they with stand wide voltage fluctuation
& perform well even under extreme weather conditions.

The range includes the energy efficient A W Series, super silent A W series & the
study, reliable & eco-friendly MLA Series of compressors.

F. PRODUCT RANGE:
➢ Refrigerator compressors
➢ Commercial refrigeration compressors.
➢ Air-conditioning compressors.
➢ Commercial air-conditioning compressors.
➢ Condensing units.

Chapter-2
-

✓ Review of
literature

RECRUITMENT

“The art of choosing men is not nearly as difficult as the art of enabling those
one has chosen to attain their full worth.”
 Definition:

Recruitment is the process of recruiting potential personnel to fill up the existing

requirement of the organization. It is the process of discovering potential applicants
for actual or anticipated job vacancies. Recruitment involves encouraging individuals
with needed skills to make applications for employment

Recruitment, logically, aims at (i) attracting a large number of qualified applicants

who are ready to take up the job if it’s offered and (ii) offering enough information
for unqualified persons to self-select themselves out.

Objectives:

The main objective of recruitment is to increase the no. of applications for the job
available in the organization, to select the best applicant who is the best fitted to
the job.

Attract and empower an ever increasing number of the organization.

Build positive impression of the recruitment process.

Create a candidates pool of the enable the selection of best candidates for the organization.

FACTORS AFFECTING RECRUITMENT

In recruiting new employees management must consider the nature of labor market,
what sort of potential labor are available and how do look for works.
The factors affecting can be summed up under the following heads:

➢ Labor Market Boundaries:-The knowledge of the boundaries help management

in estimating the available supply of qualified personnel form, which it might
recruit. A labor market consists of a geographical area in which the forces of
demand and supply interact and thus affect the price of labor.
➢ Available skills:-companies must locate the areas where they can find employees
who fit the jobs according to their skills.

➢ Economic condition:-Economic condition also affect recruitment. Unemployment

worker may swamp a new plan located in a depressed labor market whereas a
firm trying to establish it or to expand in an area where a few qualified workers
are out of work has quite a different recruitment problem.

➢ Attractiveness of the company:-The attractiveness of the company in terms

of higher wages, clean work, better fringe benefits and rapid promotions serve as
influencing factor in recruitment.

NEED FOR RECRUITMENT

It makes possible to choose the right person in the right time at the right place.
It also makes it possible to acquire the number & type of people necessary to
ensure the continued operation of the organization.

• Planned needs:-Such needs arise from changes in the organization policies.

• Anticipated needs:-It refers to those movements in personnel which an

organization can predict by studying trends in internal or external need.

• Unexpected needs:-Such need arises due to illness, death & registration.

 Recruitment follows HR Planning & goes hand in hand with selection process by
which organization evaluate the suitably of candidates with successful recruiting to
create a sizeable pool of candidates, even the most accurate selection system is of
little use.

Recruiting begins when a vacancy occurs & the recruiter receives authorization to
fill it the next step is careful examination of the job & enumeration of skills,
abilities & experience and needed to perform the job successfully other steps
follow:-

❖ Creating an applicant pool using internal & external methods.

❖ Evaluate candidates via selection.
❖ And finally make an offer.

SCOPE:-

To define the process & flow of activities while recruiting, selecting

& appointing personnel on the permanent rolls of an organization.

Recruitment matching the needs of applicants & organizations

Information flow

INTERNAL
 Environment:
Economic and Social,
Technological and Political

PROCESS OF RECRUITMENT

Recruitment Process:-

A vacancy present an opportunity to consider restructuring, or to reassess the

requirements of the job. This assessment is valid whether it is to fill an existing
job or a new one. Ask question such as:

• Has the function changed?

• Have work patterns, new technology or new products altered the job?
• Are there any changes anticipated which will require different, more flexible skills
from the jobholder?

Answer to this question should help to clarify the actual requirements of the job
& how it fits into the rest of the organization or department. Exit interviews, or
consultation with the current job-holder and colleagues may well produce good
ideas about useful changes.

Recruitment begins by specifying the human resource recruitment, initiating activities

and action to identifying the possible source from where they can be met,
communicating the information about the jobs, terms & conditions and prospects
they offer, and enthuse the people who meet the recruitment to respond the
invitation by applying for jobs. Thereafter the selection process begins. The processes
follows:

Decide on how many people you really need:-

If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit
more people.

Analyzing the job:-

Analyzing the job is the process of assembling and studying information relating
to all aspects of a particular post. Analysis is done to find possible details about

➢ Purpose: Identify the aims and objectives of job and what the employee is

expected to achieve within department and company.

➢ Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.

➢ Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.

➢ The work environment: Study the physical and social environment in which
the work is out because the work environment influences the quantity and quality
of work.

Drafting a job description:

After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed
to do the job.

Job description must be drafted around these headings:

➢ Job title
➢ Responsible to
➢ Responsible for
➢ Purpose of job
➢ Duties
➢ Responsibility
➢ Signature and date

Evaluation future needs:

For evaluation future needs manpower is drafting. A manpower plan evolves studying
the make-up of present work-force, assessing forthcoming changes and calculating
future workforce, which is required. Manpower planning helps in devising long-term
recruitment plans.

FINDING SOURCES OF RECRUITMENT

The human resource recruitment can be met form internal or external source:

Internal Sources:
 Persons who are already working in an organization constitute the ‘Internal Sources’.
Retrenched employees, retired employees, dependents of deceased employees may
also constitute the internal sources. Whenever any vacancy arises, someone from
within the organization is upgraded, transferred, promoted or even demoted.

Advantages of Internal Sources:

1) Economical: The cost of recruiting internal candidates is minimal. No expenses are

incurred on advertising.

2) Suitable: The organization can pick the right candidates having the requisites
skills. The candidates can choose a right vacancy where their talents can be fully
utilized.

3) Reliable: The organization has knowledge about the suitability of a candidates for
a position ‘known devils are better than unknown angels!’

Disadvantages of Internal Source:

1) Limited choice: The organization is forced to select candidates from a limited

pool. It may have to sacrifice quality and settle for less qualified candidates.

2) Inbreeding: It discourages entry of talented people, available outside an organization.

Existing employees may fail to behave in innovative ways and inject necessary
dynamism to enterprise activities.

3) Inefficiency: Promotions based on length of service rather than advantage, may

prove to be a blessing for inefficient candidates. They do not work hard and prove their
worth.

External Sources:
 External sources lie outside an organization. Here the organization can have the service
of: (a) Employees working in other organization; (b) Job aspirants registered with
employment exchanges; (c) Students from reputed educational institutions; (d)
Candidates referred by unions, friends, relatives and existing employees; (e)
Candidates forwarded by search firms and contractors; (f) Candidates responding to
the advertisements, issued by the organization; and (g) Unsolicited applications/walk-
ins.

Advantages of External Sources:

1) Wide Choice: The organization has the freedom to select candidates from a large
pool. Persons with requisite qualifications could be picked up.

2) Motivational Force: It helps in motivating internal employees to work hard and

complete with external candidates while seeking career growth. Such a competitive
atmosphere would help an employee to work to the best of his abilities.

3) Long-Term Benefits: Talented people could join the ranks, new ideas could
find meaningful expression, a competitive atmosphere would compel people to give
of their best and earn rewards, etc.

Disadvantages of External Sources:

1) Expensive: Hiring costs could go up subsidiary tapping multifarious sources of

recruitment is not an easy task, either.

2) Time Consuming: It takes time to advertise, screen, to test and to select suitable
employees. Where suitable ones are not available, the process has to be repeated.
3) Demotivating: Existing employees who have put in considerable service may
resist the process of filling up vacation from outside. The feeling that their services
have not been recognized by the organization, forces them to work with less
enthusiasm and motivation.

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method
b) Indirect method
c) Third party method

Direct Method:

These include the campus interview and keeping a live register of job seekers.
Usually under this method, information about jobs and profile of persons available
for jobs is exchanged and preliminary screening is done. The short listed candidates
are then subjected to the remainder of the selection process. Some organization
 maintains live registers or record of applicants and refers to them as and when the
need arises.

(a) Indirect Method:

They cover advertising in newspaper, on the radio, in trade and professional

journals, technical journals and broachers.

When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas
all types of advertisements can be made in newspapers and magazines, only
particular types of posts should be advertised in the professional and technical
journals.

A well thought-out and planned advertisement for appointments reduces the

possibility of unqualified people applying. If the advertisement is clear and to the
point, candidates can assess their abilities and suitability for the position and only
those who possess the requisite the qualification will apply.

(b) Third-Party Method:

Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices
of schools, colleges and professional associations, recruiting firms, management
consulting firms, indoctrination seminars for college professors, friends and relatives.

AUTHORIZATION:
 S.NO. Authorized Signatory

1 Head-Human Resource

2 Managing Director

Amendments and Deviations:

Any amendments to & deviations from this policy can only be authorized by the
head-human resources & the managing director.

Exclusions:

The policy does not cover the detailed formalities involved after the candidate joins
the organization.

SELECTION

INTRODUCTION-

The size of the labor market, the image of a company, the place of posting, the
nature of job, the compensation package and a host of others factors influence the
manner in which job aspirants are likely to respond to the recruiting efforts of a
company. Through the process of recruitment, a company tries to locate prospective
employees and encourages them to apply for vacancies at various levels. Recruiting,
thus, provides a pool of applicants for selection.

DEFINITON-

To select mean to choose, Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. The basic purpose is to choose
the individual who can most successfully perform the job, from the pool of qualified
candidates.

The Process:

Selection is usually a series of hurdles or steps. Each one must be successfully cleared
before the applicant proceeds to the next. Figure 1.2 outlines the important steps in
selection process of a typical organization. The time and emphasis placed on each
step will of course vary from one organization to another and indeed, from job to
job within the same organization. The sequencing of steps may also vary from job
to job and organization to organization. For example, some organization may give
importance to testing, while others may emphasize interviews and reference checks.

SELECTION INTERVIEW

It is a situation in which personnel selector, through personal contact provide

himself with behavior to observe in order to assess the candidate’s suitability for
a post.
A major problem is that the behavior we observe during the short period of the
interview may be uncharacteristic. A rather ponderous individual, for instance, may
well be able to give the impressions of being quite dynamic if he/she has only to
keep it up for half an hour. Thus it is necessary to supplement the behavior which
can be observed directly in face-to-face contact.

By eliciting as much as possible of the candidates life history the main aim of the
selection interview should therefore be to look at say, twenty or thirty years of
behavior, much of which is bound to be highly characteristics of the individual
concerned.
Types of Interviews

There are two primary types of interviews used by companies: screening interviews,
and selection interviews. Every company’s hiring process is different. Some companies
may require only two interviews while others may require three or more. It is also
not uncommon to see a company conduct testing (personality, skills based, aptitude,
etc.) As an intermediate step in the hiring process.

Here is an overview of the major type of interviews and tips on how to handle
them:

Screening Interviews:

Your first interview with a company will often be a screening interview. The
purpose of a screening interview is to ensure that prospective candidates meet the
basic qualifications for a given position. It may take place in person or telephone.

FORMS OF SELECTION INTERVIEW

Selection interviews can come in several forms:

Round-Robin Interview:

A round-robin interview is the interview the technique most commonly used by

our client companies. You will interview with multiple interviewers in succession. The
key to a round-robin interview is giving good consistent answers. Interviewers will
typically meet after to discuss your answers, and will uncover any inconsistencies.

Panel Interview:

A panel interview is an interview that consists of two or more interviews. Typically,

the interviewers will both ask questions. The purpose of a panel interview is to gain
multiple perspectives on a prospective candidate. The key to a panel interview is
to keep all interviewers involved. Make eye contact with all interviewers even
when answering a question for specific individual.

One-on-One Interview:

A one-on-one interview is an interview with a single interviewer. The key to a one-on-

one interview is to build rapport with the interviewer. Smile. Be friendly. Try to
match your interviewer’s energy level. Typically, you will have a short period of
time to make an impact. Know the position and the key attributes the company is
seeking, and emphasize those things.

Stress Interview:

A stress interview is designed to test your responses in a stressful environment.

The interviewer may try to intermediate you, and the purpose is to weed out
candidates who don’t deal well with adversity. The interviewer will make .

SELECTION TESTING
 Another important decision in the selection process involves applicants testing &
the kinds of tests to use. A test is standardized, objectives measure of a person’s
behavior, performance or attitude. It is standardized because the way the test is
carried out, the environment in which the test is administrated and the way
individual course are calculated-are uniformly applied.
Over the years, employment tests have not only gained important but also a certain
amount of inevitability in employment decisions. Some of the commonly used
employment tests may be started thus.
1) Intelligence tests: These are mental ability tests. They measure the incumbent’s
learning ability and also the ability to understand instructions and make judgment.
The basic objective of intelligence tests to pick up employees who are alert and
quick at learning things so that they can be offered adequate training to improve
their skills for the benefit of the organization. Intelligence tests do not measure
any single trait, but rather several abilities such as memory, vocabulary, verbal
fluency, numerical ability, perception, spatial visualization, etc.

2) Aptitude tests: Aptitude tests measure an individual’s potential to learn skill-

clerical, mechanical, mathematical, etc. These tests indicates whether or not an
individual has the ability to learn a given job quickly and efficiently. In order to
recruit efficient office staff, aptitude tests are necessary. Clerical tests, for example,
may measure the incumbent’s ability to take notes, perceive things correctly and
quickly locate things, ensure proper movement of files, etc. Aptitude tests,
unfortunately, do not measure on-the-job motivation. That is why aptitude test is
administered in combination with other tests, like intelligence and personality tests.

3) Personality tests: Of all the tests required for selection, personality tests have
generated lot of heat and controversy. The definition of personality, methods of
measuring personality factors and the relationship between personality factors and
actual job criteria have been the subject of much discussion.
4) Achievement tests: These are designed to measure what the applicant can do
on the job currently, i.e., whether the testee actually knows what he or he claims
to know. A typing test show typing proficiency, a shorthand test measure the
testee’s ability to take dictation and transcribe, etc.

5) Simulation tests: Simulation exercise is a test which duplication many of the

activities and problems an employee faces while at work. Such exercise are
commonly used for hiring managers at various levels in an organization. To assess
the potential of a candidate for managerial positions, assessment centers are
commonly used.
6) Assessment center: An assessment center is an extended work sample. It uses
procedures that incorporate group and individual exercises.

RECRUITMENT AND SELECTION

Recruitment & selection are the two phases of the employment process.

The differences between the two are:

The recruitment is the process of candidates for employment & stimulates them
to apply for jobs in the organization. WHEREAS selection involves the series of
steps by which the candidates are screened for choosing the most suitable persons
for vacant posts.

The basic purpose of recruitment is to create a talent pool of candidates to enable

the selection of best candidates for the organization, by attracting more & more
employees to apply in the organization WHEREAS the basic purpose of selection
process is to choose the right candidate to fill the various position in the
organization.
 Recruitment & Selection Process:

Recruitment process involves a systematic procedure from sourcing the candidates

to arranging & conducting the interviews & requires many resources & time. A
general recruitment process is as follows:

✓ Identify Vacancy
✓ Prepare job description & person specification.
✓ Advertising the vacancy.
✓ Managing the response.
✓ Short-listing.
✓ Arrange interviews

Job Advertisement
JOBS

Analysis of positions & recruitment

Candidate generation

Pre-Screen (phone of web)

Testing & evaluation

On-going coaching/
Interview
Develop. Of employee

Final Selection

Successful placement
 Sourcing-developing

Candidates pool

Processing sourcing of candidates

Process Cycle

Scope
Purpose of the procedure:

Recruiting & selecting the right people is paramount to the success of the IPCC
& its ability to retain a workforce of the highest quality. This recruitment &
selection procedure sets out how to ensure as far as possible, that the best people
are recruited on merit & that the recruitment process is free from bias &
discrimination.

Job Analysis

Form

Request to fill

Job Description

Person Specification.

Recruitment And Selection Framework

 Overview of process:
Assess the need for the job & ensure there is adequate funding for it.
Review the job description to ensure that it meet the present & future requirement.
Review the person specification to ensure it meet the requirement of the job
description.

Design the selection process.

Draft the advertisement & select the advertising media.
Short list using the person specification only.
Interviews & test short-listed candidates.
Validate references, qualifications & security clearances.
Make Opportunity.

Theoretical Framework

Recruitment

Sources

Recruitment
Interviews And

Selection Process.

Recruiters
Independent Variable
Dependent Variable

Chapter-3

✓ Research
Methodology
 RESEARCH METHODOLOGY

Introduction

Research is a way of assimilating a great amount of knowledge, events, information, all

happening around us all the time .This helps in gaining new knowledge. It moves a man
from known to the unknown .while on the journey of research man keeps discovering new
knowledge. Through this new knowledge we create principles and laws which govern our
behavior and decisions later on .principles of research are generic in nature and can be
applied in any branch of knowledge gets strengthened and modernized because of the
quantity and quality of research which the people concerned with it keep doing .people
assimilate this as a vast flowing river of knowledge and draw important elixir (cure) out
of it and store it in the form of their conclusions and principles. Research can be one of
the most interesting features of any degree course as it offers you a measure of control and
autonomy over what you learn. It gives you an opportunity to confirm, clarify, pursue –
or even discover – new aspects of a subject or topic you are interested in. It is a process of
enquiry and investigation; it is systematic, methodical and ethical; research can help solve
practical problems and increase knowledge. Research is one of many different ways of
knowing or understanding. It is different from other ways of knowing, such as insight,
divine inspiration, and acceptance of authoritative dictates, in that it is a process of
systematic inquiry that is designed to collect, analyze, interpret, and use data. Research is
conducted for a variety of reasons, including to understand, describe, predict, or control
an educational or psychological phenomenon or to empower individuals in such
contexts.The exact nature of the definition of research is influenced by the researcher’s
theoretical framework and by the importance that the researcher places on dis-tinguishing
research from other activities or different types of research from each other. For example,
many students go to the Internet or the library and look up facts from a variety of sources
and say that they are doing a research paper.

Some journalists follow a similar search strategy and often include interviews with people
close to the action that is the focus of a news report. The focus of this text is NOT on that
type of “research.” Rather, this text focuses on empirical research that is characterized as
building on existing knowledge about a phenomenon.

A research methodology defines the purpose of the research how it proceeds, how
to measure progress and what constitute success with respect to the objective
determine for carrying out the research study Research can be understood by breaking
it up into various component:

• Defining and redefining problems

• Formulating hypothesis

• Suggesting solutions

• Collecting organizing and evaluating data

• Making deductions and reaching conclusions

The study will be conducted to achieve the aforesaid objectives including both
exploratory or descriptive in nature and involve personal interviews that will be
based on the questionnaire format
 Objectives:
The present study hasbeen conducted to achieve the following objectives.

1. To analysis & portray the existing position of TPIPL.

2. To study the short term solvency position of TPIPL.
3. To study the leverage position of the TPIPL.
4. Evaluate the efficiency utilization of assets of TPIPL.
To identify the problem, if any, in the overall performance of the TPIPL and offer
suggestions
 Research Design:

Exploratory Research:

My research is based on this research, exploratory 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 course of action. Exploratory
research helps determine the best research design, data collection method and
selection of subjects.

• Undertaken with the aim of clarifying ambiguous problems.

• General problems usually known but not sufficiently understood
• The purpose is to get more information, not to uncover specific courses of action.
 SAMPLE UNIT:

• Total is approx. 50% but I choose 30 employees for the observation..

• size of representative sample is 50
• Sample unit here are the person in the human resource development i.e. In
the recruitment & selection process.
 METHODS OF DATA

COLLECTION

The data for the survey will be conducted from both Primaries as well as
Secondary Sources.

a) Primary Sources: The data required for the study has been collected from:-

• Questionnaire: -Survey among the official’s employees.

• Personal Interviews:-With the company representative regarding recruitment &
selection.

b) Secondary Sources: Secondary data has been collected from:-

✓ Internet, websites
✓ Business Magazines
✓ Books
 LIMITATIONS OF STUDY

The study on recruitment and selection practices at TECUMESH PRODUCT INDIA

PRIVATE LIMITED. Involve the study of all the divisions of TECUMESH
PRODUCT INDIA PRIVATE LIMITED. Due to time constrain the study was not
extended to the recruitment..

Due to time constrains a discussion could not be held with other employees as to
their personnel level of satisfaction from the recruitment and selection practices
procedures.

Also there is a lot of heavy bias attached with the responses because of personnel
experience. The people interview there is from GM’s to Executive directors to head
personnel. Hence the inputs would vary greatly amongst them due to the difference
in level of authority and experience.

The study has been conducted in a systematic and comprehensive way so as to

make the project work an unable one. However, the topic under my study may
not be free from limitations due to the following factors.

1. The major limitation of the project under study was time. Since it was to be completed
within a short period of time, which is not sufficient to undertake a comprehensive
study.
2. Since the financial matters are sensitive in nature the same could not acquire
easily.

Chapter-4

✓ Data Analysis
&
Interpretation
Q.1) Is Recruitment positive and negative process?

fig. 1.1
No
27%

Yes

No

Yes
73%

INTERPRETATION:

Figure shows that 73% employees are in the favor of recruitment process.
Q.2) Is Selection is the positive and negative process?

fig. 1.2

No 33%

Yes

No

Yes 67%
 INTERPRETATION:

Figure shows that 67% employees are in the favor of selection process.

Q.3) The selection of employee during the training.

THE RATIO OF EMPLOYEE SELECTION

45
40
35
30
No. of 25
individual 20
selected
15
10
5
0
Senior Middle Junior
 S. No. Senior Middle Junior
Series 1 15 25 42
Series 2 5 12 27

INTERPRETATION:
Figure shows In training that the ratio of selection of employee was not more. In
senior level there was only 5 selections from the 15 and 12 in middle level out
of 25 and 27 at junior level out of 42 employees.
Q.4) External source of recruitment that has been found me in the training

Employee selection by various type

40
30
20
No. of 10
employee
selected 0

S.No. Consultant Campus Through not Through

Reference
Series 1 _ _ _ _
Series 2 40 35 15 20
 Series 3 10 15 5 7

INTERPRETATION:
Figure shows In the training that how they the CV from the various sources so
that they can get the best and qualifying employee for their organization. The ratio,
which was there to select the employee, was more in campus interview because it
is the time saving system to select the employees

Q.5) How many employees are interested in to do job SABO HEMA

PRODUCTS?

Interest of employee

No 27%

Yes
No

Yes 73%

INTERPRETATION:
Figure shows that 73% employees are interested to do job in recruitment process.

Q.6) The ratio of employees, those were called for final interview.

No. of empoyee called for final selection

40% 27% Senior

Middle
Junior

33%
 INTERPRETATION:
Out of hundred the employee was called for the interview that are 27% senior,
33% middle and rest 40% are being called. Here found after the written test that
only hundred employee are able to go in final interview.

Q.7) The performance of the employees in final interview.

FINAL SELECTION OF EMPLOYEE

40
Series 1
NO. EMPLOYEE SELECTED

20 Series 2
_
0
Series 1
SeniorMiddle
Junior
 Different level

INTERPRETATION:
After the interview there are only few employee are being selected for the final
interview and the ratio of employee selection was it much less because the
candidates was not found according the job.

Q.8) The employee, which was selected for the job.

Finally Selected Employees

18%
10%

Senior

Middle

Junior

12%
INTERPRETATION:

Figure shows that only few employees were selected in the final interview. It
may be the reason of lack knowledge of the job or may be that are able
particular job.

Chapter-5
 ✓ Conclusion

CONCLUSION

SABO HEMA PRODUCTS INDIA PRIVATE LIMITED, is the company, which

has the good choice of process of the recruitment & selection. It always tries to
select the efficiency as per the job requirement As my research was in the company
it shows that it has the flexible environment where all the employees are free to
do work as they like, the motto is to complete the work holding good quality.

Cycle time in the recruiting & selection is very less.

They have to work on the tracking of employees, as it waste the time of the
person involve in selection, when they came to know by seeing their face that it
is the one how was interviewed previously.

Overall they are the good leaders of recruiting & selecting the candidates, and
making their full utilization.

Now they are also forwarding to make use of the smart hiring by which the best
candidates of required skill can be located.

Various aspects of recruitment and selection were studied. For conducting the study an
interview schedule was prepared & was got filled by individual members i.e. The
workers of the industry. Separate interview schedule were prepared in order to note
down individual information & then analyze it.

The whole report represents that how what are the various techniques that helps to
find out that how we select the best candidates at right time for right job at right
place so that we will able to make the work in efficient way.

Chapter-6
✓ Suggestion
 SUGGESTIONS

SUGGESTION FOR THE IMPROVEMENT OF THE SYSTEM AND THE

PRACTICES OF RECRUITMENT AND SELECTION PROCESS

The following are the suggestion received from the respondents of the questionnaire
these suggestions are based on the awareness regarding the Recruitment and
Selection Process:

I. During the selection process not only the experienced candidates but also
the fresh candidate should be selected so as to avail the innovation and
enthusiasm of new candidates.

II. In the organization where summer training facility prevailing then such kind
of practices must be adopted so that the student can learn and again from
their practical views.

III. Candidates should be kept on the job for some time period; if suitable they
should be recruited. During the selection process, the candidate should be
made relaxed and at ease.

IV. Company should follow all the steps of recruitment and selection of the
candidates.

V. Selection process should be less time consuming.

VI. The interview should not be boring, monotonous. It should be made interesting.
There must be proper communication between the Interviewer and
Interviewee any the time of interview.

VII. Evaluation and control of recruitment and selection should be done fair
judgment.

VIII. Methods used for selection of candidates should be done carefully and
systematically.
Chapter-7

✓ ANNEXURE
 BIBLIOGRAPHY

Books

L. M Prasad, Human Resource Management

V. S. P Rao, Human Resource Management

F.C Sharma, Human Resource Management

Websites

www.scribd.com

www.Sabohema.com
 QUESTIONNAIRE

Name of the employees……………………………………………….

Designation……………………………………………………………

Department…………………………………………………………….

Contact no……………………………………………………………..
Q.1) What is the percentage of people who agree that the recruitment is a positive
process?

a) 0 – 20%

b) 20 – 40%

c) 40 – 60%

d) 60 – 70%

Q.2) What is the percentage of people who think that selection is a negative
process?

a) 0 – 10%

b) 10 – 20%

c) 20 – 30%

d) 30 – 40%

Q.3) The selection of employees during the training?

a) Senior

b) Middle

c) Junior
Q.4) What is the employees are selected in the training?

a) Consultant

b) Campus

c) Through Reference

Q.5) How many employees are interested in to do job in Sabo Hema Products?

a) 0 -10

b) 10 - 20

c) 20 - 30

d) 30 - 40

Q.6) The ratio of employees those were called for final interview?

a) Junior

b) Senior

c) Middle

Q.7) The Perfomance of the employees in the Final Interview?

a) Senior

b) Middle

c) Junior
Q.8) The employees which was selected for the job.

a) Junior

b) Senior

c) Middle
Thank you