A

SUMMER TRAINING REPORT

ON
RECRUITMENT AND SELECTION
AT
GBTL LIMITED
Submitted to Maharishi Dayanand University, Rohtak in partial
Fulfilment for
Bachelor of Business Administration

UNDER THE GUIDANCE OF: SUBMITTED BY:

Vikram Singh Chahat

THE TECHNOLOGICAL INSTITUTE OF TEXTILE& SCIENCES

BHIWANI, HARYANA
(Approved by A.I.C.T.E Govt. Of India & Affiliated to M.D UNIVERSITY, ROHTAK)
SESSION (2020-2023)
 DECLARATION

I, CHAHAT student of The Technological Institute of Textile & Sciences,

Bhiwani, Haryana studying in BBA – V Semester, University Roll No
________________ is hereby submitting a Summer Training Report on the Title
“A STUDY ON RECUITMENT & SELECTION 2022” IN GBTL LIMITED
Written and submitted by me to the M.D UNIVERSITY, ROHTAK in partial
Fulfilment of the requirement for the award degree of Bachelor of Business
Administration.
I solemnly declare that to the best of my knowledge, the work done by me is
original and the work doesn’t contain any part of any work which has been
submitted for any degree either in this University, or in any Other
University/Deemed University.

CHAHAT
 ACKNOWLEDGEMENT

"Acknowledgement is an art, one can write glib stanzas without meaning a word,
and on the other hand one can make a simple expression of gratitude"

I take the opportunity to express my gratitude to all of them who in some or other
way helped me to accomplish this challenging project in GBTL LTD, Bhiwani. No
amount of written expression is sufficient to show my deepest sense of gratitude to
them.

I am extremely thankful and pay my gratitude to our Dr Bhanwar Singh, and my

faculty member , The Technological Institute Of Textile & Sciences ,Bhiwani for
valuable advice, guidance, precious time and support on completion of this
project in its presently.

I am very thankful to VIKRAM SINGH (HR Manager) for their everlasting

support and guidance on the ground of which I have acquired a new field of
knowledge.
A special appreciative "Thank you" in accorded to all staff of GBTL LTD,
Bhiwani, for their positive support.
I also acknowledge with a deep sense of reverence, my gratitude towards my
parents and member of my family, who has always supported me morally as well
as economically.
At last but not least gratitude goes to all of my friends who directly or indirectly
helped me to complete this project report.

CHAHAT
 PREFACE

As a part of BBA, Internship programmes have great importance in which formal positions are
taken up by a student in an organization, with a primary purpose of obtaining practical work
experience in a particular occupation.

I had done my internship in Grasim Bhiwani Textile Limited (GBTL) Haryana. Grasim Bhiwani
textile limited is a division of Grasim Industries Limited was a flagship company of Aditya Birla
Group but now owned by Donear Group. The annual turnover of Grasim Bhiwani textile is
$100mn in domestic and international market. Grasim Bhiwani deals with Polyester, Rayon,
Linen and various type of blend into different fibre. They have full time service providers for
big brands like Louis Philippe, Allen Solly, Vanheusen, Arrow, Arvind and many more brands.

During 45 days of my internship period I was given duties and responsibilities in the HR
Department. I was provided with chances to understand the processes of acquiring new talents to
the company, handling data of the existing employees, ensuring safe working conditions and
methodologies to adapt a proper grievance redressal system with reference to employees.
 TABLE OF CONTENTS-I
S. No. PARTICULARS Page. No.
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT
TABLE OF CONTENT
PREFACE
1. INTRODUCTION
Project Profile
Industry Profile
Company Profile
2. REVIEW OF LITERATURE
3. OBJECTIVE AND RESEARCH METHODOLOGY
Objective of study
Research methodology
Area of study
Collection of data
Limitation of study
4. DATA ANALYSIS AND INTERPRETATION
5. CONCLUSION AND RECOMMENDATION
FINDING
CONCLUSION
RECOMMENADATION& SUGGESTION
6. BIBLIOGRAPHY
7. ANNEXURE
 TABLE OF CONTENTS-II
DATA ANALYSIS & INTERPRETATION
S. NO. Particulars Table & chart Page No.
No.
1. Sources used in recruitment and 4.1
selection
2. External sources used in 4.2
recruitment
3. Source of information on job 4.3
vacancy
4. Employees perception about 4.4
recruitment process
5. Showing the process of selection 4.5
6. Perception of employees towards 4.6
selection process
7. Forms of interview employee 4.7
prefer
8. Recruitment process used for 4.8
different grades of employees
9. Company hr practices 4.9
10. Contract signed while using the 4.10
organization
11. Hr policy of the company 4.11
 CHAPTER - 1
INTRODUCTION
 1.1 PROJECT PROFILE
INTRODUCTION

Recruitment and Selection:

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and
with appropriate qualification, to apply for jobs within an organization. The process of searching
prospective employees with multidimensional skills and experience that suits organization
strategies in fundamental to the growth of the organization, this demands more comprehensive
strategic perspective recruitment. Organizations require the services of large number of
personnel, these personnel occupies the various positions created to the process of organization.
Each position of the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong enough to attract and
select the potential candidates with right job specification. The recruitment process begins with
human resource planning and concludes with the selection of required number of candidates,
both HR staff and operating managers have responsibilities in the process.

"Right person for the right job is the basic principle in recruitment and selection. Every
organisation should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organisation/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates essential.
Human resource management in an organisation will not be possible if unsuitable persons are
selected and employment in a business unit.
RECRUITMENT:

Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected.
A formal definition states, "It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are selected". In
this, the available vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source such
as newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the
recruitment, a pool of eligible and interested candidates is created for selection of most suitable
candidates. Recruitment represents the first contact that a company makes with potential
employees

Definition:

According to EDWIN FLIPPO, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization."

Need for recruitment

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labour turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job specification.
Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with its
personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants. 4. Help reduce the probability that job
applicants, once recruited and selected, will leave the organization only after a short period of
time.
5. Meet the organization's legal and social obligations regarding the composition of its work
force.
6. Begin identifying and preparing potential job applicants who will be appropriate candidates.
7. Increase organizational and individual effectiveness in the short term and long term
8. Evaluate the effectiveness of various recruiting techniques and sources for all types’ o f job
applicants.
9. Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the purpose of
selection.

Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of
qualified job applicants. The process comprises five interrelated stages, viz.
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
STAGE 1: RECRUITMENT PLANNING:
The first stage in the recruitment process is planning. Planning involves the translation of likely
job vacancies and information about the nature of these jobs into set of objectives or targets that
specify the (1) Numbers and (2) Types of applicants to be contacted.

Numbers of contact: Organization, nearly always, plan to attract more applicants than they will
hire. Some of the contacted will be uninterested, unqualified or both. Each time a recruitment
Programme is contemplated, one task is to estimate the number of applicants necessary to fill all
vacancies with the qualified people.

Types of contacts: It is basically concerned with the types of people to be informed about job
openings. The type of people depends on the tasks and responsibilities involved and the
qualifications and experience expected. These details are available through job description and
job specification.

STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required then one has
concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment and
selection devices. (3). Geographical distribution of labour markets comprising job seekers. (4).
Sources of recruitment. (5). Sequencing the activities in the recruitment process.

Make or Buy:
Organisation must decide whether to hire le skilled employees and invest on training and
education programmes, or they can hire skilled labour and professional. Essentially, this is the,
make" or, buy" decision. Organizations, which hire skilled and professionals shall have to
paymore for these employees.

Technological Sophistication:
The second decision in strategy development relates to the methods used in recruitment and
selection. This decision is mainly influenced by the available technology. The advent of
computers has made it possible for employers to scan national and international applicant
qualification. Although impersonal, computers have given employers and job seekers a wider
scope of options in the initial screening stage.

STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can begin. Search
involves two steps
A) Source activation and
B) Selling.

STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting process, though
many view it as the first step in the selection process. Even the definition on recruitment, we
quoted in the beginning of this chapter, excludes screening from its scope. However, we have
included screening in recruitment for valid reasons. The selection process will begin after the
applications have been scrutinized and short-listed. Hiring of professors in a university is
atypical situation. Application received in response to advertisements is screened and only
eligible applicants are called for an interview. A selection committee comprising the Vice
chancellor, Registrar and subject experts conducts interview. Here, the recruitment process
extends up to screening the applications. The selection process commences only later.

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal of
time and money.
In screening, clear job specifications are invaluable. It is both good practice and a legal necessity
that applicant's qualification is judged on the basis of their knowledge, skills, abilities and
interest required to do the job.
STAGE 5: EVALUATION AND CONTROL:
Evaluation and control is necessary as considerable costs are incurred in the recruitment process.
The costs generally incurred are: -
1. Salaries for recruiters.
2. Management and professional time spent on preparing job description, job specifications,
advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates for the selection process.

Sources of Recruitment:
SOURCES OF MANAGERIAL RECRUITMENT:
INTERNAL SOURCES EXTERNAL SOURCES
1 Promotion 1 Campus recruitment
2 Transfers 2 Press advertisement
3 Internal notification 3 Management consultancy service
4 Retirement 4 Deputation of personnel or transfer from
one enterprise to another
5 Former employees 5 Walk-ins, write-ins, talk-ins

The sources of recruitment can be broadly categorized into internal and external sources:

1) INTERNAL RECRUITMENT:

Internal recruitment seeks applicants for positions from within the company. The various
internal sources include:

Promotions and Transfers:

Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions by posting notices, circulating publications or
announcing at staff meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational qualifications or skill
levels. Promotions has many advantages like it is good public relations, builds morale,
encourages competent individuals who are ambitious, improves the probability of good
selection since information on the individual's performance is readily available, is
cheaper than going outside to recruit, those chosen internally are familiar with the
organization thus reducing the orientation time and energy and also acts as a training
device for developing middle-level and top-level managers.

Employee referrals

Employees can develop good prospects for their families and friends by acquainting them
with the advantages of a job with the company, furnishing them with introduction and
encouraging them to apply. This is a very effective means as many qualified people can
be reached at a very low cost to the company. The other advantages are that the
employees would bring only those referrals that they feel would be able to fit in the
organization based on their own experience. In this way, the organization can also fulfill
social obligations and create goodwill.

Former Employees:

These include retired employees who are willing to work on a part-time basis, individuals
who left work and are willing to come back for higher compensations. Even retrenched
employees are taken up once again. The advantage here is that the people are already
known to the organization and there is no need to find out their past performance and
character.

Dependents of deceased employees:

Usually, banks follow this policy. If an employee dies, his/her spouse or son or daughter
is recruited in their place. This is usually an effective way to fulfils social obligation and
create goodwill.

Recalls:

When management faces a problem, which can be solved only by a manager

who has proceeded on long leave, it may de decided to recall that persons after
the problem is solved, his leave maybe extended.

Retirements:

At times, management may not find suitable candidates in place of the one who had
retired, after meritorious service. Under the circumstances, management may decide to
call retired managers with new extension.
 2) EXTERNAL RECRUITMENT:

External recruitment seeks applicants for positions from sources outside the company.
They have outnumbered the internal methods. The various external sources include

Professional or Trade Associations:

Many associations provide placement service to its members. It consists of compiling job
seeker's lists and providing access to members during regional or national conventions.
Also, the publications of these associations carry classified advertisements from
employers interested in recruiting their members.
These are particularly useful for attracting highly educated, experienced or skilled
personnel.

Advertisements:

It is a popular method of seeking recruits, as many recruiters prefer advertisements

because of their wide reach. Want ads describe the job benefits, identify the employer and
tell those interested how to apply. Newspaper is the most common medium but for highly
specialized recruits, advertisements may be placed in professional or business journals.
Advertisements must contain proper information like the job content, working conditions,
location of job, compensation including fringe benefits, job specifications, growth
aspects, etc.

Campus Recruitments:

Colleges, universities, research laboratories, sports fields and institutes are fertile ground
for recruiters, particularly the institutes. Campus Recruitment is going global with
companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance
looking for global markets. Some companies recruit a given number of candidates from
these institutes every year. Campus recruitment is so much sought after that each college;
university department or institute will have a placement officer to handle recruitment
functions.
However, it is often an expensive process, even if recruiting process produces job offers
and acceptances eventually.

Walk-ins, Write-ins and Talk-ins:

The most common and least expensive approach for candidates is direct applications, in
which job seekers submit unsolicited application letters or resumes. Direct applications
can also provide a pool of potential employees to meet future needs. From employees"
viewpoint, walk-ins are preferable as they are free from the hassles associated with other
methods of recruitment. While direct applications are particularly effective in filling entry
level and unskilled vacancies, some organizations compile pools of potential employees
from direct applications for skilled positions. Write-ins are those who send written
enquiries. These jobseekers are asked to complete application forms for further
processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated
date) for detailed talks. No application is required to be submitted to the recruiter.

Consultants:

They are in this profession for recruiting and selecting managerial and executive
personnel. They are useful as they have nationwide contacts and lend professionalism to
the hiring process. They also keep prospective employer and employee anonymous.
However, the cost can be a deterrent factor.

Head Hunters:

They are useful in specialized and skilled candidate working in a particular company. An
agent is sent to represent the recruiting company and offer is made to the candidate. This
is a useful source when both the companies involved are in the same field, and the
employee is reluctant to take the offer since he fears, that his company is testing his
loyalty.

Radio, Television and Internet:

Radio and television are used to reach certain types of job applicants such as skilled
workers. Radio and television are used but sparingly, and that too, by government
departments only. However, there is nothing inherently desperate about using radio and
television. It depends upon what is said and how it is delivered. Internet is becoming a
popular option for recruitment today. There are specialized sites like naukri.com.

SELECTION:

Selection process is a decision making process. This step consists of a number of

activities. A candidate who fails to qualify for a particular step is not eligible for
appearing for the subsequent step. Employee selection is the process of putting right men
on the right job. It is a procedure of matching organizational requirements with the skills
and qualifications of people. Effective selection can be done only where there is effective
matching. By selecting best candidate for the required job, the organization will get
quality performance of employees. Moreover, organization will face less absenteeism and
employee turnover problems. By selecting right candidate for the required job,
organization will also save time and money. Proper screening of candidates takes place
during selection procedure. All the potential candidates who apply for the given job are
tested.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job and
Selection is selecting the right candidate from the pool of applicants.

SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the applicants
and ending with the contract of employment.

1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract

Step-1

PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of
which is more or less the same as scrutiny of application, that is, eliminate of unqualified
applicants. Scrutiny enables the HR specialists to eliminate unqualified jobseekers based
on the information supplied in their application forms. Preliminary interview, on the other
hand, helps reject misfits for reason, which did not appear in the application forms.

Step-2

SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant's ability, aptitude and personality.
The following are the type of tests taken:

1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test 9. Graphology test
10. Polygraph test
11. Medical test

Step-3

INTERVIEW:

The next step in the selection process is an interview. Interview is formal, in depth
conversation conducted to evaluate the applicant's acceptability. It is considered to be
excellent selection device. It is face-to-face exchange of view, ideas and opinion between
the candidates and interviewers. Basically, interview is nothing but an oral examination
of candidates. Interview can be adapted to unskilled, skilled, managerial and profession
employees.

Types of interview: -

Interviews can be of different types. There interviews employed by the companies.

Following are the various types of interview:

1. Informal interview
2. Formal interview
3. Non directive interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview
Step-4

REFERENCE CHECK:

Many employers request names, addresses, and telephone numbers of references for the
purpose of verifying information and perhaps, gaining additional background information
on an applicant. Although listed on the application form, references are not usually
checked until an applicant has successfully reached the fourth stage of a sequential
selection process. When the labor market is very tight, organizations sometimes hire
applicants before checking references.

Step-5

SELECTION DECISION:

After obtaining information through the preceding steps, selection decision- the most
critical of all the steps- must be made. The other stages in the selection process have been
used to narrow the number of the candidates. The final decision has to be made the pool
of individuals who pas the tests, interviews and reference checks.

The view of the line manager will be generally considered in the final selection because it
is he/she who is responsible for the performance of the new employee.
The HR manager plays a crucial role in the final selection.

STEP 6:

PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is, often, contingent upon the candidate being
declared fit after the physical examination. The results of the medical fitness test are
recorded in a statement and are preserved in the personnel records. There are several
objectives behind a physical test.

Obviously, one reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an applicant is
physically fit to perform the work. Thirdly, the physical examination information can be
used to determine if there are certain physical capabilities, which differentiate successful
and less successful employees. Finally, such an examination will protect the employer
from workers compensation claims that are not valid because the injuries or illness were
present when the employee was hired.
STEP 7:

JOB OFFER:

The next step in the selection process is job offer to those applicants who have crossed all
the previous hurdles. Job offer is made through a letter of appointed. Such a letter
generally contains a date by which the appointee must report on duty. The appointee must
be given reasonable time for reporting. Those is particularly necessary when he or she is
already in employment, in which case the appointee is required to obtain a relieving
certificate from the previous employer.

The company may also want the individual to delay the date of reporting on duty. If the
new employee's first job upon joining the company is to go on company until perhaps a
week before such training begins.

STEP 8:

CONTRACT OF EMPLOYMENT:

There is also a need for preparing a contract of employment. The basic information that
should be included in a written contract of employment will vary according to the level of
the job, but the following checklist sets out the typical headings:

1. Job title
2. Duties, including a parse such as "The employee will perform such duties and will be
responsible to such a person, as the company may from time to time direct".
3. Date when continuous employment starts and the basis for calculating service.
4. Rate of pay, allowance, overtime and shift rates, method of payments.
5. Hours of work including lunch break and overtime and shift arrangements.
6. Holiday arrangements:
7. Paid holidays per year.
8. Public holidays.
9. Special terms relating to rights to patent and designs, confidential information and
restraints on trade after termination of employment.
The drawback with the contracts is that it is almost to enforce them. A determined
employee is bound to leave the organization, contract or no contract.

STEP 9

CONCLUDING THE SELECTION PROCESS:

Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step - amore sensitive one reassuring those
candidates who have not selected, not because of any serious deficiencies in their
personality, but because their profile did not match the requirement of the organization.

STEP 10

EVALUATION OF SELECTION PROGRAMME:

The broad test of the effectiveness of the selection process is the quality of the personnel
hired. An organization must have competent and committed personnel.

Difference between Recruitment and Selection:

1. Recruitment is the process of searching for prospective candidates and motivating

them to apply for job in the organization.Whereas, selection is a process of choosing most
suitable candidates out of those, who are interested and also qualified for job.

2. In the recruitment process, vacancies available are finalized, publicity is given to them
and applications are collected from interested candidates. In the selection process,
available applications are scrutinized. Tests, interview and medical examination are
conducted in order to select most suitable candidate.

3. In recruitment the purpose is to attract maximum numbers of suitable and interested

candidates through applications. In selection process the purpose is that the best
candidate out of those qualified and interested in the appointment.

4. Recruitment is prior to selection. It creates proper base for actual selection. Selection is
next to recruitment. It is out of candidates available/interest.

5. Recruitment is the positive function in which interested candidates are encouraged to

submit application. Selection is a negative function in which unsuitable candidates are
eliminated and the best one is selected.

6. Recruitment is the short process. In recruitment publicity is given to vacancies and

applications are collected from different sources Selection is a lengthy process. It
involves scrutiny of applications, giving tests, arranging interviews and medical
examination

7. Recruitment is not costly. Expenditure is required mainly for advertising the posts.
Selection is a costly activity, as expenditure is needed for testing candidates and conduct
of interviews.
 1.2 INDUSTRY PROFILE

TEXTILE INDUSTRY:

The Indian textile industry is one of the largest in the world with a massive raw material and
textiles manufacturing base. Our economy is largely dependent on the textile manufacturing and
trade in addition to other major industries. About 27% of the foreign exchange earnings are on
account of export of textiles and clothing alone. The textiles and clothing sector contributes
about 14% to the industrial production and 3% to the gross domestic product of the country.
Around 8% of the total excise revenue collection is contributed by the textile industry. So much
so, the textile industry accounts for as large as 21% of the total employment generated in the
economy. Around 35 million people are directly employed in the textile manufacturing
activities. Indirect employment including the manpower engaged in agricultural base raw-
material production like cotton and related trade. Textile is the largest single industry in India
(and amongst the biggest in the world), accounting for about 20% of the total industrial
production. It provides direct employment to around 20 million people. Textile and clothing
exports account for one-third of the total value of exports from the country. There are 1,227
textile mills with a spinning capacity of about 29 million spindles. While yarn is mostly
produced in the mills, fabrics are produced in the power loom and handloom sectors as well. The
Indian textile industry continues to be predominantly based on cotton, with about 65% of raw 36
materials consumed being cotton. The yearly output of cotton cloth was about 12.8 billion m
(about 42 billion ft). The manufacture of jute products (1.1 million metric tons) ranks next in
importance to cotton weaving. Textile is one of India’s oldest industries and has a formidable
presence in the national economy in as much as it contributes to about 14 per cent of
manufacturing value-addition, accounts for around one-third of our gross export earnings and
provides gainful employment to millions of people. They include cotton and jute growers,
artisans and weavers who are engaged in the organised as well as decentralised and household
sectors spread across the entire country. India’s textile industry is one of the economies largest.
In 2000/01, the textile and garment industries accounted for about 4 percent of GDP, 14 percent
of industrial output, 18 percent of industrial employment, and 27 percent of export earnings
(Hashim). India’s textile industry is also significant in a global context, ranking second to China
in the production of both cotton yarn and fabric and fifth in the production of synthetic fibres
and yarns. The Textile Sector in India ranks next to Agriculture. Textile is one of India’s oldest
industries and has a formidable presence in the national economy in as much as it contributes to
about 14 per cent of manufacturing value-addition, accounts for around one-third of our gross-
export-earnings-and-provides-gainful-employment-to-millions of-people. Textile industry
occupies a unique place in our country. One of the earliest to come into existence in India, it
accounts for 14% of the total Industrial production, contributes to nearly 30% of the total
exports and is the second largest employment generator after agriculture. Textile Industry is
providing one of the most basic needs of people and the holds importance; maintaining sustained
growth for improving quality of life. It has a unique position as a self-reliant industry, from the
production of raw materials to the delivery of finished products, with substantial value-addition
at each stage of processing; it is a major contribution to the country's economy. This paper deals
with structure, growth and size of the Indian textile industry, role of textile industry in economy,
key advantages of the industry, textile industry export and global scenario and strength,
weakness, opportunities and treats of the Indian textile industry.
HISTORY OF TEXTILE INDUSTRY

The archaeological surveys and studies have found that the people of civilization knew weaving
and the spinning of cotton four thousand years ago. Reference to weaving and spinning
materials is found in the Vedic Literature. There was textile trade in India during the early
centuries. A block printed and resist-dyed fabric, whose origin is from Gujarat, was found in the
tombs of Foster, Egypt. This proves that Indian export of cotton textiles to the Egypt or the Nile
Civilization in medieval times were to a large extent. Large quantity of north Indian silk was
traded through the silk route in China to the western countries. The Indian silks were often
exchanged with the western countries for their spices in the barter system. During the late 17th
and 18th century there were large export of the Indian cotton to the western countries to meet
the need of the European industries during industrial revolution.

USES OF TEXTILES

Textiles have an assortment of uses, the most common of which are for clothing and for
containers such as bags and baskets. In the household they are used in carpeting, upholstered
furnishings, window shades, towels, coverings for tables, beds, and other flat surfaces, and in
art. In the workplace they are used in industrial and scientific processes such as filtering.
Miscellaneous uses include flags, backpacks, tents, nets, handkerchiefs, cleaning rags,
transportation devices such as balloons, kites, sails, and parachutes textiles are also used to
provide strengthening in composite materials such as fibreglass and industrial geotextiles. Using
textiles, children can learn to sew and quilt and to make collages and toys. Textiles used for
industrial purposes, and chosen for characteristics other than their appearance, are commonly
referred to as technical textiles. Technical textiles include textile structures for automotive
applications, medical textiles e.g. implants, geotextiles reinforcement of embankments, agro
textiles for crop protection, protective clothing e.g. against heat and radiation for fire fighter
clothing, against molten metal’s for welders, stab protection, and bullet proof vests. In all these
applications stringent performance requirements must be met. Woven of threads coated with
zinc oxide nanowires, laboratory fabric has been shown capable of "self-powering Nano
systems" using vibrations created by everyday actions like wind or body movements.
MINISTRY OF TEXTILE AND ORGANISATION

Government of India passed the National Textile Policy in 2000. The major functions of the
ministry of textiles are formulating policy and coordination of man-made fibre, cotton, jute, silk,
wool industries, decentralization of power loom sector, promotion of exports, planning &
economic analysis, finance and promoting use of information technology. The advisory boards
for the ministry include All India Handlooms Board, All India Handicrafts Board, All India
Power looms Board, Advisory Committee under Handlooms Reservation of Articles for
Production and Co-ordination Council of Textiles Research Association. There are several
public sector units and textile research associations across the country.

INDUSTRY EVOLUTION

The woven fabric portion of the textile industry grew out of the industrial revolution in the 18th century
as mass production of yarn and cloth became a mainstream industry. In 1734 in Bury, Lancashire John
Kay invented the flying shuttle — one of the first of a series of inventions associated with the cotton
woven fabric industry. The flying shuttle increased the width of cotton cloth and speed of production of a
single weaver at a loom. Resistance by workers to the perceived threat to jobs delayed the widespread
introduction of this technology, even though the higher rate of production generated an increased demand
for spun cotton.
In 1761, the Duke of Bridgewater's canal connected Manchester to the coal fields of Worsley and in
1762; Matthew Boulton opened the Soho Foundry engineering works in Hands worth, Birmingham. His
partnership with Scottish engineer James Watt resulted, in 1775, in the commercial production of the
more efficient Watt steam engine which used a separate condenser. In 1764, James Hargreaves is
credited as inventor of the spinning jenny which multiplied the spun thread production capacity of a
single worker — initially eightfold and subsequently much further. Others credit the invention to Thomas
Highs. Industrial unrest and a failure to patent the invention until 1770 forced Hargreaves from
Blackburn, but his lack of protection of the idea allowed the concept to be exploited by others. As a
result, there were over 20,000 spinning Jennies in use by the time of his death. Also in 1764, Thorp Mill,
the first water-powered cotton mill in the world was constructed at Royton, Lancashire, and was used for
carding cotton. With the spinning and weaving process now mechanized, cotton mills cropped up all over
the Northwest of England. The stocking frame invented in 1589 for silk became viable when in 1759,
Jedediah Strutt introduced an attachment for the frame which produced what became known as the Derby
Rib, that produced a knit and purl stitch. This allowed stockings to be manufactured in silk and later in
cotton. In 1768, Hammond modified the stocking frame to weave weft-knitted open works or nets by
crossing over the loops, using a mobile tickler bar- this led in 1781 to Thomas Frost's square net. Cotton
had been too coarse for lace, but by 1805 Houldsworth’s of Manchester were producing reliable 300
count cotton thread.

MARKET SIZE

India’s textiles industry contributed 7% to the industry output (by value) in 2018-19. The Indian textiles
and apparel industry contributed 2% to the GDP, 12% to export earnings and held 5% of the global trade
in textiles and apparel in 2018-19. The share of the India’s textiles and apparel exports in mercantile
shipments was 11% in 2019-20. Textiles industry has around 4.5 crore employed workers including
35.22 lakh handloom workers across the country. 40 Cotton production is expected to reach 37.10
million bales and consumption is expected to reach 114 million bales in FY21—13% growth over the
previous year. The domestic textiles and apparel market stood at an estimated US$ 100 billion in FY19.
The production of raw cotton in India is estimated to have reached 35.4 million bales in FY20. During
FY19, production of fiber in India stood at 1.44 million tons (MT) and reached 2.40 MT in FY21 (till
January 2021), while that for yarn, the production stood at 4,762 million kgs during same period. Exports
of textiles (RMG of all textiles, cotton yarn/fabs./made-ups/handloom products, man-made
yarn/fabs./made-ups, handicrafts excl. handmade carpets, carpets and jute mfg. including floor coverings)
stood at US$ 2.99 billion, as of June 2021. In July 2021, Exports of cotton yarn/fabrics/made-ups,
handloom products, etc., from India increased by 50.86% in June 2021 over June 2019.
 1.3 Company Profile

INTRODUCTION

GBTL has a global presence in polyester viscose & blended fabrics.

The company is delighted to be a prime supplier of formal clothing while expanding in the
causal and semi-casual segments. It provides fashion solutions by keeping sustainability and
social responsibility at its core.
GBTL integrates R&D, Spinning, Dyeing, Weaving and Finishing, offering a vertical production
system – all under one roof to meet the fast and demanding needs of the fashion industry.
COMPANY DETAILS
GBTL Ltd - formerly known as Grasim Bhiwani Textiles was a subsidiary of Grasim Industries.
It has been taken over by the promoters of the Donear Group in the year 2017. The mill
erstwhile known as “Punjab Cotton Mills” was established in 1938 and taken over by Grasim
Industries Ltd in 1964 and was renamed as Bhiwani Textiles Mills (BTM) In 2000-2001,
Grasim suiting was launched when Gwalior suiting was sold. Gwalior still enjoys high recall
value in trade In Oct 2007 ‘Bhiwani Textiles Mills’ became a separate company with a name of
Grasim Bhiwani Textiles Limited. The company has its products range of RMG means Ready
Made Garments with exclusive design and qualities Grasim has a strong presence in fabrics,
synthetic yarns, worsted yarn & is well known for its branded suiting GRASIM and
GRAVIERA made from different blends of polyester& viscose. Grasim Industries Ltd started
operation in 1948 in Gwalior with small rayon weaving unit using imported rayon. In 1950
Grasim quickly set its focus on the production of rayon a man-made cellulose fiber. Since 10
July 2017 onwards Grasim Bhiwani Textiles Ltd. divested its interest to Donear Group. GBTL
has a strong presence in manufacturing of Polyester Viscose fabric and caters to the market
under brands Grasim & Graviera. GBTL sells fabric both in the domestic as well as in the
international market across geographies.
The Domestic OTC division operates in Domestic over the counter (OTC) formal menswear
fabric market by offering Ready to Stitch suiting.
The Brands & Retailers division caters to domestic as well as international customers by
supplying fabric and also acts as Full Service Provider by offering one stop solution of fabric to
garmenting.

Spinning Capacity:
No. OF SPINDLES :
PRODUCTION CAPACITY :
• BTM
• ELEGANT
39,648
12.30 MT PER DAY
09.65 MT PER DAY
Weaving:
NUMBER OF LOOMS: 140
PRODUCTION CAPACITY: 12.81 LAC METERS PM

PRODUCTS:
A portfolio of over 10,000 products
Crafting fabrics to match designer’s diverse styles
Creating enough fabric to wrap the world in a loving embrace 18 Million Meters annually.

Managing Director of GBTL

Mr. Ankit Arun Jogani is registered with Ministry of Corporate Affairs (MCA). Their DIN is 09103541
and holding active directorship in 1 Company. From 12 march 2021, the first company ANKIT ARUN
JOGANI was appointed as Director is GBTL LIMITED and the most recent directorship is with GBTL
LIMITED. The total paid up capital of all companies where ANKIT ARUN JOGANI holds active
directorship is Rs ₹20,05,00,000.00 (₹20.05 Cr.). The company utilizes strong manufacturing facilities
comprising of Fiber Dying, Yarn Spinning, Weaving, Processing and Folding with stateof-the-art
machines, processes and professional environment. The company also has strong presence in
international market catering to the fabric need of international brands. The company has strong Design
and Development team which conceptualizes and develops designs as per fashion standards and market
Needs. The Company also has its product range of RMG Readymade Garments with exclusive design
and qualities. The company utilizes strong manufacturing facilities comprising of Fiber Dying, Yarn
Spinning, Weaving, Processing and Folding with state-of-the-art machines, processes and professional
environment.
The company also has strong presence in International market catering to the fabric need of International
brands. The company has strong Design and Development team which conceptualizes and develops
designs as per fashion standards and market Needs. The Company also has its product range of RMG
Readymade Garments with exclusive design and qualities.
Director and Manager

GBTL Limited is a Public incorporated on 11 September 2007. It is classified as Non govt. company and
is registered at Registrar of Companies, Mumbai. Its authorized share capital is Rs. 250,000,000 and its
paid up capital is Rs. 200,500,000. It is involved in Spinning, weaving and finishing of-textile.
The last reported Annual General Meeting (AGM) of GBTL Limited, as per our records was last held on
27 December 2020. Also, as per our records, its last balance sheet was prepared for the period ending on
31 March, 2020
GBTL Limited has five directors and 2 reported Key management personnel - Uma Rajendra Agarwal,
Rahul Rajendra Agarwal, Debashis Poddar, Sandeep Sharma, Suresh Saraf, Medha Pattanayak, Ankit
Arun Jogani.
GBTL Corporate Identification Number is (CIN) U17120MH2007PLC173993 and its registration
number is 173993.Its Email address is ROOPESH.KUMAR@GBTL.IN and its registered address is
Donear House, 8th Floor, Plot No. A-50, Road No. 1, MIDC, Andheri (E), Mumbai Mumbai City MH
400093 IN

VISION & MISSION STATEMENT

VISION

To be a profitable company offering sustainable clothing solutions through product innovation,

design and deliver superior value to all stakeholders.

MISSION

❖ To deliver leadership through operational excellence in quality, cost and services.

❖ To deliver break through products through in house manufacturing and strong outsourcing
with speed.
STRATEGIES OF GBTL

Strategies are key to achieve objective. Every company must have set strategies through which it
achieves its objective. B.T.M. has also its well defined strategies, which is implemented, in all the three
levels.

The strategies are:

1. World class Manufacturing
2. Birla Management Centre
3. Quality Circles
4. 5-S ( a house keeping practice)
5. Total Quality Management (TQM)
6. Participative Management

• World class Manufacturing (WCM)

In order to delight customers, employees and stakeholders and to become a Successful competitor in
global market, Aditya Birla Group has evolved and promoted this top rank methodology of WCM to
sustain excellence in the company wise performance. This is multidimensional viz. waste elimination, 5-
S, JIT, TPM System & cash flows.

• BMC (Birla Management Centre)

Philosophy behind its logo: The philosophy of BMC is beautifully captured in its symbol. The logo has
been designed to reflect concept of group dynamics and group Synergy, six symbolic person, one is dark
blue and five is light blue denote one group, all fusing their energies and knowledge to form a strong
nucleus

. • Quality Circles

Quality is match word of the subsidiary. Checks and counters do not impose its checks. It is part of total
manufacturing system. Quality is the first parameter. Again in order to maintain a superior quality of the
product various Management practices and being carriers out by top management. The top management
with a view to has formed Quality Circles meetings increase the involvement and responsibility in their
individual work areas. After completion of the Project, award by way of recognition are given to all the
quality circles team members.

• 5-S (a house keeping management)

Good quality management producers can prosper only in clean and scerene Atmosphere an so the top
management at GBTL have implemented the 5-S Technique (related to the work environment):
✓ Seiton Systematizing necessary items.

✓ Seiri Sorting out unnecessary items.

✓ Seison Sweeping of work place and machines.
✓ Seiketsu Sanitizing.

✓ Shitsuke Self disciplining

• TQM (Total Quality Management)

Today’s executive views the task of improving product and service quality as their top priority. Most
customers, whether they are internal or external will no longer accept average quality performance. If
company wants to stay in. They have no choice but to adopt TQM.

SWOT ANALYSIS OF GBTL

Strengths:
• GBTL is a composite firm in Haryana
• GBTL is financially sound firm
• Working environment is peacefully (Union is strength principle is followed)
• Facilities given to employees & employers on time and up to date
Weaknesses:
• Basic salary structure is not up to date some manipulations are needed
• Not sufficient facilities are given employers & employees
Opportunities:
• Given chance to Grasim to make & sale its product providing them manpower, machine,
money, market, material
• In near future they will start readymade garments

Threats:
• GBTL face threats from its competitors like Vimal, Ocm, Siyaram, Raymond.
• GBTL face in overseas market like Philippines, Malaysia, Canada, Mexico, America.
 CHAPTER - 2
REVIEW OF LITERATURE
LITERATURE REVIEW:

Gamage (2014) highlighted that a systematic recruitment process involves identifying vacancies,
job analysis, job description, person specification and advertising.

Work of Silzer et al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something one can be
born with or is it something that can be acquired through development. According to that was a
core challenge in designing talent systems, facing the organization and among the senior
management. The only solution to resolve the concern of attaining efficient talent management
was by adopting fully executable recruitment techniques. Regardless of a well-drawn practical
plan on recruitment and selection as well as involvement of highly qualified management team,
companies following recruitment processes may face significant obstacles in implementation.
Word conducted by described that the primary objective of successful talent strategies is to
create both a case as well as a blueprint for developing the talent strategies within a dynamic and
highly intensive economy wherein acquisition, deployment and preservation of human capital-
talent that matter,, shapes the competitive advantages and success of many companies.

As discussed by Jackson et al. (2009) human resource management approaches in any business
organization are developed to meet corporate objectives and materialization of strategic plans
via training and development of personnel to attain the ultimate goal of improving
organizational performance as well as profits. The nature of recruitment and selection for a
company that is pursuing HRM approach is influenced by the state of the labour market and
their strength within it. Furthermore, it is necessary for such companies to monitor how the state
of labour market connects with potential recruits via the projection of an image which will have
an effect on and reinforce applicant expectations.

Price (2007) defines recruitment and selection as the process of retrieving and attracting able
applications for the purpose of employment. He states that the process of recruitment is not a
simple selection process, while it needs management decision making and broad planning in
order to appoint de most appropriate manpower. There existing competition among business
enterprises for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire only the best
applicants who would be the best fit for the corporate culture and ethics specific to the company
This would reflect the fact that the management would particularly shortline able candidates
who are well equipped with the requirements of the position they are applying for, including
team work. Since possessing qualities of being a team player would be essential in any
management position

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes Involved in establishing recruitment
policies and defining managerial objectives.

According to Korsten (2003) and Jones et al. (2006) Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further stated
that recruitment process may be internal or external or may also be conducted online. Typically,
this process is based on the levels of recruitment policies. job postings and details, advertising,
job application and interviewing process, assessment, decision making, formal selection and
training.

Taher et al. (2000) carried out a study to critique the value-added and non-value activities in a
recruitment and selection process. The strategic manpower planning of a company, training and
development programme, performance appraisal. reward system and industrial relations, was
also appropriately outlined in the study. This study was based on the fact that efficient HR
planning is an essence of organization success, which flows naturally into employee recruitment
and selection (Taher et al. 2000). Therefore, demand rather than supply must be the prime focus
of the recruitment and selection process and a greater emphasis must be put on planning,
supervising and control rather than mediation Extending this principle, a realistic approach to
recruitment and selection process was demonstrated, and the study found that an organization is
efficient anly when the commands exceeds the price involved in determining the process of din
making or product. In other words, value-added and non-value added vities associated with a
company's recruitment and selection process impacts its sole in creating motivated and skilled
workforce in the country (Taber et al. 2000). Thus, the study identified the waiting time,
inspection time and filing time as non value added tasks and the cost of advertisement as the
only value added activity in the overall process. Taher et al. (2000) investigated the recruitment
and selection section of Bangladesh Open University.

Work of Bratton and Gold (1999) suggest that organizations are now developing models of the
kind of employees they desire to recruit, and to recognize how far applicants correspond to their
models by means of reliable and valid techniques of selection. Nonetheless, the researchers have
also seen that such models, largely derived from competency frameworks, foster strength in
companies by generating the appropriate knowledge against which the job seekers can be
assessed. However, recruitment and selection are also the initial stages of a dialogue among
applications and the company that shapes the employment relationship (Bratton & Gold 1999).
This relationship being the essence of a company's manpower development, failure to
acknowledge the importance of determining expectation during recruitment and selection can
lead to the loss of high quality job seekers and take the initial stage of the employment
relationship so down as to make the accomplishment of desirable HRM outcomes extremely
difficult. In the opinion of Bratton and Gold (1999), recruitment and selection practices are
essential characteristics of a dialogue driven by the idea of "front-end" loading processes to
develop the social relationship among applicants and an organization. In this relationship, both
parties make decisions throughout the recruitment and selection and it would be crucial for a
company to realize that high-quality job seekers, pulled by their view of the organization, might
be lost at any level unless Applications are provided for realistic organization as well as work
description

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his research
on HR manager and company officials of 319 companies in Europe regarding HR practices and
policies of their respective companies and discovered that employment security, training and
development programs. recruitment and selection, teamwork, employee participation, and lastly,
personnel planning are the most essential practices. As a matter of fact, the primary role of HR is
to develop, control, manage, incite, and achieve the commitment of the employees. The findings
of work also showed that selectively hiring has a positive impact on organizational performance,
and in turn provides a substantial practical insight for executives and officials involved.
Furthermore, staffing and selection remains to be an area of substantial interest. With
recruitment and selection techniques for efficient hiring decisions, high performing companies
are most likely to spend more time in giving training particularly on communication and team
work skills. Moreover the finding that there is a positive connection existing between firm
performances and training is coherent with the human capital standpoint.
 CHAPTER 3.
OBJECTIVES AND RESEARCH METHODOLOGY
 3.1 OBJECTIVES OF THE STUDY

Every task is taken with an objective. Without any objective task is rendered
meaningless.

The main objectives for undertaking this project are:

 To know the perception of employees regarding recruitment and selection

process.

 To know the recruitment process followed in GBTL.

 To know the selection process followed in GBTL.

 To review HR policies pertaining to recruitment and selection

 To get familiarized with the working culture, major etiquettes and practicesof HR
Department.

 To gather experience in easy management and dealing of large number of

employees, their data and their common grievances.
 3.2 RESEARCH METHODOLOGY

Research
Research is defined as human activity based on intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting, and development of methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe.
Research can use the scientific method, but need not do so.

Scientific research relies on the application of the scientific method, a harnessing of

curiosity. This research provides scientific information and theories for the explanation
of the nature and the properties of the world around us. It makes practical applications
possible. Historical research is embodied in the historical method. Scientific research can
be subdivided into different classifications according to their academic and application
disciplines.

CHARACTERISTICS OF RESEARCH

1. A systematic approach is followed in research. Rules and procedures are an integral

part of research that set the objective of a research process. Researchers need to practice
ethics and code of conduct while making observations or drawing conclusions.
2. Research is based on logical reasoning and involves both inductive and deductive
methods.
3. The data or knowledge that is derived is in real time, actual observations in the natural
settings.
4. There is an in-depth analysis of all the data collected from research so that there are no
anomalies associated with it.
5. Research creates a path for generating new questions. More research opportunity
can be generated from existing research.
6. Research is analytical in nature. It makes use of all the available data so that there is
no ambiguity in inference.
7. Accuracy is one of the important character of research, the information that is obtained
while conducting the research should be accurate and true to its nature. For example,
research conducted in a controlled environment like a laboratory.
Here accuracy is measured of instruments used, calibrations, and the final result of the
experiment.
Here accuracy is measured of instruments used, calibrations, and the final result of the
experiment.

Steps in conducting research

Research is often conducted using the hourglass model structure of research. The
hourglass model starts with a broad spectrum for research, focusing in on the required
information through the method of the project (like the neck of the hourglass), then
expands the research in the form of discussion and results. The major steps in conducting
research are:

 Identification of research problem

 Literature review
 Specifying the purpose of research
 Determining specific research questions
 Specification of a conceptual framework, sometimes including a set of hypotheses
 Choice of a methodology (for data collection)
 Data collection
 Verifying data
  Analysing and interpreting the data
 Reporting and evaluating research
 Communicating the research findings and, possibly, recommendations.

The steps generally represent the overall process; however, they should be viewed as an
ever-changing iterative process rather than a fixed set of steps. Most research begins with
a general statement of the problem, or rather, the purpose for engaging in the study. The
literature review identifies flaws or holes in previous research which provides
justification for the study. Often, a literature review is conducted in a given subject area
before a research question is identified. A gap in the current literature, as identified by a
researcher, then engenders a research question. The research question may be parallel to
the hypothesis. The hypothesis is the supposition to be tested. The researchers collects
data to test the hypothesis. The researchers) then analyses and interprets the data via a
variety of statistical methods, engaging in what is known as empirical research. The
results of the data analysis in rejecting or failing to reject the null hypothesis are then
reported and evaluated. At the end, the researcher may discuss avenues for further
research. However, some researchers advocate for the reverse approach: starting with
articulating findings and discussion of them, moving "up" to identification of a research
problem that emerges in the findings and literature review. The reverse approach is
justified by the transactional nature of the research endeavor where research inquiry,
research questions, research method, relevant research literature, and so on are not fully
known until the findings have fully emerged and been interpreted.

TYPES OF RESEARCH

Following are the types of research:

Basic Research: Basic research is mostly conducted to enhance knowledge. It covers
fundamental aspects of research. The main motivation of this research is knowledge
expansion. It is a non-commercial research and doesn't facilitate in creating or inventing
anything. For example, an experiment is a good example of basic research.
Applied Research: Applied research focuses on analyzing and solving real-life
problems. This type of research refers to study that helps solve practical problems using
scientific methods. This research plays an important role in solving issues that impact
overall well being of humans. For example, finding a specific cure for a disease.

Problem Oriented Research: As the name suggests, problem-oriented research is

conducted to understand the exact nature of the problem to find out relevant solutions.
The term "problem" refers to having issues or two thoughts while making any decisions.
For e.g Revenue of a car company has decreased by 12% in the last year. The following
could be the probable causes: There is no optimum production, poor quality of a product,
no advertising, economic conditions etc.

Problem Solving Research: This type of research is conducted by companies to

understand and resolve their own problems. Problem solving research uses applied
research to find solutions to the existing problems.

Qualitative Research: Qualitative research is a process that is about inquiry, that helps
in-depth understanding of the problems or issues in their natural settings. This is a non
statistical research method. It is heavily dependent on the experience of the researchers
and the questions used to probe the sample. The sample size is usually restricted to 6-10
people in a sample. Open ended questions are asked in a manner that one question leads
to another. The purpose of asking open ended questions is to gather as much information
as possible from the sample.
Following are the methods used for qualitative research:
1. One-to-one interview
2. Focus groups
3. Ethnographic Research
4. Content/ Text Analysis
Quantitative Research: Qualitative research is a structured way of collecting data and
analysing it to draw conclusions. Unlike qualitative research, this research method uses
computational, statistical and similar method to collect and analyze data. Quantitative
data is all about numbers. It involves a larger population as, more number of people
means more data. In this manner, more data can be analysed to obtain accurate results.
This type of research method uses close ended questions because, in quantitative
research, the researchers are typically looking at measuring the extent and gathering
foolproof statistical data.
Online surveys, questionnaires, and polls are a preferable data collection tools used in
quantitative research. There are various methods of deploying surveys or questionnaires.
In recent times online surveys and questionnaires have gained popularity. Survey
respondents can receive these surveys on mobile phones, emails or can simply use the
internet to access surveys.

PURPOSE OF RESEARCH

The purpose of research is to inform action. Thus, your study should seek to
contextualize its findings within the larger body of research. Research must always be of
high quality in order to produce knowledge that is applicable outside of the research
setting. Furthermore, the results of your study may have implications for policy and
future project implementation.

One problem that often plagues progress in global health is the slow translation of
research into practice. Often, a disconnect exists between those who conduct research
and those who are positioned to implement the research findings. The underlying
problem is that "the production of evidence is organized institutionally with highly
centralized mechanisms, whereas the application of that science is highly decentralized.
This social distance prevails because scientists are more oriented to the international
audiences of other scientists for which they publish than to the needs of practitioners,
policy makers, or the local public.

Thus, as researchers, it is imperative to take steps to overcome this barrier. Publishing

your study may be one initial step to make your research known to the global
community. Other proactive measures can be taken to encourage the uptake of evidence-
based interventions. For example, you can present your research findings at various
venues, such as Unite for Sight's Global Health and Innovation Conference. Furthermore,
you can send the results of your study to local officials, policy-makers, and community
leaders.

RESEARCH METHODS:

Research methods may be understood as those methods/ techniques that are used for
conduction of research. All those methods which are used by the researcher during the
course of studying his research problem, are termed as research methods. Keeping in
view, the research methods can be put into following three groups:
 In the first group we include those methods which are concerned with the
collection of data
 The second group consists of those statistical techniques which are used to
establish relationships between the data and the unknown.
 The third group consists of those methods which are use to evaluate the accuracy
of the obtained results.
3.3 AREA OF STUDY

This study has been conducted in GBTL LTD. (Formerly known as Grasim Bhiwani
Textile Limited). This particular organization has been chosen for study because it has
both forward and backward integrated units in textile sector.
Particularly, the study is made in Human Resource department where efforts are made to
study about commonly employed practices as much as possible.

3.4 DATA COLLECTION

There are several ways of collecting the appropriate data which differ considerably in
context of money, cost, time and other sources at the disposable of the researcher.

There are two types of data:

 Primary data
 Secondary data

PRIMARY DATA:

Primary data are those data which are collected afresh and for the first time, and thus
happen to be the original in character and it is also called first hand research. In the case
of descriptive research, researcher performs survey whether simple survey or census
survey, thus primary data obtain either through
• Observation
• Direct communication with respondent
• Personal interview
SECONDARY DATA:

Secondary data are those which have already been collected by someone else and have
already been passed through statistical process.
Secondary data has been chosen for fulfilling the objectives of the present study. The
secondary data consisting of the Employee records, Monthly Management Information
System, Job portals, documents having general policies and practices of the company
were collected by visiting the company personally. Other relevant secondary data which
are not available in the documents are collected from personal interaction with
employees. Apart from all these, various relevant materials available in the library was
referred by researcher in order to supplement the data further.

3.5 LIMITATIONS OF THE STUDY

Time Constraints:

The duration of the training was not sufficient to lay down thorough each and every
activity that is undertaken by the department in detail.

Vast array of activities:

Since HR department has a lot of responsibilities and in fulfilling those it has to

undertake several diverse activities at different times as per the requirement of the hour.
Thus it was quite infeasible to witness or understand all these activities.

Resource constraints:
Resources available for the analysis of working capital management were not sufficient
as mainly the annual report was provided by the company which was not revealing the
detailed aspects of financial matters in the company. However, in spite of these
limitations all efforts have been put to make the report correct, genuine, and fulfilling the
objectives of the study.
 CHAPTER -4.
DATA ANALYSIS AND INTERPRETATION
 DATA ANALYSIS AND INTERPRETATION

4.1. Sources used in recruitment and selection:

4.1. What sources you prefer for recruitment and selection?

a. Internal
b. External
c. Both

Table:4.1
Options Internal External Both Total
Respondents 24 18 08 50
% of respondents 48 36 16 100%

Chart 4.1

16%
Internal
48%
External
36% Both

Source: Primary Data Or Questionnaire

4.1 Interpretation:
It was found that about 16% of the recruitment and selection is done both by internal and
external sources, while as internal sources are used more than the external sources. Employees
are hired mostly from internal sources. It promotes loyalty and can even improve employee
morale as it serves as a reward for existing employes.
 4.2. External sources used in recruitment:

4.2. Which of the following external sources are used for recruitment among the following?
a. Campus Interviews
b. Employment Agencies
c. Data Bank
d. others
Table:4.2
Options Campus Employment Data Bank other Total
Interviews Agencies
Respondents 10 33 05 02 50
% of 20 66 10 04 100%
respondents

Chart 4.2
4%

10% 20% Campus Interviews

Employment Agencies
Data Bank

66% Other

Source: Primary Data Or Questionnaire

Interpretation:
It was found that 66% of the employees are recruited through the employment agencies and 20% of the
employees are selected by the campus recruitment followed by data bank with 10% and.4% of the
respondents that others Employement agencies are the major source of external recruitment.
 4.3. Source Of Information On Job Vacancy:

4.3. How did you come to know about job vacancy in organization.?
a. Newspaper
b. Posters
c. Campus interviews
d. Friends
e. Reference
Table:4.3
Options Newspaper Posters Campus Friends Reference Total
interviews

Respondents 12 19 6 10 3 50
% of 24 38 12 20 6 100%
respondents

Chart: 4.3

20% Newspaper
24%
Posters
Campus interviews
12%
Friends
Reference
38%

Source: Primary Data Or Questionnaire

4.3 Interpretation:
From the above table, 24% of the respondents come to know about the job vacancy through
newspaper, 38% through posters, 12% through campus interview, & 20% through friends. and
6% by references.
 4.4. Employees perception about recruitment process:

4.4. Are you satisfied with the recruitment process?

a. Yes
b. No.
Table: 4.4
Option Yes No Total
Respondents 35 15 50
% of respondents 80 20 100%

Chart:4.4

20%

Yes
No

80%

Source: Primary Data Or Questionnaire

4.4 Interpretation:
It was found that 80% of employees are satisfied with the recruitment process adopted by GBTL Ltd.
However, some of the respondents thought there should be some changes in the existing recruitment
process of the organization.
 4.5 Showing the process of selection

4.5. What was the process of selection?

a. Written test + Group discussion + Personal interview + Technical interview
b. Written test + Personal interview + Technical interview
c. Personal interview + Technical interview
d. Technical interview+ Group discussion
e General interview

Table:4.5
Option Written test Written Personal Technical General Total
+ Group test + interview + interview+ interview
discussion + Personal Technical Group
Personal interview + interview discussion
interview + Technical
Technical interview
interview
Respondents 14 18 9 6 3 50
% of 28 36 18 12 06 100%
respondents
 Chart: 4.5
Written test + Group discussion +
Personal interview + Technical
6% interview

12% Written test + Personal interview +

28% Technical interview

Personal interview + Technical

interview
18%

Technical interview+ Group

discussion

36% General interview

Source: Primary Data Or Questionnaire

4.5 Interpretation:
It was found that 28% are selected through. Written test + Group discussion + Personal
interview + Technical interview.However,36% through Written test + Personal interview +
Technical interview is mostly used for the selection process, 18%through Personal interview +
Technical interview, 12% through Technical interview+ Group discussion, 6% through General
interview.
 4.6.Perception of employees towards selection process:

4.6. What factors did you consider for selection process?

a Intelligence
b. Experience
c. Training program
d. Job Performance
e. Other
Table4.6
Option Intelligence .Experience Training Job Other Total
program Performance
Respondents 14 22 08 03 03 50
% of 28 44 16 06 06 100%
respondents

CHART: 4.6

6%
Intelligence
16% 28%
Experience
Training program
Job Performance

44% Other

Source: Primary data or questionnaire

4.6 Interpretation;
It was found that about 28% of the employees are selected through intelligence, 44% through experience,
16% through training program, 6% through job performance & 6% through any other selections. So, we
conclude that intelligence and experience are most commonly used for employees for the selection
process.
 4.7. Form of interview employee prefer:

4.7. What form of interview did you prefer?

a. Personal interview
b. Telephonic interview
c.. Video Conferencing

Table:4.7
Option Personal Telephonic Video Total
interview interview Conferencing
Respondents 35 10 05 50
% of respondents 70 20 10 100%

Chart: 4.7

10%

20% Personal interview

Telephonic interview
Video Conferencing

70%

Source: Primary data or questionnaire

4.7 Interpretation :
It was found that 70% of the respondents prefer personal interview 20% of respondents prefer telephonic
interview 105 of respondents prefer video conferencing.So, we conclude that mostly people prefer
personal Interview.
 4.8. Recruitment process used for different grades of employees:

4.8. Does your company follow different recruitment process for different grades of employment?
a. Yes
b. No

Table: 4.8
Options Yes No Total
Respondents 50 0 50
% of respondents 100 0 100%

Chart:4.8
0

Yes
No

100%

Source: Primary data or questionnaire

4.8. Interpretation:
It was found that from that different recruitment process is adopted for different grades of employment.
Like, for the recruitment of trainers in GBTL Ltd. theoretical knowledge is considered more and for the
developers technical knowledge is given importance.
 4.9.Company HR practices:

4.9. How do you rate HR practices of the company?

a. Excellent
b. Good
C Above Average
d. Average
e .Below Average
Table:4.9
S.NO. Options Respondents % of respondents
1 Excellent 17 34%
2 Good 08 16%

3 Above Average 12 24%

4 Average 08 16%
5 Below Average 5 10%
Total 50

Chart: 4.9

16% Excellent

34% Good
Above Average
24% Average

16% Below Average

Source: Primary data or questionnaire

4.9. Interpretation:
34% of the employees feel that HR department is excellent where and 16% say that its good where as
24% says its above average and 16% employees says it's average. 10% are below average.
 4.10.Contract signed while joining the organization:

4.10. Is there any contract signed by employees while joining the organization?
a. Yes
b. No

Table: 4.10
S.NO. Options Respondents % of respondents
1 Yes 45 90%
2 No 05 10%
Total 50

Chart: 4.10

10%

Yes
No

90%

Source: Primary data or questionnaire

4.10.Interpretation:
Above chart shows that almost 10% employees said no and 90% said yes they have to sign a bond while
joining the organization. Employees have to submit one of their original certificates in the time of their
joining and they cannot leave this company before one year. If the employees agree to these conditions
then they are moved to next round of interview.
 4.11.HR policy of the company:

4.11. Are you comfortable with the HR policies of the company?

a. Yes
b. No

Table: 4.11
S.NO. Options Respondents % of respondents
1 Yes 40 90%
2 No 10 10%
Total 50

Chart: 4.11

10%

Yes
No

90%

Source: Primary data or questionnaire

4.11. Interpretation:
It was found that 10% employees were not comfortable with the policies of company and 90% employees
are happily working with the current HR practices of the company. Some of the employees were not
comfortable with the policy as they find risk in submitting their original documents to the company.
 CHAPTER – 5
CONCLUSION AND RECOMMENDATION
 5.1 Findings

The collected data are analysed and general observations has proven that GBTL Ltd. has done
remarkable job in its Human Resource department.

1. Most Of The Respondents Came To Know Of The Vacancy Only Through Posters.

2. Employees Opined That Recruitment Policy Of The Company Is Excellent

3.Interview Process Of The Organization Is Satisfactory It Creates More Awareness About The
Job Among The Candidates.

4.In The Workers Selection Process Company Recruits Or Giving More Importance To The
Experienced Person.

5. Majority Of The Respondents Are Selected through the Written Test, Personal Interview And
Technical Interview.

6.Organization Utilizes Both Internal As Well As External Sources

7.Interview Process During The Recruitment And Selection Process Are Not Satisfactory.

8.Organization Gives More Importance For Internal Resources In Recruitment And Selection
Process

9.Organization Taking External Sources From Employment Agencies

10. Major Form Of Interview From The Organization Is Personal Interview.

 5.2 CONCLUSION

The conducted study at GBTL LTD was fruitful in many respects as various activities and
practices were revealed and the difference between the formal textbook principles and tactics
employed in actual practice is also witnessed. In review this study has been an excellent and
rewarding experience.
Apart from the HR practices other important codes at workplace were learned which includes
network building, time management, meeting the deadlines etc. The practices undertaken at the
organization are quite holistic in their approach and are also result oriented.
The HR department having a team of only two members is itself a great example of workforce
management and effective utilization of time and resources.
The time and resources which are employed in various activities such as recruitment, training,
record keeping are minimized by witty methods. On the interactive front, both the members of
team are quite charming and adopt a very amicable way while dealing with employees and
interviewees.
The atmosphere at the GBTL was always welcoming which made everyone feel right at home.
The cross cultural barriers are tackled effectively through friendly and helping environment.
Although the smaller size of team work is managed quite effectively and all the practices are
conducted with great precision and efficiency. It can be observed that these are the very same.
practices which make or break any organization.
I perceive as this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objectives. This internship has helped me to
increase the confidence and awareness so as to make me capable of working in a firm. This
study has helped me to improve my practical knowledge.
 5.3 RECOMMENDATIONS

After studying the various aspects related to company there are some recommendations which
can be helpful to the problems the company is facing:
 One crucial improvement that can enhance the efficiency of the Human Resource
Department is the addition of HR personnel and thus expanding the size of the team.
 The systems, softwares, technology used in the practices are not latest and can be
modernized.
 More emphasize should be placed over the development of the members of HR team
which in turn may help the entire organization through various activities
 Manuals made for the employee should be attractive glossier look should be given to it
so that the employee does not feel bored while going through it
 Compensation Rules should be send to the new joiners in the welcome mail of the
company, so that queries can be cleared by the operations department
 Create a careers blog for your company
 Be truly prepared to interview your candidates
 Keep your finalists close if they are not selected
 Proactively check in with previous applicants
 Survey applicants for input to improve your recruiting process

.
 BIBLIOGRAPHY

Reference to a book:
 R.S. Dwivedi, Managing human resources Personnel
management, 2nd edition.
 K. Ashwathapa, Human resource and personal management.
 HR Practices of GBTL

Reference to Websites:
 www.google.co.
 https://gbtl.in/
 http://www.adityabirla.com/media/press-releases/grasim-
industries-ltd-divests- grasim-bhiwani-textiles-ltd
 Annexure

4.1. What sources you prefer for recruitment and selection?

a. Internal
b. External
c. Both

4.2. Which of the following external sources are used for recruitment among the following?
a. Campus Interviews
b. Employment Agencies
c. Data Bank
d. others

4.3. How did you come to know about job vacancy in organization.?
a. Newspaper
b. Posters
c. Campus interviews
d. Friends
e. Reference

4.4. Are you satisfied with the recruitment process?

a. Yes
b. No.

4.5. What was the process of selection?

a. Written test + Group discussion + Personal interview + Technical interview
b. Written test + Personal interview + Technical interview
c. Personal interview + Technical interview
d. Technical interview+ Group discussion
e General interview
4.6. What factors did you consider for selection process?
a. Intelligence
b. Experience
c. Training program
d.. Job Performance
e. Other

4.7. What form of interview did you prefer?

a. Personal interview
b.Telephonic interview
c.Video Conferencing

4.8. Does your company follow different recruitment process for different grades of employment?
a. Yes
b. No

4.9. How do you rate HR practices of the company?

a. Excellent
b. Good
c Above Average
d. Average
e..Below Average

4.10. Is there any contract signed by employees while joining the organization?
a. Yes
b. No

4.11. Are you comfortable with the HR policies of the company?

a. Yes
b. No