A

Project Report On

“RECRIUTMENT AND SELECTION”

For the partial fulfillment of BBA degree

(H.R Management)

By

Gopal Bhikan Shevare

Email ID – gopalshevare94@gmail.com

Moolji Jaitha College , Jalgaon (100001)

2015-2016

Guided by

Prof. A.K Arsiwala

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 CERTIFICATE

I hereby declare that the project title “RECRIUTMENT AND SELECTION”

is submitted in fulfillment of Bachelor of Business Administration degree

of North Maharashtra University, Jalgaon in the academic year 2015-2016 was
carried with sincere intention.

To the best of my knowledge it is an original piece of work done by me

and it has neither been submitted to any other organization nor published at
anywhere before.

Project Guide Head of The Department

Prof. A.K Arsiwala MR. A. P. SARODE

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 DECLARATION

I understand hereby declare that the project entitled “RECRIUTMENT

AND SELECTION” with reference to THE TEXMO PIPES LTD. written & submitted by
me TO NORTH MAHARASTRA UNIVERSITY under the guidance of Prof.
A.K.Arsiwala is my guide to complete this project.

The empirical finding in this project is based on the data collected by

myself while preparing this project.

This project is completed as a part of curriculum & all that information

collected is to the best of my knowledge.

DATE: GOPAL BHIKAN SHEVARE

Place: JALGAON

T.Y. BBA

M.J. COLLEG, JALGAON

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 ACKNOWLADGEMENT

I Feel great pleasure in submitted this project which is important

stonework in the journey of B.B.A. course.

I have no appropriate work to express my gratitude to Prof.

A.K.ARSIWALA for guidance without him this project could not have been
completed. I also thank our Co.ordinator A. P. SARODE who provided me the
opportunity to add more practicality in our course of B.B.A.

Both Dr. A. P. SARODE Sir & Prof. A.K.ARSIWALA have always shown me
the right trace with a light of their knowledge, skill & techniques.

I Feel my sincere thanks to all the staff members of THE TEXMO PIPES
LTD. BURHANPUR who encourage me with their adequate support & cooperation
with their help. I have found my project work a complete one.

Mr. A.K.ARSIWALA

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 INDEX

SR. NO TOPICS PAGE NO.

1. Introduction 6

2. Objective 8

3. Scope & Limitation 10

4. Research Methodology 12

5. Company/Organizational Profile 16

6. Literature Review- A theoretical 25

Background
7. Analysis & Evaluation of the study 33

8. Conclusion & suggestion 40, 41

 Annexure 42
 Bibliography 43

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INTRODUCTION

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 1. INTRODUCTION

Evolution of HRM

Earlier references: In western countries HRM had its primitive beginning in 1930s. Not much
thought was given on this subject in particular and no written records or documents interesting
to note HRM concepts was available, in ancient philosophies of Greek, Indian and Chinese.
This is not to suggest that industrial establishment and factories system, as it is known today,
existed in ancient Greece, India or china. The philosophy of managing human being, as a
concept was found developed in ancient literatures in general and in Indian philosophy in
particular.

Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of
management called “Personnel management”. In fact, this job was assigned as part of the
factory manager. Adam Smith’s concept of factory was that it consists of three resources, land,
labour and capital. This factory manager is expected to “procure,

Process and peddle” labour as one of the resources. The first time when such a specialist
“person” was used; it was to maintain a “buffer” between employer and employee to meet the
“legitimate need” of employees. However, it is the employer who decided what is “legitimate
need” of employees. In fact, the specialist “person” was more needed to prevent “unionization”
of employees. This was the case before 1930-s all over the world.

Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel.

Every organization needs to look after recruitment and selection in the initial
period and thereafter as and when additional manpower is required due to expansion and
development of business activities.

‘Right person for the right job’ is the basic principle in recruitment and selection. Ever
organization 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 organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates are
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.

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OBJECTIVE

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 2. OBJECTIVE

Recruitment and selection plays a vital role in any organization. Since employees are the
valuable assets of the company, they have to be placed in right position at right time.

1. To know the prospect or recruitment and selection process.

2. To critically analyze the functioning of recruitment and selection process.
3. To identify the probable area of improvement to make recruitment and selection process
more effective.
4. To know the managerial satisfaction level about recruitment and selection process.
5. To know the various sources of recruitment and selection adopted by Texmo Pipes &
Products LTD.

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SCOPE & LIMITATION

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 3. SCOPE & LIMITATION

SCOPE OF THE STUDY:

The benefits of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent recruitment
and selection process.

The key points of my research study are:-

1. To study the facts about the Texmo Pipes & Product LTD. As a group.
2. To understand and analyze various H.R. factors including and focusing on recruitment
and selection process at Texmo Pipes & Product LTD.
3. To suggest any measures/ recommendations for the improvement of the recruitment
process at Texmo Pipes & Product LTD.

LIMITAION OF THE STUDY:

The project has inherent limitations due to its potential scope

1. Three weeks is too short to give shape to new idea in an old set up like escorts.
2. Less importance to long term operational benefits.
3. Expenses for HR Departments are noe viewed as investment.

Since Texmo Pipes & Product LTD. is large organization with its strongly set business
practices, so extensive efforts and change in organization thinking will be necessary in order
HR Department

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 RESEARCH &
METHODOLOGY

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 4. RESEARCH METHODOLOGY

Definition of Research Methodology:

“Research Methodology is a systematic way of investigation directed to the discovery of some

facts by careful study of a subject; it is a course of critical and scientific inquiry”

Research specifies the information needed to solve various issues; design the methodology for
collecting information, manage and implement the data, analyze the result and communicate the
finding in all field. Research is a fact finding process without proper research it is difficult to
make any decision in an organization. Research is, thus, an original contribution to the existing
stock of knowledge making for its advancement.

Field of study:

This project work was carried out at TEXMO PIPES & PRODUCTS LTD.

Data collection:

Research cannot be successful without collecting relevant information to the subject. To

frame a policy on training and development it was essential to collect the information so that
proper need could be identified. Data collected for the study has been divided into two parts.

A) Primary data
B) Secondary data

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Source of Information:

1. Primary:

The primary information collected through face to face interview, observation, and by
participation in the recruitment and selection process.

2. Secondary:

The secondary information collected from website, Magazine, Memorandum, Journals, books
and some other relevant sources. Both primary and secondary data sources will be used to
generate this report. Primary data sources are scheduled survey, informal discussion with
professionals and observation while working in different desks. The secondary data sources are
different published reports, manuals, price updates and different publications of “TEXMO
PIPES & PRODUCTS LTD”

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Before any task was undertaken, we were asked to go through the HR policies of “TEXMO
PIPES & PRODUCTS LTD”, so that we get a better understanding of the process followed by
them.

1. The first task was to understand the various job profiles for which recruitment was to be
done.
2. The next step was to explore the various job portals to search for suitable candidates for
the job profile.
3. Once the search criteria were put, candidates went through a telephonic interview to
validate the information mentioned in their resume.
4. A candidate matching the desired profile was then lined for the first round of Face to
Face interview in their respective cities.
5. Firstly the candidate had filled up the personal data form (pdf).
6. Then the candidate INTERVIEW EVALUATION SHEET which is provided by
interviewer was crosschecked by the HR team. If they think that the candidate was good
to hire or not.
7. When a candidate cleared his first round, he is then made to take an online aptitude test.
We created the online aptitude test. It the HR department, which has the exclusive rights
to assign test, codes to the candidates. Each code was unique and could be used only
once by a candidate.
8. I was involved in assigning codes and administering the test.
9. Once the candidate completed his first assessment, his scores were checked. If he
cleared his cut-off he was given another test.
10. I had the responsibility to make sure that candidates complete all formalities and had to
regularly follow up with them.

Since we received many resumes, it was essential that a database be maintained to keep a track.
It was convenient method than to stock up piles of papers.

I was also involved in maintaining a track of test codes given, the database for employee
referrals, Database for the resumes received through mails and response of advertisement.

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 COMPANY/

ORGANIZATIONAL
PROFILE

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 5. COMPANY/ORGANIZATIONAL PROFILE

Texmo Pipes and Products Limited is an India-based company engaged in manufacturing plastic
products. The Company's products include rigid ploy vinyl chloride (PVC) pipes, agriculture
fittings, PVC elastomeric pipes, casing pipes for tubewell, conduit pipes, plumbing pipes and
fittings, soil, waste and rain water (SWR) pipes, SWR fittings, chlorinated polyvinyl chloride
(CPVC) pipes, unplasticized polyvinyl chloride (UPVC) pipes, submersible column pipes,
suction hose garden pipes, drip irrigation systems, high-density polyethylene (HDPE) pipes,
permanently lubricated (PLB) HDPE duct, HDPE sprinkler pipes, sprinkler fittings and solvent
cement. The Company offers its pipes to a range of sectors, such as corporate,
telecommunications, agriculture and government organizations. The Company's subsidiaries
include Texmo Petrochemicals Private Limited and Tapti Pipes & Products Limited FZE.

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Basic information:

Nature of Business : Manufacturer

Additional Business : Trader

Registered Address : 98, Bahadapur Road, Burhanpur - 450 331,

Madhya Pradesh, India

Industry : Manufacturing and Trading of Pipes and Fittings

Total Number of Employees : 150 to 200 People

Year of Establishment : 2008

Company CEO : Sanjay Agarwal

Legal Status of Firm : Private Ltd. Co. Registered under Indian

Companies Act 1956

Promoter : Mr. Mohan Patil

Annual TurnoverRs. : 100 - 300 Cror

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Statutory Profile:

Banker : IDBI Bank Limited

PAN No. : AACCT9780D

Registration Authority : Registered with Madhya Pradesh

Registration No. : U25200MP2008PLC020852

Central Sales tax No. : 23311908464C

Value added Tax Registration no. : 23311908464V

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 HISTORY

Texmo Pipes and Products, a private limited company incorporated on July 3, 2008 by
conversion of Shree Mohit Industries that was a fast emerging and spearheading industry an
associate of Shree Balaji Industries, was established in 1988 at Burhanpur (Madhya Pradesh).
The company is equipped with professionally managed team of skilled operators, efficient
technocrats and dynamic marketing personnel?óÔé¼Ôäós.

The company's image has been developed in the market due to its highest quality products
through process excellence by promoting efficiencies, productivity and professionalism with the
result its brand Texmo has spread in the heart of millions of widespread clientele, government,
semi government organizations and private sectors with in the country and abroad.

Shree Mohit Industries started its operations in the financial year 1999–2000 with
manufacturing of PVC pipes having total installed capacity of 2928 MTPA. During 2000– 01,
the erstwhile firm started manufacturing HDPE pipes and increased its installed capacity from
2928 mtpa to 4392 mtpa. The new products introduced by the erstwhile firm were plumbing
pipe, conduit pipe and PLB HDPE cable duct. Subsequently in the year 2003, the erstwhile firm
started manufacturing suction and delivery hose pipe, elastomeric sealing ringfit PVC pipe
(gasket pipe), SWR pipe, column pipe, HDPE plain pipe, sprinkler pipe and drip irrigation
system. The installed capacity with this expansion was increased to 4137 mtpa and 2228 mtpa
for PVC and HDPE pipes respectively, which was further increased to 5933.20 mtpa and
4435.20 mtpa respectively during 2005–06. The company has increased the installed capacity of
PVC pipes to 6797.20 mtpa during 2006–07 and 7217 mtpa for HDPE pipes during 2007–08.
The total installed capacity as approved by District Trade and Industries Centre, Burhanpur,
Government of Madhya Pradesh is 44,000 mtpa.

Presently, it is engaged into manufacturing of range of PVC and HDPE pipes viz. suction and
delivery hose pipe, rigid PVC pipes, elastomeric sealing ringfit PVC pipe (gasket pipe), PVC
casing and ribbed screen casing pipes, SWR pipe, plumbing pipe, conduit pipe, caping casing
strips, column pipe, HDPE plain pipe, sprinkler pipe, PLB HDPE cable duct and drip irrigation

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system. It carries out its manufacturing activities at two units. The pipes manufactured by the
company suits the requirements of application in irrigation, agriculture, potable water supply
schemes, sewerage and drainage systems, construction industry, telecom industry, and bore /
tube well for underground water suction. The PVC pipes for potable water supplies have
measurement ranging from 20 mm diameter to 315 mm diameters and HDPE pipes have
measurement ranging from 20 mm to 630 mm diameter. The company has marketing presence
in the states of Madhya Pradesh, Maharashtra, Uttar Pradesh, Gujarat, Andhra Pradesh and
Rajasthan.

Shree Mohit Industries was accredited with ISO–9001:2000 certification in respect of its
quality management systems from SGS United Kingdom in the year 2002. The erstwhile
firm had also got permission by The Bureau of Indian Standard (BIS) to use the standard
mark ?óÔé¼?ôISI?óÔé¼?Ø for PVC pipes used in potable water supplies. In the year
2001 Bharat Sanchar Nigam, Bangalore, granted the erstwhile firm Technical
Specification Evaluation Certificate (earlier termed as Type Approval Certificate) in
respect of manufacturing and trading of permanently lubricated HDPE telecom ducts
and in 2005, Maharashtra Jeevan Pradhikaran enlisted the firm as an approved
manufacturer and supplier of specified PVC pipes. In the year 2006, the government of
Maharashtra also enlisted the erstwhile firm for supply of specified pipes for Jalswarajya
Project. In the year 2007, Gujarat Water Supply and Sewerage Board approved the
company as the approved manufacturer (vendor) for supply of PVC casing and ribbed
screen casing pipes.

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 PRODUCTS OF THE COMPANY

 SWR Pipes
 Solvent Cement
 Elastomeric Pipes
 PLB HDPE Duct
 Rigid PVC Pipes
 HDPE Pipes
 Casing Pipes for Tube Well
 HDPE ID Pipes
 Conduits Pipes
 HDPE Sprinkler Pipes
 Plumbing Pipes
 LD (Krishi) Pipes
 Suction Hose and Garden Pipes
 Submersible Column Pipes

AWARDS / RECOGNITION

 Awarded quality assurance certificate first time in Madhya Pradesh from Bharat Sanchar
Nigam.
 Possess ISI certifications from Bureau of Indian Standard (BIS).
 Rate contract with DGS&D.
 Approval certificate from MTNL, BSNL, VSNL, BEST, Idea, Reliance.
 Awarded ISO–9001 certificate.

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 GROUP COMPANIES
 Shree Balaji Industries
 Shree Padmavati Irrigations
 Shree Venkatesh Industries

HR VISION & MISSION

HR Vision & Mission Employees are our most valuable assets. They are the heart and guts of
the company. Today, no leader can afford to be indifferent to the challenge of engaging
employees in the work of creating the future. Engagement may have been optional in the past,
but it's pretty much the whole game today. At TEXMO PIPES & PRODUCT LTD., we strongly
believe that employees come first and we try to set up an environment where the personalities,
creativity and individuality of all the different employees come out and can shine together. Our
Human Resource department meticulously plans the roles and responsibilities of each and every
individual on board and takes utmost care towards making them comfortable in their respective
jobs so that they understand what Viraj brand stands for and feel motivated towards achieving
the organization goals.

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 HR Vision

• Gather a multi-skilled and multi-cultural workforce that comprises team players who have
great pride ownership and accountability towards translating the organizational vision into
reality

• Be an organization where team-members are nurtured through constant learning and

development, respected for their efforts, listened to for their opinions and appreciated for their
dedication.

• Be recognized as the finest organization for training and development in the segment

HR Mission

"We remain committed to the people who have given us the power of growth. We constantly
endeavor to contribute to the growth, development and welfare of our employees. We recognize
that it is only through their dedication that we can maintain the standards of perfection we
promise our customers, and the extraordinary value we promise our stakeholders."

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LITERATURE REVIEW- A
THEORETICAL
BACKGROUND

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 6.

INTRODUCTION

Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel.

Staffing is one basic function of management. All managers have responsibility of

staffing function by selecting the chief executive and even the foremen and supervisors have a
staffing responsibility when they select the rank and file workers. However, the personnel
manager and his personnel department is mainly concerned with the staffing function.

Every organisation needs to look after recruitment and selection in the initial period and
thereafter as and when additional manpower is required due to expansion and development of
business activities.

‘Right person for the right job’ is the basic principle in recruitment and selection. Ever
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 are
essential. Human resource management in an organisation will not be possible if unsuitable
persons are selected and employment in a business unit

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 RECRUITMENT

MEANING

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.”

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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,

 Planning.
 Strategy development.
 Searching.
 Screening.
 Evaluation and control.

The ideal recruitment programme is the one that attracts a relatively larger number of qualified
applicants who will survive the screening process and accept positions with the organisation,
when offered. Recruitment programmes can miss the ideal in many ways i.e. by failing to attract
an adequate applicant pool, by under/over selling the organisation or by inadequate screening
applicants before they enter the selection process. Thus, to approach the ideal, individuals
responsible for the recruitment process must know how many and what types of employees are
needed, where and how to look for the individuals with the appropriate qualifications and
interests, what inducement to use for various types of applicants groups, how to distinguish
applicants who are qualified from those who have a reasonable chance of success and how to
evaluate their work.

STAGE 1: RECRUITMENT PLANNING

STAGE 2: STRATEGY DEVELOPMENT

STAGE 3: SEARCHNG

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A). Source activation and B). Selling.

STEP 4: SCREENING:

STAGE 5: EVALUATION AND CONTROL:

HRM is becoming a specialized branch giving rise to a number of specialized areas like :

Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations

Nature of Human
Resource
Prospects of Management Employee hiring
HRM

Employee and
Industrial Human Resource executive Remuneration
Relations
Management

Employee Maintenance Employee Motivation

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 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

(Advertisement) &
private employment exchanges

4) Retirement 4) Deputation of personnel or transfer

from one enterprise to
another

5) Recall 5) Management training schemes

6) Former employees 6) Walk-ins, write-ins, talk-ins

7) Miscellaneous external sources

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SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.

SELECTION PROCESS

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

The following chart gives an idea about selection process: -

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 External Environment

Internal Environment

Preliminary Interview

Selection Tests
Rejected Application

Employment Interview

Reference and Background

Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation

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ANALYSIS & EVALUATION
OF THE STUDY

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 7. DATA ANALYSIS & EVOLUATION OF THE STUDY

1. NUMBER OF RESPONDENT ACCORDING TO GENDER

GENDER NUMBER OF RESPONDENT PERCENTAGE

MALE 26 52

FEMALE 24 48

TOTAL 50 100

100
80
60
FEMALE
40
MALE
20
0
NUMBER OF
RESPONDENT

Feed Back

The above chart shows that 52% of respondents are male

and remaining 48% respondents are female

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 2. ARE SATISFIED WITH HR MANAGEMENT POLICIES?

MANAGEMENT NUMBER OF PERCENTAGE

POLICIES RESPONDENT

YES 50 100%

NO 0 0

TOTAL 50 100%

60
50
40
30 PERCENTAGE
20 NUMBER OF
10
0
POLICIES NO

Feed Back

The above chart shows that 100% respondents are satisfied

with the management policies.

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 3. NATURE OF RELATIONSHIP BETWEEN THE

EMPLOYEES IN ORGANISATION?

RELATIONSHIP NUMBER OF PERCENTAGE

RESPONDENT

EXCELLENT 49 98%

GOOD 1 2%

AVERAGE 0 0

TOTAL 50 100%

60
50
40
30 Series2
20 Series1
10
0
EXCELLENT AVERAGE

Feed Back

The above chart shows 98% of the respondent had

excellent employees in the organization

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 4. TYPES OF INCENTIVES PREFERRED

INCENTIVES NUMBER OF PERCENTAGE

RESPONDENT

MONETARY 25 50%

NON MONETARY 0 0%

BOTH 25 50%

TOTAL 50 100%

30

20
Series2
10 Series1

0
MONETARY NON BOTH
MONETARY

Feed Back

The above chart shows that 50% of respondents prefer

monetary type of Incentives and another 5% of respondents

prefer both the types of incentive i.e, monetary and non-monetary

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 5. What should be the best recruitment sources according to your preference?

Recruitment No. of Respondents Percentage

Internal Recruitment 38 76

External Recruitment 4 8

Both 8 16

Total 50 100

120
100
80
60 Recruitment
40 No. of
Recruitment
20 External Respondents
0
Internal Both Total Percentage

Feed Back:

The above chart shows that 76% of respondents are prefer internal source as best source and
16% both sources.

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 6. Did you fully know about the company policies before joined in this company?

Recruitment No. of Respondents Percentage

Yes 10 20

No 40 80

Total 50 100

120
100
80 No. of
Respondents
60
Percentage
40
20
0
Yes No Total

Feed Back:

The above chart shows that 20% percent of respondents fully know about the company policies
before joined in this company.

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 CONCLUSION

“Well beginning is half done”

I am able to meet out my set objective laid down prior to the study that is conducted at Texmo
pvt. Ltd.The organization follows rules and regulations involved in their recruitment and
selection procedure of the organization.

Recruitment as being one of the major topics is required by most of the organization. Hence the
study helped in understanding the various prospects of recruitment and selection process.

In the TEXMO PIPES & PRODUCTS LTD. the sources of recruitment is effective, the internal
selection of the organization also in an economical means which also reduce costs, only after
looking the efficiency of the existing employee towards the company and his sincerity the
employee is selected in TEXMO PIPES & PRODUCTS LTD.

The effective selection process is adopted in the last 5 years. It can be retained as such. Also the
employees of TEXMO PIPES & PRODUCTS LTD are satisfied with the recruitment and
selection process. Also they are well aware about the various sources and methods of
recruitment and selection. The recruitment and selection is not lengthy and partial in TEXMO
PIPES & PRODUCTS LTD.

So in study I have concluded that 80% of respondents are happy with the recruitment process
applied in TEXMO PIPES & PRODUCTS LTD.And all the respondents have faith in the
policies used in the company. Also concluded 76% of respondents prefers internal source of
recruitment as best source.

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 SUGGESTIONS

1. Create awareness about customer’s requirements among the employees by maintaining

high level of motivation and focus.
2. Increase the competence levels among the employees by giving suitable Training and
Development Program.
3. Identify the competencies and behavior pattern to be developed in each individual by
obtaining there feedback and requirements.

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 ANNEXURE

QUESTIONNAIRE

1. Are you happy with the Recruitment process?

a. Yes
b. No
2. How do you feel about interview panel?
a. Excellent
b. Good
c. Satisfactory
d. Poor
3. Did the Texmo meet your expectations?
a. Yes
b. No
4. Are you happy with the salary what you offered from the company?
a. Yes
b. No
5. Did Texmo Managing commitment which is given to you at the time of interview?
a. Yes
b. No
6. How do you come to know about openings in Texmo?
a. Friends
b. Internet
c. News Paper
d. Others
7. Do you want to refer more friends to Texmo?
a. Yes
b. No

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 BIBLIOGRAPHY

www.google.com

www.employee.tatatechnologies.com

Miss – Pooja Parekh (HRD Profsional)

BOOKS REFERRED

Human Resource Management- by K. Ashwathappa

Research Methodology- by C.R. Kothari

Human Resource Management – P Subbarao

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