SUMMER TRAINING REPORT

ON
RECRUITMENT AND SELECTION
OF
H.M.B.S TEXTILES Pvt. Ltd.
Submitted in the Partial Fulfillment for the requirement of Bachelor of
Business Administration (BBA)
(Session : 2021-2024)
SUBMITTED TO: SUBMITTED
BY:
Controller of Examination SANGEETA
GARG
MDU, ROHTAK BBA 5th sem
Roll no.
Under the guidance of MS JYOTI CHWALA
SARASWATI MAHILA MAHAVIDHAYALAYA PALWAL
(AFFILIATED TO M.D.U., ROHTAK)
 STUDENT DECLARATION

I am Sangeeta Garg is a student of SMM, PALWAL here by

declared training report entitled “RECRUITMENT AND
SELECTION OF H.M.B.S TEXTILE PVT. LTD.” is an
original work and same has not been submitted to any other
institute for the award of any other degree the suggestion given
by faculty were duly incorporated.

Signature of faculty Signature of

student
 H.M.B.S TEXTILE PVT. LTD.

TO WHOM IT MAY CONCERN

This is to certifying that Miss. Sangeeta Garg has completed
her 06 weeks summer internship from 01st July. 2023 to 15th
Sep. 2023 in our organization in RECRUITMENT AND
SELECTION OF H.M.B.S TEXTILE .She was punctual and
devoted towards his work during this session.
We wish her all success in her future life and carrier.

FOR: H.M.B.S TEXTILE PVT.LTD.

 ACKNOWLEDGEMENT
I take this opportunity to express my gratitude towards
SMM,PALWAL and all staff who gives me their valuable
guidance and encouragement and support in completing this
project .This work owes much of its work to their generative
suggestion, illuminative , comments, encouragement and
ceaseless patience. I am thankful of MS JYOTI CHWALA for
her valuable guidance and support throughout my project report.

SANGEETA GARG
 PREFACE
The project involves the exposure of the student to get an insight
of the real life business situation. This practical training gives
sample opportunity to apply ones academic knowledge in the
field subtended by ones personality , initiatives and lesion
capabilities.
Marketing or consumer research is a method by which one can
feel the nature of the market . It is used to find out the attitude of
consumer towards the product. It helps in explaining the fact that
how consumer makes decision in favor of certain brands.
Keeping in view my area of specialization, I have allotted to
research project Recruitment and Selection of H.M.B.S Textile.

SANGEETA GARG
 TABLE OF CONTENT

S. NO. TOPIC PAGE

NO.
1. Introduction of Topic
2. Introduction of the Company
3. Research Methodology
4. Data Collection And Analysis
5. Finding of the study
6. Conclusion & Suggestion
Appendix:

Questionnaire

Bibliography
 CHAPTER-1
INTRODUCTION OF THE TOPIC
MEANING OF RECRUITMENT:
Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organization. When more
persons apply for jobs then there will be a scope for recruiting better persons.

Recruitment is concerned with reaching out, attracting, and ensuring a

supply of qualified personnel and making out selection of requisite
manpower both in their quantitative and qualitative aspect. It is the
development and maintenance of adequate man- power resources. This is
the first stage of the process of selection and is completed with placement.

DEFINITION OF RECRUITMENT:

In the words of Dale Yoder, Recruitment is the process to “discover the

sources of manpower to meet the requirements of the staffing schedule and
to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.”

Kempner writes, “Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the candidates.”
PROCESS OF RECRUITMENT-

It passes through the following stages:

1) Recruitment process begins when personal department receives

requisition from any department of the company.

2) Locating and developing the source of required characteristics.

3) Identifying the prospective employees with required characteristics .

4) Developing the technique to attract the desired candidates.

5) The next stage in the process is to stimulate an many candidate as

possible.

6) Evaluating the effectiveness of requirement process.

 1. DATABASE
SEARCH

7.
COMMENCEMEN
2. ADVERTISING
T AND
RETENTION

6. FEEDBACK 3. NETWORKING
AND OFFER AND REFERRALS

5. SUBMISSION 4. PROCESSING
AND INTERVIEW OF APPLICANT

PURPOSE:

The recruitment process is one of the most fundamental value added

HR Processes. The recruitment is especially critical for managers in the
organization. The managers use the recruitment process intensively,
and satisfaction with Human Resources is mostly about the satisfaction
with the recruitment process. The recruitment process is sensitive to
the external and internal changes, and it can be used as the best
indicator for the future HR trends. By careful analysis of HR
Recruitment Measures, the HR Management team can predict the
trends in the job market simply.

RECRUITMENT NEEDS ARE OF THREE TYPES:

1. PLANNED: the needs arising from changes in organization and

retirement policy.

2. ANTICIPATED: Anticipated needs are those movements in personnel,

which an organization can predict by studying trends in internal and
external environment.

3. UNEXPECTED: Resignation, deaths, accidents, illness give rise to

unexpected needs.

SOURCES OF RECRUITMENT
 RETIRED
EMPLOYEES
INTERNAL
SOURCE
PRESENT
EMPLOYEES

RECRUITMENT CONSULTANTS

INTERNET
EXTERNAL
SOURCE
JOB CENTRES

NEWSPAPERS

Sources of Recruitment:

Before an organization actively begins to recruit applicants it should consider the

mostly likely source of the type of employee it needs. Some companies try to
develop new source while most try to tackle the existing source they have . These
sources accordingly may be termed as internal and external .
These are internal sources and external sources.

Internal Sources of Recruitment:

Internal sources indicate recruiting qualified people from within the

organization (from the present working force).
When reference is made to the number of employees already
employed by the organization, we speak of the internal supply.

Whenever any vacancy occurs, someone from within the organization is

upgraded, promoted, or transferred to another department also goes
into the category of an internal recruitment source.

This is one of the important source of recruitment . The employees

already working in the organization may be more suitable or the higher
jobs than those recruited outside. Internal source consist of the
following.

1. Present Employees: Promotions and transfers among the present

employees can be a good source of internal recruitment .

2. Employee referrals: In an organization with a large number of

employees referrals can provide quite a large pool of potential
organizational members.

3. Former employees: these are another internal source of recruitment

. Some retired employees may be wiling to come back to work.

4. Previous employees: Those who have previously applied for jobs can
be contacted by mail.

External sources: These are as follows-

1. Advertisement
2. Professional Organization
3. Data Bank
 4. Walk in
5. Recruiting Agencies
6. Competitors
7. Displaced Persons
8. R-recruitment
9. Cold calling
10.References

RECRUITMENT PROCESS COMPANY ADOPTS-

1 Internal source
2 Advertisement
3 consultants
4 Data bank
The ability of an organization to attains it goal effectively and to
develop in a dynamic environment largely depends upon the
effectiveness of its selection program . If the right person is
selected , he is valuable asset to the organization.

Internal Factors of Recruitment:

For the internal mechanism of the organization, some of the internal
factors that affect recruitment are as follows:
Size of the organization:
The recruitment process is affected by the size of the organization to a
large extent. Experience suggests that larger organizations recruit more
candidates than small ones.

Large organizations find recruitment less problematic than small

organizations.

Recruiting Policy:
The recruitment policy of the firm also affects the recruitment process.
This policy concerns candidates outside the organization, whereas
others want to recruit from internal sources.

Image of the organization:

The image or goodwill of the organization also affects recruitment.
Organizations having a good image can attract potential and competent
candidates to a large extent.

Good public relations, rendering public services, etc., help enhance the
organization’s image and reputation.

Image of job:
Jobs had a good image in terms of better remuneration, working
conditions, promotion, career development opportunities, etc. can
attract potential and qualified candidates to a large extent.
Advantages of internal recruitment:

• The people responsible for selecting internal candidates for

vacant positions have access to more comprehensive information
about their abilities, track record, and potential achievement than
they would have if selecting people from an external source.
• It motivates employees, as they are preferred over outsiders
when vacancies occur. Employees tend to be committed to firms
under the circumstances.
• It provides an opportunity for advancement.
• It is economical in terms of time and money.
• It improves employee morale.

The demerits of the internal source:

• The promotion may be biased and based on seniority rather than

merit.
• Possible moral problems emerged for those who have not been
promoted.
• Political infighting for promotions.
• An option may be limited in locating the right talents.
• This channel of recruitment discourages new blood from entering
the organization.

External Sources of Recruitment:

External recruitment is concerned with generating a pool of qualified
candidates through external sources of employment.
The external sources of recruitment include – employment at the
factory gate, advertisements, employment exchanges, employment
agencies, educational institutes, labor contractors, recommendations,
etc.

Advantages and disadvantages are associated with promoting from

within and hiring outside the organization to fill openings.

External Factors of Recruitment

External factors concern the environmental changes in the
organization’s external environment.

Some of the external factors that affect recruitment policy are as

follows:

Demographic factors:
Demography studies the human population regarding age, sex,
occupation, religion, composition, ethnicity, etc. Demographic factors
have a profound influence on the recruitment process.

Labor market:
The labor market constitutes the force of demand and supply of labor
of particular importance.
For instance, the recruitment process evolves if the demand for a
particular skill is high relative to its supply. Contrary to it, if the supply is
more than the demand, the recruitment process will be easier.

Unemployment situations:
The unemployment rate of a particular area is yet another influencing
factor in the recruitment process. If the unemployment rate is high, the
recruitment process will be simpler and vice versa.

The social and political environment:

The forces of the social and political environment also influence
recruitment policy.

For instance, a change in government can directly impact the

company’s recruitment policy due to a change in government rules and
regulations.

Legal considerations:
Legal considerations concerning employment provision for
underprivileged castes will positively impact the organization’s
recruitment policy.

Advantages Of External Sources of Recruitment:

Recruiting from outside the organization is known as an external
source.
All firms more or less rely on external sources. Advantages of external
sources are: o It offers the organization the opportunity to inject new
ideas into its operations by utilizing the skills of external candidates.

• Improves the knowledge and skill of the organization by recruiting

from outside sources.
• Improves and helps in sustaining competitive advantage.
• Brings the economy in the long run.

Disadvantages Of External Sources of Recruitment:

• It is costly.
• It causes brain drain due to fear of lack of growth potential.
• It contributes to a higher probability of employee turnover.
• Demoralizing existing employees for alleged double standard and
favor shown towards new recruitment from outside by offering
better positions and pay.

MEANING OF SELECTION:
The selection process refers to selecting the right candidate with the
required qualifications and capabilities to fill the vacancy in the
organization. The selection process is quite a lengthy one and also
complex. It involves a series of steps before the final selection. The
procedure of selecting the employees may vary from industry to industry
according to their own needs. Every organization designs their selection
process while keeping in mind the urgency of hiring the people and the
requisites for the vacancy of the job.
Dale Yoder has defined, “ Selection is the process by which candidates
for employment are divided into two classes those who will be offered
employment and those who will not”.

M. Ataur Rahman ,” Selection is the screening and filtering process of

job applicant who have been invited to apply for the vacant positions
through which the process comes to an end.”

M.J. Jucious has defined , “The selection procedure is the system of

functions and devices adopted in a given company for the purpose of
ascertaining whether or not candidate posses the qualifications called
for by , a specific job”.
Thus we can say that:

➢ Recruitment is the activity that links employer and job seekers.

➢ It is a process finding and attracting capable applicants for
employment . It begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of application
forms which new employees are selected.

Two types of recruitment:

➢ Insourcing- promotions transfer
➢ Outsourcing-
1. To search for talent globally and not just within the company.
2. To design entry pay that complete on quality but not on
quantum.
Procedure followed when a vacancy arises:
SELECTION PROCEDURE:

Selection procedure employs several methods of collecting information

about the candidates qualifications, experience physical and mental
ability , nature and behavior , knowledge and aptitude for judging
whether a given applicant is suitable or not for the job . Therefore the
selection is not a single act but is essentially a series of methods or stages
by which different type of information can be secured through various
selection techniques. At each step facts may come to light , which are
useful for comparison with the job requirement and employee
specification .
Steps in scientific selection procedure:
▪ Job analysis
▪ Recruitment
▪ Application form
▪ Written examination
▪ Preliminary interview
▪ Tests
▪ Medical examination
▪ Reference checks
▪ Line managers decision

IN DETAIL EXPLANATION
a) JOB ANALYSIS:
Job analysis is the basis for selecting the right
candidates. Every organization should finalize the job
analysis , job description , job specification , and
employee specifications before proceeding to the next
step of selection.
b) HUMAN RESOURCE PLAN:
Every company plan for the required number of and
kind of employees for a future date. This is the basis for
recruitment function.
c) RECRUITMENT:
Recruitment refers to the process of searching fir
prospective employees and stimulating them to apply
for jobs in an organization . It is the basis for the
remaining technologies of the screening the candidates
in order to select the appropriate candidates for the job.
d) DEVELOPMENT FOR BASIS OF SELECTION:
The company has to select the appropriate candidates
from the pool of applicants. The company develops or
borrows the appropriate bases techniques for screening
 the candidates in order to select the appropriate
candidates for the jobs.

e) APPLICATION FORM:
Application form is also known as application blank. The
techniques of application blank are traditional and
widely accepted for securing information from the
prospective candidates. It can also be used as a device
to screen the candidate at the preliminary level. Many
companies formulate their own style of application
forms depending upon the requirement of information
based on the size of company , nature of business
activities, type and level of the job etc. Information is
generally required on the following items in the
application form:

▪ Personal background information

▪ Educational qualification
▪ Work experience
▪ Salary (drawing and expecting)
▪ Personal attainments including likes dislikes
▪ References

f) WRITTEN EXAMINATION:
Organization have to conduct written examination for
the qualified candidates after they are screened on the
basis of application blanks so as to measure the
candidates ability in arithmetical calculation, to know
the candidates attitude towards the job , to measure
the candidates aptitude, reasoning , knowledge in
various discipline, general knowledge and English
Language.
g) PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary
information from the prospective application and to
asses the applicants suitability to the job. An assistant in
the personal department may conduct this preliminary
interview. The information thus provided by the
candidate may be related to the job or personal
specification regarding education, experience, salary
expectation, attitude towards job, age, physical
appearance and other requirements etc. Thus,
preliminary interview is useful as a process of
eliminating the undesirable and unsuitable candidate. If
a candidates satisfies the job requirements regarding
most of the areas , he may be selected for further
process . Preliminary interview are shirt and known as
stand up interviews or sizing up the applicants or
screening interviews. However, certain required
amount of care is to be taken to ensure that the
desirable workers are not eliminated. This interview is
also useful to provide the basic information about the
company to the candidate.

h) BUSINESS GAMES:
Business games are widely used as a selection technique
for selecting management trainees, executive trainees
and managerial personnel at junior, middle and top
management position. Business games help to evaluate
the applicants in the areas of decision making ,
identifying the potentialities , handling the situation ,
problem solving skills, human relations skills, etc.
participants are placed in that the most successful
candidate in the games will be most successful one on
the job.
GROUP DISCUSSION is the used in order to secure
further information regarding the suitability of the
candidate for the job . Group discussion is a method
where groups of the successful applicants are brought
around a conference table and are asked to discuss
either a case study or subject matter. The candidates in
the group are required to analyze , discuss, find
alternatives solution and select the sound solution . A
selection panel then observe the candidates in the areas
of initiating the discussion , explaining the problem,
soliciting unrevealing information based on the given
information and using common sense , keenly observing
the discussion of others , clarifying controversial issues
, influencing others, speaking effectively , concealing
and mediating arguments among the participants and
summarizing or concluding aptly.

The selecting pane , based on its observations , judges

the candidates skills and ability and ranks them
according to their merit.

In some cases, the selection panel may also ask the

candidates to write the summary of the group
discussion in order to know the candidates writing
ability as well .

CONSTITUTION OF SCREENING COMMITTEE

 Screening Committee for different group of employees
shall be constituted by
• CMD for Group A posts.
• Concerned Directors for Group B non- technical
posts.
• Heads of units for group C posts. But the corporate
Offices gives broad guidelines.
Size of the Screening Committee shall be generally
5 members. Objective of the Screening Committee
is the check the application for determining the
applicants who fulfill the advertise norms.

SELECTION COMMITTEE
Constituting authority of selection committee for
different group of employees are the same as that of Screening
Committee. Selection Committee is responsible for recruitment of right
candidate for the organization. Size of the selection committee shall be
generally 5 members . One or two outside experts are also called from
outside organizations. I t is mandatory to have one member belonging
to SC/ST community and one member from minority community.

FORMATION OF SELECTION PANEL

Once the selection formalities are completed
select panel should be prepared after considering
the reservation position. The member of
candidates can be listed under the title “waiting
list” to take care of rejection of appointment , I any
, by regular panelists.

APPOINTMENTS
1. APPROVAL OF THE APPOINTING AUTHORITY :
Approval of the appointing authority is required
before making offer of appointment.
2. C & VERIFICATION:
Prior to issue of offer, the character and
antecedent of the candidate to be appointed
from the district concerned in which he was
decide more than one year for last five year is
required to be completed.
3. OFFER OF APPOINTMENT:
An offer of appointment will be issued in all
cases of direct recruitment incorporating the
standard terms and conditions after the
verification of character and antecedents. The
letter of offer of appointment will contain the
important terms and conditions ,e.g,
designation, scale of the pay of the
post,(probation) provision for termination with
notice during the period of service.
The letter of offer of appointment should be
sent by Registered Post Acknowledgement Due
giving a reasonable time, say, a fortnight, for
acceptance and reporting for duty. In
exceptional cases, permission for extension of
time for joining may be given at the request of
the candidate.
4. BOND:
Engineer trainees are required to execute a
bond as prescribed binding themselves for
service of three years after absorption.
Category I trainees (Diploma holders) and
category II trainees (Operator trainees) are
required to execute a bond as prescribed
binding themselves for service of 5 years after
absorption.
5. I.B. VERIFICATION:
 Being a public sector unit under DAE
(department of atomic energy) pre recruitment
verification formalities are required to be
complete before offers are issued to the
selected candidates.
6.MEDICAL FITNESS
Production of Medical Certificate is A
▪ There must be some standard of personnel with which a
prospective employee may be compared , i.e. a comprehensive job
description and job specification should be available before hand.
▪ There must be a sufficient number of applicants from whom the
required number of employees may be selected.

ADVANTAGES OF SELECTION SYSTEM:

i.If affords considerable protection against soil erosion,
landslides and snow slides.
ii. A constant forest cover is maintained at all times and at different levels.
iii. All seeds year can be made use of for establishing the regeneration and
the young seedlings are scattered well.
iv. Extraction work is not affected due to continuous forest cover.
v. This system is the local forester with high degree flexibility and
silvicultural considerations prevail over prescribed yield.
vi.It is possible to retain tree as long as they are putting on valuable
increment as in uniform system increment tends to go down.
vii. A larger portion of the total growing stock and the yield is available for
removal from the trees of large sizes while in uniform forest there must
be equal or near equal areas of each age class.
viii. Selection forest has been considered to be more attractive from an
aesthetic point of view.

DISADVANTAGES OF SELECTION SYSTEM:

i. A fair degree of silvi cultural knowledge is needed on the part of the
marking officer for successful implementation of this system.
ii. The selection system is largely applicable for the treatment of shade
bearers while the group selection system has to be adopted for light-
demanding species .but the selection system results in the forest losing
many of its characters of a selection forest.
ii. Felling and extraction operations need to be carried with
skill and caution.
iv. The selection system is not suitable for areas where grazing is to be
carried out.
v. Under this system, there is no thinning period during which efforts may
be made towards improving the stand.

Importance of Selection:
Selection is an important facet for the organization, it’s importance can
further be summed up as below-
1. It identifies the right candidates for the company.
2. Recruiting talented employees can help increase the overall
performance of the organization.
3. Helps in avoiding false negatives and false positives of the
candidates.
Above all, the process selection has all the way become more
complicated. As the organizations want to hire talented and effective
employees, this can create a difference in the interest of the
organization, hence the organizations carefully have adopted different
methods of recruiting a candidate.

Steps in Selection Process:

Popularly there are seven stages in the process of selection :
1. Application – After the job opening has been announced, the
candidates apply for the respective jobs which suit them.
2. Screening and Pre-selection – The goal of this second phase is to
reduce the number of candidates from a large group to a
manageable group of between 3-10 people that can be interviewed
in person. The selection is based on their selection technique and
according to the company’s needs.
3. Interview – The interview gives insight into a person’s verbal
accuracy and how sociable they are. This also provides the
opportunity to ask the candidate job-related queries.
4. Assessment-The full assessment usually is more accurate as this
helps the organization to check the candidate well. Assessments
include work sample tests, integrity tests, and related job
knowledge tests.
5. Reference And Background Check- An essential step is the
reference check, which is to confirm about the candidate. The
candidates are asked to give references and he follows up on
these.
6. Decision- The next step is to decide to choose the correct candidate
who promises the greatest future potentiality for the organization.
7. Job Offer and Contract – After the decision-making process, the
candidate needs to accept the offer which is known as the contract.

CHAPTER 2

INTRODUCTION OF THE COMPANY:

H. M. B. S. Textiles Private Limited. has two directors - Aditya Jain
and Anjana Jain. The Corporate Identification Number (CIN) of H. M.
B. S. Textiles Private Limited. is U45100DL2008PTC174991.
H.M.B.S Textiles Pvt Ltd is a team of young and dynamic
professionals, who are engaged in studying physical, chemical and
engineering behavior of a range of earth materials including Soil and
Rock Mechanics. Leveraging on our expertise in Geotechnical
Engineering, we offer a wide range of construction/Geosynthetic
solutions to our clients.

We not only provide our clients with high quality Geosynthetics

Products but also help them in designing and construction of balanced
and durable foundation and structures. Our company has established
associations with some of the nominated Geosynthetics Manufacturers
across the world to procure perfect range of Geosynthetics, which are
used in preparing solid grounds and pavements for further construction
work.

Apart from exporting and supplying Geosynthetics and Geotextiles

Products to our clients, we also offer them complete technical assistance
for training, installation and maintenace. We appoint our qualified
engineers at clients’ site and ensure that they make the most of the latest
Geosynthetincs Products to build buildings, pavement, roads, bridges,
runways for airports, Soil Erosion Protection on River Banks and Slopes
and Retaining walls.

Our organization is also blessed with the guidance from some of the
prominent veterans in the field of Civil Engineering in India from
Ministry of Road Transport and Highways, Indian Road Congress and
Ministry of Rural Development.
Geotextiles, Geogrids, Geonets, Geomembranes, Geosynthetic Clay
Liners (CCLs), Geopipes and Geocomposites are the products of
Geosynthetics family. These are used in a range of applications
including Road and Rail Embankment, Landfill Slide Slopes,
Landscaping Bunds, Noise Barriers, Rockfall Protection Barriers,
Erosion Control and Reinforced Spill Retaining Wall with Modular
Concrete Blocks. Apart from the aforesaid products, we also offer
plastic nets, plastic fencing, film, screens, tubular netting to meet clients’
requirements.
Being a young and dynamic company, H.M.B.S Textiles Pvt Ltd is
determined to create niche in the sphere of supplying and exporting
Geosynthetic products to its customers all around the world. Within a year
of its establishment, we have been able to develop strong business
associations with some of the leading manufacturers of Geosynthetic
Products in the world. By associating ourselves with renowned industry
players, we wish to offer all the latest product line to our customers in India
and other parts of the world.

We consider Infrastructure, Workforce and Experience as the most valuable

assets of any company hence, we have developed robust infrastructure at
company’s campuses in the country. Our company also specializes in
offering complete technical assistance to our clients; we have developed all
the necessary tools and technology to handle large scale of projects with
precision. We have a well equipped laboratory, where our designers try to
put clients dream on the paper. We have a team of engineers and
technicians, who ensure to execute the plan exactly as it is visualized. For
product supply, our company has associated itself with the renowned
companies of the world.

Leveraging on our associations with other industry players and guidance

from Mr. R.K. Jain (Senior Technical Consultant advising Universities,
MORD, MORTH and IRC, Former Chief Engineer, Haryana PWD),
we have been able to capture various prominent clients in the country. Some
of our clients are BRO (Border Roads Organisation), Contractor of
NHAI like L&T, D.P. Jain & Co. Infrastructure Pvt Ltd, and IRCON.

We have qualified engineers and technicians, who keep themselves updated

with all the advanced technologies being evolved in the world. They try to
incorporate the modern practices in our operation that make us the best
company for Geosynthetic Products Supply and their Installation. We have
also established a well equipped research and development unit to test
product quality and discover newer methods to install and build
geosynthetic-based structures at clients’ site.
Our Mission
Our mission is to make the most of Geosynthetics Products by applying the
latest and innovative installation and maintenance methods for our clients.
We acknowledge the benchmarks set up by other industry players and
hence, tie up with them in order to be updated with the advanced technology
being used for manufacturing Geosynthetics Products all around the
world.We are a young and dynamic company and envision to be the most
prominent Geosynthetic Supplier and Exporter in the world.
Our Vision
Our vision is to keep customers updated with the latest happening in the
world of geotechnical engineering, offer them the latest product line, help
them in installation and maintenance processes so that they can not only
make the most of the latest geosynthetic products but also complete their
dream projects and pamper them for hundreds of years.

Our Aim
We aim at improving the construction standards and help construction
companies get rid of frequent repairing and maintenance work of their
newly developed projects.

H. M. B. S. Textiles Private Limited. Details

CIN U45100DL2008PTC174991
Date of Incorporation 05 Mar, 2008
Status Active
Company Category Company limited by Shares
Company Sub-category Non-govt company
Company Class Private
Authorized Capital 200.0 lakhs
Paid-up Capital 185.0 lakhs
Paid-up Capital % 92.5
Registrar Office City Delhi
Registration Number 174991
Listing Status Unlisted
AGM last held on 29 Sep, 2017
Balance Sheet last updated on 31 Mar, 2017
 CHAPTER-3
RESEARCH METHODOLOGY

INTRODUCTION:
Research methodology refers to the systematic process of planning,
conducting, and evaluating research. It serves as the blueprint for how a
research study will be carried out, providing a structured approach to
gather, analyze, and interpret data. The introduction of research
methodology is a crucial section in any research project, as it sets the
stage for the entire study. Here's a breakdown of what should be
included in the introduction of research methodology:
1. Definition and Purpose: Begin by defining research methodology
and its purpose within the context of your study. Explain that it
outlines the methods and techniques you will employ to answer
your research questions or achieve your research objectives.

2. Research Problem or Question:Clearly state the research

problem or question that your study aims to address. This helps
readers understand the context and significance of your research
methodology.

3. Research Objectives: Outline the specific objectives or goals of

your research. These should be derived from your research
problem and guide your choice of research methods.

4. Scope and Limitations: Discuss the scope of your research,

including what is included and excluded from your study. Address
 any limitations or constraints that might impact the methodology
and the overall research process.

5. Rationale for Methodology: Explain why you have chosen a

particular research methodology or approach. Discuss why it is
suitable for addressing your research question and objectives.
Consider the philosophical, theoretical, and practical reasons for
your choice.

6. Research Design: Provide an overview of your research design,

such as whether it's qualitative, quantitative, or mixed-methods.
Explain the rationale behind this choice and how it aligns with
your research objectives.

Definition of research methodology:

Research methodology refers to the systematic and organized set
of principles, procedures, and rules that guide and govern the
process of conducting research. It encompasses the strategies,
techniques, and tools used to collect, analyze, interpret, and present
data in a structured and rigorous manner. Research methodology
serves as a roadmap for researchers, outlining how they will
approach a research problem or question, and it plays a crucial role
in ensuring the reliability, validity, and credibility of research
findings. In essence, it provides a framework for designing,
executing, and evaluating research studies in a systematic and
scientific manner.

Types of research:
 Research can be categorized into various types based on different
criteria, including the research purpose, methods used, and the
nature of the data collected. Here are some common types of
research:

1. Basic Research (Pure Research): This type of research aims to

expand knowledge and understanding of a subject without any
immediate practical application in mind. It is often driven by
curiosity and a desire to explore theoretical concepts. Basic
research is not focused on solving specific problems but rather on
gaining a deeper understanding of principles and phenomena.

2. Applied Research: Applied research is conducted with the

specific goal of solving practical problems or addressing real-
world issues. It takes the knowledge acquired through basic
research and applies it to practical situations. This type of research
often has immediate and practical applications in fields like
medicine, engineering, and technology.

3. Quantitative Research: Quantitative research involves the

collection and analysis of numerical data. Researchers use
structured surveys, experiments, or observations to gather data that
can be quantified and analyzed statistically. This type of research
is characterized by its use of numerical measurements and
statistical techniques to draw conclusions.

4. Qualitative Research: Qualitative research focuses on

understanding and interpreting non-numerical data, often in the
form of text, images, or audio. It involves techniques such as
interviews, focus groups, content analysis, and ethnography to
 explore complex phenomena, attitudes, and behaviors in depth.
Qualitative research provides insights into the underlying
meanings and contexts of human experiences.

5. Descriptive Research: Descriptive research aims to provide a

detailed and accurate description of a particular phenomenon or
topic. It does not seek to explain causality but rather to present a
snapshot of the subject under investigation. Surveys, case studies,
and content analysis are common methods used in descriptive
research.

6. Exploratory Research: Exploratory research is conducted when

there is limited prior knowledge about a subject, and the goal is to
gain a preliminary understanding or generate hypotheses. It often
involves open-ended interviews, focus groups, or literature reviews
to explore a topic and identify research questions.

7. Explanatory Research: Explanatory research seeks to explain

why and how something occurs. It aims to establish causal
relationships between variables. Experimental research, causal-
comparative studies, and longitudinal studies are often used to
conduct explanatory research.

8. Cross-Sectional Research: Cross-sectional research collects data

from a sample of individuals or groups at a single point in time. It
is often used to gather information about the current state of a
population or to compare different groups at a specific moment.

9. Longitudinal Research: Longitudinal research involves collecting

data from the same individuals or groups over an extended period
 of time. This allows researchers to study changes, trends, and
developments over time and assess the effects of variables
longitudinally.

10. Action Research: Action research is typically conducted by

practitioners, such as educators or professionals, to address specific
issues or challenges in their work environment. It involves a cyclic
process of identifying a problem, taking action, evaluating the
outcomes, and making adjustments based on the results.
These are some of the primary types of research, and many research
studies may combine elements of more than one type, depending on the
research goals and objectives. Researchers select the most appropriate
type of research based on their research questions, available resources,
and the nature of the topic being investigated.

Process of Descriptive Research:

Descriptive research is a type of research design that aims to provide a
detailed and accurate description of a particular phenomenon, group, or
situation without necessarily explaining causality or relationships
between variables. The process of conducting descriptive research
typically involves several key steps:
1. Identifying the Research Problem: Begin by clearly defining the
research problem or topic you want to describe. This could be a
specific event, a group of people, an organization, or any other
subject of interest.

2. Setting Research Objectives and Hypotheses (if applicable):

Define the specific objectives or goals of your descriptive research.
 These objectives should guide the research process and help you
determine what information you need to collect. In some cases,
descriptive research may involve hypotheses, especially if you
intend to test certain expectations or assumptions. However,
descriptive research is primarily concerned with describing, not
explaining.

3. Selecting the Research Method: Choose the appropriate research

method(s) for collecting data. Common methods used in
descriptive research include surveys, observations, content
analysis, and case studies. Determine whether your research will
be cross-sectional (data collected at a single point in time) or
longitudinal (data collected over an extended period).

4. Developing Data Collection Instruments: If you're using surveys

or questionnaires, design the questions carefully to ensure they are
clear, unbiased, and capable of gathering the necessary
information.If conducting observations, create an observation
protocol that outlines what you will observe and how you will
record the data.

5. Selecting the Sample: Define the population or group you want to

describe, and then select a representative sample from that
population. The sample should accurately reflect the characteristics
of the larger group.

6. Data Collection: Implement your chosen data collection

method(s) by administering surveys, conducting observations, or
other means as appropriate. Ensure data collection is conducted
 consistently and according to your research plan to maintain data
quality.

7. Data Analysis: Analyze the data collected using appropriate

statistical or qualitative techniques, depending on the nature of the
data. In descriptive research, the analysis typically involves
summarizing and organizing the data to create clear and
meaningful descriptions. This may include generating tables,
charts, or graphs to visualize the data.

8. Interpreting and Reporting Results: Interpret the findings in the

context of your research objectives. Explain what the data reveal
about the phenomenon or group you are describing. Prepare a
descriptive report or research paper that includes a clear
presentation of the results, tables, figures, and any relevant
discussion of the findings.

9. Conclusion and Recommendations (if applicable):Conclude

your descriptive research by summarizing the key findings and
their implications. Be sure to reiterate that the study was focused
on description, not causation or explanation. If there are
recommendations or suggestions based on your findings, include
them in this section.

10. Review and Refinement:Review the entire research process

and consider any limitations or areas for improvement in your
study.Reflect on how well your research objectives were met and
whether the data collected adequately describe the phenomenon
under study.
Descriptive research provides valuable insights into the characteristics
and features of a subject or situation, making it a fundamental approach
in various fields, including social sciences, marketing, and education.
The key to successful descriptive research is careful planning, data
collection, and thoughtful interpretation of results.
 CHAPTER-4
DATA COLLETION AND ANALYSIS
DATA COLLECTION:
The process of gathering and analyzing accurate data from various
sources to find answers to research problems, trends and probabilities,
etc., to evaluate possible outcomes is Known as Data
Collection. Knowledge is power, information is knowledge, and data is
information in digitized form, at least as defined in IT. Hence, data is
power. But before you can leverage that data into a successful strategy
for your organization or business, you need to gather it. That’s your first
step.

DATA ANALYSIS:
Although many groups, organizations, and experts have different ways
of approaching data analysis, most of them can be distilled into a one-
size-fits-all definition. Data analysis is the process of cleaning,
changing, and processing raw data and extracting actionable, relevant
information that helps businesses make informed decisions. The
procedure helps reduce the risks inherent in decision-making by
providing useful insights and statistics, often presented in charts, images,
tables, and graphs.

STATISCAL TOOLS:

Statistical tools are used to obtain finding and information in logical

sequence from the data collected. The percentage method can be used
for representation of analysis and computation of data.
Percentage Method:
In this proportion of an individual observation in a distribution is
described. The most convention for describing position of individuals
score in distribution is a percentage method.
Percentage = No. of respondents\Total No. of respondents*100

LIMITATIONS:

• Employees where unbiased in giving their opinions fearing to the

management.
• Proper Data collection becomes difficult due to the time constraint.
• The questionnaire was made in very simple language.
• This study was based on sample hence result were not fully absolute.

DATA ANALYSIS AND INTERPRETATION:

1) Analysis of opinion on recruitment and selection process of the

organization
Particulars No. of Percentage
Respondents
Very Good 15 30
Good 20 40
Average 15 30
Poor 0 0
Total 50 100
 120

100

80

60 No. of Respondents
Percentage
40

20

0
Very Good Good Average Poor Total

Interpretation: The Above result despite that 40% of employees

opinion is good about the recruitment and selection process of the
company and the remaining 30% of employees is very good and
average.

2) Analysis of opinion on modification of recruitment policy

Particulars No. of Percentage
Respondents
Yes 12 24
NO 38 76
Total 50 100
 80

70

60

50

40 YES

30 NO

20

10

0
No. of Respondents Percentage

Interpretation: From the above graph it is clear that 76% of candidates

don’t want to modify any recruitment policies but rest of the 20%
candidates want modification in the recruitment policy.

3) Analysis of opinions on favourism at the time selection

Particulars No. of Percentage
Respondents
Yes 0 0
No 50 100
Total 50 100

Interpretation: From the data it shows that 100% of respondents said

that there is no choice of favourisum at the time of selection.

4) Analysis of satisfaction of recruitment procedure in the

organization
Particulars No. of Percentage
Respondents
Yes 40 80
NO 10 20
Total 50 100
 90
80
70
60
50
YES
40
NO
30
20
10
0
No. of Respondents Percentage

Interpretation: From the above graph it is clear that 80% respondents

are satisfied with the recruitment procedure but remaining 20%
respondents are not satisfied.

5) Analysis of satisfaction selection process.

Particulars No. of Percentage
Respondents
Fully satisfied 25 50
Satisfied 19 38
Less satisfied 6 12
Dissatisfied 0 0
Total 50 100
 60

50

40

30 No. of Respondent
Percentage
20

10

0
Fully Satisfied Satisfied Less Satisfied Dissatisfied

Interpretation: The above graph shows that 50% employee were

satisfied in the selection process of the company but 38% were satisfied
on selection process and remaining 12% less satisfied.

6) Analysis know about the job vacancies in the organization

Particulars No. Of Percentage
Respondents
Job Portals 10 20
Friends 20 40
Employee 12 24
Referral
Direct Approach 8 16
Total 50 100
 45

40

35

30

25
No. of Respondents
20
Percentage
15

10

0
Job Portals Friends Employee Direct
Referral Approach

Interpretation: The above graph despite that 40% respondents were

know about the vacancies of the job through their friends. 20%of
respondents were apply thorough the job portals and remaining 24% of
candidates were joined through the employee referrals but very few of
the respondents applied directly.

7) Analysis of work experience of the employees

Particulars No. of Percentage
Respondents
Yes 30 60
No 20 40
Total 50 100
 70

60

50

40
YES
30 NO

20

10

0
No. of Respondents Percentage

Interpretation: The survey despites that 60% of employees have the

work experience but 40% of employees don’t have the work experience.

8) Analysis of organization climate.

Particulars No. of Percentage
Respondents
Excellent 16 32
Good 25 50
Average 9 18
Poor 0 0
Total 50 100
 60

50

40

30 No. of Respondents
Percentage
20

10

0
Excellent Good Average Poor

Interpretation: The above graph state that 50% of the respondents said
that the organization climate is good and 38% respondents said that the
organizational climate is Excellent but the remaining 18% of the
respondent said averagely.

9) Analysis of opinion of best source to recruit the employer in your

organization.
Particulars No. Of Percentage
Respondents
External Source 20 40
Internal Source 30 60
Total 50 100
 70

60

50

40
External Source
30 Internal Source

20

10

0
No. of Respondents Percentage

Interpretation: The above graph shows that 60% of respondents said

that internal source is the best source for recruit to the employees. But
rest of 40% of employees said that external source is best source for
recruitment of employees.

10) Analysis of conditions that stimulated to apply for the job.

Particulars No. of Percentage
Respondents
Working 17 34
conditions
Salary and 6 12
Benefits
Good will of the 13 26
company
All the Above 14 28
Total 50 100
 40

35

30

25

20 No. of Respondents
15 Percentage

10

0
Working Salary and Goodwill of All the above
Conditions Benefits the Company

Interpretation: The above graph shows that 34% of respondents said

that the working conditions of the company is stimulated to apply for the
job, 28% of respondents said that working conditions, salary and
benefits and good will of the company are stimulated to apply for the
job, 26% of the respondents said that they will stimulated for the good
will of the company and rest of the 12% of respondents said that salary
and benefits are stimulated to apply for the job.
 CHAPTER-5

FINDING OF THE STUDY

By the way of collecting survey through Primary data and by applying
statistical tools, the researcher analyzed some of the findings are

➢ 100 per cent of respondents are having awareness of recruitment

and selection process of the organization.

➢ 90 per cent of respondents preferred both sources of recruitment.

➢.

➢ 40% of respondents said that the recruitment and selection process

is good in the company.

➢ 76% of respondents said that the current recruitment policy doesn’t

want any modification in the company.

➢ 100% of respondents said that there is no choice of favourism at

the time of selection.

➢ 80% of respondents are satisfied with the recruitment procedure in

the company.

➢ 90 per cent of respondents preferred both sources of recruitment.

➢ 50% of respondents said that they were satisfied in the selection

process of the company.

➢ 40% of respondents come to know about the job vacancies through

their friends in the company.
➢ The company follows standard recruitment procedure and
leverages multiple job boards to source best talents available in job
market.

➢ The R & S process, methods and practices followed in the

company gives positive outcomes as per client’s expectations.

➢ Availability of more experienced resources increases overall

productivity of the team and helpful in guiding freshers.

➢ The ultimate objective of conducting interviews, R & S process is

to find new talents for fulfilling client requirement of hiring right
resource.

➢ 40% of respondents said that the employees don’t have experience.

➢ 60%of respondents said the internal source is the best to

recruitment of employee.

➢ 34%of respondents said that the working conditions of the

company are stimulated to apply for the job.
 CONCLUSION
At this moment, I have reached the end of this research on placement and policies in EMPHASIS
WORLD Ltd. Now I have an idea of how placement department in HR works. And how candidates
are placed. I have also learned the methodology by which client companies are contacted for
placing the students. By research I also came to know that the IT courses in EMPHASIS WORLD have
high market demand in Corporates. Students are placed on daily basis. Now I am having a clear
ideology of approaching different companies for placement and the entire procedure of the
placement departments. I have a deeper understanding of its logical design.
As a whole, it’s hoped that this paper work has introduced benefits in the placement procedure.
May this research helps in understanding students mind set in further development in the
promotion and advertising of the company.
✓ Managing the organization efficiently is possible by the standard
organizational as well as HR policies. It also helps in leading
company.
✓ Utilization of fair, valid and reliable R & S process helps in
improving the business by the point view of competitive job
market.
✓ Identifying the strengths and weakness of the employee is very
essential for organizational growth, as it will inversely affect the
overall performance of the organization.
✓ Few positive changes in the R & S process can help company to
grow.
✓ Talented employees are retained, and new talents are hired for the
job to meet the client expectations and project demand.
✓ Training & development activities can be conducted to enhance
the skills of the employee.
✓ Above study, says many employees working in the organization
are quite happy with standard of R & S practiced by TCS.

SUGGESTIONS
concluding the study of the companies recruitment policy, interaction with some of the recruitment
manager, company associates and based on the responses received from the associates the following
suggests are made to the company for further improvement of the policy.
✓ The organization should not majorly Clear job description is given to the candidates at the
time of interview itself, to avoid disappointment after joining.

✓ The candidate should be informed in time whether they have been selected or not. There
should not be any delay in informing the candidate.

✓ There should be reliability on external sources.

✓ Recruitment feedback should be taken by the candidates to improve the recruitment process.

✓ The employees should be called for the interview only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost involved in
the recruitment process.

✓ Depend on the application bank as the major source for the details of the candidate for
recruitment purpose. It should also consider other sources which could provide them better
options.

✓ Follow up to be done to the newly engaged employees to ensure that they have settled in
and to check on how well they are doing. If they have any problems it is better to identify
them at an early stage rather than allowing them to fester.

✓ Internal job posting to be preferred to reduce cost of recruitment.

✓ Organization should use social networking sites for creating pool of good candidates.
 Bibliography
Bibliography
Books:
❖ K. Aswathappa, Human Resource Management, New Delhi, Tata McGraw Hill, 2010

❖ H. John Bernardin “ Human Resource Management”, Fourth Edition, Mc Graw

Hill,2000.

❖ Angelo S Denisi , “Human Resource Management” ,Second Edition, Biztantra, 2005.

❖ GaryDessler, “Human Resource Management” Tenth Edition, Pearson Education, 2007,pg.

no.423-530.

❖ C.R. Kothari, “Research Methodology Methods and Techniques”, Second Edition, New Age
International Publishers, 2004.

❖ Information from Company Policy Manual

❖ Abhishek Agarwal - EzineArticles.com Expert Author ❖ Recruitment and Selection by

Duncan Brodie- EzineArticles.com Expert Author.

Journals & Articles:

❖ Articles by T.V Rao Learning Systems.

❖ Policies of CMC Ltd. ❖ Documents of CMC Ltd.

Websites:

❖ www.cmcltd.com

❖ www.ask.com

❖ www.wikipedia.com

❖ www.hrgroup.com
❖ www.ppspublishers.com

❖ www.agi-glaspac.com

❖ www.management.org

❖ http://www.ssa.vic.gov.au

Annexure
I am Mr. Kaushlendra Jha student of MBA- II Year of Rabindranath Tagore University;
Bhopal,
and I am doing project on RECRUITMENT AND SELECTION in the field of Human Resource
Department. I would be grateful if you could spare few minutes and answer the questions below.
The answer will be kept confidential and used for academic purpose only.
 QUESTIONARIES

1) The recruitment and selection process of company meets the current legal
requirements?
a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

2) Recruitment & Selection Policy of company is clearly stated.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

3) Internal source is better for company.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

4) External source is better for company.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

5) I feel scarcity of manpower at my working place.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

6) I feel that the right job is being performed by the deserved person at my
working environment.
a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

7) The employee’s competency matches with the job specification.

a) Strongly Agree
b) Agree
c) no opinion
d) disagree
e) strongly disagree

8) To what extent you are satisfied with the external source (job portals) for
recruitment process.
a) 0%
b) 25%
c) 50%
d) 75%
e) 100%