A SUMMER TRAINING REPORT ON

“A Study of Challenges and Practices for

Ethical Selection towards PARVEEN
INDUSTRIES PVT. LTD.”

A premium

Submitted in partial fulfillment the requirement for award

of degree of Bachelor of Business Administration
(Under MDU. University)

Pt. Neki Ram Sharma Government College, Rohtak

Under the Guidance of: - Submitted By: -

Mrs. Minakshi DIPTI
Assistant Roll No.: -1211271010053
Professor B.B.A. 5th Semester
B.B.A. Department
 DECLARATION

I, DIPTI , Registration No. 2116401235 , Roll No.1211271010053 ,BBA

Final Year student of Pt. Neki Ram Sharma Govt. College, Rohtak- 124001,
Haryana (INDIA) hereby declare that the summer training reportentitled .
A study on " A Study of Challenges and Practices for Ethical Selection"
towards PARVEEN INDUSTRIES PVT. LTD.
Phase–II, Badli Industrial Estate, Delhi 110042 India is an original
work and the conclusion drawn there in are based on material
collected by myself and no one has submitted the same by any
other institute for the awardof any other degree. I assert that the
statement made and conclusion draw are an outcome of my
research work. I further declare that to the best of my knowledge
and belief the summer training report.

Signature of the Candidate

 ACKNOWLEDGEMENT

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 Parveen Industries. 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 my faculty guide Mrs. Minakshi,

for their valuable guidance and support on completion of this project in its
presently.

A special appreciative “Thank you” in accorded to all staff of Parveen Industries 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.

DIPTI
 PREFACE

A stepping stone to a management career is a bachelor of

business administration. The classroom experience must
successfully collaborate with the realities of the situation existing
in the actual corporate world in order to achieve a practical,
positive, and concrete result. It gives me great pleasure to
present this research on training report, which is necessary for
the BBA program's partial fulfillment.
An essential component of the curriculum, the summer training
report's goal is to give students real-world experience with
today's evolving environment. It aids in the growth of practical
abilities and critical thinking. It offers the fundamental abilities
needed to conduct the survey as well as the statistical tools
required for analyzing the data. As a result, it assists in forming
students into what is needed in the real world.
 Table of Content
Particulars Page No.

Chapter 1: - Introduction
Introduction of Company 6-10
Introduction of Training Reprt 10-18

Chapter 2: - Review of Literature 19-26

Chapter 3: - Research Methodology 27-32

Chapter 4: - Data Analysis and Graphical Presentation

Analysis 33-40
Graphical Presentation 41-58

Chapter 5: - Finding, Conclusion and Suggestion

Finding 59-62
Recommendation & Conclusion
Suggestion

Appendix 63-65

Bibliography 66-67
 CHAPTER-1

INTRODUCTION
0F
PROJECT
 Introduction to PARVEEN INDUSTRIES PVT.LTD.

Parveen Industries Pvt. Ltd., a closely held company was incorporated in Delhi in 1960 to
manufacture steel pipes /conduits for buildings and power projects. Parveen began
serving the oilfield services and equipment industry in 1974 and today is considered a
top manufacturer and global marketer of oil and gas drilling equipment for the oil and
gas field industry.
The Company’s customers include major and independent oil producers all over the
world. Through dedicated research and development, Parveen continues to innovate in
order to serve the customer needs in a better way. The Company’s latest manufacturing
facility has the potential to be a “game changer”
The Company is managed by seasoned industry veterans and has benefited from a
collaborative management style that has empowered employees to have a meaningful
impact on the operations of Parveen. Parveen has approximately 1,000 employees and is
headquartered in New Delhi. Parveen seeks to enhance its worldwide position in market
niche through continued focus on customer service and the development and
establishment of further innovative product offerings.
The Company has established a strong platform from which to launch its growth
initiatives and can leverage its quality track record in its efforts to become a premier
name in the oilfield equipment market.
Most of the leading agencies have audited our manufacturing units and management
systems and found the same to be in accordance with the requirements of the
management system standards such as latest ISO 9001 and most of the equipment are
manufactured as per latest relevant API standards

SERVICES

The burgeoning oil and gas industry operates under challenging conditions and arduous
schedules at every step, from exploration and production to transport, storage and
processing. To ensure that the industry operates at optimal level with highest efficiency
round-the-clock, Parveen Industries provides total maintenance solutions on a turnkey
basis for the entire lifecycle of oil and gas assets. Our state-of-the-art maintenance and
manufacturing facilities are fully capable of quickly responding to our clients’ needs.
Our team of professionals and engineers with rich experience of operating under the
demanding environment is committed to improve the efficiency, reliability and availability
of the clients’ assets. Our impressive clientele is a testimony of our technology-driven
solutions highly valued in the market
 OVERVIEW
QUICK FACTS
o Parveen Industries offers a wide range of services designed to help improve
equipment reliability, lower total cost of ownership and reduce downtime.
o Parveen Industries provides total maintenance solutions on a turnkey basis for the
entire lifecycle of oil and gas assets.

LOCATIONS

o Corporate office: Badli Industrial Estate, Delhi 110042 India

o Mumbai office : Midc industrial area,Rabale,Navi Mumbai Maharastra 400701 india

PRODUCTS

o Gate valves,choke manifolds,wellheads,x-mas trees

o Unions,swivels,treating irons and calculating heads

o Tubular,Drilling and Workover Tools

o Gas lift Equipment

o Flow control Equipment

MISSION

To be a leader in the oil and gas field for manufacture and service industry by:

o Providing tools and equipment of latest design standards which are fully customised
o Providing services which exceed our customers’ expectations
o Maintaining a work environment that is satisfying to our employees
o Conducting our business in accordance with the highest ethical standards.

VISSION
o With 59 years experience our vision is to be a leader in Oilfield Industry by providing
best equipment and services at most economical prices and to achieve sustainable
growth and prosperity for Parveen Industries by meeting the needs of customers
working in the oil and gas industry worldwide.

MANAGEMENT

Parveen’s aim is to develop a trusting relationship with its customers and deliver to
them a high quality service. So as to reach more closer to our mission, Parveen will
try to:

o Deliver high quality, cost effective merchandise to customer, work to high HSE
standards, recruit only the best personnel, maintain and continually improve
management system.

FUTURE PROSPECTS

o Their full range of products target global oilfield services and equipment. Notably,
Parveen’s oil and gas equipment includes rotary drilling equipment, connectors,
cementing heads, high-pressure pipe fittings, wireline wellhead pressure control
systems, lubricator assemblies, wireline tools, gas lift equipment, sub-surface flow
control equipment, coil tubing, and tubing strippers, which have supported the
industry for decades.

FACTSHEET

BASIC INFORMATION

NATURE OF BUSSINESS Products Manufacturing

ADDITIONAL BUSINESS Supplier

LEGAL STATUS OF FIRM Limited company(Ltd/Pvt.Ltd.)

Directors of Parveen Industries (india)Private Limited

 1. Prakash Kumar Mittal

Chairman and Managing Director

PARVEEN INDUSTRIES(INDIA)PVT.LTD AND PARVEEN INDUSTRIES SERVICES

(INDIA)PVT.LTD.

“Since 1983, Parveen has been a top manufacturer and global marketer of certified oilfield
equipment for the oil and gas industry. Under the astute leadership of Prakash Kumar,
Parveen’s innovative product ranges and services have established the organization as a
market leader serving both major and independent oil producers all over the world.

INTRODUCTION OF TOPIC

Selection is the process that an organization uses to determine which job applicant will be
the most successful in meeting the demands of the job or will fit well with the existing work
groups and the culture of the organization. Selection is the process that an organization
uses to determine which job applicant will be the most successful in meeting the demands
of the job or will fit well with the existing work groups and the culture of the organization.
MEANING OF SELECTION

After identifying the sources of human resources, searching for prospective

employees and stimulation helps to apply for jobs in an organization, the
management has to perform the function of selecting the right man at right job
and at the right time.
In simple words
It is the functions perform by the management of selecting the right employees at
the right time After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in an organization
.The objective of the selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.

DEFINITION OF SELECTION:-

According to Thomas stone “Selection is the process of differentiating between

applicants in order to identify and hire those with a greater likelihood of success
on the jobs”.
 IMPORTANCE OF SELECTION

Selection is the process that an organization uses to determine which job

applicant will be the most successful in meeting the demands of the job or will fit
well with the existing work groups and the culture of the organization.

It is the functions perform by the management of selecting the right employees at

the right time After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in an organization
The objective of the selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. Selection picks
up the most suitable candidate who would meet the requirements of job.

 Reduce Applicant Numbers- Recruitment attracts many applicants to a

particular job, which may prove difficult to manage, but selection reduces
applicants to a manageable number. Candidates who have applied for a job during
the recruitment stage are screened in the selection stage. Those who prove
suitable for the job are selected, and unsuitable ones are rejected.

 Assess Behavior- Selection gives managers an opportunity to assess potential

employees' character and personality. This ensures that only an employee with
the most suitable personalities and skills is given the job.The organization takes
particular notice of the personal flexibility and adaptability of a candidate, which
assures that such an individual can adjust rapidly to the tough demands of job.
 Low Employee Turnover- Appropriate selection procedures applied in the
recruitment process ensure that only the most qualified individual is chosen to fill a
vacancy. Recruited employees who are satisfied with their jobs lead to a low
employee turnover rate. Employee retention is important to an organization, as the
costs of hiring and training new employees are very high.

 The Time Dimension- A good selection procedure saves time in the recruitment
and orientation processes because the applicant is expectedto have been
introduced to some aspects of the organizational culture, such as the dress code. No
time is wasted trying to inculcate the new recruit with various aspects of the
organization's culture and norms.The employee is given an adequate picture of
what the new job entails, thus eliminating wasting time doing unnecessary chores
that are not partof his job description .The employee is given an adequate picture of
whatthe new job entails, thus eliminating wasting time doing unnecessary chores
that are not part of his job description.

FEATURES OF SELECTION

 SELECTS SUITABLE CANDIDATE: Selection picks up the most suitable candidate

who would meet the requirements of the job as the most suitable person is
picked up after eliminating the unsuitable applicants.

 DETERMINES APPLICANT CAPABILITIES: Selection determines whether thec

applicants have required capabilities or not.
 PLACE RIGHT CANDIDATE AT RIGHT JOB: Selection is also aimed to place
individuals who can make effective and worthwhile contribution to an
organization into appropriate jobs or roles.

 GENERATES INFORMATION ABOUT CANDIDATE: Selection generate information

about the candidates in order to enable comparison with other candidates and
assist in decision making.

 SAVES COST: How well an employee is matched to a job is very important because
it directly effect the amount a quality of employee work.

FACTORS AFFECTING SELECTION

 SIZE OF THE ORGANISATION

 TYPE OF THE ORGANISATION

 NATURE OF SOCIAL PRESSURE

 SPEED OF DECISION MAKING

 NATURE OF LABOUR MARKET

 TRADE UNIONS

 GOVERNMENT REGULATIONS
 APPLICANT POOL

 GOVERNMENT REGULATIONS
SELECTION STRATEGIES

SCREENING OF APPLICANTS

SELECTION TESTS

SELECTION INTERVIEWS

MEDICAL EXAMINATIONS

REFERNCE CHECK AND

VERIFICATION

HIRING DECISIONS
Challenges and opportunities specific to the parking
industry
The parking industry faces a unique set of challenges and opportunities due to
changing technologies, urbanization, environmental concerns, and evolving
consumer preferences. Understanding and addressing these factors is crucial for
businesses operating in the parking sector. Here are some specific challenges and
opportunities:

Challenges

1. Urban Congestion:- Many urban areas are experiencing increased congestion

due to population growth and a rising number of vehicles. This results in increased
demand for parking spaces and can lead to traffic gridlock.

2. Limited Space:- Urban environments often have limited available space for
parking infrastructure. This limitation can make it challenging to meet the parking
needs of residents and businesses.

3. Environmental Concerns:- There is a growing emphasis on reducing emissions

and promoting sustainable transportation options. Parking operators may face
challenges in balancing the need for parking with environmental goals.

4. Technology Adoption:-Rapid advancements in technology, including electric

vehicles (EVs), autonomous vehicles, and smart parking systems, require parking
companies to invest in and adapt to new technologies.

5. Competition from Ride-Sharing:- Ride-sharing services like Uber and Lyft have
changed how people think about transportation. These services can reduce the need
for private vehicle ownership and, consequently, parking.
6. Regulatory Changes:- Parking regulations and policies can change, impacting
parking operations and revenue. For instance, cities may implement policies to
reduce car ownership or limit parking spaces.

7. Revenue Collection:- Collecting parking fees and enforcing payment can be

challenging, especially with the rise of digital payment options and mobile apps.

Opportunities

1. Technology Integration:- Leveraging technology to enhance the customer

experience by providing real-time information about available parking spaces,
contactless payments, and efficient navigation to parking facilities.

2. Sustainable Practices:- Implementing green initiatives such as EV charging

stations, bike-sharing, and carpool programs can align parking facilities with
sustainability goals.

3. Data Analytics:- Utilizing data analytics to optimize parking space allocation,

pricing strategies, and operational efficiency.

4. Mixed-Use Developments:- Integrating parking facilities into mixed-use

developments, combining parking with retail, residential, and commercial spaces to
maximize land use.

5. Smart Parking Systems:- Deploying smart parking systems that use sensors and
IoT technology to monitor occupancy and guide drivers to available spaces.
6. Flexible Pricing Models:- Implementing dynamic pricing models that adjust
rates based on demand, time of day, and special events to optimize revenue and
utilization.

7. Partnerships:- Exploring partnerships with ride-sharing companies, public

transportation providers, and property developers to offer integrated mobility
solutions.

8. Customer Engagement:- Focusing on customer satisfaction and engagement

through loyalty programs, rewards, and user-friendly mobile apps.

9. Parking as a Service (PaaS):- Offering parking as a service, including

subscriptions, memberships, and bundled services that cater to changing mobility
needs.

10. Innovative Design:- Investing in creative and efficient parking structure designs
that maximize space utilization and aesthetics.

11. Safety and Security:- Emphasizing safety and security measures to reassure
customers and ensure their well-being while using parking facilities.

The parking industry's challenges and opportunities are closely tied to broader trends
in transportation, urban planning, and technology. Adapting to these changes and
embracing innovation is essential for parking companies to thrive in a rapidly
evolving landscape.
CHAPTER-2

REVIEW
OF
LITERATURE
 REVIEW ON TOPIC

Selection is the process of picking individuals who have relevant qualifications to fill jobs
in an organization. Selection is much more than just choosing the best candidate. It is an
attempt to strike a happy balance between what the applicant can and wants to do and
what the organization requires.( Neeraj Kumari 2012). (Aleksandra Stoilkovska and
others 2015) knows the process of selecting qualified individuals to fill vacancies in the
organization. In other words, the organization will not have much chance of success if it
fails to choose the people with the necessary qualifications because the main goal is to
hire the best person and it is a fundamental principle in equal employment
opportunities laws. He says (Bernard Oladosu Omisore 2016) is the process of choosing
from the group of applicants who will be appointed by the institution based on specific
regulatory requirements. Finally (Ayesha Yaseen 2015) explained it End result of a
constructive recruitment is having suitable competent candidates from the pool of
people. Next step is selecting the most productive and suitable person according to the
requirements of the job vacancy it can be done by assessing the candidates by various
tools or measures and making a rational choice or decision followed by an offer of
employment.
The basic aim of selection as stated by Castetter (1992) is to fill the vacant vacancies
with personnel who meet the job related competencies, self-motivated and directed or
inclined towards success, consistent, efficient towards goals, system and organization,
contribute well and quick learner directed towards self-development.
In the (Aisha Yassin 2015) study, he stated that the goals and objectives of the selection
process lie in the following:
Gather as much relevant information to analyze the facts.
Organize and evaluate the information to make the rational choice.
Assess each candidates in order to choose the best person for the job
Forecast performance of a candidate on the job and its compatibility with the firm.
Provide knowledge to applicants so that they can judge whether or not they are ready
to accept an offer of employment considering the hardships and opportunities.
Neeraj Kumari 2012 mentioned in his study that the importance of choice lies in three
aspects and mentioned it as follows:

PERFORMANCE :

At first, our own performance depends in part of our own subordinates.

Employees with right skills will do a better job for any company and for the owner.
Employees without these requisite skills or who are abrasive would not perform
effectively and the company performance will suffer to a great extent. So there is a time
to screen out undesirables and to choose the better and perfect candidate that can
effectively contribute to company success.

 Recruitment and Selection Process at Workplace: A Qualitative, Quantitative

and Experimental Perspective of Physical Attractiveness and Social Desirability. (2020)

The most important results and recommendations mentioned in this review

came to search of three studies related to the subject of the recruitment
process and selection in the workplace: a qualitative, quantitative and
experimental perspective of physical attractiveness and social desire. It was
concluded that all three studies and data analysis, and found that physical
attractiveness does not play a role in the selection and employment process
Individually, this review will help shed light on theories on the factors that
affect the recruitment process. The results of this review will also guide all
future studies on how appearance, confidence, communication skills and
resumption of clarity play an important role in the recruitment process rather
 than physical or facial attractiveness.

 A Pragmatic study on Human Resources Trends in recruitment and selection

process in Non-Banking Financial Companies in Kanniyakumari district (2020)

The most important study recommended that it is necessary to enhance the

new form of talent acquisition, such as campus recruitment, the trainees
program to employ the appropriate talents, and the evaluation of candidates
during recruitment must be more efficient. This study provided a conclusion
that the recruitment process and selection among employees of non-banking
financial companies have a positive importance Regarding their job
satisfaction, the company still has to enhance the level of employment in new
formulas for employment of qualified employees in the coming time period.

 Recruitment and Selection Practices in Business Process Outsourcing

Industry)2017)

The study recommended that access to employee services, develop their skills,
and motivate them at high levels of performance, and in order to ensure the
maintenance of their commitment to the organization, this is necessary to
achieve organizational goals. Also, no organization can survive without giving
importance to its employees. Moreover, the adoption of different business
models, best practices and strategies is the motto that the institution must
follow to retain its employees. Achieving reasonable expectations for
employees must be an ongoing process.
 The Role of the Internet and Social Networks in Recruitment and Selection
Process(2017)

The results of the research conducted show that in Serbia, the internet and
social networks are used in the recruitment process, but still not to a large
extent. According to the results of the survey, 30% of organizations in Serbia
use advertising job vacancies on the company's official website and 32% of
organizations do this on commercial websites. The conclusion is that the
decision to select a suitable candidate should not only be based on social
network data, but this information can help in making decisions. Combining
traditional selection methods with modern online methods can provide better
results and provide a better database for decision makers to choose a suitable
candidate.

 Merit System in Recruitment and Selection Process of Civil Servant Candidate

in Malang Indonesia (Implementation of Recruitment and Selection of Civil
Servant Candidate in 2010) (2016)

The results showed that formation submission has not been based on the
analysis on the needs of employees, as well as job and workload analysis.
There are three factors inhibiting the application of the merit system in the
recruitment and selection of employees. The first is the administrative barriers
related to the lack of harmonization between the policy framework which
became the legal basis for carrying out recruitment and selection of
employees. The results showed indications of corruption in the process of
 recruitment and selection of employees. Results also indicate that the practice
of transaction between applicants and committee still happens. The third is
the technical barriers associated with the limited ability of personnel resources
in carrying out the responsibility and the lack of infrastructure in the process of
recruitment and selection of employees.

 A RECRUITMENT AND SELECTION PROCESS MODEL: THE CASE OF THE

DEPARTMENT OF JUSTICE AND CONSTITUTIONAL DEVELOPMENT (2014)

The purpose of this article was to report on findings obtained through a

literature survey and an empirical investigation conducted among respondents
within the DOJCD. The focus was on developing an appropriate intervention
mechanism to address the recruitment and selection challenges identified in
this study. A comprehensive recruitment and selection process model was
designed and proposed as such a mechanism of intervention.
The application of the comprehensive model can help build an organisation
that displays adequate values, competencies, capabilities and human resource
strengths. These gains could aid the different government departments in
South Africa to operationalise its constitutional mandate and strategic
objectives successfully.

 Usmani, S. (2020). Recruitment and Selection Process at Workplace: A

Qualitative,
Quantitative and Experimental Perspective of Physical Attractiveness and Social
Desirability. Review of Integrative Business and Economics Research.
 KA, D. (2020). A Pragmatic study on Human Resources Trends in recruitment and
Selection process in Non-Banking Financial Companies in Kanniyakumari district.

 Recruitment and Selection Process: A Case Study of Hindustan Coca Cola

Beverage Pvt.Ltd, Gangyal, Jammu, India(2011)

This is concluded from the above mentioned studies that the performance of
the company is nice. 120 out of 120 employers said that company maintains
and manage candidate’s file including maintenance of database to ensure
comprehensive data collection of candidates. 70 out of 120 employers said
that the company spends about 20%-30% of its total expenditure on
recruitment and selection. 120 out of 120 employees’s accepted the fact that
coca-cola follows recruitment and selection procedure. It basically depends on
the post the candidate is applying for, in most of the cases the company does
compensate the employees for the expenses incurred by them. 70 out of 120
employers said that the company compensates the employees for the
expenses made by them, while 50 employeres said no. 120 out of 120
employers said that company maintains and manages candidate’s file including
maintenance of database to ensure comprehensive data collection of
candidates. It can be concluded that this company is doing very well in the
area of soft drinks if it is compared with the other competitors.

SELECTION PROCESS MAP

 CHAPTER-3

RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be

understood as a science of studying how research is done scientifically. When we talk
of research methodology we not only talk of research methodology but also consider
the logic behind the methods, that we are using and explain why we are using a
particular technique and not other. Research means search for knowledge. It is a
perquisite for a dynamic organization. Precisely research is a more systematic activity
directed towards the discovery and development of organized body of knowledge.

The purpose of Research is to discover answer to question through application of

scientific procedures. Research methodology is carried out according to a designated
series of steps which are refused to be taken in the chronological order. These steps
are as follows:

 Objectives of the study

 Research Design
 Data collection
 Sampling
 Data analysis

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:

1. To know the perception of employees regarding selection process.

2. To know the selection process followed in Parveen Industries Pvt.Ltd.

3. To review HR policies pertaining to selection process.

4. To identify strengths and weaknesses in the current training practices.

5. To assess the effectiveness of the company's selection strategies and processes.

6. To measure and analyze the performance of employees who have undergone training

programs.

7. To identify areas where the company can excel or improve relative to industry

standards.

8. To suggest ways to enhance employee satisfaction and engagement through these

processes.

9. To suggest ways to make training more engaging, effective, and aligned with

organizational goals.
 Research Design
A research design is the arrangement of the condition for collecting and analysis of
data in a manner that aim to combine relevance to the research purpose with
economy in process or that is to save the time and cost. Descriptive research was
carried out which was experimental in design. It was necessitated, as it was required
to get in depth inside into employee’s satisfaction level towards the Private and
Public originations. Information gathered was based on the reply of respondents to
structured questionnaire.

Methodology that was adopted to carry out for calculating satisfaction level was a
questionnaire containing 12 questions.

Data Collection
 Data Collection Methods
The task of data collection begins after the research problem has been defined and
research begins chalked out. While deciding about the method of data collection to
be used the researcher should keep in mind two types of data i.e. primary and
secondary data.

Primary Data: Primary Data are those which are collected a fresh and far the first
time, and thus happens to be original in character.

Primary data was collected from door to door survey and the basic tools used for
gathering the information is through structural questionnaire and some persons
were also connected through telephone.

Personal interview, personal opinion and view points of both public and private
organizations staff about the various recruitment sources in the completion of the
project.

Secondary Data: Secondary data on the other hand are those which are collected by
someone which have been passed through statistical process.
Brochures, journals, magazines, and internet of information provided let many inputs
for the successful completion of project.

 Data Collection Techniques

The main techniques used in the data collection were:

1. Questionnaire

2. Magazines

3. Internet

Sampling
An integral component of a research design is the sampling plan. Specifically, it
addresses three questions i.e.
Whom to survey (The Sample Unit) How many to Survey (The Sample Size)
& How to select them (The SamplingProcedure)

Making a census study of the whole universe will be impossible on the account of
limitations of time. Hence sampling becomes inevitable. A sample is only a portion of
the total employee strength.

According to Yule, a famous statistician, the object of sampling is to get maximum

information about the parent population with minimum effort.

Sampling Design
 Sampling Unit: It tells who is to be surveyed. Here the employees of the company
were included.

 Sample Size: It describes how many people should be surveyed. The sample size
of 110 employees was taken.
 Sampling Procedure: It describes how the respondents should be chosen. For
this Convenience sampling was done by the researcher.

Data analysis
Percentage analysis Research questions are always answered with a
descriptive statistic: generally, either percentage or mean. Percentage is
appropriate when it is important to know how many of the participants
gave a particular answer. Generally, percentage is reported when the
responses have discrete categories.

 Pie charts
A pie chart is a circular statistical graphic, which is divided into slices to
illustrate numerical proportion. In a pie chart, the arc length of each slice is
proportional to the quantity it represents. While it is named for its
resemblance to a pie which has been sliced, there are variations on the way it
can be presented

 Bar graphs
It is a chart or graph that presents categorical data with rectangular bars with
heights or lengths proportional to the values that they represent. The bars
can be plotted vertically or horizontally. A vertical bar chart is sometimes
called a column chart. A bar graph shows comparisons among discrete
categories. One axis of the chart shows the specific categories being
compared, and the other axis represents a 23 measured value. Some bar
graphs present bars clustered in groups of more than one, showing the values
of more than one measured variable.
CHAPTER-4

ANALYSIS
OF
INTERPITION
 ANALYSIS
The data collected has to be processed and analyzed for the purpose of
developing the research plan. This is essential for a scientific study and for
ensuring that we have all the relevant data. Processing implies editing, coding,
classification, and tabulation of collected data and so that they acquiescent to
analyzes.

The term analysis refers to the computation of certain measures along with
searching for patterns of relationship that exists among data groups. Thus,” In the
process of analysis, relationships with original or new hypothesis should be
subjected to statistical tests of significance to determine with that validity data
can say as to indicate any conclusions.

Analysis of data in a general way involves a number of closely related operation

that are performed with the purpose of summarizing the collected data and
organizing them in such a manner that answer the research questions.

The whole chapter of analysis and interpretation is based on the responses of

110 respondents who were administered with a questionnaire which contain
the personal data their views about the selection process and procedure.
 Graphical Presentation

Q1. Which of the sources of selection are used in Parveen

industries Pvt Ltd.?

a. Internal
b. External
c. Both

Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

internal external both

10%

55% 35%
INTERPRETATION :

It was found that about 55% of the recruitment and selection is done both by
internal and external sources, while as external sources are used more than the
internal sources. Employees are hired mostly from external sources like job portals,
consultancy etc.

Q2. Which
of the following external sources are used for selection in
Parveen Industries Pvt. ?

a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above

Options Advertisement Internet Campus Consultancy All of Total

drives the
abov
e
Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100%

10%
adv.
25%
internet
campus
40% 15% consultancy
all
10%
INTERPRETATION :

It was found that 40% of the employees are recruited through the consultancies and
20% of the employees are selected by the advertisement followed by internet with
15% and campus selections with 10%. Consultancy and Internet are the major
sources which provide eligible candidates for the hiring in CNC Web World.

Q3. Which form of selection is used in Parveen Inndustries Pvt.Ltd.?

a. Centralised
b. Decentralised

Options Centralised Decentralised Total

Responses 2 18 20

Percentage 10 90 100%

centralised decentralised

10%

90%
INTERPPRETATTION :

It was found that recruitment is decentralised. However, for higher positions of

employment the recruitment is centralised. Recruitment is decentralised as all the
centres of CNC WEB WORLD recruit their employees according to the number of
vacancies available in the respective centres.

Q4. Which of the following methods does CNC WEB WORLD uses during
selection?

a. Written
b. Group discussion
c. Personal interview
d. Group discussion and personal interview
e. All of the above

Options Written GD PI GD & All Total

PI
Responses 1 3 6 8 2 20

Percentage 5 15 30 40 10 100%
 10% 5%
15%

40%
30%

INTERPRETATION :

It was found that 40% of selection is done by Group Discussion & Personal Interview.

However, Personal Interview is mostly used method of selection followed by group

discussion. Employees selected in Parveen Industries Pvt.Ltd. are finally selected by

a personal interview taken by the head of the centre.

Q 5 Is selection process motivating the employee in the organization?

Table 5.1: Response regarding selection process motivatethe employee.

S. No Opinion No. of Respondent Percentage

1 Always 33 30%

2 Sometimes 55 50%

3 Never 22 20%

total 110 100%

Recruitment and Selection

Process Motivate the Employee

20%
30% Always

Sometimes
Never
50%
Q 6. Which method do you mostly prefer from the following for the selection?

Table 6.1: Response regarding methods of the selection.

S. No Opinion No. of Respondent Percentage

1 Direct method 44 40%
2 Indirect method 33 30%
3 Third party 33 30%
Total 110 100%

Method of Recruitment and

Selection

30%
40% Direct method

Indirect method
Third party

30%
 Q 7. Are you satisfied with the selection process?

1. Yes
2. No

Table: 7.1

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

Chart: 7.1

20%

80%
 INTERPRETATION :

It was found that about 80 % of the employees are satisfied with the selection

process. However, the remaining is of the opinion that there should be some change in the

recruitment and selection process of the organization

 Q 8. Do
you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?

1. Yes
2. No

Table: 8.1

Options Yes No Total

Responses 4 16 20

Percentage 20 80 100%

Chart: 8.1

yes no

20%

80%

INTERPPRETATION :

It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality tests should be used for the selection, while the
others were satisfied with the existing selection process. Most of the employees in
Parveen Industries are unaware of these types of tests as they are mostly fresher’s.
Q 9. Does your company follow different selection process for differentgrades
of employment?

1. Yes
2. No

Table: 9.1

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

Chart:9.1

0%

yes
no

100%
INTERPRETATION :

It was found that from that different selection process is adopted for different

grades of employment. Like, for the selection of trainers in Parveen Industries

theoretical knowledge is considered more and for the developers technical

knowledge is given importance.

Q 10. How many rounds of interview are conducted?

Table 10.1:- Response regarding rounds of interview.

S. No Opinion No. of Respondent Percentage

1 1 to 3 44 40%

2 3 to 5 22 20%

3 More than 5 44 40%

Total 110 100%

Round of Interview

40% 40% 1 to 3
3 to 5

More than 5

20%
INTERPRETATION :

50% people said that the company prefers the personal interview. 40%
peoplesaid that the company prefers telephone interview. 10% people
said that the company prefers the video interview.

Q 11.Which type of technique is used for selection?

Table 11.1: Response regarding techniques of selection

S. No Opinion No. of Percentage

Respondent
1 Structured 55 50%

2 Unstructured 22 20%

3 Both 33 30%

Total 110 100%

 Technique for Selection

30%
Sturctured

50% Unstructured
Both

20%

INTERPRETATION :

50% people said that the company used structured technique for
selection. 20% people said that the company used unstructured
technique for selection.30% people said that the company used both
techniques for selection.
 Q 12. . How do you rate HR practices of the company?
Table: 12.1

S No. Options Respondents In percentage

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20

Chart:12.1

10%

10%

50%

30%

INTEERPRETATTION :
50% of the employees feel that HR department is good where and 30% say that its
very good where as 10% says its average and 10% employees feel it’s bad. Some
employees are not happy as they have to spend a little more time if they have to
take demo training sessions.
 Q 13. Is there any contract signed by employees while joining the organization?

1. Yes
2. No

Table: 13.1

S No. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20
Chart: 13.1

10%

90%

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 cannotleave this company before one
year. If the employees agree to these conditions then they are moved to next round of
interview.
Q 14. What is the Reasons for the difficulties faced while selecting candidates?

Table 14.1: Response regarding on reason for the difficulties faced.

S .No PARTICULARS No of Percentage

responder
1 Shortage of skilled 22 20%
labour
2 Not ready to 44 40%
relocate
3 Over expectation 33 30%
about salary
4 Others 11 10%
Total 110 100%

Difficulties while Selecting

10%
20%

Shortage of skilled labour

Not ready to relocate
30%
Over expectation about salary
Other

40%
INTERPRETATION :

40% people said Not ready to relocate. 20% people Shortage of skilled
labour in job market. 30% people said Over expectations about the
salary and 10% people said offers shopping as the major difficulties
faced while selecting a candidate.

Q 15. . Are you comfortable with the HR policies of the company?

a. Yes
b. No

Table: 15.1

S. No. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20

Chart: 15.1

10%

90%
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.
 Q 16. Some Major difficulties faced while selecting a candidate?
Table 12.1: Response regarding on difficulties faced while selecting a candidate.

S .No Particulars No of Percentage

responder
1 Not meeting the 33 30%
selecting
2 Location 55 50%
3 Notice period 11 10%
4 Compensation 11 10%
Total 110 100%

Difficulties faced while selecting a candidate

10%

10% 30%
Not meeting the seleting
Location
Notice period
Compensation

50%

INTERPRETATION :

50% people answered Location. 30% people said Not meeting the
selecting. 10% people said Notice period and 10% Compensation asthe
major difficulty faced while selecting
Q 17. Does selecting face problems while selecting candidates for a
Position ?
Table 17.1: Response regarding on face problems while selecting candidates for a
Position

S.NO Particulars No of Percentage

responder
1 Yes 99 90%

2 No 11 10%

Total 110 100%

Face problems while selecting

candidates for a Position

10%

Yes
No

90%
INTERPRETATION :

90% people face problems while recruiting and 10% people did not

face problems while filling a position.

Q 18. What is satisfaction level of Selection process in the

Organization ?
Table 18.1: Response regarding on satisfaction level of Recruitment and Selection
process in the Organization.

S .No Particulars No of Percentage

responder
1 Very satisfied 44 40%

2 Satisfied 22 20%
3 Neutral 33 30%
4 Dissatisfied 11 10%
Total 110 100%
 Satisfaction level of
Selection process

10%

Very satisfied
40%
Satisfied
30%
Neutral
Dissatisfied

20%

INTERPRETATION :

40% people are very satisfied. 20% people are satisfied. 30% people are
neutral and 10% people are Dissatisfied about the selecting process in
the organization.
CHAPTER-5

FINDING,
CONCLUSION
AND
SUGGESTION
 FINDINGS OF THE STUDY

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

The main findings are as follows:

1. In Parveen industries employes feel that the HR department is good.

2. The selection process is decentralised (Delhi,Mumbai )

3. About 90% of the employees are satisfied with the selection process.

4. Most of the managers prefer personal interviews.

5. Mostly external sources of selection are considered.

6. About 90% of employees feel that they are comfortable working with the
current HR policies of the company and 10% feel that they need some changes
in the policies. The policy of the company is to submit one of the original
educational documents and cannot leave the company for 1 year, if done so
then they have to pay a sum of Rs.25, 000 to the company to get the
certificate back, which some of the employees find unnecessary and also risky.
 RECOMMENDATIONS


From the findings I can suggest Parveen Industries Delhi branch following things
for the more effectiveness of selection process and HR policies:

 Selection must be done by analysing the job firstly which will make it easier
and will be beneficial from the company’s point of view.

 More emphasis should be given on internet and advertisement so that more

and more candidates apply for the jobs and it will be easy to find the right
employee among them.

 The selection procedure should not be too lengthy and time consuming.

 Company should try to use the internal selecting process first because it
incurs less cost and acts as a motivational factor to the employees.

 Provide training to employees so that they get better knowledge, skills and
attitude.

 Company should amend some parts of their HR policies for better

effectiveness.
 CONCLUSION

Selection is process in which HR selecting the right candidate at the right time
in the right place.

Employees of Parveen Industries are satisfied with the current/existing

selection process. Parveen Industries is selecting their employees mainly
through consultancies. Consultancies are the mediator between the
organization and the candidates as it serves the selecting of employees as well
as the organization. Parveen Industries select their employees in a
decentralised way (Delhi,Mumbai).

Also Parveen Industies has to consider internet sources for selecting of

employes so that it could motivate the employees. Employees are also well
aware about the various sources and methods of selection. Parveen Industries
has to implement innovative techniques in selection process like group
discussion, stress interview, etc.
 APPENDIX

QUESTIONNARIE

Q1. Which of the sources of selection are used in Parveen Industries ?

a. Internal

b. External

c. Both

Q2. Which of the following external sources are used for selecting in Parveen
Industries?

a. Advertisement

b. Internet
c. Campus recruitment

d. Consultancies
e. All of the above
Q3. Which form of selection is used in Parveen Industries ?

a. Centralised

b. Decentralised

Q4. Are you satisfied with the selection process?

1. Yes
2. No

Q5. Which of the following methods does PARVEEN INDUSTRIES uses during
selection?

1. Written
2. Group discussion
3. Personal interview

4. Group discussion and personal interview

5. All of the above

Q6.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?

1. Yes
2. No

Q7. Does your company follow different selection process for differentgrades
of employment?
1. Yes
2. No
Q8. How do you rate HR practices of the company?

1. Excellent

2. Good
3. Average

4. Bad

Q9. Is there any contract signed by employees while joining the organization?

1. Yes

2. No

Q10. Are you comfortable with the HR policies of the company?

a. Yes
b. No
 BIBLIOGRAPHY
Selected books

 C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.

 K Ashwathapa, (1997) Human Resource and Personnel Management,Tata
McGraw Hill
 Dr. C.R. Kothari, (2008) Research Methodology
 Chris Duke,(2001) Recruiting the right staff

Websites:
2. www.google.com
3. www.en.wikipedia.org
4. www.citehr.com
5. https://parveen.in
6. www.scribd.com

Interviews and Personal Communications:-

1. Interview with HR Director, PARVEEN INDUSTRIES PVT.LTD.

2. Personal Communications With Employees
.