CHAPTER 1

COMPANY PROFILE
 ABOUT COMPANY

The Refrigeration industry in India is fast growing and with the advent of
global brands the industry has woken up to new opportunities and new
challenges. Whirlpool's association with India goes back to the year 1987
with the establishment of the joint venture TVS Whirlpool Ltd.

Whirlpool Corporation is the world's leading manufacturer and marketer of

major home appliances the industry is fast growing. There has been a rapid
entry of global brands which has resulted in local infrastructure / industry
waking up to opportunity and of course the threats.Whirlpool plans to launch
products to suit the Indian customer in various income groups. Whirlpool
portfolio will follow its top-4 agenda in India:
• Refrigerators,

• Washing machines,

• Air conditioners

• Microwaves
All high growth areas, which allow it to leverage WOI's existing strengths.

The whirlpool products currently available in the market include

Refrigerators and washing machines. Whirlpool guarantees performance, promise and
reliability of its products. All Whirlpool products are backed by suitable warranties and
a wide network of service center. Emphasis is placed on after sales service and whirlpool
strives to achieve those goals. In refrigerators the industry growth has been less than
27%. The 165L occupy around 75% segment of market. The main players in the market
are LG, Godrej, BPL, Whirlpool, Electrolux and Videocon. Whirlpool has a market share
of about 30% And is the market leader.
 COMPANY VALUES

Every Home... Everywhere. With Pride! Passion and

Performance.

These words represent the vision that will guide Whirlpool into the future.
We create the world's best home appliances, designed to make life easier and
more enjoyable for all people. Our goal is a Whirlpool product in every
home, everywhere. We will achieve this by creating:

Pride... in our work and each other

Passion... for creating unmatched customer loyalty for our brands

Performance... results that exciteand reward global investors with

superior returns

We bring this dream to life through the power of ourunique global

enterprise and our outstanding people... working together... everywhere. Our
employees live by the values-based strategy that has made Whirlpool the
international leader that we are today. Our values represent who we are to
our customers, our investors and to each other. And the way they represent
the company demonstrates how we do business: the right way.

Respect
We've built an employee culture where all beliefs, perspectives and opinions
are welcome and valued.
Integrity
The high road is the only one we take; from the people we hire to the clients
we serve. As we often say, "There's no right way to do the wrong thing."

Diversity
By constantly seeking fresh approaches, new ideas and different outlooks,
we build our success and secure our future.

Teamwork
From the first to the last, we take each step forward as a team. Spirit of
wining. We will become a leading global consumer solutions company. Our
culture and values will enable individuals and teams to reach extraordinary
levels of performance that will create company spirit, pride in
accomplishments and outstanding results for all of our stakeholders.
 VISION

“Reaching world wide to bring excellence home “

‘EVERYHOME, EVERYWHERE WITH PRIDE, PASSION AND

PERFORMANCE’

Whirlpool, in its chosen lines of business, will grow with new opportunities
and be the leader in an ever-changing global market. We will be driven by
our commitment to continuous quality improvement and to exceed all our
exiting strengths and developing new competencies. We will be market
driven, efficient and profitable. Our success will make Whirlpool a company
that worldwide customers, employees and stakeholders can depend upon.

MISSION
➢ We will be demanding of ourselves so as to care for our customers like no
other brand does.
➢ We will serve with pride in every Indian home and bring prosperity to our investors.

➢ We will dare to change the standards of our industry and be the envy of our
competitors.
 INTROVISION STATEMENT OF WHIRLPOOL

+EVERY HOME , EVERYWHERE! with PRIDE! PASSION

PERFORMANCE.-

THE WHIRLPOOL MISSION STATEMENT

➢ We will be demanding of ourselves so as to care for our customers

like no other brands.

➢ We will serve with pride in every Indian home and bring prosperity to
our investors
➢ We will dare to change the standards of our industry and be the envy
of our competitors.
➢ We will be the leader in home appliances, which all others will want to emulate.
 ABOUT WHIRLPOOL CORPORATION

Whirlpool Corporation is the world‘s leading manufacturer and marketer of

major home appliances. Headquartered at Benton Hebron, Michigan, and the
major brand names in about 140 countries. Though now a global leader, the
company began as a family owned machines shop located in a small town on
Eastern Shore of Lake Michigan.

WHIR/POOL CORPORATION TODAY

* World's leading manufacturing and marketer of major home appliances.

* Full line of major home appliances.
* Manufacture: 12 countries.
* Revenue: $ 12 billion.
* Employees: 45000 worlds wide
 THE HISTORY

* Founded in 1911 as Upton Machine Company produced motor driven

wringer washer.
* Sold first order of washer in 1916 to sears Roebuck and Co-our largest
retail customer today.
* In 1950 the company was renamed the ‘The Whirlpool Corporation —
automatic dyers were added to washer line.

* In 1958 Whirlpool made its first investment out side north America in
Brazil.
* Revenue reached $ 1 billion in 1968.
* Whirlpool purchased ‘Kitchen Aid, brand in 1986 and began its
globalization efforts in 1980's
 PRODUCTS WORLD WIDE

• Washers

• Refrigerators

• Microwaves

• Air conditioners

• Dryers

• Dishwashers

• Freezers
• Cooking ranges

• Exhaust fans / ovens / hoods etc.

WHIRLPOOL0S GOAL IN INDIA

To become the most profitable producer of t-2 products; refrigerators and

washing machines, in India.
 MANUFATURING FACILITES

Whirlpool has manufacturing facilities at three places:-

•
Washing Mashines Pondicherry, Madras Started April'94
• Refrigerators Faridabad, Haryana Started Feb'95
• CFC free ref. Ranjangoan, Pune Started March'98

WHIRLPOOL IN FARIDABAD

On February 24th 1995; Whirlpool acquired controlling interest in kelvinator

of India, traditionally the country's largest manufacturer and marketer of
refrigerators. With the manufacturing base in Faridabad, Haryana, this
association also yielded a network of over 3500 trade dealers.

Whirlpool is now selling, the Whirlpool brand refrigerator, replacing the

Kelvinator brand name, with the later having reverted to Electrolux in the
early 1997.
 PRODUCTION CAPACITY IN FRO PLANT

• The production capacity in Faridabad Refrigeration Organization Plant is

1095000 lakhs annually.

Whirlpool Corporation Today … Building Customer

Loyalty Worldwide

Whirlpool Corporation arrived in the new century and millennium as the

world's leading manufacturer and marketer of major home appliances.

Today, Whirlpool's global platform provides our operations with resources
and capabilities no other manufacturer can match and with brands that
consumers trust.

To sustain the productivity savings that are being achieved by our

operations, we have embedded our Operational Excellence process — based
on Six-Sigma and lean manufacturing skills and capabilities — within each of
our worldwide manufacturing facilities. The company's global information
technology organization provides Internet tools that cut the complexity and
costs of doing business for Whirlpool and its trade partners. Whirlpool's
unique global platform allows the company to transfer key innovations and
processes across regions and brands.
 Based on the continuing success of the company's global innovation
process, which began in 1999, Whirlpool has introduced unique product
innovations to consumers worldwide. Over the last three years, Whirlpool

has built and embedded within its global enterprise the skills and capabilities
required to discover, develop and rapidly bring to market true innovation.

These innovations are giving the company's global brands a sustainable

competitive advantage in the marketplace and creating value for customers,
trade partners and shareholder.

WHIRLPOOL STRATEGY

The innovations are part of Whirlpool's strategy of building customer loyalty

by applying a deeper, fundamental understanding of customers' needs,
desires and lifestyles. The Whirlpool® Duet® clothes washer and dryer pair
(HE3t under Sears, Roebuck and Co.'s Kenmore Elite brand), which was
launched nationwide in 2002, is a prime example. The Whirlpool® Duet®
washer blends European front-load technology with a striking design that
appeals to U.S. consumers interested in large-load wash capacity, excellent
energy efficiency and cost savings, and the best overall fabric-care
performance. Launched under the Whirlpool and Bauknecht brands as
Dreamscape and #i$, respectively, the European versions of the Duet washer
provide the same benefits and high level of performance with designs and
features that appeal to European consumers. Cross-regional teams of
product development engineers continue to collaborate innovation initiatives
for regional and global distribution.
 .

Whirlpool bolstered its global position during the year through the
acquisition of two strategic businesses in key markets. In Mexico, the
company completed the purchase of Vitromatic S.A. de C.V., which had
been a joint venture between Whirlpool and Vitro S.A. since 1987.
Vitromatic, now called Whirlpool Mexico, is a leading appliance
manufacturer that provides a direct access to the fast-growing Mexican
market. The acquisition extends our North American manufacturing base
and provides additional export opportunities to countries in the Caribbean,
Central America and northern parts of South America, as well as to the
United States. In Central Europe, Whirlpool acquired Polar S.A., a leading
appliance manufacturer with the No. 1 brand name in Poland. The
acquisition of Polar improves Whirlpool's brand presence in Central Europe
and provides Whirlpool Europe with a low-cost manufacturing source to
serve the entire region.

Inspired by our bold innovations and designs, increasing numbers of

customers around the globe are trusting Whirlpool to make their lives easier.
More than ever before, Whirlpool Corporation employees and brands are
connecting with customers in ways that will last a lifetime
 RAW MATERIAL AND POWER CONSUMPTION

Whirlpool of India, Faridabad caters to its power requirements through its

own powerhouse which has 7dg sets out of which remain functional at a
time. It also consumes electricity from Haryana electricity board. Its
monthly power requirement is around 1000000 KW/hr per month out which
it takes wound 200000 KW/hr from Haryana electricity board and produce
rest of the power in its own power house. This power consumption varies
widely with season. In summers this rate is as 1300000 KW/hr and it falls
down to around 7500000 KW/hr in months of December January. Whirlpool,
Faridabad mainly deals with the assembly of refrigerators.

Component Supplier

1. Compressor Tecumseh

2. CRCA Steel Bushan Steel

3. Master batch SCJ.Alok

4. HIPS Granules Supreme

5. Wire harness Dudeja & Delton

6. Condensers STI

7 Packaging Box & Carton, Kemeka

The outsource the raw materials from different vendors and given shape of
refrigerator. They have more than 200 vendors. Their main raw material and
supplier are as listed above.

PRODUCT RANGE IN FRO

Existing Model are:-

165L RANGE

Master Piece

Flat Door Refrigerator

Corona Deluxe

BPL

Singer

OPERA RANG

• 190 Elite

• 190 Deluxe

• 215 Elite

• 215 Deluxe
 FINANCIAL PERFORMANCE

Sale -1480.60
Operating profit is total income minus total expenditure-3.20%
Net profit — 13
Div %-30
Earning per shares — 1
P/E Ratio — 23.40

CAPACITY
CAPA OF THE PLANT

The company works in three shifts of eight hours duration each for seven
days a week. The actual production time is around 7 hours 10 minutes. The
FRO has production capacity of about 3400 refrigerators per day but the

demand is not that high , there fore the company also manufactures for some
other companies .On an average around 2500-2600 refrigerators are
produced everyday. Maximum daily production till date has been 3200pcs.
These days (May and June) the production is around 3100pcs everyday.
 ABOUT THE PLANT

The whole plant is broadly classified into six month parts, which are

• PRESS SHOP

• PAINT SHOP

• VACCUM FOAMING (Door Foaming and Cabinet Foaming)

• EXTRUSION

• EVAPORATOR SECTION

• ASSEMBLY LINES

INFORMATION AND HISTORY

In 1911, the Upton Brothers (Louis, Frederick, and Emory) created the
Upton Machine Company in St. Joseph, MI to produce electric, motor-
driven wringer washers. Joined with Sears, Roebuck and Co. in 1916, the
Upton-manufactured washers sold faster than the brothers could
manufacture them, thus creating the mutually beneficial relationship
between Sears and Whirlpool.

Since the 1970s, Whirlpool has been a pioneer of energy and water
efficiency measures in its research and development practices. Whirlpool
continues its long history of being involved with the U.S. Department of
Energy and U.S. Environmental Protection Agency ENERGY STAR®
program and has been named ENERGY STAR® Partner of the Year 7
times.
Whirlpool is delighted to once again be named an Energy Star partner. We
succeed as a company by being able to offer our customers a broad range of
appliances under a number of brands, many of which are Energy Star
qualified. These appliances save money for our customers by lowering their
utility bills and help protect the environment," says David L. Swift,
Whirlpool's Executive Vice President for North America.

Today the Whirlpool Corporation remains the largest North American

supplier of major appliances to Sears under the Kenmore brand.
Internationally, Whirlpool is also recognized for energy efficient appliances,
as well as for their commitment to environmental packaging, production,

and design. Whirlpool is the world's leading manufacturer and marketer of

major home appliances, becoming a trusted household name all over the
world.

Located in Benton Harbour, MI, Whirlpool's Corporate Headquarters

focuses on the social responsibilities to their community and to the
environment. "At Whirlpool Corporation we take our environmental
responsibilities very seriously. Just as we have taken a global approach to
our home appliance business, we believe our world's environmental issues
must be addressed in a similarly comprehensive way," says Jeff M. Fettig,
President, Chairman and CEO of Whirlpool Corporation.

Whirlpool also donated a $1 million in cash, products, and services to

Hurricane Katrina relief efforts in 2005, and the Whirlpool foundation
continues to match generous employee contributions. These contributions
include refrigerators, air purifiers, clothes, washers, and dryers. "A tragedy
of this magnitude calls for the assistance of able individuals and
organizations," says Fitting. "As a company, we are grateful to help relief
efforts in the most fitting way possible."

With more than 80,000 employees and over 60 manufacturing and

technology research centers worldwide, Whirlpool transformed itself from a
regional manufacturing and trade-focused business into a global enterprise.
The success of Whirlpool's global business is driven by its ability to truly
understand and fulfill customer needs, develop highly innovative solutions,
and continuously improve productivity and quality.

"Creating unmatched customer loyalty for our brands is the cornerstone of

our strategy. This simple idea is based on an in-depth understanding of our
customers' needs, wants, and expectations, so that we can consistently
deliver unique, innovative solutions to meet or exceed these expectations,"
adds Fetting.

Customer loyalty lead Whirlpool to years of success with annual sales of

more than $19 billion, marketing brands like Maytag, Kitchen Aid,
INTRODUCTION OF WHIRLPOOL (FRO) PLANT

The Faridabad plant is one of the plants in India, having head office in
Delhi. It is also known as Faridabad Refrigeration Operation (FRO) and was
established in 1963. In 1995, with the merge of two giant companies,
“Kelvinator of India” and “Whirlpool Corporation, USA”, the birth of
‘Whirlpool of India” took place. It manufactures direct cool range of
refrigerators. The total site area in FRO is 1, 11,270-sq. M out of which the
total utilized area is 60,000-sq.m.

➢ The production capacity in FRO plant is 1095000 lakhs annually

➢ The total no. of employees is more than 1000

➢ The turnover of the company is about Rs.500 crores.

➢ The company works in three shifts of eight hours duration each for
seven days a week. The actual production time is around 7 hrs. 10
min.
➢ Product manufactured at the plant direct cool refrigerator.

FRO now uses CFC free refrigerants (HFC) such asR-134a and polyol &

isocyanate for foaming. The FRO also exports refrigerators to Nigeria,

Bangladesh, Sharjah, Philippines, Nepal and to certain European
countries. This plant accounts for approximately 60% of the total
turnover of whirlpool in India

COMPETITOR

In the market of home appliances WHIRLPOOL, SAMSUNG, GODREJ

and LG are major players. But in the market of refrigerators
WHIRLPOOL got the lead from all its competitors both by volume and
revenue (except LG). The major competitors in refrigeration market are
ELECTROLUX, GODREJ, LG and SAMSUNG

WHIRLPOOL FREE3E MO)EL

BASE
MO)EL FEATURES
MSRP4
$2299.00

GC5SHEXN
 $2299.00

Whirlpool Gold® 24.5 Cu. Ft.

Counter Depth Side-By-Side
Refrigerator
ENERGY STAR® Qualified
GC5NHAXV

$2199.00

Whirlpool Gold® 23.1 Cu. Ft.

Counter Depth Side-By-Side
Refrigerator
ENERGY STAR® Qualified
GC3NHAXV

$2099.00

23.0 Cu. Ft. Whirlpool Gold®

Side-By-Side Counter-Depth
Refrigerator
ENERGY STAR® Qualified
GC3SHEXN
 $1999.00

25.6 Cu. Ft. Whirlpool Gold®

Side-by-Side Refrigerator
GF6NFEXT

Freezer on Top View all

$1269.00

21.7 Cu. Ft. Whirlpool Gold®

Top-Freezer Refrigerator
GR2SHWXP

$1039.00

21.7 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR® Qualified
GR2FHTXV
•

$989.00

18.9 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR® Qualified
GR9FHTXV

$979.00

21.7 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR® Qualified
GR2FHMXV

$859.00

18.9 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR® Qualified
 GR9FHMXV

REPRESENTATIVE OF THE MANAGEMENT IN

FRO

1. Mr. Vikas Singhal - Plant Director

2. Mr. P.K Salwan - Gen. Manager HR

3. Mr. Sanjay Aggarwal - Gen. Manager Accounts

4. Mr. Anirudha keskar - Gen. Manager Operation
5. Mr. Avinash Mathur - Gen.Manager Technical

REPRESENTATIVE OF THE WORKMEN IN FRO

1. Mr. Brij Bhusan - President

2. Mr.Girish - General Secretary

3. Mr. N.B. Singh - Vice President
4. Mr. Samey Singh - Joint Secretary
5. Mr. Praveen Gera - Cashier

CHAPTER 2
REVIEW OF LITERETURE
 Recruitment

Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization .To recruit means to enlist, replenish or reinforce. It

refers to the process of bringing together prospective employees and employer with a
view to stimulate and encourage the former to apply for a job with the latter. The
primary
purpose of recruitment and selection is to achieve one desired aim i.e. picking the right
person for the right jobs.

The recruitment process begins when an employee is to be transferred or promoted

to another post, notice of resignation or dismissal is given or retirement is planned. The
five keyways to develop top quality people:

➢ Recruitment-getting the right people in the right job

➢ Developing people-through training & development.

➢ Monitoring-to ensures long-term development and performance.

➢ Developing Managers-ensuring that these key people are delivering what the
organization requires.
Managing for performance- techniques that ensure top quality performance
Factors Affecting Recruitment: -

In recruiting new employees management must consider the nature of labor market,
what sort of potential labor are available and how do look for works. The factor
affecting can

be summed up under the following heads:

➢
Labor Market Boundaries:- The knowledge of the boundaries help management
in estimating the available supply of qualified personnel form, which it might
recruit. A labor market consists of a geographical area in which the forces of
demand and supply interact and thus affect the price of labor.

➢
Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.

➢
Economic Condition:— Economic conditions also affect recruitment.
Unemployment worker may swamp a new plan located in a depressed labor
market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of wok has quite a different recruitment problem.

➢
Attractiveness of the Company: —The attractiveness of the company in terms
of higher wages, clean work, better fringe benefits and rapid promotions serves as
influencing factor in recruitment.
PROCESS OF RECRUITMENT

SCOUTING
Recruitment begins by specifying the human resource recruitment, initiating activities
and action to identify the possible sources form where they can be met, communicating
the information about the jobs, terms and conditions and prospects they offer, and
enthuse the people who meet the recruitment to respond to the invitation by applying for
jobs.
Thereafter the selection process begins. The process is as follows:

a) Decide on how many people you really need:

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

b) Analyzing the job:

Analyzing the job is the process of assembling and studying information relating to
all aspects of a particular post. Analysis is done to find possible details about:
➢
Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.
➢
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.
➢
Main Duties: A list of key tasks may be written out; standards that need to be

reached and maintained must also be maintained. Methods of recording,

assessing and recording the key tasks must be determined.
➢
The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of
work.
c) Drafting a job description:

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

do the job.
Job description must be drafted around these heading:
➢ Job title

➢ Responsible to

➢ Responsible for

➢ Purpose of job

➢ Duties

➢ Responsibility

➢ Signature and date

d) Drawing of employee specification:

Employee specification is also known as job, person or personnel specification. It

lists the skills; knowledge and experiences required doing the job successfully.
Studying the description makes it. An employee specification will help in deciding
where to advertise what to include in job advertisement to attach the right person. It
is based

upon:

➢ Physical make-up

➢ Attainment

➢ Specific aptitude

➢ Interest

➢ Disposition

➢ Circumstances

SELECTING QUALIFIED PERSONNEL

 e) Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves

studying the make-up of present work force, assessing forthcoming changes and
calculating

future workforce, which is required. Manpower planning helps in devising long-term

recruitment plans.

f) Finding sources of recruitment:

The human resource requirement can be met from internal or external source

Internal Sources

These refer to persons already employed in the organization. Promoting persons from
lower levels may fill up vacancies at higher levels. Shortage of manpower in one branch
\ factory may be met by transferring surplus staff from another branch \ factory.
Promotion means shifting of an employee to higher post caring greater salary, status and
responsibility. On the other hand transfer refer to the shifting an employee with salary,
status and responsibility. Some time ex-employee of the organization may be re-
employed.

Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the
organization helps to motivate and improved the morale of the employees. This
induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People
wait for promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are
already familiar with organization and with the people working in it.

PLACING SELECTED PERSONNEL

HUMAN RESOURCE PLANNING
RECRUITING REQUIRED
 PERSONNEL ON JOBS

SEARCH FOR PROSPECTIVE

FINDING AND EMPLOYEES:
DEVELOPING SOURCES OF EVALUATING
a). DEVELOPING
POTENTIDALisadvantages of Internal
TECHNIQUES
EFFECTIVENESS
Sources:
EMPLOYEES b). ATTRACTING OF
CANDIDATES RECRUITING
1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.
TRANSFERRING TO
INTERNA3L. SOTUhRe CeEmS ployees maPyE bR eS cOoNmNeELlethargic if they are sure of
tNimEeWbJoOuBnSd promotion.
RESEARCH
There may be infighting among those who aspires for promotion with in the
organization.
4. Internal recruitmenJOt BcaPnOnSoTtINbGe complete method in itself.
TUhPeGeRnAtDerIpNrGisIeNhas to resort to external recruitment at some stage
S A M E P O S IT I O N
because all vacan c ie s c a nn o t b e filled
EXTERNfAroLm with in organization.
SOURCES
EXPERIENCE
PROMOTING TO HIGHER JOBS

External Sources

EMPLOYEE REFERRALS
It refers to recruitment of employees from outside the organization. External sources
provide wide choice of the required number of the employees having the desired
PROVIDING INFORMATION
qualification. It also provides the people with new ideas and specialized skills required to
ADVERTISING
cope with new challenge and to ensure growth of the organization. Internal competitors
have to compete with the outsiders. However, existing employees resent the policy of
CLARIFYING
filling higher-level vacancies from outsiders. Moreover it is t i mDeO Uc Bo TnsS u mi n g and

expensive to recruit peoples from outside. Recruitment from the outside may create
frustration among the existing employees that aspires for promotions. There is no
guarantee that the organizations will attract sufficient number of suitable candidates.
Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees

bring new ideas to the organization.

2. External sources provide wider sources of personnel to choose from.

3. Requisite type of personnel having the required qualifications, training and skill
are available from the external sources.

Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from among a

large number of applicants.

2. There is a greater decoration in employer- employee relationship, resulting in
industrial strikes, unrest, and lockouts.
3. The personnel's selected from outside may su fer from the danger of adjustment
to the new work environment

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method
b) Indirect method
c) Third-party method
 a) Direct Method:

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

b) Indirect Method:

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

journals, technical journals and brochures.

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

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

possibility of unqualified people applying. If the advertisement is clear and to the
point, candidates can assess their abilities and suitability for the position and only
those who possess the requisite qualifications will apply
 c) Third Party Method:

.Various agencies are used for recruitment under these methods. These include commercial
and private employment agencies, state agencies and placement offices of schools ,

colleges and professional associations , recruiting firms , management consulting firms,

introduction seminars for college professors , friends and relatives .

Employment Agencies:

They are specializing in specific occupation like general office help, salesman,
technical workers, accountants, computer staff, engineers and executives and suitable
persons available for a job. Because of their specialization, they can interpret the

needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main agencies for
public employment. They also provide a wide range of services, like counseling,
assistance in getting jobs, information about the labor market, labor and wage rates,
etc.

Executive Research Agencies:

They maintain a complete information records about employed executives and

recommend persons of high caliber for managerial, marketing and production
engineers' posts. These agencies are looked upon as ‘head hunters', ‘raiders', and
‘pirates'.
Trade Unions:

The employers to supply whatever additional employees may be needed often call
on Trade Unions. Unions may be asked for recommendations largely as a matter of
courtesy and an evidence of goodwill and cooperation

Professional Societies:

They may provide leads and clues in providing promising candidates for
engineering, technical and management positions. Some of these maintain mail order
placement services.
 SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable

person for the job vacancies to be filled. Under it qualifications, training, experience,
and background of applicant are evaluated in the light of job requirement. It divides
the
candidates into two categories namely,
a) Those who are employed.
b) Those who are to be rejected..
A formal definition of selection is as following:
“It is the process of differentiating between applicants in order to identify (and hire)
those with a greater likelihood of success in a job.”

Selection process assumes and rightly so, that there are more number of
candidate actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The

impediments, which check effectiveness of selection, are perception, fairness, validity,

reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated

against on the basis of religion, region, race or gender. But the low numbers of women
and other less-privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity have not been
very effective.
Reliability: A reliable method is one that will produce consistent results when repeated
in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.

SELECTION PROCEDURE

The selection procedure is concerned with securing relevant information about an

applicant. This information is secured in a number of steps and stages. The objective of
selection process is to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps
or stages by which additional information is secured about the applicant. At each stage,
facts may come to light, which lead to the rejection of the applicant. A procedure may be
considered to a series of successive hurdles or barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an unqualified
applicant at any point in this process. That technique is known as the successive hurdle
technique. Not all selection process includes all these hurdles. The complexity of
process usually increases with the level and responsibility of the position to be fulfilled.

A well-organized selection procedure should be designed to select sustainable

candidates for various jobs. Each step in the selection process should help in getting
more and more information about the candidate. There is no idle selection procedure
appropriate for all cases.
Steps in the selection process:

➢ Preliminary Screening
➢ Application Blank
➢ Employment Tests
➢ Selection Interview
➢ Medical or Physical Examination
➢ Checking Reference
➢ Final Approval

Preliminary Screening:

This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable
candidate. The job seekers are received at the reception counter of the company. The
receptionists or other official interviews the candidates to determine whether he is
worthwhile or the candidate to fill up the application blank. Candidates processing the
minimum qualification and having some chances of being selected are given the
prescribed application form known as application blank.

Application Blank:

The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank. The
application blank provides a written record about the candidate. The application form
should be designed to obtain all relevant information about the candidates. All
applications received from the candidates are carefully scrutinized. After the scrutiny
more suitable candidates among the applicants are short-listed for written tests and others
are rejected.

Employment Tests:

Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
➢ Intelligence tests
➢ Aptitude Test
➢ Interest Test
➢ Personality Test
➢ Dexterity Test

Selection Interview:

It involves a face-to-face conversation between the employer and the candidate; the
selector asks a job related and general questions. The way in which a candidate responds
to the question is evaluated. The objectives of the interview are as following:
➢ To find out the candidate's overall suitability for the job.
➢ To cross-check the information obtained through application blank and tests, and
➢ To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers
from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the

personality of the candidate and not his skill for the job. Thirdly, the interviewer may not
be an expert and may fill to extract all relevant information from the candidate. Fourthly,
the personal judgment or bias of the interviewer may make the result of the interviews
inaccurate.
Interview should be properly conducted in a proper physical environment. The interview

room should be free from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at ease. The interviewer should pay full attention to
what the candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a
medical check-up of such candidates. A proper medical examination will also ensure that
the candidates selected do not suffer from any serious desirous which may create
problems in future.

Checking Reference:

Generally, every candidate if required to state in the application form, the name and
address of at least two responsible persons who know him. The reference may not give

their Frank opinion unless promises made that in all information will be kept strictly
confidential. Moreover the information given by them may be biased in the form of
candidate.

Final Approval:

The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are
asked to join duty by the specified date. No selection procedure is foolproof and the best
way judge a person is by observing him working on the job. Candidate who gives
satisfactory during the probationary period are made permanent

SUCCESSIVE HUR)LES IN THE SELECTION PROCESS

MANPOWER PLANNING-

Manpower planning means different things to different organizations. To some

company's manpower planning means management development to others. It means
estimating manpower needs, while some other may define manpower planning as
organization planning. Although the term, “manpower planning” can be defined, ‘as
the process by which an organization ensures that it has the right number of people and
the right kind of people at the right places, at the time doing things for which they are
economically most useful.'

Manpower Planning Involves: -

Manpower planning is a continuous process. In operational terms it involves the analysis

of the current and future manpower resources terms and requirement to ensure that such
needs and resources are always kept in proper balance, both in terms of quantity.

Need for Manpower Planning:-

All said and done, it cannot be define that the quality of manpower can be responsible for
significant difference in the short and long run performance among companies. As Ralph
Besse once said, “There is nothing we can do about performance of past management or
the qualification of today's management but tomorrow's management can be as good as
today's manager care to make it.”
Herber H Mayer has emphasized the importance of human assets and their utilization as
under:

“The efficient utilization of human resources may very well be the most important
determiner of success in the business world in the coming decade. I think that the
companies that prosper in the future will be those that do the best job in fully utilizing

their human resources.”

All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit
people .The recruitment policy should, therefore, address itself to the key question; what
are the personnel/human resource requirement of the organization in terms of number,

skills, levels etc to meet present and future needs of production and technical and other
changes planned or anticipated in the next years.
 CHAPTER-5

RESEARCH

METHO)LDGY
 RESEARCH METHO)OLOGY

➢ A Research Methodology defines the purpose of the research,how it proceeds,how

to measure progress and what constitute success with respect to the objectives
determined for carrying out the research study.
The appropriate research design formulated is detailed below.
➢ Exploratory research: this kind of research has the primary objective of
development of insights into the problem. It studies the main area where the
problem lies and also tries to evaluate some appropriate courses of action.

➢ The research methodology for the present study has been adopted to reflect these
realties and help reach the logical conclusion in an objective and scientific
manner.
The present study contemplated an exploratory research

SAMP+E DESIGN

My survey is conducted with 100% sample size i.e. 30 employees to make the data
analysis representative.
 Data Collection

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

Primary Data: -

Using personal interview technique the survey the data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by
judgment sampling conversation sampling. Questionnaire has been formatted with both
open and close structure questions.

Secondary Data: -

➢ By going through various records.

➢ By going through the magazine of the company.
 OBJECTIVES OF
STUDY
OF STUDY

OBJECTIVE OF THE STUDY

The objective of my study is to understand and critically analyze the recruitment and
selection procedure at Whirlpool Of India ltd

2L To critically analyze the functioning of recruitment and selection procedures.

.
2L To critically analyze the functioning of recruitment and selection procedures.
3L To identity the probable areas of improvement to make recruitment and selection
1L To know the managerial satisfaction level about recruitment and selection procedure.

CHAPTER-4
SCOPE OF THE STUDY

SCOPE OF THE STUDY

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

The key points of my research study are:-

1. To study the facts about the Whirlpool Of India ltd

2. As a group.
3. To understand and analyze various H.R. factors including recruitment and

selection procedure at Whirlpool Of India ltd

4. To suggest any measures / recommendations for the improvement of
the recruitment procedures
 CHAPTER-5

CHAPTER-8

LIMITATIONS
 LIMITATIONS OF STUDY

The project has inherent limitations due to its potential scope

1) Four weeks is too short to give shape to a new idea in an old set up
like SADHU GROUP
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investments.

Since SADHUGROUP is a large organization with its strongly set business practices, so
extensive efforts and change in organization thinking will be necessary in order HR Department.
 CHAPTER 4

DATA ANALYSIS G INTERPRETATION

 DATA INTERPRETATION

A questionnaire was prepared for the purpose of getting feedback from the employees and
manager regarding “Recruitment & Selection Procedure” of their company. 30 employees are
selected from different department and were distributed the questionnaire from the purpose of
the study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.
The percentage of the people opinion were analyzed and expressed in the form of charts
and have been placed in the next few pages.
CHAPTER=7
 )ATA ANALYSIS G

INTERPRETATIONManpower
Planning

Q-1. Does your company make forecast of future manpower planning

requirement?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 30 100%

2. No 0 0%
TABLE4.1

ManpOwer FOrcasting

0%

YeS

No

100%

FIGURE4.1
INTERPRETATION

• 100% people said that the company makes forecast of future manpower
forecasting.
Q-2. Specify the time period(s) for which the estimates are made?

S.NO. OPINION NO. OF PERCENTAGE

(YEARS) RESPONDENT

1. 0-2 9 30%

2. 2-3 6 20%

3. 3-4 9 30%

4. 4&above 6 20%

TABLE4.2

Time Period for Estimate

20%
30% 0-2years
2-3years
3-4years 4&above years
30% 20%
INTERPRETATION

• 30% people said that the company specifies 0-2 year for making estimation of

forecasting.
• 20% people said that the company specifies 2-3 years for making estimation.

• 30% people said that the company specifies 3-4 years for making the estimation
of forecasting.
• 20% people said that the company specifies 4 & above time period for making
forecasting.
Q-3. What do you suggest should be the basis of forecasting?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT
1. Total cost of the project6 20%

2. Past experience 12 40%

TABLE4.3
3. Different phases of 9 30%
the project

All of the above 3 10%

4.

Basic Forcasting

Total cost of the

project
10% 20% Past experience

30% Different phases of

the project
40% All of the above

FIGURE4.3

INTERPRETATION
 • 20% people said that their company forecast on the bases of Total cost of the
project.
• 40% people said that the company forecast on the bases of past experiences.

• 30% people said that the company forecast on the bases of the Different phases
of the project.
10% people said that the company forecast on the bases on of the above.

Q-4. Does your organization plan the recruitment policy?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Yes 30 100%
TABLE4.4
2. No 0 0%

Written Recriutment Policy

0%

Yes
No

100%

FIGURE4.4
INTERPRETATION

• 100% people said that the plan the requirement policy.

Q-5 Do you thin* the present recruitment policy is helpful in achieving the goals of
the company?

S.NO. OPINION NO. OF RESPONDENT PERCENTAGE

1. Yes 15 50%

2. TABLE4.5
No 6 20%

3. To some extent 9 30%

Recruitment Policy

30%
Yes
No
50%
To some extent
20%

FIGURE4.5

INTERPRETATION

• 50% people said that the company's recruitment policy is helpful in achieving the
goals.
• 20% people said that the company's recruitment policy is not helpful in achieving
the goals.
•

30% people said that the company's recruitment policy is helpful to some extent
in achieving the goals.
 Q-6. Does the company’s recruitment policy enable to identify the following areas?
S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Recruitment needs of the 6 20%

organization

2. TABLE4.6
Preferred sources of recruitment 9 30%

3. Appropriate criteria for selection 9 30%

4. Identification of the cost of 6 20%

recruitment

Recruitment Policy

20% 20% $thecorurgitamnei(nat tnioene&s of

Preferre& sources of recruitment
Appropriate criteria for selection
)&entification of the cost of recruitment
30% 30%

FIGURE4.6
INTERPRETATION

• 20% people said that the company's recruitment policy enables to identify the
recruitment needs of the company.
• 30% people said that the company's recruitment policy enables to identify the
preferred sources of recruitment.
• 30% people said that the company's recruitment policy enables to identify the
appropriate criteria for selection.
20% people said that the company's recruitment policy enables to identify the
identification of cost of recruitment
Q-7. Through which source your organizations recruit the employees?

S.NO OPINION NO. OF PERCENTAGE

. RESPONDENT

1. Internally 6 20%
TABLE4.7
2. Externally 18 60%
3. Both 6 20%

Sources of Recruitment

20% 20%
)nternally
+xternally Both

*0%

FIGURE4.7
INTERPRETATION

• 20% people said that the company recruits the employee from the internal
sources.
• 60% people said that the company recruits the employee from the external
sources.
• 20% people said that the company recruits the employee from the both sources.

Q-8. Which of the following external sources you choose for the recruitment of the
employees?
 S.NO. OPINION NO. OF PER

RESPONDENT

1. Employee Exchange Consultant 6 20%

2. Private Employee Agencies 6 20%

3. Advertisement 3 10%

4. Internet 12 40%

5. Any other 3 10%

TABLE4.8

EXternal SourCeS
Employee Exchonge
Consultont
10% 20% Privote Employee
Agencies

40% 20% Internet

Advertisement
10%
Any other

FIGURE4.8
INTERPRETATION

• 20% people said that the company uses the employee exchange consultants.

• 20% people said that the company uses private employment agencies.
• 10% people said that the company uses the advertisement method.

• 40% people said that the company uses the Internet

method. 10% people said that the company uses the any

other way.

Q-9. Does your organization recruit employees through latest method of

recruitment through Internet?
 S.NO OPINIO NO. OF PERCENTAGE
. N RESPONDEN
T

1. Yes 30 100%
2. No 0 0%
TABLE4.9

Latest Reqruitment Policy

0%

Yes
No

100%

FIGURE4.9

INTERPRETATION

100% people said that the company uses the latest method of recruitment. Q-10. Is
company use own web site for recruitment.?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT
1. Yes 27 90%
 2. No 3 10%

TABLE4.10

Use Own Web Site

10%

Yes
No

90%

FIGURE4.10

INTERPRETATION

• 90% people said that the company uses his own web site for recruitment.

• 10% people said that the company not uses his own web site.

CHAPTER-8
FINDINGS OF THE
STUDY

Findings of study

The company his own website for recruitment.

The research finds that the company used the latest method for recruitment.
The research finds that the plan for recruitment policy used by the company is
good.

The findings of the company makes forecast of future manpower forecasting.


CHAPTER 9
 RECOMMENDATIONS
AND SUGGESTION

RECOMMENDATIONS

RECOMMENDATIONS FOR THE IMPROVEMENT OF THE SYSTEM AND

PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE

The following are the recommendations received from the respondents of the
questionnaire. These recommendations are based on their awareness regarding the
Recruitment and Selection procedure.
1. During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates.
2. In the organization where summer/in-plant/management training facility prevailing

then such kind of practices must be adopted so that the student can learn and again
from their practical views.
3. .Candidates should be kept on the job for some time period; if suitable they should
be recruited. During the selection process, the candidates should be made relaxed
and at ease.
4. Company should follow all the steps of recruitment and selection for the selection of
the candidates.
5. Selection process should be less time consuming.
6. The interview should not be boring, monotonous. It should be made interesting.
There must be proper communication between the Interviewer and the Interviewee
any the time of interview.
7. Evaluation and control of recruitment and selection should be done fair judgment.
8. Methods used for selection of candidates should be done carefully and systematically
9. The attainment of goals and objective of any organization depend on the type and
quality of its manpower. To have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and impartial.
10. This is indeed an important suggestion and authorities concerned should immediately

look into it and try to implement it.

CHAPTER-10
 CONCLUSION

CONCLUSIONS

Based on the analysis through the questionnaire responses the following is the
conclusion of the study.

The organization follows the rules and regulation involved in their Recruitment and
Selection Procedure of the organization. However, there is some scope for improvement
with regard to following2
1. The managers are fully satisfied with the existing Recruitment and Selection
procedure.
2. The recruitment and Selection procedure should not be lengthy.
3. To some extent a clear picture of required candidates should be made in order to

search for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.
 ANNEXURE

BIBLIOGRAPHY

❖ As hwat hapa H., H u m a n Res our ce M a n a g e m e n t , Mcgr aw Hi l l , 4 t h

Edi t i on, 2005 .

❖ CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p)
Ltd, Delhi, 2000.4th Edition
 ❖ Flippo, Edwin b., personnel management, McGraw-hill kogakusha co. ltd.,
Tokyo, 1976,1st Edition

WEBSITE

www.whirlpoolindia.com
www.citehr.com

Manuals from the organization

 QUESTIONERE

Q-1 DOES YOUR COMPANY MAKE FORECAST OF FUTURE

MANPOWER PLANNING REQUIREMENT?
• YES

• NO

Q-2 SPECIFY THE TIME PERIOD(S) FOR WHICH THE ESTIMATES ARE
MADE?

• 0-2 YEARS

• 2-3 YEARS

• 3-4 YEARS

• 4 AND ABOVE YEARS

Q-3 WHAT DO YOU SUGGEST SHOULD BE THE BASIS OF FORCASTING?

• TOTAL COST OF THE PROJECT

• PAST EXPERIENCE

• DIFFERENT PHASES OF THE PROJECT

• ALL OF THE ABOVE

Q-4 DOES YOUR ORGANISATION PLAN RECRUITMENT POLICIES?

• YES

NO
Q-5 DO YOU THINK THE PRESENT RECRUITMENT POLICY IS HELPFUL
IN ACHIEVING GOALS OF THE COMPANY?

• YES

• NO

• TO SOME EXTANT

Q-6 DOES THE COMPANY’S RECRUITMENT POLICY ENABLE

TO IDENTIFYTHE FOLLOWING AREAS?

• RECRUITMENT NEEDS OF THE ORGANISATION

• PREFFERED SOURCE OF RECRUITMENT

• APPROPRIATE CRETERIA FOR SELECTION

• IDENTIFICATION OF THE COST OF RECRUITMENT

Q-7THROUGH WHICH SOURCE YOUR ORGANISATION RECRUIT THE

EMPLOYEES?

• INTERNALLY

• EXTERNALLY

• BOTH

Q-8 WHICH OF THE EXTERNAL YOU CHOOSE FOR THE RECRUITMENT

OF THE EMPLOYEES?

• EMPLOYEE EXCHANGE CONSULTANT

• PRIVATE EMPLOYEE AGENCIES

• ADVERTISEMENT

• INTERNET
 • ANY OTHER

Q=9)OES YOUR ORGANISATION RECRUIT EMPLOYEES THROUGH

LATEST METHO) OF RECRUITMENT i.e THROUGH INTERNETK

• .YES

• NO

Q=1D IS COMPANY USE OWN WEBSITE FOR RECRUITMENTK

• YES

• NO