RESEARCH PROJECT REPORT ON EFFECTIVENESS OF RECURITMENT PROCESS OF EMPLOYEES AT PHILLIPS COMPANY

SUBMITTED FOR THE PARTIAL FULFILLMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION OF PUNJAB TECHNICAL UNIVERSITY By ANUPAMA MAHNA, 104302269092 BBA VI SEMESTER UNDER THE SUPERVISION OF DR.P.S VOHRA H.O.D,M.B.A < LOGO OF THE INSTITUTE > Chandigarh Business School, Landran, Mohali 2010-2012

CERTIFICATE OF SUPRIVISIOR This is to certify that Ms. Anupama Mahna Roll No. 104302269092 has completed the research project titled Effectiveness of recruitment and full settlement in Phillips Company under my supervision in partial fulfillment of the MASTER OF BUSINESS ADMINISTRATION.
CHANDIGARH GROUP OF COLLEGES, LANDRAN affiliated to PUNJAB TECHNICAL UNIVERSITY, JALANDHAR.

Supervisors signature: Dr. P.S. Vohra H.O.D,M.B.A

Date: 29/8/2011 Place: Mohali Forwarded for evaluation by the Dean: (Deans Signature)

DECLARATION

I, hereby declare that the research project report titled Effectiveness of Recruitment is my own original research work and this report has not been submitted to any University/Institute for the award of any professional degree or diploma. (Anupama Mahna) MBA (3rd Sem)

Chandigarh Business School Date: 29 /8/2011 Place :Mohali

ACKNOWLEDGEMENT
I acknowledge the sincere assistance provided to me from several rather unexpected quarters during the course of execution of this study. It would be a mammoth task to place on record my gratitude to each and every one of them but a wholehearted attempt would be made nevertheless, least I be branded ungrateful. I am extremely thankful to Mr. S. K SAGAR, (Deputy Manager) for giving me an opportunity to undergo training in PHILLIPS COMPANY and making my stay at PHILLIPS HUMAN RESOURCE a memorable learning experience. Where the emotions are involved words cease to work. I am deeply in debt to Mr. S.K.Sagger for her encouragement, affections, valuable advice and guidance that helped me to complete this project successfully

PREFACE Practical training is an important part of management courses. Theoretical studies are not sufficient to get into corporate world and understand the complexities of large scale organization. Practical training exposes student to the treasure of experience, knowledge and learning which are prerequisite of making a successful carrier. I deem it privilege to have undergone this project .I acknowledge that the practical training that I got from this cannot be gained. I found my project very interesting and challenging.

(ANUPAMA MAHNA)

CERTIFICATE ISSUED BY ORGANIZATION 5th july2011 The Principal Chandigarh Business School Landran

Subject: Project Training in our Organization

Dear Sir,

We are pleased to intimate that Ms Anupama Mahna,Roll No. 104302269092, a student of M.B.A of your Institute has done Summer Training in our Organization from 24th May to 5th July 2011.During her project training , she undertook the project on Effectiveness of Recruitment

During her stay with us, we found her taking keen interest in the training. We wish her all success in her future assignment.

Thanking You Yours faithfully PHILLIPS ELECTONICS INDIA LTD S.K.SAGGAR DEPUTY MANAGER-HR

CHAPTERISATION Page No. Index

Certificate issued by Project Guide/Supervisor Declaration Acknowledgements Preface Certificate issued by the Organization

I II III IV V

Contents Organization Profile 1...

Topic An Overview

System(s) concerned with the topic in Vogue in the Organization

Research Methodology
Research Design

-Sample size

-Sample Units

-Types of sampling -Source(s) of Data Primary data Secondary data Tools used for Data collection

Techniques used for Data analysis Analysis & Interpretation

Findings

Conclusion

Suggestions/Recommendations

Bibliography / References

Appendix / ces

Organization Profile

Organization Profile Philips Electronics India Limited, a subsidiary of the Netherlands-based Royal Philips Electronics, is the leading Health and Wellbeing company. Today, Philips is a simpler and more focused company with global leadership positions in key markets of Healthcare, Lighting and Consumer Lifestyle, addressing peoples Health and wellbeing needs and aspirations as its overarching theme As one of the nation's most well-known and well-loved brands, Philips is a part of practically every Indian's life. With recent launch of Philips Respironics product categories in obstructive sleep apnea management and home respiratory care, home decorative lighting range and ALU range, Philips products find use in virtually every aspect of an individuals daily life 24X7 - at home, at work, on the move and at rest. Philips stands as a source of easy to use, trendy and innovative internationally acclaimed products with superior design and technology that enhance the quality of consumers' professional and personal lives Philips has been operating in India for over 75 years and employs over 4,500 employees around the country. The company has an excellent pan India distribution and after-sales service network HISTORY OF PHILIPS The Philips Company was founded in 1891 by Gerard Philips and his father Frederik as a family business. Frederik Philips, being a banker in Zaltbommel, financed the purchase and setup of an empty modest factory building in Eindhoven where Philips started the production of carbonfilament lamps and other electro-technical products in 1892. This first factory survives as a Museum devoted to light sculpture. In 1895, after the first difficult years and going nearly bankrupt, Gerard's 16 years younger brother Anton entered the family business as a sales representative at the request of his father. Since then, due to Anton's brilliant business talent, the family business began to expand rapidly resulting in 1907 in the foundation of the N.V. Philips Metaalgloeilampfabriek (the Philips Light wire-bulb Factory Inc) in Eindhoven, followed in 1912 by the foundation of the N.V.

Philips' Gloeilampenfabrieken. (the Philips Light-bulbs Factories Inc). After Gerard and Anton Philips, who were first cousins once removed of Karl Marx, changed their family business by founding the Philips Incorporation, they laid the base of the later electronics multinational. In the 1920s, the company started to manufacture other products, such as vacuum tubes (also known worldwide as 'valves'). In 1939 they introduced their electric razor, the Phil shave (marketed in the USA using the Norelco brand name). Philips was also instrumental in the revival of the Sterling engine Philips Radio On 11 March 1927 Philips went on the air with shortwave radio station PCJJ (later PCJ) which was joined in 1929 by sister station PHI. PHI broadcast in Dutch to the Dutch East Indies (now Indonesia) while PCJJ broadcast in English, Spanish and German to the rest of the world. The international program on Sundays commenced in 1928 with host Eddie Startz hosting the Happy Station show which became the world's longest running shortwave program. Broadcasts from the Netherlands were interrupted by the German invasion in May 1940. The transmitters in Huizen were commandeered by the Germans and used for pro-Nazi broadcasts, some originating from Germany, others concerts from Dutch broadcasters under German control. Philips Radio did not resume after Liberation. Instead the two shortwave stations were nationalized and became Radio Netherlands Worldwide, the Dutch International Service in 1946 though PCJ programs such as Happy Station continued on the new station On 9 May 1940, the Philips directors were informed about the German invasion of the Netherlands to take place the following day. They decided to leave the country and flee to the United States, taking a large amount of the company capital with them. Operating from the US as the North American Philips Company, they managed to run the company throughout the war. At the same time, the company itself was moved to the Netherlands Antilles (just on paper) to keep it out of American hands.

It is also believed that Philipsboth before and during the warsupplied enormous amounts of electric equipment to the German occupation forces, which has led some people to think that the company collaborated with the Nazis, like many other firms in their day. However, there is no evidence to suggest that Philips itself or its management ever sympathized with the Nazis or their ideologies. The only Philips family member who did not leave the country, Frits Philips, saved the lives of 382 Jews by indicating to the Nazis that they were indispensable for the production process at Philips for which he was awarded recognition as a "Righteous Among the Nations" by Yad Vashem in 1995. The production facility in Eindhoven was the only Dutch industrial target that was deliberately bombed by the allied forces during the war. Postwar era After the war the company was moved back to the Netherlands, with their headquarters in Eindhoven. Many secret research facilities had been locked and successfully hidden from the invaders, which allowed the company to get up to speed again quickly after the war. In 1949, the company began selling television sets. In 1950, it formed Philips Records. Philips introduced the audio Compact Audio Cassette tape in 1963 and was wildly successful. Compact cassettes were initially used for dictation machines for office typing stenographers and professional journalists. As their sound quality improved, cassettes would also be used to record sound and became the second mass media to sell recorded music alongside vinyl records. Philips introduced the first combination portable radio and cassette recorder which is marketed as the "radio recorder" and which is now better known as the boom box. Later the cassette was used in telephone answering machines including a special form of cassette where the tape was wound on an endless loop. The C-cassette found itself also as the first mass storage device for early personal computers in the 1970s and 1980s. Philips would also reduce the cassette size for the professional needs with the Mini Cassette, although it would not be as successful as the Olympus microcassette which was the predominant dictation media up to the advent of fully digital dictation machines. In 1972 Philips launched the world's first home video cassette recorder, in England, the N1500 with bulky video cassettes that could record 30 minutes or 45 minutes. Later one hour tapes were

also offered. As competition came from Sony's Betamax and the VHS group of manufacturers, Philips introduced the N1700 system which allowed double length recording and for the first time would fit a 2 hour movie onto one video cassette; in 1977, the company unveiled a special promotional film for this system in the UK featuring comedic personality Denis Norden. This idea was soon copied by the Japanese makers whose tapes were significantly cheaper. Philips made one last attempt at a new standard for video recorders with the Video 2000 system with tapes that could be used on both sides and had thus 8 hours of total recording time. As Philips only sold its systems on the PAL standard and in Europe, and the Japanese makers sold globally, the scale advantages of the Japanese proved insurmountable and Philips withdrew the V2000 system and joined the VHS Coalition. Philips had early developments of a laser disk for selling movies but delayed its commercial launch for fear of cannibalizing its video recorder sales. Later Philips would join with MCA to launch the first commercial laser disk standard and players. In 1982, Philips would team with Sony to launch Compact Disc and optical telecommunication systems. These formats evolved to the present day DVD and Blue-Ray, which Philips launched with Sony in 1997 and 2006 respectively. In 1991, the company's name was changed from N.V. Philips Gloeilampenfabrieken to Philips Electronics N.V. At the same time, North American Philips was formally dissolved, and a new corporate division was formed in the U.S. with the name Philips Electronics North America Corp. In 1997 the decision was made to move the headquarters from Eindhoven to Amsterdam along with the corporate name change to Koninklijke Philips Electronics N.V. The move was completed in 2001. Initially, the company was housed in the Rembrandt Tower, but in 2002 they moved again, this time to the Breitner Tower. In a sense, the move to Amsterdam can be considered a return to the company's roots, because Gerard Philips lived in Amsterdam when he came up with the idea of building a light bulb factory. He also conducted his first experiments in the field of mass production of light bulbs there, together with Jan Reesse. Philips Lighting, Philips Research, Philips Semiconductors (spun off as NXP in September 2006) and Philips

Design, are still based in Eindhoven. Philips Healthcare is headquartered in both Best, Netherlands (just outside Eindhoven) and Andover, Massachusetts, United States (near Boston). The Philips physics laboratory has scaled down and as of 2010 the company does not try to be innovative anymore in consumer electronics through fundamental research Business Healthcare Philips simplifies healthcare by focusing on the people in the entire cycle of care - whether it is in the hospital or in the home patients and care providers. Philips Healthcare in India operates in the diagnostic imaging segment including CT, MRI, X-rays, cardiovascular system, nuclear medicine, PET-CT, and us ultrasound imaging systems, and is also a significant player in patient monitoring. Recently, Philips Healthcare announced its entry into the fast-growing Indian home healthcare market by introducing the Philips Respironics product categories in obstructive sleep apnea management and home respiratory care. Through combining human insights and clinical expertise, Philips aims to improve patient outcomes while lowering the burden on the healthcare system. Outstanding image quality and reliability, backed by an excellent application, and customer support network, has made Philips Healthcare a preferred choice of clinicians and one of the leading suppliers of diagnostic imaging systems. Philips is the clear leader in cathlabs segment with the most comprehensive range of innovative cardiology solutions in India With a strong focus to drive growth from emerging markets, Philips Healthcare announced the first patient monitor designed for emerging markets, Philips SureSigns VM3, in India. This series of new portable, compact patient monitors provides a reliable, yet affordable means to observe and care for patients. With the acquisition of India-based Alpha X-Ray Technologies and Meditronics, Philips also expanded its healthcare business to cater to the high-growth economy segment for Cardiovascular and General X-Ray systems. Lighting Philips Electronics India, Indias largest lighting company operates in business areas of Lamps, Luminaries, Lighting Electronics, Automotive and Special Lighting. Today, as global leader in Lighting, Philips is driving the switch to energy-efficient solutions. With worldwide electrical

lighting using 19 per cent of all electricity, the use of energy-efficient lighting will significantly reduce energy consumption around the world and thereby cut harmful CO2 emissions. Philips India has been consistently working with industry bodies such as ELCOMA, Bureau of energy efficiency and NGOs towards addressing Indias power crisis through promotion of energy efficient lighting in India. Philips provides advanced energy-efficient solutions for all segments: road lighting, office & industrial, hospitality and home. Philips is also a leader in shaping the future with exciting new lighting applications and technologies such as LED technology, which, besides energy efficiency, provides attractive benefits and endless new never-before-possible lighting solutions. In 2008, Philips inaugurated a global research and development (R&D) centre for lighting electronics in India. This was its third such unit in the world. The facility which is situated in Noida will not only cater to the needs of the Indian market but also the Asia-Pacific, Europe and North America. The other R&D centers are located at Eindhoven in the Netherlands and in Shanghai, China. One of the primary research areas for the centre is to develop products that can tackle high voltage fluctuations in India. The centre currently employs 35 engineers. Around 40 per cent of Philips revenue in India comes from the lighting business

Consumer Lifestyle

Guided by the brand promise of sense and simplicity and the consumer insights, Philips Consumer Lifestyle offers rich, new consumer experiences that meet consumers desire for relaxation and improving their state of mind Philips also responds to the consumer's desire for wellness and pleasure by introducing products that meet the individuals interests in terms of their mind, space, body and appearance The Consumer Lifestyle arm in India operates in the business areas of Home Entertainment solutions and Personal Infotainment with product categories such as TVs, home theatre systems,

music systems, DVD players personal entertainment solutions ,sound, accessories, domestic appliances and personal care.

Philips Innovation campus (PIC) Philips Innovation Campus (PIC), Bangalore is a division of Philips Electronics India Limited, which is owned 96% by Royal Philips Electronics N.V., The Netherlands. It was established in August 1996, with a vision to be an innovation hub creating next generation solutions and products for Healthcare and Lifestyle. With the objective of meeting the growing need for highquality, cost-effective software development capacity within the organization, PICs share has increased significantly from 8% in 1998 to around 20% in 2008 Working at PIC are about 1000 of the industry's finest professionals, using state-of-the-art software engineering paradigms and platforms including real-time systems, component-based software engineering and multi-threaded architecture to drive the creation of tomorrow's products and services. PIC is an ISO 9001/TickIT, SEI, CMM SM level 5 company & has emerged as a critical partner in the development of strategic & futuristic technologies for Philips worldwide. 60,000 registered patents illustrate the innovative nature of the company. Philips has adopted an Open Innovation strategy which leverages the joint innovative power of partnering companies and researchers to bring more innovations to the market effectively and faster. PIC has built-up extensive know-how and expertise in the software engineering and technology domains relevant to its business. In addition, competencies in the areas of project management, requirement engineering and quality assurance have been established to offer customers products and services of the highest quality, at the fastest time-to-market and the lowest cost of ownership Sustainability Sustainability is at the center of Philips strategy. Philips is committed to reducing its environmental footprint in all aspects of its business: in the products, manufacturing, procurement, as well as in the communities where the company acts and in the working practices of its employees

All Philips products go through an EcoDesign process, identifying environmental impact in terms of energy efficiency, hazardous substances, take-back and recycling, weight and lifetime reliability. Philips processes on Green Product sales are verified annually by an independent third party and published in the Sustainability Annual Report. Philips aims to combat global healthcare challenges by focusing on delivering better quality healthcare at lower costs, also in the emerging markets, such as China and India. Philips also takes a leading position in educational programs, showing its stakeholders that energy efficient solutions are simple, easy and actionable and make economic sense for national and local governments, businesses, schools Philips e- waste management Program in India Philips has tied up with a recycler for collecting, transporting and recycling unwanted / broken down consumer product. At Philips we offer consumers a convenient way of recycling their unwanted, obsolete and damaged Philips products by dropping them off at convenient locations The program encompasses 7 major cities across India. Consumers can approach one of the authorized Philips service centers, which will act as collection points for consumer products which need recycling. Our efforts are to expand the network in the near Philips ensures that the consumer products received will be recycled in an environment-friendly manner. Philips understands the corporate social responsibility and takes steps towards providing a safer environment to the future generations. We design our products to continuously realize improvements and reduce their overall life cycle environmental impact. Designing products for recycling is an integral part of this approach. Our aim is to use our planets limited resources effectively and respect the principle of extended producer responsibility

This also calls for manufacturers to engage in developing solutions for effective and efficient recycling of their products. We will continue to promote and invest into improved recycling systems to reduce the impact of electronic waste on the environment

Corporate affairs Philips logo used until March 2008. The new one uses a different typeface which looks similar. In 2004, Philips abandoned the slogan "Let's make things better" in favor of a new one: "Sense and simplicity". ASM Lithography is a spin-off from a division of Philips. Origin, now part of Atos Origin, is a former division of Philips. Its record division, PolyGram, was sold to Seagram in 1998 and was merged into Universal Music Group. Philips Records continues to operate as part of UMG, its name licensed from its former parent. Philips Intellectual Property and Standards is the company's division dealing with licensing, trademark protection and patenting. Philips currently holds about 55,000 patent rights, 33,000 trademark registrations, and 49,000 design registrations. CEOs Past and present CEOs:
y y y y y y

18911922: Gerard Philips 19221939: Anton Philips 19391961: Frans Otten 19611971: Frits Philips 19711977: Henk van Riemsdijk 19771981: Nico Rodenburg

y y y y y y

19821986: Wisse Dekker 19861990: Cornelis Van der Klugt 19901996: Jan Timmer 19962001: Cor Boonstra 20012011: Gerard Kleisterlee 2011now: Frans van Houten

Acquisitions, subsidiaries and spinouts Acquisitions Companies acquired by Philips through the years include Amperex, Magnavox, Signetics, Mullard, VLSI, Agilent Healthcare Solutions Group, Marconi Medical Systems, ADAC Laboratories, ATL Ultrasound, portions of Westinghouse and the consumer electronics operations of Philco and Sylvania. Philips abandoned the Sylvania trademark which is now owned by Havells Sylvania except in Australia, Canada, Mexico, New Zealand, Puerto Rico and the USA where it is owned by the Osram unit of Siemens. Formed in November 1999 as a equal joint venture between Philips and Agilent Technologies, the light-emitting diode manufacturer Lumileds became a subsidiary of Phillips Lighting in August 2005 and a fully-owned subsidiary in December 2006. In 2000, Philips bought Optiva Corporation, the maker of Sonicare electric toothbrushes. The company was renamed Philips Oral Healthcare and made a subsidiary of Philips DAP. In 2006 Philips bought out the company Lifeline Systems headquartered in Framingham, Massachusetts. In August 2007 Philips acquired the company Ximis, Inc. headquartered in El Paso, Texas for their Medical Informatics Division. In October 2007, it purchased a Moore Microprocessor Patent (MPP) Portfolio license from The TPL Group. On Friday, 21 December 2007 Philips and Respironics, Inc. announced a definitive merger agreement pursuant to which Philips will commence a tender offer to acquire all of the outstanding shares of Respironics for US$66 per share, or a total purchase price of approximately 3.6 billion (US$5.1 billion) to be paid in cash upon completion. On February 21, 2008 Philips had completed its acquisition of VISICU Baltimore, Maryland through the merger of its indirect wholly owned subsidiary into VISICU. As a result of that

merger, VISICU has become an indirect wholly owned subsidiary of Philips. VISICU was the creator of the EICU concept of the use of Telemedicine from a centralized facility to monitor and care for ICU patients. Spinouts Polymer Vision the maker of The Readius is a spin out from Philips Electronics. In May 2011, Polymer Vision designed and manufactured a 6-inch screen that displays black and white e-ink text and images at 800600 pixels and can roll around a tube the circumference of a dime. APRICO Solutions is a venture within Philips Intellectual Property and Standards. Philips also forayed into the pharmaceuticals market in a company best known as Philips-Duphar (Dutch Pharmaceuticals). Philips-Duphar made products for crop protection, veterinary medicine and products for human use. Duphar was sold to Solvay, now Solvay Pharmaceuticals. In subsequent years divisions have been sold off by Solvay, to other companies (crop protection was sold to Uniroyal, now Chemtura and the veterinary division was sold to Fort Dodge, a division of Wyeth). Philips also acquired Dynalite, an Australia based lighting control company in 2009, in order to provide its customer a complete lighting solution. Sports, sponsorships and naming rights Traditionally Philips has a vested interest in sports, originally as a means to provide a healthy form of recreation for its employees. In 1913, in celebration of the Centenary of Dutch independence from France, Philips founded a sports club called Philips Sport Vereniging (Philips Sports Club), or PSV, as it is now known. The sports club encompasses all kinds of sports, but is currently most famous for its Premier League football team and its swimming team. Philips owns the naming rights to Philips Stadium, located in Eindhoven, which is home to Dutch football team PSV Eindhoven. Abroad, Philips sponsors and has sponsored numerous sport clubs, sport facilities, and events. Philips recently (November 2008) extended its very successful F1 partnership with AT&T Williams to include many more product groups.

Furthermore, Philips owns the naming rights to the Philips Arena in Atlanta, Georgia and to the Philips Championship, the premier basketball league in Australia, traditionally known as the National Basketball League. Between 1988 and 1993 Philips were also the major sponsors of The Bal main Tigers, an Australian rugby league team. Outside of sports Philips sponsors the Philips Monsters of Rock festival, held in many countries all over the world. Distribution Channel National Network Phillips India Limited is a large and diversified organization. Phillips has a large worldwide network. Phillips India Limited has branches all over world. Distribution Channel The Distribution Channels of Phillips India Limited is done all over world. The Channels is the vital process of the company. Mission "Improve the quality of peoples lives through timely introduction of meaningful innovations Vision In a world where complexity increasingly touches every aspect of our daily lives, we will lead in bringing sense and simplicity to Values The Values, the four Ds, are like a compass guiding us in how we behave every day, and reminding us of the attitudes we should have towards our work, our customers and our colleagues Delight Customers We anticipate and exceed customer expectations

y y y

We demonstrate Passion for Philips and "sense and simplicity" We create superior customer experiences, based on deep insights We act as One Philips ambassadors all the time

Deliver great results We continually raise the bar

y y y

We play to win big and always set ambitious targets We challenge the status quo and experiment with new ways We take clear decisions and implement with speed and discipline

Develop people We get the best from ourselves and each other
y y y

We attract the best players to create strong and diverse teams We take risks by giving people stretch assignments to accelerate their development We personally invest significant time to coach and recognize people

Depend on each other We deliver more value by working as One Philips

y y y

We think as One Philips and act as owners We trust and empower each other to contribute our best We team up and allocate resources to the most promising opportunities

INTRODUCTION TO TOPIC

OVERVEIW OF TOPIC Recruitment forms the first stage in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organization vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs. Companies are now looking out for new ways of giving themselves a competitive advantage. New product, new image& new marketing idea are some of the ways this can be achieved but enlightened and successful companies look towards their people to provide the leading edge. Herein lies the important once of recruitment and staffing- getting the right people for right job. DEFINITION According to Edwin B flippo Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the selection ratio. Selection on the other hand tends to be negative because it rejects a good number of those, who apply, leaving only the best to be hired. SOURCES OF RECRUITMENT PROCESS INTERNAL SOURCES Internal Sources include personnel already on the pay-roll of the organization. Whenever any vacancy arises, somebody from within the organization may be looked into: 1. Internal promotions 2. Referrals Former employees MERITS

It improves the morale of employees, for they are assured of the fact that they would be preferred over outsiders when vacancies occur The employers are in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of its employees It promotes loyalty among the employees, for it gives them a sense of job security and opportunities for advancement As the person in the employment of the company are fully aware of, and well acquainted with, its policies and know its operating procedures, they require little training, and the chances are that they would stay longer in the employment of the organization than a new outsider would It is less costly than going outside to recruit. DEMERITS It often leads to inbreeding, and discourages new blood from entering an organization There are possibilities that internal sources may dry up, and it may be difficult to find the requisite personnel from within an organization Since the learner does not know more than the lecture, no innovation worth the name can made. Therefore, on jobs which require marginal thinking, this practice is not followed As promotion is based on seniority, the danger is that really capable hands may not be chosen. EXTERNAL SOURCES External Sources of recruitment refer to Prospective candidates outside the enterprise. They usually include new entrants to the labor force. The external sources are: 1. Advertisement in newspapers 2. Campus and online recruiting 3. Casual job seekers Consultants 4. Job fair

MERITS

External sources provide the requisite type of personnel for an organization, having skill, training and education up to the required standard Since persons are recruited from a large market, the best selection can be made without any distinctions of caste, sex or color In the long run, this source proves economical because potential employees do not need extra training for their job DEMERITS However, this system suffers from what is called brain drain, especially when experienced persons are raided or hunted by sister concerns. RECRUITMENT TECHNIQUES These techniques are classified as traditional techniques and modern techniques. Traditional Techniques include: Promotion Transfers and Advertising Promotion: Most of the internal candidates would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if the management gives them the assurance that they will be promoted to the next higher level. Transfers: Employees will be stimulated to work in the new sections or places if the management wishes to transfer them to the place of their choice. Advertising: Advertising is a widely accepted technique of recruitment, though it mostly provides one way communication. It provides the candidates in different sources, the information about the job and company and stimulates them to apply for job. It includes advertising through different media like newspaper, magazines of all kinds radio, television etc. The technique of advertising should aim at 1) attracting attention of the prospective candidates: 2) creating and maintaining interest and 3) stimulating action by the candidates. Modern techniques:

Modern recruitment techniques to stimulate prospective employees to apply for jobs in the company include: 1) Scouting 2) Salary and perks and 3) ESOPs Scouting It means sending the representations of the organizations to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. Salary and perks: Companies stimulate the prospective candidates by offering higher-level salary, more perks, quick promotions etc. ESOPs: Companies recently started stimulating employees by offering stock ownership to the employees through their employees stock ownership programmes PROCESS OF RECRUITMENT STEPS IN RECRUITMENT PROCESS The process can be separated into three components: 1. The process starts with job planning, which among other things involves analysis of the present and future needs for personnel with different kinds of competence and for different tasks. This first component of the process may result in a decision to prepare for new jobs and announce job opportunities.

2. In the second step of the search process after a vacancy has been defined on the basis of job planning, the employer has to make his choice between alternate ways to spread and formulate information about the vacant position. He can, for example choose between different ways to formulate the information about what experience and personal abilities of the potential employee, etc.

3. The third and final search decision confronting the employer is to determine which one of the applicants to hire for the job opening.

4. Basically, employers decisions regarding the use of different search channels and judgments regarding the suitability of job applicant relate to the problems of asymmetric information; job applicants have more knowledge of their capabilities than the prospective employers do. The interaction of productivity difference among job applicants and employers uncertainty as regards the productive capabilities of individuals may explain decisions taken by the employers both in steps two and three of the recruitment process. Hiring is a decision under uncertainty in the sense that the productivity of job applicants in not directly observable. Therefore the employers are interested in obtaining information that can serve as good statistic for applicants job capabilities. The probability that a job seeker and employer shall find each other and that an agreement about employment shall be reached, depends on the behavior of both agent and on their characteristics. In the traditional search theory regarding value of his/her lifetime income, the reservation wage is important for the probability that a person shall get a job within a given period of time and thereby for the expected length of the unemployment spell. In a corresponding way, the concept of reservation productivity can be used for employers recruitment of personnel. The assumption regarding employers is that they try to maximize their profit by employing persons with a value of their expected marginal product that is higher than

or equal to their expected total wage or cost. Everything else being equal higher requirements put on the process to be employed means lower probability to find competent job seekers and longer expected vacancy durations. Efforts to maximize income and profit also influence their choice of search channels. A job seeker can be assumed to have higher probability to find a job soon, when actively using several different search channels and an employer can be assumed to rise that planning in general is significant. The efficient utilization of organizational resources-human, capital and technological does not just happen without the continual estimation of future requirements and the development of systematic strategies designed toward goal accomplishments. The HR planning is the preliminary step of recruitment process. It is the process by which an organization should move from its current manpower position to its desired manpower position. It may be viewed as for seeing the human resource requirements of as organization an its feature supply making necessary adjustments between the two organizational plans and also foreseeing the possibility of developing the supply of human resources in order to match it with the requirements by introducing necessary changes in the functions of HR. FACTORS AFFECTING RECRUITMENT All organizations, large are small, have to engage in recruitment. Some of them delegate the job to HR Managers, while others involve the HR Managers directly on the job. The element conditions in the community where the organization is located may be a factor for attracting potential job applicants. Here, certain geographic factors and location advantages play a important role. The effect of past recruiting efforts, which shows the organizations ability to locate and keep good people, is another criterion. For example, if an organization follows the promotional policy of recruiting from within, the employees will be motivated to continue in such an organization. Also, the compensation and benefits package offered by an organization influence and attract employees.

PERFORMANCE OF RECRUITMENT Recruitment has always been a never-ending process in the organization scenario. Significant transitions have been brought in the long run of recruitment but the major concentration has always been engaging persons in employment and the initial setup for this. Recruitment is followed in the all-different sector, be it manufacturing concern or a service sector. Recruitment is not just confined to its sense it covers the aspects from selection to training. Despite the usage of various terminologies describing each step of the recruitment process, it is a chain link where the start is not distinct. Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Recruitment system can be subdivided into 4 major sub systems Finding out and developing sources Developing techniques to attract candidates Employing the techniques Stimulating the candidates and making for apply for jobs. PREREQUISITES FOR SUCCESS The first requirement is to have a continually expanding list of prospects, persons who can be approached for insurance. These are names of people within reach, obtained from acquaintances, newspapers reports, directories, contracts at parties, meetings, seminars, etc. Those in the qualified prospect list have to be met. A sale results when the salesman takes the prospect through well defined steps. The steps are not separate and clear-cut but blend into one integrated process. The steps are Pre-approach Approach Interview Objections Close PRE- APPROACH Pre-approach means preparing to approach the prospect. The requires forming some idea as to how the interview could begin and proceed, for which you require basic information regarding his income, his habits, his concerns, his interests, his saving capacity, his family position, etc.

These facts can be had from a variety of sources, and you may even have to make a personal call on the man himself, and get from him the facts you need to persuade him in taking a decision. The information collected during pre-approach will provide a reasonable idea of the prospects financial position and his needs and concerns, and help to make the sale first in your mind; you will find it easy to make the sale to the prospect.

INTRODUCTION TO HUMAN RESOURCE DEPARTMENT OF PHILLIPS

Human Resources Department in Phillips Policies: In Multinational Company like Phillips HR planning and policies plays a major role in the growth of the organization. Department in Phillips HR planning foreseen the man power requirement. The need like food, sanitation is the basic function of the HR planning. Motivation is the inseparable part of Phillips HR policies, Cricket match between Phillips recently proved the truth. The HR department should update the manual of the company. As these manual contains government made rules and regulation. The management can also make changes in the manual. The manual contains the rules & policies of the company. The manual is the internal document of the company. The other policies for HR department are that the company shall have Manpower planning for one-year period, based on the business plan for the year. There shall be no recruitment outside the manpower plan without prior approval of head HR and CEO.There is Joining Formalities, Internal grading structure, salary processing formalities, service condition, Additional HR policies, policies for Resignation/Termination. Apart from the work the individual view is taken into consideration. Any problem in the organization to an of their team member personal consul ling is done & tries to satisfy their need i.e. (sociological & psychological needs). In this organization all decision are taken by Head office HR for all 55 branches. Even they take decision regarding Day to Day activity. The ultimate objective of the company is in the growth of organization. If policies are not made and implemented and proper care is not taken of human assets i.e. employees than there is no progress to the employees and organization. So policies are important as well their employees who are key person who follows policies.

Objectives:

The Human Resource objective consists of the following:

1. Manpower planning.

2. Recruitment and selection. 3. Employee Development. 4. Performance Appraisal. 5. Develop belongingness for work. 6. Excellence performance award every month. 7. To build organization with integration, honesty & Quality of work. 8. Planning future goals for career development. 9. Teamwork & cooperation with people in the organization. 10. To provide security for work. 11. Promotion

OBJECTIVE OF STUDY

OBJECTIVE OF STUDY

1. Understand various HR tools used in handling Recruitment

2 To have exposure to recruitment process.

3 To have exposure to employees dues settlement process.

4 Whether the recruitment process and settlement process are satisfactory.

5 To understand how effective the computer system or new technology is in the recruitment system and settlement process.

6,So in this project report I have made every effort to understand the above specified objectives keeping in mind the present scenario of the Recruitment

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY Research Methodology is a systematic method of discovering new facts or verifying old facts, their sequence, inter-relationship, casual explanation and the natural laws which governs them. Research Methodology explained by Redman and Mory are as follows systematized effort to gain new knowledge.

Research Methodology is original contribution to the existing stock of knowledge making for its advancement. It is the purist of truth with the help of study. Observation, comparison and experiment. In short also covers the systematic method of finding solution to a problem is research. It also covers the systematic approach concerning generalization and the formulation of the theory. Different stages involved in research consists of enacting the problem, formulating a hypothesis, collecting the facts or data, analyzing the facts and reaching certain conclusion either in the form of solution towards the concerned problem or in generalization for some theoretical formulation. In Research Methodology mainly Data plays an important role. The Data is divided in two parts: a) Primary Data. b) Secondary Data.

Primary Data is the data, which is collected directly by direct personal interview, interview, indirect oral investigation, Information received through local agents, drafting a schedule, drafting a questionnaire.

Secondary Data is the data, which is collected from the various books, magazine and material, reports, etc. The data which is stored in the organization and provide by the HR people are also secondary data. The various information is taken out regarding that subject as well other subject from various sources and stored.

The last years data stored can also be secondary data. This data is kept for the internal use of the organization. The HR manual is for the internal use of the organization they are secondary data which help people to gain information. In this report the data plays a very crucial role. For this report the data was provided to me by HR department and other departmental head in the organization.

The Primary and Secondary data which is specified above was provided by:

a) Assistant Manager HR- Recruitment

b) Junior Executive HR- Full and Final. c) Other department head Due to discussion with these people lot data as well latest information was known by these people which was very beneficial and was primary data to me. The questionnaires the primary data was the main key which help to analysis data.

This is the Research Methodology used in the project.

The primary and secondary data method has been used in this project. Unless the data is collected no project can be complete. So both these data is very important in the project.

Research design: The research design undertaken in research is Descriptive research design. This research design concerned with the research studies with a focus on the portrayal of the characteristics of a group of individual or a situation.

Sampling technique: The non- probability sampling procedure has been used in the research because it does not give a representative sample of population.

Sampling method: Convenience sampling method has been used in the research

Sampling size: The sample size chosen by the researcher is 30 respondents, which is 10 per cent of the total employees in the organization. The targeted respondents are both middle level and lower level employees.

SOURCES OF DATA COLLECTION: Primary data Secondary data

PRIMARY DATA: The Primary data used in the research is questionnaire.

SECONDARY DATA: The secondary data used in this research are Books referred and websites

RESEARCH INSTRUMENT: The instrument used for this study by the researcher is questionnaire TECHNIQUES USED FOR DATA ANALYSIS: Data in research is analysis with bar graph method, showing percentage of responses of the respondent and their interpretation.

ANALYSIS AND INTERPRETATION

ANALYSIS AND INTERPRETATION Q1.Are you satisfied with Recruitment system in Phillips? a) Not at all b) satisfied c) Totally Satisfied d) Totally Good e) Excellent.

Option response percentage

B 3 30

D 3 30

e 4 40

Total 10 100

Interpretation: From the above response it is seen that most of the employees are overall satisfied by the recruitment system in the company. They have clarity of the process. Q.2. Whether the Recruitment process is documented? a) Yes b) No

Option response percentage

A 6 60

B 4 40

Total 10 100

Interpretation: From the above response it is seen that majority of the employees feel that Recruitment process is documented in the company. However they can access Whenever they want. 40% of the people don t has knowledge about it. Q.3. Whether the Recruitment process is documented if YES than the substances level of its knowledge to others is: a) Clear b) Vague.

Option response percentage

A 4 66

B 2 33

Total 10 100

Interpretation:From the above response it is seen that 66% employees are having only clear and under stable knowledge of the documented process of the recruitment. The other employees are finding it vague

Q.4. Whether the Recruitment system is transparent at all level? a) Not at all b) To some extent c) To great extent.

Option Response Percentage

A 2 20

B 6 60

C 2 20

Total 10 100

Interpretation: From the above response it is seen that employees of the company has some doubts about the transparency of the Recruitment system. The company should investigate further.

Q.5. Is the Recruitment process uniform at all level? a) Yes b) No c) varies as per department Option Response percentage A 3 30 C 7 70 Total 10 100

Interpretation:From the above responses it is seen that recruitment process varies many of the times from department to department so it helps the department heads to select the right person for the job as per his requirement and needs Q.6. Whether the other department head is constitutes in the interview of the recruitment process? a) Totally linked b) partially linked c) Not at all option Response percentage A 3 30 B 4 40 C 3 30 Total 10 100

Interpretation:From the above response it is seen that more than 50% the employee fells that the response is quick. But in few cases it is slow. Q.7. Whether the response of HR department or person on vacancy is? a) Not slow b) slow c) Quick d) Very responsive e) Excellent

Option Response percentage

B 3 30

C 5 50

E 2 20

Total 10 100

Interpretation: From the above response it is seen that more than 50% the employee fells that the response is quick. But in few cases it is slow . Q.8. Whether the written test design gives real advantage or satisfaction? a) Not at all b) satisfaction c) Total Satisfaction d) Totally good e) Excellent. Option Response percentage A 8 80 C 2 20 Total 10 100

Interpretation: From the above response it is seen that majority of the employees find the written test are not at all beneficial or advantage as it is time consuming. Only few agree to the test design. Q.9. Whether the duration of the written is? a) Too short b) Not long c) Long d) Too long Option Response percentage A 1 10 C 4 40 D 5 50 total 10 100

Interpretation: From the above response it is seen that many times the duration of the test is long and the employees find it time consuming. The instant like Insurance test for junior and new entry finds it long and time consuming. Q.10. How is the test evaluation of the recruitment process? a) Fair b) Justified c) Not justified. Option Response percentage A 2 20 B 8 80 Total 10 100

Interpretation: From the above response it is seen that 51-71% weight is given on knowledge. Ifthe criteria is only knowledge for selection. Q.11. what is the criteria of selection in Phillips of the requirement process if Knowledge considered rate in percentage. a) 20-30% b) 31-50% c) 51-70% d) 71-80% e) 81-100% Option Response percentage B 2 20 C 5 50 d 3 30 total 10 100

Interpretation: From the above response it is seen that 51-71% weight is given on knowledge. If the criteria is only knowledge for selection.

Q.12. what is the criteria of selection in Phillips of the requirement process ifKnowledge + Experience considered rated in percentage. a) 20-30% b) 31-50% c) 51-70% d) 71-80% e) 81-100% Option Response Percentage D 7 70 E 3 30 Total 10 100

Interpretation:From the above response it is seen that if Experience considered. Than majority of the people have rated in between 70% as experience is relevant criteria and other 30% case experience is not given importance i.e. experience is major criteria. Q.13. what is the criteria of selection in Phillips of the requirement process if Experience considered rated in percentage. a) 20-30% b) 31-50% c) 51-70% d) 71-80% e) 81-100% Option Response Percentage B 3 30 C 6 60 d 1 10 Total 10 100

Interpretation: From the above response it is seen that information of standard Recruitment process is not communicated to middle level executive Q.14. Whether the middle level i.e. executive is aware of the recruitment Process? a) Not at all b) To some extent c) Thoroughly known Option Response percentage A 4 40 B 3 30 C 3 30 Total 10 100

Interpretation: From the above response it is seen that information of standard Recruitment process is not
communicated to middle level executive.

Q.15. The major Man power source in Phillips of recruitment process is? a) Newspaper b) Internal recruitment c) Campus interview d) Firm or Agencies on contract basis. Option Response percentage A 1 10 B 3 30 c 2 20 D 4 40 Total 10 100

Interpretation: From the above response it is seen that majority of the employees are employed from the agencies and later from the internal process. The least preference is given to the campus and newspaper. Q.16. Which is the most powerful method of the interviewing the candidate and selecting the candidate in Phillips? a) Telephonic Interview b) Personal interview c) Video conference interview Option Response percentage A 3 30 B 4 40 C 3 30 Total 10 100

Interpretation: From the above response it is clear that majority of the selection are based on merit.

Q.17. Whether the selection in Phillips is done on the basis of the merit? a) Yes b) No c) Can t say

Option Response percentage

A 6 60

b 1 10

c 3 30

Total 10 100

Interpretation: From the above response it is seen that many left employees are satisfactory about the Full and Final system in Phillips. Few people feel it is average and good.

LIMITATIONS OF STUDY

LIMITATIONS OF STUDY 1. The research was conducted within a limited duration. So a detailed and comprehensive study could not be made. 2. The sample was confined to 35 respondents. So this study cannot be regarded as full proof one. 3. Some respondents hesitated to give the actual situation; they feared that management would take any action against them.

4. There was a fear of reprisal among the employees to reveal their personal feelings and the result may not reflect the actual satisfactions. 5. The research was conducted within pickup and delivery staffs only. So it is not reflect the other official employees job satisfaction. 6. The findings and conclusions are based on knowledge and experience of the respondents sometime may subject to bias.

OBSERVATION AND FINDINGS

OBSERVATION AND FINDINGS Phillips Electronic India is leading Company in the market today. The HR department is having very strong base and while doing project in the company the observation and findings found by are as follow: 1) The company has clarity of the recruitment process and they are doing well and recruiting of correct candidates. 2) The recruitment process is centralized in the company. 3) The test duration for the senior level officer and fresher is too long. Though is beneficial but time consuming.

4) The tests provided are online test and the evaluation of the test is also done by the Head office HR. 5) The evaluation takes time as they take print out of test paper and gives marks. 6) The department head are not considered most of the time during the interview. The role of the head was to inform about vacancy to HR. 7) Most of the time the criteria of selection are on the basis of the Knowledge+ Experience. This is good for the company. 8) The company provides a good basis for the FRESHER. Which is a positive side for the both the concern. 9) The middle level employees of the Head office and the other branches are not aware of the recruitment process. 10) The personal interview is more beneficial than other method of the interview. 11) The company concentrates more on recruitment of the firm for the need of man power. 12) The video camera is used for the interview as the time is less for interviewing the person. 13) Sometimes candidate selection is not as per the profile for the junior level staff. E.g. A HR executive is given assistance who is doing CA or B.com But not MBA or MPM students. 14) The other branches have to give 15 days notice for the place vacancy. 15) The candidate selected for the job from all over India are given training at their work place. 16) The selection of the candidate in Phillips is done up to the mark. There is no bias s view for other. 17) The Full and Final settlement of employees process is centralized in the Phillips

18) The company is having only single authorized executive HR person to do the Full and Final settlement employee s process since 3yrs for the all branches. 19) The left employees documents are to be send to the Head office from the other branches in India.

CONCLUSION

CONCLUSION 1. The overall Recruitment process in Phillips is satisfactory. There are certain organization objectives both in short term and long term should be taken into as a basic parameter for recruitment decision and need of the personnel area which will be beneficial to everyone in organization.

2. There are minor modifications in the areas like documentation of recruitment process, other department head participation in interview, written test, evaluation of return test and use of latest equipment for interview etc to be made for improvement.

3. As a matter of good HR practices leaving of employees should be prevented. But the company should carry out exit interview and take correct action to retain the employees in the organization. Once the employees leaves the organization process of Full and Final Settlement of employees should be completed quickly.

4. The company should make the process of employees settlement fast as the documents reach the sales department and finance department.

SUGGESTIONS

SUGGESTIONS

RECRUITMENT PROCESS SYSTEM

1) The recruitment process in Phillips should be decentralized as per the 4 region. The branch manager and HR person of that region should have rights to carry out the recruitment process and must inform the head office and should get it approval.

2) The middle level employees should have knowledge of the recruitment process and the non HR employees should be given a HR manual.

3) The other department head should be involved in the interview process as he knows right person for the job of his department.

4) The selected candidates should be given training at their work place by the trainer of the department.

5) The test duration should be kept short for the senior level employees so that more time is not taken and they can concentrate on the work.

6) The company should develop or provide software which should provide a test score as the test is over. So the time is saved in evaluation

7) The company should concentrate on the personal interview as video conference interview cost more money and the candidate is more nervous.

BIBLIOGRAPHY

BIBLIOGRAPHY
Books: 1. T.N. Chhabra. Human Resource Management. Fifth edition. 2. Flippo Edwin B Personnel management, Edition sixth, Tata Mc Graw Hills. 3. Gupta, C.B., Human Resource Management, Edition Fifth (Reprint), Sultan Chand and Sons, New Delhi. 4. Rao, P. Subba, Essentials of Human Resource Management and Industrial Relations; Edition Second, Himalaya Publishing House, New Delhi. 5. HUMMAN RESOURCE MANAGEMENT by L.M.PRASAD published by Sultan Chand and Sons, NEW DELHI.

6. JOHN W, The Unfolding Model of Voluntary Turnover: A Replication & Extension, academy of management journal Manual: 1. HRD Manual of Phillips
Websites: 1.www.google.com 2.www.scribed.com

3.www.phillips India com

ANNEXURE

ANNEXURE NAME: DEPARTMENT CODE: EMPLOYEE CODE: EMPLOYEE GRADE

The Questionnaire of Recruitment Processes System Q.1. Are you satisfied with Recruitment system in Phillips? a) Not at all b) satisfied c) Totally Satisfied d) Totally Good e) Excellent. Q.2. Whether the Recruitment process is documented? a) Yes b) No

Q.3. Whether the Recruitment process is documented if YES than the substances level of its knowledge to others is: a) Clear b) Vague. Q.4. Whether the Recruitment system is transparent at all level? a) Not at all b) To some extent c) To great extent. Q.5. Is the Recruitment process uniform at all level? a) Yes b) No c) varies as per department.

Q.6. Whether the department head is constitutes in the interview of the recruitment process? a) Totally linked b) partially linked c) Not at all.

Q.7. Whether the response of HR department or person on vacancy is? a) Not slow b) slow c) Quick d) Very responsive d) Excellent Q.8. Whether the written test design gives real advantage or satisfaction? a) Not at all b) satisfaction c) Total Satisfaction d) Totally good e) Excellent. Q.9. Whether the duration of the written is? a) Too short b) Not long c) Long d) Too long.

Q.10. How is the test evaluation of the recruitment process? a) Fair b) Justified c) Not justified. Q.11. what is the criteria of selection in Phillips of the requirement process if Knowledge considered rate in percentage. a) 20-30% b) 31-50% c) 51-70% d) 71-80% e) 81-100% Q.12. what is the criteria of selection in Phillips of the requirement process if Knowledge + Experience considered rated in percentage. a) 20-30% b) 31-50% c) 51-70% d) 71-80% e) 81-100%

Q.13. what is the criteria of selection in Phillips of the requirement process if Experience considered rated in percentage. a) 20-30% b) 31-50% c) 51-70% d) 71-80% e) 81-100%

Q.14. Whether the middle level i.e. executive are well know of the recruitment Process? a) Not at all b) To some extent c) Thoroughly known

Q.15. The major Man power source in Philips of recruitment process is? a) Newspaper b) Internal recruitment c) Campus interview d) Firm or Agencies on contract basis. Q.16. Which is the most powerful method of the interviewing the candidate and selecting the candidate in Phillips? a) Telephonic Interview b) Personal interview c) Video conference interview. Q.17. Whether the selection in Bajaj Allianz is done on the basis of the merit? a) Yes b) No c) Can t say