recruitment sankar

8/12/2019 Recruitment Sankar

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INTRODUCTION

1.1 INTRODUCTION

The human resources are the most important assets of an organization. The success orfailure of an organization is largely dependent on the calibre of the people working

therein. Without positive and creative contribution from people, organizations cannot

progress and prosper. In order to achieve the goals or perform the activities of an

organization, therefore, we need to recruit people with requisite skills, qualifications

and experience. While doing so, we have to keep the present as well as the further

requirement of the organization.

Recruitment is the process of location and encouraging potential application to

apply for existing or anticipated job openings. It is actually is linking function, joining

together those with jobs to fill and those seeking jobs. Recruitment, logically, aims at

(i) attracting a large number of qualified applicants who are ready to take up the job if

its offered and (ii) offering enough information for unqualified persons to self-select

themselves out (For the example, the recruitment ad of a foreign bank may invite

applications from chartered accountants who have cleared the CA Examination in the

first attempt only).

In actual practice, it is always not easy to find and select a suitable candidate for a job

opening. The recruiters choice of a communication medium (e.g. advertising in a

trade journal read by the prospective candidate) may not be appropriate. Some of the

bright candidates may begin to view the vacancy as not in line with their current

expectations (e.g. challenging work, excellent rewards, and flexible schedules and so

on)

To structure the recruitment policy of the company for different categories of

employees. To analysis the recruitment policy of the organisation. To compare

recruitment policy with general policy. To provide a systematic recruitment process.

It extends to the whole organisation. It covers corporate office, sites and work

appointments all over India.

It covers workers, clerical staffs, officers, Jr Management, Middle Management,

Senior Management carders.


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1.2 OBJECTIVE OF THE STUDY

1. To study about the recruitment procedure followed in Hanani Rubbers Co.2. To evaluate the effective recruitment method that has been undertaken at

Hanani Rubbers Co.

3. To find out opinion of Employees about the recruitment process4. To identify the effective recruitment process which has to be followed

1.3 LIMITATIONS OF THE STUDY

1. The sample size was limited to 902. The survey is time consuming3. Generally do not provide in-depth understanding of underlying issues, reasons

or behaviour patterns..


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1.4 REVIEW OF LITERATURE

Heidrick & Struggles an International Inc of Singapore published an article

Internal versus external hiring decision in 2006 by Charles Moore, Managing

partner.

Is it better to hire from within or outside of your organization? This was the

problem faced by Heidrick International Inc. The firm had strong internal candidates,

but was adamant about entertaining outside talent for Friels successor. After a few

months, the board met to review a shortlist of external candidates, but despite the

exhaustive process chose an internal applicant. While some may argue that we could

have saved time and money by only looking within, the process ensured that every

possible option was considered, and that we arrived at the best solution for the firm.s

Hiring externally has a number of challenges. The more seniority a position

carries, the greater the chance for failure. Unlike middle managers, the spotlight is

immediately focused on the new senior executive. At many companies in Asia, the

new executive will be confronted with a sink or swim situation: He will either adapt

to the new culture in which he finds himself, or he will drown and the company

will be left with little more than an expensive lesson.

An internal hire, on the other hand, has proven his ability to operate within the

companys culture. So why not, then, stick with only internal candidates? While

certainly safer in the short term, relying only on internal promotions can lead to far

greater long-term problems for an organization.

Whether an external hire succeeds in his position often depends on the

companys strong, forward-looking human resources team, which understands a

companys business strategy and proactively puts systems in place to ensure new

executives adjust to their new culture. They provide the new executive with a

mentoring and coaching network that will guide him through the critical first 12

months on the job. As for the executive himself, he should refrain from making

radical changes as much as possible from day one.

The process includes formal mentoring and an external coaching program.And after six months, a 360-degree appraisal is conducted with the new executive.


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Interestingly, Goodyears on-boarding efforts apply not only to external candidates,

but also to internal executives that take on a new role.

Ultimately, the question to hire from within or outside an organization has no single

correct answer, but clever companies answer yes to both. They promote from within

when possible, provided their internal talent is first-rate, and from outside when they

realize their internal resources fail to stack up to external benchmarks. The company

must also ensure that the new senior executive has the support he needs to adapt to his

new culture, which will help align his abilities with the organizations strategic

objectives.


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1.5 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It deals

with the objective of a research study, the method of defining the research problem,

the type of hypothesis formulated, the type of data collected, method used for data

collecting and analyzing the data etc. The methodology includes collection of primary

and secondary data.

RESEARCH DESIGN

A research design is the arrangement of condition for collection & analysis of data in

manner that aims to combined relevance to the research purpose with economy in

procedure. As such the design includes an outline of what researcher will do from

writing the hypothesis & its operational implication to the final analysis of data. More

explicitly, the design decisions happen to be in respect of:

1. What is the study about?

2. Why is the study being made?

3. Where will the study be carried out?

4. What type of data is required data be found?

5. Where can the required data are found?

6. What periods of time will the study includes?

7. What will be the sample design?

8. What techniques of data collection will be used?

9. How will be the data analyzed?

10. In what style will the report be prepared?

DATA COLLECTION

For the purpose of study use primary data and secondary data

SOURCE OF PRIMARY DATA

Primary data were collected from the employees at Hanani Rubbers Co.directly by

the researcher for the purpose of study.


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SECONDARY DATA

Secondary data is the data used by the interviewer which are already published from

magazines, news paper and other publishers etc

SOURCE OF SECONDARY DATA

The source of secondary datas are obtained from the magazines, journals,

newspapers, various books and internet. The secondary data analysis saves time that

would otherwise be spending collecting data.

QUESTIONNAIRE

Questionnaire is a list of questions used for the collection of data in an investigationform. Schedules are usually prepared with these questions printed or written on the

left side of the paper and space left for answers on the right side. Questionnaire is

necessary for both census and sample study.

SAMPLING METHOD

Sampling technique used in this study is Random sampling. The samplesize

taken for this study is 90.

TOOLS FOR ANALYSIS

Percentage analysis is used. Tables, Bar diagram, Pie diagrams are used to present

the analysed data.

DATA ANALYSIS AND INTERPRETATION

The data collected has been tabulated and the percentage of respondent for each factor

has been calculated using tally mark operation, data collected has been converted into

quantitative figures. The percentage of analysis has been done to draw conclusion.

Percentage refers to the special kind of ratio. Percentage is used in making

comparison between two or more series of data. Percentage can also used to compare

two relative terms, the distribution of two or more series of data.

Since percentage reduced everything to common based and thereby allows

meaningful comparison to be made with the data, the percentage is conducted by

dividing number of Employees for each criteria with total number of Employees.


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INDUSTRY PROFILE

The world production of rubber was considered to be very unstable during the last few

years. Comparatively, India's production of rubber is consistent at the rate of 6% per

annum. The Rubber industry in India has been growing in strength and importance.

This is the result of India's burgeoning role in the global economy. India is the world's

largest producers and third largest consumer of natural rubber. Moreover, India is also

one of the fastest growing economy globally. These factors along with high growth of

automobile production and the presence of large and medium industries has led to the

growth of rubber industry in India.

Rubber Producing Areas in India

Rubber producing regions in India are divided into two zones traditional and non-

traditional.

Traditional zone Non-traditional zone

Kanyakumari in Tamil

Nadu

Coastal regions of Karnataka

Districts of Kerala Goa

Andhra Pradesh

Orissa

Some areas of Maharashtra

Northeastern states (mainly

Tripura)

Andaman and Nicobar

Islands


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Kerala contributes 90% of Indias total production of natural rubber. Also, Kerala and

Tamil Nadu together occupies 86% of the growing area of natural rubber.

Rubber Production in India

Here are some facts regarding rubber industry in India.

India is the third largest producer of rubber in the world. It is the fourth largest consumer of natural rubber. It is the fifth largest consumer of natural rubber and synthetic rubber together

in the world.

India is the world's largest manufacturer of reclaim rubber. India and China are the only two countries in the world which have the

capacity to consume the entire indigenous production of natural rubber.

Rubber Consumption in India

The following industrial sector consume most of the rubber products.

Automotive tyre sector: 50% consumption of all kinds of rubbers Bicycles tyres and tubes: 15% Footwear: 12% Belts and hoses: 6% Camelback and latex products: 7% Other products: 10%

Indian Rubber Market

Indias production varies between 6 and 7 lakh tons annually which amounts to Rs.

3000 crores. Seventy percent of the total rubber production in India is in the form of

Ribbed Smoked Sheets (RSS). This is also imported by India accounting for 45% of

the total import of rubber. The Indian rubber industry has a turnover of Rs 12000

crores. Most of the rubber production is consumed by the tyre industry which is

almost 52% of the total production of India. Among the states, Kerala is the leading

consumer of rubber, followed by Punjab and Maharashtra. The exports of Indian

natural rubber have increased tremendously over the years and have reached 76000

tons in 2003-04.

Though, India is one of the leading producers of rubber but it still imports rubber from

other countries. At present, India is importing around 50000 tons of rubber annually.

India Rubber Industry Overview


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There are about 6000 unit comprising 30 large scale, 300 medium scale and around

5600 small scale and tiny sector units. These units are manufacturing more than

35000 rubber products, employing 400 hundred thousand people, which also includes

22000 technically qualified support personnel, contributing Rs. 40 billions to the

National Exchequer through taxes, duties and other levies. The Indian Rubber

Industry plays a vital role in the Indian national economy. The rubber plantation

sector in India produces over 630 hundred thousand tones of natural rubber and there

is a projected production of more than one million tones in near future. This has

helped in the radical and rapid growth of the Indian rubber industry. This prospect of

growth is further enhanced by a boom in the vehicle industry, improved living

standards of the people and rapid over-all industrialization. The per capita

consumption of rubber in India is only 800 grams compared to 12 to 14 kilos in Japan,

USA and Europe. So far as consumption of rubber products is concerned, India is far

from attaining any saturation level. This is another factor leading to tremendous

growth prospects of the industry in the years to come


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COMPANY PROFILE

For over 30 years Hanani Rubber Industries has been a technological leader in

manufacturing, Supplying, and trading high quality rubber products. Hanani rubber

Industries today offers a diverse range of rubber products from the land of latex,Kottayam, South India . Made exclusively out of pure natural rubber, straight from its

own plantations,our products find demand in overseas market, worldwide.

We proud to reveal that our products are widely distributed in world class chain

stores-Metro Cash & Carry, Auchan, OBI, Real, Leroy Merlen, Castorama, Victoria,

Hyperglobus, Carrefour, Home Centre through our buyers.

Hanani Rubber Industries an ISO 9001:2008 certified company always works towards

achieving total customer satisfaction. It is committed to give clients product and

service excellence by providing in time delivery and consistent products. It has a

highly skilled, competent, and experienced management team and manufacturing staff

with over 30 years of manufacturing experience. Hence, clients are guaranteed that

they receive only the best products and quality service.

All products pass through quality testing at every step of the production process -

starting from the selection of raw materials and mixing of rubber compounds to

completion of the final product. Thus, ensuring that each and every unit that goes out

of the production is in its best quality.

VISION and MISSION

"Our vision is to be recognized as one of the leading manufacturers and suppliers of

moulded rubber products. Our mission is to ensure total customer satisfaction and cost

effectiveness by providing quality rubber products and delivering them to clients

promptly."

OBJECTIVE

The company aims not just to be considered as a leading supplier of quality materials

but also to develop partnership with its clients, suppliers and manufacturers.


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PRODUCT PROFILE

The Rubberized Poultry Cage Mats

The rubberized poultry cage mats introduced found and believed to be very effective

and useful. They are affordable in prize, let the litter pass easily avoid the possibilityof the presence of microorganism that may cause infection. Again the rubberized

poultry cage mats are eco friendly. All over India, Bangladesh, Sri Lanka and Middle

East these are used successfully. The wire mesh at the bottom of the cage covered

completely. The mats can be fixed very accurately to the mesh.

Tile Mats

Tile mats with interlocking system are available mainly in four colors Black, Blue,

green and Magenta. These can be used to cover a vast area decoratively for having a

smooth surface. The interlocking tile mats can be used to cover a large area

beautifully

The Rubber Floor Mats

The rubber floor mats keep the floors neat and clean. They are attractive as well as

affordable and available in very many designs.

Hollow Mats

Hollow Mats are mainly in two sizes .i.e., 600m x 40m and 75m x 45m. Both are

available with 12 mm thicknesses and 16mm thickness

The Honey Comb Mat

The honey comb Mat is as exclusive as the hollow mats. Any design prescribed by the

buyer can be excellently manufacture.

Tray Mats

Tray Mats - The coir decorated tray mats are extremely attractive. The tips of coir

brush produce an acupuncture effect.


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ORGANISATIONAL STRUCTURE

MANAGING

DIRECTOR

PRODUCTI

ON

MANAGER

FINANCE

MANAGER

H.R.

MANAGER

PURCHASE

MANAGER

MARKETING

OR SALES

MANAGER

WAREHOUSE

MANAGER

EXPORT

MANAGER

DESPATCH

OFFICER

H.R. OFFICER

ACCOUNTS

OFFICER CUM

CASHIER

RESEARCH AND

DEVELOPMENT

PRODU

CTION

INCHAR

GE

SUPER

VISOR

WORK

ERS


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THEORETICAL FRAMEWORK

Poor image :If the image of a firm is perceived to be low (due to factors such as

operating in a declining industry, earning a bad name because of environmental

pollution, poor quality products, nepotism, insider trading allegations against

promoters etc.), the likelihood of attracting a large number of qualified applicants is

reduced.

Unattractive job: If the job to be filled is not very attractive, most prospective

candidates may turn indifferent and may not even apply. This is especially true in case

of jobs that are dull, boring, anxiety producing, devoid of career growth opportunities

and generally do not reward performance is proper way.(e.g., jobs in departmentalundertakings such as Railway, Post and Telegraphs, public sector banks and insurance

companies failing to attract talent from premier management institutes.)

Conservative internal policies: A policy of filling vacancies through internal

promotion based on seniority, experience, job knowledge etc. may often come in way

of searching for qualified hands in the broader job market in an unbiased way.

Likewise, in firms where powerful unions exist, managers may be compelled to pick

up candidates with questionable merit, based on issues such as caste, race, religion,

region, nepotism, Friendship etc.

Limited budgetary support: Recruiting efforts require money. Sometimes because of

limited resources, organization may not like to carry on the recruiting efforts for long

periods of time. This can, ultimately, constrain a recruiters efforts to attract the best

person for the job.

Restrictive policies of government: Governmental policies often come in the way ofrecruiting people as per the rules for company or on the basis of merit / seniority, etc.

For example, reservations for special groups (such as scheduled castes , Scheduled

tribes, backward classes, physically handicapped and disabled persons, ex-

servicemen, etc.) have to be observed as per Constitutional provisions while filling up

vacancies in government corporations, departmental undertakings, local bodies, quasi-

government organization ,etc.


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Sources of Recruitment

The source of recruitment may be broadly divided into two categories: internal

sources and external sources. Both have their own merits and demerits. Lets examine

these.

Internal Source

Persons who are already working in an organization constitute the internal

source. Retrenched employees, retired employees, dependents of deceased

employees may also constitute the internal sources. Whenever any vacancy arises,

someone from within the organization is upgraded, transferred, promoted or even

demoted.

Merits and Demerits of Recruiting People from Within

Merits Demerits

(i) Economical: The cost orecruiting internal candidates is

minimal. No expenses areincurred on advertising.

(ii) Suitable: The organization canpick the right candidates

having the requisite skills. The

candidates can choose a right

vacancy where their talents

can be fully utilized.

(iii) Reliable: The organization hasknowledge about the

suitability of candidate for a

position. Known devils are

better than unknown angels!

(i) Limited Choice: Theorganization is forced to

select candidates from alimited pool. It may have to

sacrifice quality and settle for

less qualified candidates.

(ii) Inbreeding: It discouragesentry of talented people

available outside an

organization. Existing

employees may fail to behave

in innovative ways and inject

necessary dynamism to

enterprise activities.

(iii) Inefficiency: Promotionbased length of service rather

than merit, may prove to be a

blessing for inefficient


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EXTERNAL SOURCE

External source lie outside an organization. Here the organization can have the

service of: (a) Employees working in other organizations; (b) Job aspirants registered

with employment exchange; (c) Students from reputed educational institutions; (d)

Candidates referred by unions, Friends, relatives and existing employees: (e)

Candidates for warded by search firm and contractors: (f) Candidates responding to

the advertisements, issued by the organization; and (g) Unsolicited application /wor

(iv) Satisfying: A policy ofpreferring people from within

offers regular promotional

avenues for employees. It

motivates them to work hard

and earn promotions. They

will work with loyalty,

commitment and enthusiasm.

candidates. They do not work

hard and prove their worth.

(iv) Bone of contention:Recruitment from within may

lead to infighting among

employees aspiring for

limited, higher-level position

in an organization. As years

roll by, the race for premium

positions may end up on a

bitter note.


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Merits and Demerits of External Sources of Recruitment.

Merits Demerits

Wide Choice: The organization has the

freedom to select candidates from large

pool. Persons with requisite

qualifications could be picked up.

Injection of fresh blood: People with

special skills and knowledge could be

hired to stir up the existing employees

and pave the way for innovative ways of

working.

Motivational force: It helps in

motivating internal employees to work

hard and compete with external

candidates while seeking career growth.

Such a competitive atmosphere would

help an employee to work to the best of

his abilities.

Long term benefits: Talented people

could be joining the ranks, new ideas

could find meaningful expression, acompetitive atmosphere would compel

people to give of their best and earn

rewards, etc.

Expensive: Hiring costs could go up

substantially Tapping multifarious

sources of recruitment is not an easy

task, either.

Time consuming: It takes time to

advertise, screen, to test and to select

suitable employees. Where suitable ones

are not available, the process has to be

repeated.

Demotivating: Existing employees who

have put in considerable service may

resist the process of filling up vacancies

from outside. The feeling that their

services have not been recognized by the

organization, forces them to work with

less enthusiasm and motivation

Uncertainty: There is no guarantee that

the organization, ultimately, will be able

to hire the services of suitablecandidates. It may end up hiring

someone who does not fit and who may

not be able to adjust in the new set-up.


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Methods of Recruitment

The following are the most commonly used methods of recruitment people.

1. Internal methods

Promotions and Transfers

Many organisations prefer to fill vacancies through promotions or transfers from

within wherever possible. Promotion involves movement of an employee from a

lower level position to a higher level position accompanied by (usually) changes in

duties, responsibilities, status and value.

Job Posting

Job posting is another way hiring people from within. In this method, the organization

publicizes job openings on bulletin boards, electronic media and similar outlets.

Employee Referrals

Employee means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind

employee referral is that it takes one to known one. Employees working in

organization, in this case are encouraged to recommend the name of their friends

working in other organizations for a possible vacancy in the near future.

2. DIRECT METHODS

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their

placement centres. Here the recruiters visit reputed educational institutions such as

IITs, IITMs, college and universities with a view to pick up job aspirants having

requisite technical or professional skills. Job seekers are provided information about

the jobs, and the recruiters, in turn, get a snapshot of job seekers through constant

interchange of information with respective institutions. A preliminary screening is

done within the campus and the shortlisted students are then subjected to the

remainder of the selection process.


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3. INDIRECT METHODS

Advertisements

These include advertisements in newspapers; trade, professional and technical

journals; ratio and television; etc.

Third Party Methods

Private Employment Search Firms

A search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the

list for a fee.

Employment Exchanges

As a statutory requirement, companies are also expected to notify (wherever the

employment exchanges Act,1959,applies) their vacancies through the respective

Employment Exchanges, created all over India for helping unemployment youth,

displaced persons, Ex-military personnel, Physically handicapped, etc.

Gate Hiring and Contractors

Gate hiring (Where job seekers, generally blue collar employees, present themselves

at the factory gate and offer their services on a daily basis), hiring through contractors,

recruiting through word of mouth publicity are still in use despite the many

possibilities for their misuse- in the small scale sector in India

Unsolicited Applicants /Walk-ins

Companies generally receive unsolicited applications from job seekers at various

points of time. The number of such applicants depends on economic conditions, the

image of the company and the job seekers perception of the types of jobs that might

be available etc. Such applications are generally kept in a data bank and whenever a

suitable vacancy arises, the company would intimate the candidate to apply through a

formal channel.


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Internet Recruitment

In recent years most companies have found it useful to develop their own website and

list job openings on it.


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DATA ANALYSIS AND INTERPRETATION

TABLE NO: 1

Are you aware of various recruitment methods?

Response No of Employees % of Employees

Yes 3 3.33%

No 87 96.67%

Total 90 100%


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GRAPH: 1

Are you aware of various recruitment methods?

INFERENCE

From the above table it is clear that majority of the Employees that is 96.67% are not

aware of the various recruitment methods. Only 3.33% of Employees are aware about

recruitment methods. Most of the Employees of Hanani Rubbers Co. doesnt aware

about the recruitment methods.

3.33

96.67

0

20

40

60

80

100

120

Yes No

Percentage


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TABLE NO: 2

Which source of recruitment will you prefer?

Criteria No of Employees % of Employees

Internal 66 73.33%

External 20 26.67%

Total 90 100%


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GRAPH:2

Which source of recruitment will you prefer?

INFERENCE

From the above table it is clear that the 73.33% of the Employees prefer internal

criteria and only 26.67% of the Employees prefer external criteria. Majority of the

Employees prefer internal recruitment.

0

10

20

30

40

50

60

70

80

Internal

External

73.33

26.67

Percentage


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TABLE NO: 3

Which type of internal source of recruitment will you prefer?


Promotion and Transfer 60 66.66%

Job Posting 12 13.34%

Employee Referrals 18 20%

Total 90 100%


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GRAPH: 3

Which type of internal source of recruitment will you prefer?

INFERENCE

66.66% of the Employees prefer promotion and transfer criteria and 13.34% of the

Employees prefer Job posting. Above table shows the Employees opinion about

various internal sources of recruitments. It is clear that majority of the Employees

preferred promotion and transfer, 20% preferred employee referrals and the remaining

preferred job posting.

Percentage

0

10

20

30

40

50

60

70

Promotion and

TransferJob posting

Employee

referrals

66.66

13.34 20Percentage


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TABLE NO 4

Which type of external source of recruitment will you prefer?


Campus Recruitment 12 13.34%

Advertisement 48 53.32%

Employment Exchange 18 20%

Internet recruiting 12 13.34%

Total 90 100%


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GRAPH: 4

Which type of external source of recruitment will you prefer?

INFERENCE

From the above table it is clear that majority of the Employees preferred

advertisement, 15% preferred employment exchange, 13.34% preferred campus

recruitment, and 13.34% preferred internet recruiting. Advertisement is the best

external source of the recruitment.

Percentage

0

10

20

30

40

50

60

13.34

53.32

20

13.34

Percentage


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TABLE NO:5

Do you use test methods?


Written 30 33.33%

Aptitude 6 6.67%

Group discussion 24 26.67%

Personal Interview 30 33.33%

Total 90 100%


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GRAPH: 5

Do you use test methods?

INFERENCE

From the above table it is clear that 33.33% of the respondent have the opinion that

written test are used, another 33.33% have the opinion that personal interview is used,

26.67% have the opinion that Group discussion in used and the remaining have the

opinion that aptitude test are being used.

33.33

6.67

26.67

33.33

Written

Aptitude

Group discussion

Personal Interview


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TABLE NO:6

Does internal recruitment will motivate more?


Yes 72 80%

No 3 3.33%

Sometimes 15 16.67%

Total 90 100%


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GRAPH: 6

Does internal recruitment will motivate more?

INFERENCE

Above table shows that majority(80%) of the Employees have the opinion that

internal recruitment will motivate them more, only 3.33% have the opinion that it will

not motivate them, remaining have the opinion that sometimes it will motivate them.

80

3.33 16.67

Yes

No

Sometimes


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TABLE NO:7

Does internal recruitment will save money and time?


Yes 48 53.23%

No 12 13.34%

Sometimes 30 33.34%

Total 90 100%


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GRAPH: 7

Does internal recruitment will save money and time?

INFERENCE

From the above table it is inferred that 53.22% have the opinion that internal

recruitment will save time and money, only 13.34% have the opinion that it will not

save time and money remaining have the opinion that it will save time and money

sometimes.

53.23

13.34

33.34

Yes

No

Sometimes


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TABLE NO: 8

Does the internal source of recruitment are more reliable?


Yes 51 56.66%

No 10 11.11%

Sometimes 29 32.22%

Total 90 100%


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GRAPH: 8

Does the internal source of recruitment are more reliable?

INFERENCE

About 56.66% of the Employees have the opinion that internal sources are reliable

than external sources, about 11.11% have the opinion that internal sources are not

reliable than external sources, remaining have the opinion that they are sometimes

reliable.

0

10

20

30

40

50

60

YesNo

Sometimes

56.66

11.11

32.22

Percentage


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TABLE NO: 9

Is there full time professional recruiter in your organisation?


Yes 0 0%

No 90 100%

Total 90 100%


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GRAPH: 9

Is there full time professional recruiter in your organisation?

INFERENCE

From the above table it is clear that there is a full time professional recruiter.

0

10

20

30

40

50

60

70

80

90

100

Yes

No

0

100

Percentage


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TABLE NO: 10

Do you think that internal recruitment will help in selection of skilled worker?


Strongly Agree 18 20%

Disagree 60 66.67%

Agree 4 4.45%

Strongly Disagree 8 8.88%

Total 90 100%


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GRAPH: 10

Do you think that internal recruitment will help in selection of skilled worker?

INFERENCE

Above table shows the Employees opinion about the selection of skilled worker

through internal recruitment. About 20% strongly agrees with it, about 66.66%

disagrees with it, about 4%. agrees with it and about 9.34% strongly disagrees with it.

20

66.67

4.45

8.88

Strongly Agree

Disagree

Agree

Strongly Disagree


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TABLE NO: 11

Do you think that promotion based on length of service rather than merit will be a

blessing for inappropriate candidate?


Yes 36 40%

No 42 46.66%

Sometimes 12 13.34%

Total 90 100%


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41

GRAPH: 11

Do you think that promotion based on length of service rather than merit will be a

blessing for inappropriate candidate?

INFERENCE

From the above table it is clear that the 40% of Employees have the opinion that

promotion based on service rather than merit will be a blessing for inappropriate

candidate about 46.6% of the Employees are against this, only 13.34 % have the

opinion that sometimes it will be a blessing.

0

5

10

15

20

25

30

35

40

45

50

YesNo

Sometimes

40

46.66

13.34

Percentage


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42

TABLE NO: 12

Apart from H R department is there any another department is required to get

involved in recruitment


Sales 5 5.56%

Marketing 5 5.56%

Administration 48 53.33%

Legal Department 32 35.55%

Total 90 100%


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43

GRAPH: 12

Apart from H R department is there any another department is required to get

involved in recruitment

INFERENCE

From the above table it is clear that majority (53.33) of the respondent shave the

opinion that apart from HR department administration department also required to get

involved in recruitment process, about 35.5% have the opinion that Legal department

also get involved, about 5.5% have the opinion that sales department also get involved

and remaining 5.5% have the opinion that marketing department also get involved in

recruitment process.

5.335.33

53.3

35.55Sales

Marketing

Administration

Legal Department


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44

TABLE NO: 13

Average time spend for interview during recruitment.


10 minutes 48 53.33%

10-20 minutes 24 26.67%

20-30 minutes 12 13.34%

More than 30 minutes 6 6.66%

Total 90 100%


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GRAPH: 13

INFERENCE

From the above table it is clear that majority(53.33%) have the opinion that average

time spend during interview is 10 minutes, about 26.67 have the opinion that is

between 10 to 20 minutes , about 13.34 have the opinion that it is between 20-30

minutes and remaining 6.7% have the opinion that it is more than 30 minutes.

53.33

26.67

13.34

6.67

10 minutes

10-20 minutes

20-30 minutes

More than 30 minutes


46/74

46

TABLE NO: 14

Do you follow different recruitment process for different grade of employees


Yes 90 100%

No 0 0%

Total 90 100%


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47

GRAPH: 14

1) Do you follow different recruitment process for different grade of employees

INFERENCE

From the above table it is inferred that there are different recruitment process for

different grade of employees.100% of the Employees agrees that different recruitment

process is for different grade of employees.

100

00

20

40

60

80

100

120

Yes No


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48

TABLE NO: 15

What is the back out percentage of employees after being offered?


1-5 48 53.34%

5-10 42 46.66%

1-15 0 0%

Total 90 100%


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49

GRAPH: 15

What is the back out percentage of employees after being offered

INFERENCE

The above table shows the back out percentage of employees after being offered.

About 66.66% have the opinion that it is between 1-5% and remaining 33.34% have

the opinion that it is between 5-10%.

53.34

46.66

00

10

20

30

40

50

60

1 to 5 5 to 10 1 to 15

Percentage


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50

TABLE NO: 16

What is the percentage of employees leaving organization within 1-3 months?


1-5 78 86.66%

5-10 12 13.34%

1-15 0 0%

Total 90 100%


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51

GRAPH: 16

What is the percentage of employees leaving organization within 1-3 months

INFERENCE

The above table shows the percentage of employees leaving the organisation within 1-

15 months. About 86.66% have the opinion that it is between 1-5% and remaining

13.34% have the opinion that it is between 5-10.

Percentage

0

10

20

30

40

50

60

70

80

90

1 to 55 to 10

1 to 15

86.66

13.34

0

Percentage


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52

TABLE NO: 17

Does the company reimburse the travelling expenses?


Strongly Agree 48 53.34%

Agree 30 33.34%

Neutral 6 6.66%

Disagree 6 6.66%

Total 90 100%


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53

GRAPH: 17

Does the company reimburse the travelling expenses?

INFERENCE

From the above table it is clear that about 53.34% strongly agrees that the company

reimburse the travelling expense, about 33.34% agrees to it, about 6.66% have no

opinion on it and remaining 6.66% disagree with this.

53.4433.34

6.666.66

Strongly Agree

Agree

Neutral

DISAGREE


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54

TABLE NO: 18

Which type of technological support used in the process or recruitment?


Telephone 78 86.68%

Video conference 6 6.66%

Internet 6 6.66%

Total 90 100%


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55

GRAPH: 18

Which type of technological support used in the process or recruitment?

INFERENCE

From the above table it is clear that 86.68% have the opinion that telephonic supportis used, about 6.66% have the opinion that video conference is used and the remaining

6.66% have the opinion that online support is used.

86.68

6.66 6.66

0

10

20

30

40

50

60

70

80

90

100

Telephone Video Conference Internet

Percentage


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56

TABLE NO: 19

Is there circulation of notice of vacancy internally in the organisation?


Yes 81 90%

No 2 2.22%

Sometimes 7 7.78%

Total 90 100%


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57

GRAPH: 19

Is there circulation of notice of vacancy internally in the organisation?

INFERENCE

From the above table it is clear that majority of the respondent s have the opinion that

notice of vacancy is circulated internally in the organisation, only 2.22% have the

opinion that there is no circulation of such notice and remaining 7.78% have the

opinion that notice have circulated sometimes.

0

10

20

30

40

50

60

70

80

90

100

Yes

No

Sometimes

90

2.227.78


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58

TABLE NO: 20

Do you get basic details and job condition of every job?


Yes 69 76.66%

No 3 3.34%

Sometimes 18 20%

Total 90 100%


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59

GRAPH: 20

Do you get basic details and job condition of every job?

INFERENCE

From the table it is inferred that 76.66% of the respondent shave the opinion that they

get basic details and job condition of every job advertised about 3.34% are not getting

it and remaining 20% are getting it sometimes.

Percentage

0

10

20

30

40

50

60

70

80

YesNo

Sometimes

76.66

3.34

20

Percentage


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60

TABLE NO: 21

Which source generating maximum number of candidates in recruitment?


Advertisement 30 33.34%

Employee referral 30 33.34%

Agency 24 26.66%

Others 6 6.66%

Total 90 100%


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GRAPH: 21

Which source generating maximum number of candidates in recruitment?

INFERENCE

From the above table it is clear that 33.34% have the opinion that advertising has

generated maximum number of candidates, about 33.334% have the opinion that

employee referral have generated maximum number of candidates, about 26.66%

have the opinion that agency have generated maximum number of candidates,

remaining 6.66% have the opinion that other sources have provided maximum

number of candidates.

33.34 33.34

26.66

6.66

0

5

10

15

20

25

30

35

40

Advertisement Employee

Refressal

Agency Others

Percentage


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62

TABLE NO: 22

Which type of verification conducting in organisation?


Educational

Qualification48 53.34%

Legal 6 6.66%

Reference check 36 40%

Family Background 0 0%

Total 90 100%


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GRAPH: 22

Which type of verification conducting in organisation?

INFERENCE

From the above table it is clear that 53.34% of the respondent shave the opinion that

verification of educational qualification is conducting, about 6.66% have the opinion

that legal background is verified and remaining 40% have the opinion that reference

check is done.

53.34

6.66

40

0

Educational Qualification

Legal

Reference Check

Family Background


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64

TABLE NO: 23

If the recruitment is employee referral what special privilege is paid to one who

referred?


Monetary 0 0%

Non Monetary 48 53.34%

Others 42 46.66%

Total 90 100%


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65

TABLE NO: 23

If the recruitment is employee referral what special privilege is paid to one who

referred?

INFERENCE

From the above table it is inferred that no monetary benefits are given to the

employees who has given referrals for recruitment, 53.34% have the opinion that non

monetary benefits are given and remaining 46.66% have the opinion that other

benefits are given.

0

53.34

46.66

0

10

20

30

40

50

60

Monetory Non Monetory Others

Percentage


66/74

66

TABLE NO: 24

Is there any out sourcing of recruitment?


Yes 48 53.34%

No 0 0%

Sometimes 42 46.66%

Total 90 100%


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67

GRAPH: 24

Is there any out sourcing of recruitment?

INFERENCE

From the above table it is clear that 53.34% of the employees have the opinion that

there is outsourcing of recruitment and 46.66% have the opinion that sometimes there

is outsourcing of recruitment.

0

10

20

30

40

50

60

YesNo

Sometimes

53.34

46.66

Percentage


68/74

68

FINDINGS AND SUGGESTIONS

FINDINGS

1.

It is found that majority of the Employees are not aware about the variousrecruitment sources that the company follows.

2. Majority of the Employees prefer internal source of recruitment.3. It is found that most of the Employees prefer print media as the effective

recruitment source.

4. Majority of the Employees have the opinion that internal recruitment willmotivate them more.

5. Most of the employees have the opinion that internal source of recruitment isreliable than the external source of recruitment.

6. Majority of the Employees say that there is no full time recruiter available in thecompany.

7. It has been found that majority of Employees feel that internal recruitment help inascertaining skilled workers

8. Majority of the Employees say that the HR department has more involvementthan other departments in recruitment process.

9. Majority of the Employees say that there is only one kind of recruitment processfor all Grades of employees.

10. Majority of the Employees say that employees are leaving the organisation within

1 to 5 months.

11. It is found that there is no monetary benefit for the employees who have given

referrals for recruitment.


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SUGGESTIONS

1. It is suggested that the HR Department can provide awareness classes to the

employees regarding different sources of recruitment.

2. It is recommended for the company to recruit employees through various other

sources through campus recruitment, consultancy agencies, internet advertising, print

media etc.

3. It will be helpful for the management to appoint a full time recruiter in the

company for filling the various vacancies

4. It is recommended for the company to provide incentives for the referrals who

suggest new employees to the organisation.


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CONCLUSION

This project was under taken in Hanani Rubbers Co. at Kottayam on the topic

recruitment. The purpose of the study is to find whether the employees are satisfied

with the recruitment procedures followed by the organization. Analysis and

interpretation are done by using percentage analysi. Based on analysis and

interpretation findings are made and result and suggestions are given.


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BIBLIOGRAPHY

Human Resource Management.Rao V.S.PPublisher: Excel Books.

Second Edition:New Delhi,2005

Reprint :2006,2007,2008

Organization Structure and Dynamics BBA MGGupta Shahi.K And Joshi Rosy Walia

Publisher:Kalyani

Edition: First Edition 2009(Paper Back).

www.indianrubberindustry.com www.wikkiepedia.com http://scholar.google.co.in/scholar?q=a+study+on+effectivenes

s+of+recruitment&hl=en&as_sdt=0&as_vis=1&oi=scholart&sa=X&ei=owh8T6esMuOZiQeQxOy8CQ&ved=0CCIQgQMwAA
http://www.indianrubberindustry.com/http://www.indianrubberindustry.com/http://www.wikkiepedia.com/http://www.wikkiepedia.com/http://www.wikkiepedia.com/http://www.indianrubberindustry.com/


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ANNEXURE

1) Name:

2) Are you aware of various Recruitment methods?Yes No

3) Which source of recruitment do you prefer?Internal External

4) In internal source of recruitment which type do you prefer?Promotion and Transfer Job Posting Employee Referrals

5) In External source of recruitment which type do you prefer?Campus Recruitment Advertisement

Employment exchange Internet Recruiting

6) Do you use test methods?Written Aptitude Group Discussion

Personal Interview

7) How do you track source of candidates?Manual Software Online

8) Does the internal recruitment will save time and money ?Yes No Sometimes

9) Do you think that internal source are reliable than external sources?Yes No Sometimes

10) Is there a full time professional recruiter in your organization?Yes No

11) Do you agree that internal source of recruitment will help in selection skilledworker?


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73

Strongly Agree Agree Disagree

Strongly Disagree

12) Do you think that promotion based on length of service rather than meritwill be a blessing for inappropriate candidate?

Yes No Sometimes

13) Apart from H R department is there any another department is required to getinvolved in recruitment

Sales Marketing Administration Lega

14) Do you follow different recruitment process for different grade of employeesYes No

15) What is the back out percentage of employees after being offered1-5 5-10 10-15

16) What is the percentage of employees leaving organization within 1-3 months1-5 5-10 10-15

17) Does the company reimburse the travelling cost for appearing interviewStrongly Agree Agree Neutral Disagree

18) Which type of technological support are used for the process of recruitingTelephone Video Conference Online

19) Is there any notice of vacancy circulated internally in your organizationYes No Sometimes

20) Do you get basic details and job condition of every job advertisedYes No Sometimes

21) Do you think that external source of recruitment will demotivate existingemployees in an organization

Yes No Sometimes

22) Which source generated maximum number of candidate in recruitmentAdvertising Employee Referral Agency

Others

23) What kind of verification have been conducting in your organizationEducational Qualification Legal Background

Reference Check Family Background


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24) If the recruitment is employee referral what special privilege is paid to onewho referred

Monetary Non Monetary Others

25) Is there any out sourcing of recruitmentYes No Sometimes

recruitment sankar

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