surendra project report

A

INTRODUCTION OVERVIEW OF INDUSTRYC.L. Gupta has a unique set up in the handicraft industry with in-house, vertically integrated facilities for processing metal, glass and wood in the same campus. We have continued to upgrade our quality standards and our commitment towards our customers and this has helped us maintain a steady growth rate even when facing adverse conditions in the industry. Exporting since 1955,we are situated on Delhi Road -Moradabad NH-24 Highway, about 140 Kms from DelhiCOMPANY DETAILS

18 Km. Stone, Delhi road, Vill. Jivai, Jyotibaphule Nagar 244221

Phone: +91-591-305 1234 till 34, Fax: +91-591-305 1111, e-mail:

[email protected]

We are 118-year-old company, in Moradabad, a city 150 kms. from Delhi. Infrastructure Factory Land Area: 50 acres, Covered Area: 1,200,000 sq.ft In-house Electricity Generation: 6.0 MW Residential Complex within factory premises for Craftsmen A task force of 2000+ direct & indirect

Some of our major clients are :Pottery Barn, Ikea, Target Stores, Crate & Barrel, Restoration Hardware, Cost Plus World Market, Marks & Spencer, Becara Historical Collections, Schubert Varia, Pete Van Roon etc.

Some of our major clients are,

Pottery Barn, Ikea, Target Stores, Crate & Barrel, Restoration Hardware, Cost Plus World Market, Marks & Spencer, Becara Historical Collections, Schubert Varia, Pete Van Roon etc. OUR POLICIES

Quality Department: Our Foremost Commitment is to satisfy our customers by providing quality products and on time services that meet their requirements. It shall be our endeavor to achieve quality and excellence in all our activities.

Quality Objective:

1- To provide products that meet customer requirements consistently.2- To constantly improve quality through preventive action.

3- To Develop employees through continuous training in knowledge and skills. 4- To Establish and implement ISO 9001: 2000 quality management system.

Quality Department & Objectives- Definition: The quality department and objectives of the company have been defined by the management in conformity with the corporate objective and changing customer need & expectation. The company personnel shall be made aware of the implication of quality department through training to ensure that is understood & implemented:

SAFETY DEPARTMENT OF THE COMPANY

1. Co. has locked gates with 24 hours security guard on site.

2. Implement procedure to screen the coming & going of any individual who are not the employee of the company e.g. registration at the gate 7 use of the visitors identification.

3. Visitors gate pass is given to visitors.

4. Entry of visitors details in register at main gate.

5. Signed gate pass is received by visitors after visit at gate.

6. CCTV`s are used at main gate & many location.

7. Guard is appointed at main gate.

8. Employees are checked by metal detector at main gate.

9. A protective wall is around premises.

10. Only experienced security guard have appointed.

11. Security guards are remaining on duty during working hours.

12. Tracking of incoming & outgoing goods.

13. Vehicle parking area is situated outside the company.

14. Punch cards are used for in out time for employee.

15. We are using mercury lights in factory compound.

2.) Factory worker documentation& identification

1. All employees have identity card

2. All labor has identity cards.

3. Employees documents are checked

3.) Container loading process

1. Container are loaded inside the factory ground using their own workers

2. All containers must first be searched for any concealed material prior to loading.

3. When all the containers are fully loaded, make sure the container seal is legitimate and applied.

4. Correcting by your own personnel and that this seal is not broken all the way to the container yard.

STRENGTH OF COMPANY An ISO 9001:2000 company.

A 100% export unit.

Team headed by professional.

Excellent industrial relation in company.

Impeccable track record of statutory payment and repayment to banks and financial institutions.

No income tax, sales tax, excise and custom claims and proceedings are pending against the company.

Companys affairs are guided by a professional board of directors comprising to individuals who are expert in their respective fields.

All major commercial/manufacturing activities co-ordinate and controlled through a fully computerized network.

Neither union activities nor union exist.

Superb and imported technology.

National Award for Best Performance in the year 1999 & 2000.

Manufacture and export of Brass gift items & planters, Silver plated gift items, Iron, Glass, Copper and Wooden gift items.

HUMAN RESOURCE GUIDELINES

DEPARTMENT

It is the department of C.L. Gupta to provide Supervisors with the flexibility to schedule work hours that will be efficient and productive while meeting the needs of the business and accommodating the personal needs of Employees.

INTRODUCTION TO TOPICRECRUITMENT AND SELECTIONAny organization whether business or otherwise requires number of resource for its effective and efficient resources and out of various resources used the Human Resource constitute to be most important resource. Hence the selection of the human resource meeting the objective the organization is one of the important processes. In these processes the various term related to HRM are outlined as under: 1. Recruitment Process. 2. Full and Final settlement of the employees.

RECRUITMENT PROCESSRECRUITMENTThe term recruitment is an inseparable process in the world of globalization. Today it has been a linking activity brining together those with job and those seeking job. The recruitment process attracts potential employees to the organization. The smooth recruitment process can be carried out by personnel department or HR head in the organization. The recruitment process starts first with manpower planning. MANPOWER PLAN AND REQUISITION: Every position to be recruited shall be on the basis of an approved Manpower budget, which shall be sanctioned by the CEO of the company. Recruited against budgeted position will be required to be raised by the Department manager using the Manpower Requisition Form, the manpower requisition form has to be approved by the functional head and CEO of the Company in consultation with Head HR. The approved manpower requisition form shall form the basis for the commencement of the recruitment process.

Definition: Recruitment defined by Flipper as a process of searching for prospective Employees and stimulating them to apply for job in the organization . As per Yoder a process to discover the sources of manpower to meet the requirement of staffing schedule and to employ effective measure for attracting that manpower in adequate number to facilitate effective selection of an efficient working force , thus the purpose of recruitment is to locate sources of manpower to meet job requirement and job specifications. OBJECTIVE: The objective of recruitment process helps the organization to identify whether the selected employee working capabilities are satisfying the companies targets. FACTOR AFFECTING RECRUITMENT: 1. The size of organization 2. The employment conditions in the community where the organization is located. 3. The effect of past recruiting efforts which shows the organization ability to locate

and keep good performing people. 4. The working condition, salary and benefits package offered by the organization. 5. The rate of growth of organization. 6. The level of seasonality of operation and future expansion and production programmer and the culture, economic and legal factors, etc. DIFFERENCE BETWEEN RECRUITMENT AND SELECTIONRecruitment is the process of searching for prospective employees and Stimulating them to apply for job in the organization. It s often term positive in that its objective is to increase the selection ratio, that is, the number of Applicant per job opening. Maintains that hiring through selection. Selection is a process to eliminate applicants, leaving only the best to be placed in the organization. SOURCES OF RECRUITMENT: When organization is needed to fill a vacant organizational position, the Individual may come from inside or outside the organization. There are two source of recruitment as follows: 1. Internal sources 2. External sources. The Internal source of recruitment means promotion of worker or employee from lower level to higher level. The recruitment process is carried within the organization. Mostly this process is used to fill vacancies of middle and top level personnel. The External source of recruitment is used to fill vacancies at lowest level or at the time of expansion of the organization of the firm or where job specification cannot meet by present employees. The commonly used outside sources are as follows: 1. Contact through present employees. 2. Former employees. 9

3. Intermediaries. 4. Recruitment at gate. 5. Unsolicited Application. 6. Advertisement. 7. School, College, University and Technical Institution. 8. Employment Exchange. 9. Private Agencies. 10. Professional Bodies. 11. Personnel Consultant. 12. Part time employee.

RECRUITMENT PROCESS: Manpower Plan

Position Description

Manpower Requisition

Blank Application

Preliminary Interview

Application Form

Personal Test: a) Intelligence test. b) Aptitude test c) Personality test.

Employment Interview.

Selection

Medical Examination

Appointment letter

11

SELECTION PROCESS:The selection process is essentially a series of method of securing pertinent information about the applicant. At each stage, facts may come to light and more is learned about the applicant. The information obtained can be compared with the job specification, the standard of personnel. If the applicant qualifies, he advances to the next step; otherwise he is rejected. Thus, the job specification and the job applicant are present at each step in the selection procedure. Each step constitutes the means by which the applicant s Qualification can be compared with the minim required established in the job specification. The procedure may be compared to a series of successive hurdles or barriers which an applicant must cross. These are intended as screens, and they are designed to eliminate an unqualified applicant at any point in the process. Definition: The term recruitment is an inseparable process in the world of globalization. Today it has been a linking activity brining together those with job and those seeking job. The recruitment process attracts potential employees to the organization. The smooth recruitment process can be carried out by personnel department or HR head in the organization. The recruitment process starts first with manpower planning. An organization is a combination of individual and groups. People in the organization work; perform with facilities necessary for its execution, that the duties performed provide the best channels for efficient, systematic, positive and co-ordinate application of available effort. But in an organization there are various problems like languages, socio-political, cultural background, lack of professional skill, miscommunication, and technology, no promotion, personal problems etc, which arises problem of Separation to employees from an organizationAn organization is a combination of individual and groups. People in the organization work; perform with facilities necessary for its execution, that the duties performed provide the best channels for efficient, systematic, positive and co-ordinate application of available effort. But in an organization there are various problems like languages, socio-political, cultural background, lack of professional skill, miscommunication, and technology, no promotion, personal problems etc, which arises problem of Separation to employees from an organization. COMPANY PROFILECL GUPTA LTD. Origin1.Metal-:Electro -plating plant with 4 automatic production lines capacity of 7500 sqft surface area per (i) Brass,Aluminium,Zinc Alloy,Copper: In house manufacturing and finishing right from foundry to shipping in variety of finishes such as Polished, Brushed, Electro-Plated finishes,Patinas etc. Item:-Candle Accessories, Wall Decor, Decorative accessories, Server-ware, Kitchen Accessories, Hurricanes, Garden, Bath Accessories, Window Treatment, Hardware, Seasonal ect. (ii) Iron: In-house facility to manufacture Wrought & Cast Iron items with in-house 7 tank Phosphating (rust treatment), Spray Painting, On-conveyor Powder Coating and Hand applied finishes. Items:-Indooor Accesnt Furniture (CKD), Candle Accessories, Wall Decor, Decorative, Server-ware, Kitchen Accessories, Hurricanes, Garden, bath Accessories, Windows treatment, Hardware, Seasonal etc. Metal Production Facilities: State of art production facility equipped with CNC and Pneumatic machines for precision and volume manufacturing.Supported by 10 spray booths, 3 Conveyared powder coating plants and a PLC based day. Capacities:1. Casting- 5 Ton per Day 2. Pressing - 25000 Units Per Day 3. Spinning - 35000 Units Per Day 4. Welding - 20000 Units Per Day 5. Polishing - 50000 Units Per Day 6. Plating - 7500 sq.ft Per Day(Approx.3000 chargers). PLC(Programmable Logic Control) based Electro-Plating Plant. 2. Glass: We have Continous Tank furnace with a capacity of 35 tonnes per day to make mouth-blown glass, in crackle finish, frosted, seeded in clear & coloured glass. We also have injection molding for glass as well as automatic 16- station press. A new furnace of 50 Ton per day capacity is being built and will commisim in Nov, 2012 Items:Mostly combinations of Glass with Iron, Brass, Bronze or Silver plated bases for Bowls, Bath Accessories, Candle holders, Lanterns, Pillar holders, Tumblers & Decanters, Vases etc. Glass Production Facilities: -1. Mouth Blown Glass 2. Machine Blown Glass 3.

Press Glass 4. Injection Molded Glass 5.

Colour Glass 6.

Colour on Glass7. Frosting8. Etching by acid & Sandblasting, Hand Engraving 3. Wood: From Sawing, Seasoning, Treatment, Machining, Carpentry, Finishing (spray paint & stain finishes). Items:: Colonial Dutch furniture, Neo-Classical furniture & Desk sets, Candle holders, Pillar holders, Lanterns, Photo-frames, Finials for drapery rods, Photo frames Trays, Bowls etc. Social Compliance: CLG has been audited sucessfully by CSCC, KPMG, SMETA, ITS, SGS, BVCPS, CT-PAT and OMEGA on behalf of its customers. d) To see Annual salary statement and verify deduction has been done or not. Deduction like provident fund, professional tax, private. Etc d) TO verify whether salary for last month is given or not. e) To deduct if Advance salary is given. f) Finally do the processing as per rules of Income Tax like: a) Deduction under u/s 16. b) Deduction under chapter-A c) Tax on Total income. g)After the above process verified prepare a statement of Full and Final

settlement with the details of employee who left the service and prepare Earning and

Deduction head and calculate the dues of the left employee. h) Finally give letter of clearance and Issues cheque to the Employee. All the 55 branches of Bajaj Allianz has to submit the Exit report to HEAD office with detailed information specified as above as there is centralized process. VISION

To be Indias largest export house for providing world class quality handicrafts item (mainly combination of Wood, Metal and glass) with aim of increasing employment and growth every year protecting social & environmental aspects.of Wood, Metal and glass) with aim of increasing employment and growth every year protecting social & environmental aspects.

ORGANIZATIONAL STUCTUREWe are 118-year-old company, in Moradabad, a city 150 kms. from Delhi. Infrastructure Factory Land Area: 50 acres, Covered Area: 2,80,000 sq.ft In-house Electricity Generation: 6.0 MW Vertically integrated units For manufacturing products in Brass,Aluminium,Copper,ZincAlloy,Stainless Steel,Mild Steel,Wrought Iron,Wood and Glass.

A task force of 2000+ direct & indirect

C.L. GUPTA EXPORT LTD.

C. L. GUPTA EXPORT LTD.PRODUCT: Dining Table

Double Bed

Single Bed

Sofa set

Wooden chair

OBJECTIVES OF THE STUDYTo understand: 1. Understand various HR tools used in handling Recruitment.2. To have exposure to recruitment process3. Whether the recruitment process and selection process are satisfactory4. To understand how effective the computer system or new technology is in the recruitment system& settlement process 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 and SCOPE & RATIONALE OF THE STUDY

Create an atmosphere full of company politics.

Develop unclear expectations regarding your employees' performance.

Create a lot of unnecessary rules for employees to follow.

Plan unproductive meetings for employees to attend.

Promote internal competition between employees.

Withhold information critical for employees to perform their work.

Provide criticism instead of constructive feedback.

Tolerate poor performance so your high performing employees feel taken advantage of.

Treat employees unfairly.

Underutilize the capability of your employees.

REVIEW OF LITERATURE

The Method Of Recruitment And Selection in any Indian HR Network is important. However, in an Indian HR Network the process of selecting and recruitment personnel is a critical task.

In this project I am going to look at importance of Method Of Recruitment And Selection in Indian HR Networks. Firstly, different company attitudes to recruitment and cost and benefits associated with it are going to be discussed.

Secondly, the stages Recruitment And Selection in process are going to be identified with a specific focus on its advantages and disadvantages.Finally, the literature on Recruitment And Selection use as a motivation and retention tool is going to be reviewed. To sum up, a conclusion summarizing all interpretation is going to be drawn. CASTETTER (1982): Suggest the scope of recruitment and selection in C.L. GUPTAas to attract, develop, retain and motivate personnel in order to reconcile individual and Indian HR Network objective. BALTZELL AND DENTLER (1990): Surmised the recruitment and selection was of major importance to any Indian HR Network because it dealt with HUMAN RESOURCE PLANNING (HRP) process manages all employees benefits and is responsible for raising Indian HR Network profit. ANDERSON(1994): suggest that communication with candidates become critical during the process of recruitment and selection and must be consistent in order to be reliable in its treatment of all employees both present and future. JOHN HOWARD(1996): The basic purpose of recruitment is to create a talent pool of candidate to enables the selection of best candidate for C.L. GUPTAwhereas selection process is to create the right candidate. THE ADELAIDE ADVERTISER, (2005): A new survey by an Australian recruitment company shows 83 per cent of Australians believe that older workers are being discriminated against in the workforce. A survey of more than 1200 people indicated that respondents believe employees over the age of 40 are in the employment no go zone.

THEW, P. EASTMAN, K. & BOURKE J. (2005): Classifies age discrimination in the Australian workplace and outlines the current legislation, complaint procedure and remedies. Its significant benefit is the practitioners guide offered in Chapter Four pages 111-136. Chapter 4 recommends best HR policies and the means of coordinating practice with policy and managing non-compliant conduct. A good question and answer section on page 127 may highlight a difficult issue(s) currently being faced.

TIPPER J. (2004): Highlights a practical guide identifying how Indian HR Networks can increase their diversity through recruitment practices including: research into potential recruitment pool; influencing line managers and other stakeholders; using a variety of communication channels to reach the target candidates; and rewarding increased diversity through recruitment.

PROST, A. (2006): suggest some innovative solutions in addressing the employment gap for people with a disability. The most revealing finding illustrates the need for a new employment strategy for people with disabilities+ to overcome the disconnect between employers, people with disabilities and the service providers who help these individuals enter the workforce.

RECURITMENT AND SELECTION

PROCEDURE OF C.L. GUPTA EXPORT

Step-1

Step-2

Step-3

Step-4

Step-5

The C.L. Gupta Export has the following way which it follows for recruiting the person

PURPOSEThe purpose of the company is to define the procedure of Recruitment & Selection in the company.

SCOPEThe scope of the company is to find the individuals seeking employment in the company.RESPONSIBILITYThe Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India.

AUTHORITYThe Authority in the company is commensurate with responsibility

PROCEDURE STEPS

1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department. The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD. All "Manpower Requirement "Forms are maintained by the HRD Department.2.IDENTIFYING SOURCES OF RECRUITMENT

On the basis of Manpower Requirement Form a recruitment source is identified. The source of recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems.

These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. Again, employee can be requested to suggest promising candidates. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management.

Therefore, in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. Usually, internal sources can be used effectively if the number of vacancies are not very large, adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotion.

EXTERNAL SOURCE S OF RECRUITMENT

An external source of Recruitment is considered from the combination of the following options:

CONSULTANT

Consultant are given the requirement specifying qualifications, experience and all other necessary details. In consultant we considers the employment agencies, educational and technical institute, casual, labor and mail applicants, trade unions and other sources. Our company have developed markedly in large cities in the form of consultancy services.

Usually this company facilitate recruitment of technical and professional personnel. Because of their specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. They do not merely bring an employer and an employee together but computerize lists of available talents, utilizing testing to classify and used advance techniques of vocational guidance for effective placement purposes.

Educational and technical institutes also forms an effective source of manpower supply. There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales, accounting, finance, personnel and production. These students are recruited as management trainees and then placed in special company training programmes. They are not recruited for particular positions but for development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However, recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity.

The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. The candidates may appear personally at the company's employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community.

Prompt response to these applicants proves very useful for the company. The company find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company. It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially.

Trade unions are playing an increasingly important role in labour supply. In several trades, they supply skilled labour in sufficient numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in recruitment, they make it a point the employees laid off are given preference in recruitment.

ADVERTISEMENT

All recruitment advertisements are placed centrally by the HRD Department.

The advertisement is drafted by HRD Department in consultation with the concerned Department.

All related documents of Advertisements released are maintained in the "Advertisement" file.

In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for employment, utilize women, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.

3. SELECTIONA .SCREENING/SHORTLISING

Resumes received from consultants and/or from the advertisements released in Newspaper/Magzine are screened by HRD Department in consultation with the concerned department.

B.INTERVIEW CALL

The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE

Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a copy is kept for HRD Department records. The Interview Schedule include the following requirement.

RESEARCH METHODOLOGY

Research design is the plan structure and strategy of investigation conceived so as to obtain answers to research questions and to control variance.

Types of Research designs

1. Exploratory (Qualitative)

2. Conclusive or Descriptive (Quantitative)

3. Causal

Exploratory research is further subdivided into

a. Search of Secondary Data

b. Case Study

c. Survey of exports

Survey Area: The area assigned for the survey was City of Moradabad.

METHODS OF DATA COLLECTION

he information collected should be both accurate and relevant, as per the requirements of the researcher, who has to work out a suitable data collection method. Data collection methods can be broadly classified into two methods .

(i)Primary methods (ii)Secondary Methods

PRIMARY METHODS

Data colleted directly by a researcher is known as primary data. The methods used for collection primary data may be:

a. Survey

b. Observation

SECONDARY METHODS

Data not originally collected for use in the research project under consideration, but rather for use by some other person or for use some other project is term secondary data. There are several ways by which secondary data can be classified. One of the most useful in by source. Which immediately suggests the classification of internal and external source.

Sources of Primary Data

QUESTIONNAIRE

The Questionnaire was designed type. Constructing and implementing questions is one of the most challenging tasks of conducting marketing research. The problems facings the marketing research is to look deep into the process of human communication and thinking.

Questionnaire designing also becomes important and necessary when he overseas that unless the information during discussion or there wise is not noted down, it basic form will be distorted.

The term questionnaire refers to a self-administered process whereby the respondent himself reads the questions and records his answer without the assistance of an interviewer.

TYPES OF QUESTIONNAIRE

A questionnaire can take any form, but they are generally categorized according to the structures and directness. Structure refers to the degree to which the questions and possible responses are formed and standardized. Researchers have categorized questionnaire into two different categories.

a. Structured

b. Semi-Structured

c. Unstructured

SAMPLING PLAN

SAMPLE SIZE

:50

SAMPLING UNIT

:Service personal, Business personal

SAMPLE PROCEDURE:

Convenience Sampling Method

SAMPLING METHOD:

Personal Interview

DATA ANALYSIS AND INTERPRETATION

RECRUITMENT & SELECTION

Q.1. Does the recruitment system able to attract highly qualified and competent people?

Table No. 1

S.No.OptionsPercentage

1.Yes85 %

2.No15 %

3.No Response0%

Graph No. 1

INTERPRETATION:-

Out of the total respondents, 85% respondents say yes, 15% respondents have chosen no.Q.2. If yes, then do the selected candidates stay longer with the company?

Table No. 2


1.Yes50%

2.No35%

3.No Response15%

Graph No. 2

INTERPRETATION:-

Out of the total respondents 50% respondents have chosen the option yes,35% respondents have chosen the option no and remaining,15% respondents have chosen the option no response.Q.3. Does the recruiting programme able to make sure that there is match between cost and benefits?

Table No. 3


1.Yes75 %

2.No15 %

3.No Response10 %

Graph No. 3

INTERPRETATION:-

Out of the total respondents 75% respondents have chosen the option yes, 15% respondents have chosen the option no and remaining, 10% respondents have chosen the option no response.Q.4. Does the recruiting programme able to help the firm create more culturally diverse work-force?

Table No. 4


1.Yes92 %

2.No2 %

3.No Response6 %

Graph No. 4

INTERPRETATION:-

Out of the total respondents 92% respondents have chosen the option yes, 2% respondents have chosen the option no and remaining, 6% respondents have chosen the option no response.

Q.5. Does the recruiting programme able to generate an adequate no. of reasonably qualified applicants?

Table No. 5


1.Yes80 %

2.No15 %

3.No Response5 %

Graph No. 5

INTERPRETATION:-


Q.6. Does it increases the pool of job candidates at minimum cost?

Table No. 6


1.Yes55 %

2.No30 %

3.No Response15 %

Graph No. 6

INTERPRETATION:-


Q.7. Does it help to reduce the probability that job applicants, once recruited and selected, will leave the organization only after short period of time?

Table No. 7


1.Yes50 %

2.No35 %

3.No Response15 %

Graph No. 7

INTERPRETATION:-


Q.8. Which internal source(s) is (are) used for recruiting the employees?

Table No. 8


1.Present referrals50 %

2.Employee referrals 30 %

3.Former employees10 %

4.Previous applicants10 %

INTERPRETATION:-

Out of the total respondents 50% respondents have chosen the option present referrals, 30% respondents have chosen the option employee referrals, 10% respondents have chosen the option former employees and remaining, 10% respondents have chosen the option previous applicants.Q.9. Which techniques is used to screen applicants?

Table No. 9


1.Interviews8 %

2.Resumes90 %

3.Reference checks2 %

4. Any other0%

5. No Response0%

Graph No. 9

INTERPRETATION:-

Out of the total respondents 8% respondents have chosen the option interviews, 90% respondents have chosen the option resumes, 2% respondents have chosen the option reference check and remaining, none of respondents have chosen the option any other and no response.Q.10. Does the company have proper job description and job specification for recruiting the employees?

Table No. 10


1.Yes90 %

2.No8 %

3.No Response2 %

Graph No. 10

INTERPRETATION:-

Out of the total respondents 90% respondents have chosen the option yes, 8% respondents have chosen the option no and remaining, 2% respondents have chosen the option no response.Q.11. Which type of interview is conducted by the company?

Table No. 11


1.One-to-one interview65 %

2.Sequential interview30 %

3.Panal interview5 %

4.No Response0%

Graph No. 11

INTERPRETATION:-

Out of the total respondents 65% respondents have chosen the option one-to-one interview, 30% respondents have chosen the option sequential interview,5% respondents have chosen the option panal interview and None have chosen the option no response. Q.12. Does the interview help to obtain additional information from the applicant?

Table No. 12


1.Yes80 %

2.No10 %

3.No Response10 %

Graph No. 12

INTERPRETATION:-

80% respondents have chosen the option yes, 10% respondents have chosen the option no and remaining, 10% respondents have chosen the option no response.

Q.13. Does it provide general information to the applicant such as company policies, job, products manufactured and the like?

Table No. 13


1.Yes50 %

2.No30 %

3.No Response20 %

Graph No. 13

INTERPRETATION:-

Out of the total respondents 50% respondents have chosen the option yes, 30% respondents have chosen the option no and remaining, 20% respondents have chosen the option no response.Q.14. Does it help to build companys image among the applicants?

Table No. 14


1.Yes90 %

2.No5 %

3.No Response5 %

Graph No. 14

INTERPRETATION:-

Out of the total respondents 90% respondents have chosen the option yes,5% respondents have chosen the option no and remaining, 5% respondents have chosen the option no response.

Q.15.Do interviewers have a complete job description on an accurate appraisal of the critical job requirement at the time of the interview?

Table No. 15


1.Yes70 %

2.No20 %

3.No Response10 %

Graph No. 15

INTERPRETATION:-


Q.16. Are you satisfied with the recruitment and selection programmes of the company?

Table No. 16


1.Yes65 %

2.No20 %

3.No Response15 %

Graph No. 16

INTERPRETATION:-


Q.17. After selection do they conduct the orientation programme for the familiarity of the job and the company?

Table No. 17


1.Yes70 %

2.No10 %

3.No Response20 %

Graph No. 17

INTERPRETATION:-


Q.18. How did you come to know about job vacancy in the company?

Table No. 18


1.Advertisement40 %

2.Consultancy10 %

3.Reference40 %

4.Others10 %

5.No Response0%

Graph No. 18

INTERPRETATION:-

Out of the total respondents 40% respondents have chosen the option advertisement, 10% respondents have chosen the option consultancy, 40% respondents have chosen the option reference and remaining, 10% respondents have chosen the option others.Q.19. When you submitted your application in the company, what factors did attract you towards the company?

Table No. 19


1.Companys Image60 %

2.Remuneration 20 %

3.Others10 %

4.No Response10 %

Graph No. 19

INTERPRETATION:-

Out of the total respondents 60% respondents have chosen the option company image,

20% respondents have chosen the option remuneration, 10% respondents have chosen the option others and remaining, 10% respondents have chosen the option no response.Q.20. Do interviewers posses the appropriate knowledge and skills to select the employees?

Table No. 20


1.Yes90 %

2.No5 %

3.No Response5 %

Graph No. 20

INTERPRETATION:-


RESULT / FINDINGS Out of the total respondents, 85% respondents say yes, 15% respondents have chosen no.

Out of the total respondents 50% respondents have chosen the option yes,35% respondents have chosen the option no and remaining,15% respondents have chosen the option no response. Out of the total respondents 75% respondents have chosen the option yes, 15% respondents have chosen the option no and remaining, 10% respondents have chosen the option no response. Out of the total respondents 92% respondents have chosen the option yes, 2% respondents have chosen the option no and remaining, 6% respondents have chosen the option no response.




Out of the total respondents 50% respondents have chosen the option present referrals, 30% respondents have chosen the option employee referrals, 10% respondents have chosen the option former employees and remaining, 10% respondents have chosen the option previous applicants.

Out of the total respondents 8% respondents have chosen the option interviews, 90% respondents have chosen the option resumes, 2% respondents have chosen the option reference check and remaining, none of respondents have chosen the option any other and no response.

Out of the total respondents 90% respondents have chosen the option yes, 8% respondents have chosen the option no and remaining, 2% respondents have chosen the option no response. Out of the total respondents 65% respondents have chosen the option one-to-one interview, 30% respondents have chosen the option sequential interview,5% respondents have chosen the option panal interview and None have chosen the option no response.

80% respondents have chosen the option yes, 10% respondents have chosen the option no and remaining, 10% respondents have chosen the option no response.

Out of the total respondents 50% respondents have chosen the option yes, 30% respondents have chosen the option no and remaining, 20% respondents have chosen the option no response. Out of the total respondents 90% respondents have chosen the option yes,5% respondents have chosen the option no and remaining, 5% respondents have chosen the option no response.




Out of the total respondents 40% respondents have chosen the option advertisement, 10% respondents have chosen the option consultancy, 40% respondents have chosen the option reference and remaining, 10% respondents have chosen the option others. Out of the total respondents 60% respondents have chosen the option company image,

20% respondents have chosen the option remuneration, 10% respondents have chosen the option others and remaining, 10% respondents have chosen the option no response. Out of the total respondents 90% respondents have chosen the option yes, 5% respondents have chosen the option no and remaining, 5% respondents have chosen the option no response.

CONCLUSION

The project was done with a certain objective in mind and the main aim of the same was to gather information regarding the companys practices and procedures regarding the Performance Management System and Recruitment and Selection Process.

With the feedback received from the subordinates and from the higher level management, I found that the recruitment and selection in every organization is a very important part as the success of any organization depends upon the hard work and full contribution of the individuals and it also depends on good recruitment. Therefore, it is concluded that in order to achieve higher targets and productivity a well planned and systematic training program should be continuously prepared and implemented so that the employees working with the organization could be updated from time to time.

A right process of performance appraisal for right evaluation of the performance of the employees is very important. The method of performance management should be unbiased and transparent so that no mistake can take place at the time of goal setting and setting of KRAs. KRAs are the important element of the Performance Management System at Jubilant. Performance of an employee is measured on the basis of goals achieved by him. So it is very important to adopt a organized Performance Management System.

The management of the company is very careful about the modern practices in the company. They analyze the skills of the subordinates and worker to recruit the subordinate, which helps them in keeping pace with the changing environment.

SUGGESTIONS

1. C.L. GUPTA develops a suitable formal written request such as requisition form or memo.

2. C.L. GUPTA should use an employment agency for the recruitment of low skilled or temporary staff.

3. C.L. GUPTA advertise for medium to high skilled vacancy positions in the metropolitan daily newspaper.

4. Indian HR Network should obtain comfortable lounge type seating and a coffee table to be used to conduct interviews in the designated interview room.

5. C.L. GUPTA develop and important an employee orientation program.

6. C.L. GUPTA that the orientation program is carried out with new employees on their first day, where possible or alternatively in the first week.

LIMITATIONS Some of the documents of the companies were not accessible due to confidentiality.

Many employees did not have time to give information.

Some of the employees were not very forthcoming in the responses and reluctant to answer the questionnaire.

Due to lack of time, I have covered only one branch of the Indian HR Network.

Responses of few of the employees were biased due to privacy.

BIBLIOGRAPHYBooks: Aswathappa K... Human Resource and Personnel Management, Fifth Edition

Dale S. Beach, the Management of People at Work,, Macmillan, Personnel, Fourth Edition.,New York, 1980.

Kothari C. R., Research Methodology Methods & Techniques ,Third Edition.

Randall S. Schuler, Personnel and Human Resource Management, West Publishing, New York, 1981.

Webliography:-

http://www.hrm.co.inwww.clgupta.co.inQUESTIONNAIRE Q.1. Does the recruitment system able to attract highly qualified and competent people?


1.Yes

2.No

3.No Response

Q.2. If yes, then do the selected candidates stay longer with the company?


1.Yes

2.No

3.No Response

Q.3. Does the recruiting programme able to make sure that there is match between cost and benefits?


1.Yes

2.No

3.No Response

Q.4. Does the recruiting programme able to help the firm create more culturally diverse work-force?


1.Yes

2.No

3.No Response

Q.5. Does the recruiting programme able to generate an adequate no. of reasonably qualified applicants?


1.Yes

2.No

3.No Response

Q.6. Does it increases the pool of job candidates at minimum cost?


1.Yes

2.No

3.No Response

Q.7. Does it help to reduce the probability that job applicants, once recruited and selected, will leave the organization only after short period of time?


1.Yes

2.No

3.No Response

Q.8. Which internal source(s) is (are) used for recruiting the employees?


1.Present referrals

2.Employee referrals

3.Former employees

4.Previous applicants

Q.9. Which techniques is used to screen applicants?


1.Interviews

2.Resumes

3.Reference checks

4. Any other

5. No Response

Q.10. Does the company have proper job description and job specification for recruiting the employees?


1.Yes

2.No

3.No Response

Q.11. Which type of interview is conducted by the company?


1.One-to-one interview

2.Sequential interview

3.Panal interview

4.No Response

Q.12. Does the interview help to obtain additional information from the applicant?


1.Yes

2.No

3.No Response

Q.13. Does it provide general information to the applicant such as company policies, job, products manufactured and the like?


1.Yes50 %

2.No30 %

3.No Response20 %

Q.14. Does it help to build companys image among the applicants?


1.Yes

2.No

3.No Response

Q.15.Do interviewers have a complete job description on an accurate appraisal of the critical job requirement at the time of the interview?


1.Yes

2.No

3.No Response

Q.16. Are you satisfied with the recruitment and selection programmes of the company?


1.Yes

2.No

3.No Response

Q.17. After selection do they conduct the orientation programme for the familiarity of the job and the company?


1.Yes

2.No

3.No Response

Q.18. How did you come to know about job vacancy in the company?


1.Advertisement

2.Consultancy

3.Reference

4.Others

5.No Response

Q.19. When you submitted your application in the company, what factors did attract you towards the company?


1.Companys Image

2.Remuneration

3.Others

4.No Response

Q.20. Do interviewers posses the appropriate knowledge and skills to select the employees?


1.Yes

2.No

3.No Response

Job Analysis Form

Job Specification Form

Interview Schedule

Application Form for Employment

Interview Assesment Form

21

surendra project report

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