1.

1 Company Profile
The ARCHIES , which today spans the spectrum of sharing sentiments and gifting each
others
among
the
human
beings across India and other parts of the world, had a humble beginning in 1979 by Mr.
Anil Moolchandani set up a company called ARCHIES start with selling posters within
a year of its inception, in the face of overwhelming success in the market, Company
started manufacturing of greeting cards, stationery and trading of gift items. The first
Archies Gallery opened in 1987 with entire range of Archies products-greeting cards,
posters, stationery, perfume, and attractive lot of beautiful gift items less than one roof.
As company grew, the company explored new ways of expanding its business and
establishing as market leader company has started strategic tie-ups with global players,
including Walt Disney (U.S.A), Portal Publication, Gibson Greetings & American
Greetings Inc.(the world largest publicly held Greeting Card Company) of the US. As the
market environment continued to evolve and internet became an important aspect of
human being, ARCHIES kept pace by introducing e-cards and offering online gifting
opportunities through its e-commerce portal, as www.archiesonline.com. The portal
continues to offer its user traditional ways of gifting and greeting. ARCHIES success
story is not limited to Indian shores. The organization that spreads happiness in six
countries is well on its way to becoming an International Brand Name.
ARCHIES Ltd is currently the largest company in greeting cards and gifts. At present it
has five units in Delhi, fifteen branches out of Delhi with around hundered company
owned showrooms, in all over India, also company has strong market setup with more
than 42 franchisees out of India in the network under the Brand name Archies Gallerys,
Archies Paper Rose Shoppes and Archies Greet and Gifts, also company have many
distributors and retailers in India and other five countries.

1.2 Company Heritage

ARCHIES- 25 years of spreading happiness.
Established in 1979 as a partnership firm by Mr. Anil Moolchandani and
Mr. Jagdish Moolchandani.
Converted in to a private limited company in 1990.
Converted into a public limited company in 1995.
Come out with its maiden public issue in 1996 at a premium of Rs 60 per
share.

1.3 Major Product Categories

Greetings cards
Posters
Stationery
Gifts
Jewellery
Perfumes

1.4 Corporate Mission

Vision Statement
We will be the most preferred associate of our principal and channel partners in providing
world class products and services to our customers.

Mission Statement
We will ensure sustained growth along with our Channel partners through Strong
Branding, Effective processes and World class product and Support Services.

Core Values
we shall uphold the Dignity of the individuals;
we shall make realistic commitments and honors them;
we shall be committed to Quality, Innovation and Growth;
we shall treat our Customers, Suppliers and Each other in a Fair and Honest
manner-as we want to be treated.

1.5 Archies-A Social Conscience

Archies entered into a tie up with helpage India in 1989- a social

organization devoted to the cause of the elderly
The cards, calendars, and diaries are marketed under the helpage name.
Royalty from the sale of these products go to Helpage India.
In 2001, Archies entered in to a tie- up with CRY-a social organization to
lend a hand to deprived children.

1.6 Board of Directors

S.NO.

NAME

1.

ANIL MOOLCHANDANI

2.

JAGDISH MOOLCHANDANI

3.

PRAMOD ARORA

4.

VIJAYANT CHABBRA

1.7 Departmental Heads

S.NO.

DEPARTMENTS

NAME

1.

HR/ADMIN.

AMARJIT SINGH

2.

PLANNING

VANDANA KARHA

3.

HELPAGE/CRY

SEEMA MARYA

4.

EDP

NIKHIL CHANNA

5.

FRANCHIES

SANJEEV ARORA

6.

V2K

ARVIND SHUKLA

7.
8.
9.
10.
11.
12.
13.
14.

RETAIL
MIS
GIFTS
MODERN TRADE
ACCOUNTS
PRODUCTION
STATIONARY
FASHION ACCESSORIES

PRAVEEN SETHI
K.V.R. MURTHY
MANISH GANGWANI
MONALISA BANERJEE
DILIP SETH
ROBIN
GAUTAM BADLANI
PUJA SHARMA

15.

ADVERTISING

YOUHAN ARIA

1.8 Archies Operational Zones

ZONES
AHMEDABAD

ADDRESS
M/s Archies Limited
Earth Complex, IInd Floor Office No.
204-206, Opp. Kanak Kala 100 Ft.
Road, Satellite

BANGALORE

Ahmedabad-380051
Mr. Jaswant Mirani
M/s Archies Limited
No.15/1, 8th Cross, Cubbonpet

CHENNAI

Bangalore-560002
Mr. R. Shankar
M/s Archies Limited
31, 1st Floor, Malayaperumal Street
Parrys (opp. Flower Bazaar Bus
Stand)

COCHIN

Chennai-600034
Mr. Antony
M/s Archies Limited
Bay Pride mall, Shop No.-16

CHANDIGARH
CORPORATE/HEAD/REGIONAL
OFFICE

Cochin ( Ernakulam)
M/s Archies Limited
SCO-111, Sec-8C, Chandigarh.
M/s Archies Limited
C-113,

Naraina

Phase-I,
HARYANA (Ambala)

New Delhi-110028
Mr. Dua

Industrial

Area,

Archies gallery
Shop. No.-01, 1st Floor, Galaxy Mall,
Plot No.-1, Sec-7 Ambala
HYDERABAD

Haryana.
M/s Archies Limited
5-4-9, 2nd Floor, Padma Towers,
J.N. Road, Abids,

INDORE

Hyderabad-500463
Mr. Deepak Raj Singhal
M/s Archies Limited
No. 109/4, Morai Mohalla, Near
Hotel Rama Inn, R.N.T Marg,

KOLKATA

Indore
Mr. S. Venkataraman
M/s Archies Limited
Flat No.-8,220, A.J.C. Bose,
Ground Floor,

LUDHIANA

Kolkata-700017
Mr. Parduman Verma
M/s Archies Limited
S.C.F.-7, Kitchlu Nagar,

MUMBAI

Ludhiana-141001
M/s Archies Limited
Bombay
2ndFloor,

Cotton
Hakoba

Mills

Estate,

compound,

Dattaram Lad Marg, Kalachowkie

Road, Chinchpokli,
Mumbai-400033

NOIDA (NEC)

Mr. Rohin Kaul

Archies Gallery
Spice World Mall, Shop No.106 &
107,

1-2,

Sec-25-A,

Noida

Entertainment Centre (NEC),

PUNE

Noida-201301
M/s Archies Limited
461/4, Tilak Road, 1st Floor,
Sadashiv Peth, Opp. New English
School Lane,

JAIPUR

Pune-411030
Archies Gallery
Shop No. FF-3,4&5, Metropolitan
Mall,Commercial Plot No.-1,2,3&4,
Opp.

Sahakar

Singh Marg,
Jaipur, (RAJ)

Bhawan

Bhawani

2.1 Objectives
To collect and maintain relevant information regarding Recruitment & Selection
in the organization.
Familiarization with the recruitment policies of Archies Ltd.
To highlight the selection process.

 To have knowledge and understanding of job specification and job description

of different positions in different departments.
To study the strengths and weaknesses of present recruitment and selection of
the organization.

2.2 Managerial usefulness of the study

The study provides a complete knowledge of various fundamental concept
related to recruitment & selection processes.
The study helps in finding the weaknesses, if any in the organization and the
steps taken to avoid them.
The suggestions from the employees will help management to make changes in
the desired field.

2.3 Scope & Limitations of the study

Scope: Scope of the study is to collect information regarding planning, recruitment &
selection process of Archies Ltd.

 To analyze the level of satisfaction of the employees in respect of the process

followed in the organization.

Limitations: The main source of data is primary data.

20 samples does not reflect the opinion of employees as whole.
Time limit was another limitation and there may be possibility of committing a
general error.
Due to change in time, policies may change.

2.4 Methodology
Instrument used to measure the system in Archies Ltd. was of primary and
secondary kinds .The primary source of data was through questionnaire schedule.
The secondary source included brochures, annual reports, magazines, employees
handbook, magazines and journals.

SELECTION OF SAMPLES:Sample size is 20.

STATISTICAL TOOLS:It is very difficult to have detailed knowledge of employees working in Archies
Ltd. So the surveyor has taken 20 samples due to limited resources and time factor.
The management ranks are working in different categories of different department.
Thus it becomes equally justified to plan in such a way that it covers all
departments.

TOOLS: Pie chart

Bar diagram
Text and statements

DATA COLLECTION:The questionnaire was served to senior manager, managers and employees. The
likert scale was used for calculating scores, which is shown in every question
immediately after the table. The points given for each scale are as follows
Strongly agree(5)

 Moderately Agree(4)
Strongly Disagree(3)
Moderately disagree(2)
Cant say(1)

Score is calculated as per the following:Points assigned to each 5-point scale* No. of responses / Sample size
The remark is given at the end of each question which is based on following
calculation, if the score is:
4 and above = Excellent
3 to 4 = Average
Below 2 = poor
Interpretation is also made in each question on the basis of the table and graph
shown in analysis chapter.

3.1 Recruitment
Definition:
According to FLIPPO

Recruitment is the process of searching the candidate for employment and

stimulating them to apply for jobs in the organization.
This is the positive aspect as it attracts suitable applicants to apply for available
jobs.

Sources of Recruitment:
Before an organization actively begins security applicants, it should consider the
most likely source of the type of employee it needs. These sources may be termed
as:

INTERNAL SOURCES
Internal sources include personal already on the pay roll of an organization i.e. its
present working force. Whenever any vacancy occurs, sanctioning from within the
organization is upgraded, transferred, promoted and sometimes demoted.
This source also includes personal who where once on the pay roll of the company
but who plan to return or whom the company would like to retire, such as those on
leave or absence, those who exit volunteering or those on production lay.
This source is used by many organizations, but a surprisingly large number ignore
this source. It is not only reasonable but wise to use this source, if the vacancies to
be filled out within the capacity of the present employer.
These are as follows:

 Transfer:
It involves shifting of an employer from one job to another, one department
to another or from one shift to another. Transfer is a good source of filling
vacancies with employees from overstaffed departments or shifts.
Promotion:
It leads to shifting an employee to a higher position carrying higher
responsibilities, facilities, status & pay.

Merits of Internal Sources:

Employees are motivated to improve their performance.
Morale of the employees is increased.
Industrial peace prevails in the enterprise because of promotional avenues.

Transfer or job rotation is a tool of training the employees to prepare

them for higher jobs.

Demerits of Internal Sources:

When vacancies are filled through internal promotions, the scope for fresh
talents is reduced.
The employees may become lethargic, if they are sure of time bound
promotions.
The spirit of competition among the employees may be hampered.
Frequent transfers of employees may reduce the overall productivity of the
organization.

 EXTERNAL SOURCES
These sources lie outside the organization. They usually include:
i.

New entrants to the labour force, i.e. young mostly un-experienced

potential employees the college students.

ii.

The unemployed with a wide range of skills and abilities.

These are as follows:

Campus Recruitment:
Jobs in commerce & industry have become and complex to the
point where college degrees or diploma are widely required. It is
also known as educational institutions.
Consultants:
Management consultancy firms help the organization to help recruit
technical, professional and managerial personnel. They are specialize in
middle level executive placements.
Employment Agency:
Employment Agencies run by the government are regarded as a good source
of recruitment for unskilled, semi-skilled & skilled operative jobs. They
provide a nation-wide service in attempting to match personnel demand &
supply.
Casual Callers:
It avoids the cost of recruiting work force from other sources. They

maintain pending folders for various jobs.

Media Advertisements:
Advertisements in newspapers or trade and professional journals are
generally used when qualified and experienced personnel are not available
from other sources.
Labour Contractors:
They are important source of recruitment in some industries in India,
workers are recruited through labour contractors who are themselves
employees of the organization.

Merits of External Sources:

Qualified Personnel
Wider Choice
Fresh Talent
Competitive Spirit

Demerits of External Sources:

Dissatisfaction among existing staff.
Lengthy process.
Costly process.
Uncertain response.

Specimen of Job Opening Form:

ARCHIES LTD.
JOB OPENING FORM
1. POST VACANT FOR :________________________________

2. EXPERIENCE REQUIRED:____________________________
3. QUALIFICATION REQUIRED:_________________________
4. SPECIALIZATION OF WORK AREA:_____________
4. EXPECTED DATE FOR JOINING:______________________
5. DEPARTMENT:_____________________________________
6. LOCATION:__________________________________
7. REPLACEMENT OR NEW:__________________________
8. IF REPLACMENT:
NAME OF PREVIOUS EMPLOYEE: ______________________
LAST GROSS SALARY: ________________________
TOTAL ARCHIES EXPERIENCE: ________________
9. IF NEW, SALARY BRACKET TO BE OFFERED___________
10. NAME OF THE H.O.D.:______________________________
11. SIGNATURE OF H.O.D.:___________________________
12. APPROVED BY THE EXEC.DIRECTOR_________________

Specimen of Training Assessment Form:

TRAINING ASSESSMENT

NAME OF SHOP HEAD:___________________________________

NAME OF GALLERY: ____________________________________

TYPE OF GALLERY: A) ARCHIES GALLERY

B) STUPID CUPID

LACKING FIELD OF SALES MAN:

________________________________________________________
SKILLS TO TRAIN SALES MAN:
________________________________________________________
HOW OFTEN TRAINING SHOULD BE CONDUCTED

3.2 Selection
Definition:
According to YODER

The process of choosing applicable candidates from applicants whose skills

match the requirements of the job.
The selection process is a critical process because it requires a heavy investment of
money to get right type of people. Induction & training costs are also very high.
Thats why selection is a negative process.

Benefits of selecting right kind of people for various jobs are: Proper selection & placements of personnel.
Competent employee will show higher efficiency and enable the
organization to achieve its objectives effectively.
The rate of industrial accidents will be considerably low.
The morale of the employees who are satisfied with their jobs is often high.

Offer Letter:After the selection procedure when the candidate is selected, the organization gives
him/her an offer letter for that particular post.

Specimen of offer letter in ARCHIES Ltd.

DATE: - / / 2010

To,
MR. XYZ
ABC Town,
Mahabalipuram
Gurgaon

SUB: - OFFER LETTER

With reference to the interview with you, we wish to inform you that you have
been selected for Archies Ltd. _______________at ____________. Your
Compensation will be given at the time of the Appointment.
Your expected date of joining is ___________ for issuing appointment letter.
Please submit the documents as list given to you for issuing appointment letter.
Please send the same before joining. Also enclosing an extra copy of an offer letter,
please acknowledge the same and send as token of an acceptance.
Wishing you all the best and looking forward to you enjoying a long & successful
carrier in the Organization.
Thanks
For Archies Limited
AMARJIT SINGH
(HEAD-H.R & ADMIN.)

3.3 Formalities after selection

JOINING FORMALITIES
So you have got your appointment/transfer letter, you are wearing your

best tie, and you report to your manager full of excitement and
enthusiasm. Your manager briefs you on your assignment and you are all
charged up. But before you joined, dont forget the following
So fill up:
The joining slip, joining report, and the company Bio-Data form;
The provident fund/family pension nomination/provident fund SSN form;
The provident fund transfer form (if applicable);
Employees State Insurance form (if applicable);
And submit;
Copies of educational certificates, testimonials, a passport sized photographs,
and clearance/relieving/appointment letter from your previous employer (if
applicable);
And open;
A bank account at the prescribed bank (as given by HRD)
All the above documents should be filled up/submitted to HRD within 48
hours of the Joining.

EMPLOYEE CODE NUMBER

On receiving your joining papers, HRD allots you an Employee Code (EC).
The EC Number Should be used in all future correspondence with Accounts
and HRD.

OFFICE TIMINGS
Very simple come on time, and leave whenever you complete the assigned
job.

Work Timings will be from 09:30 A.M. to 06:00 P.M.

Sundays are weekly holidays.

The Timings for lunch will be from 01:30 P.M. to 02:00 P.M. with two short
breaks of tea.

DRESS CODE
Dressing by the companys standards means well dressed and dressing not
below the standards .

ATTENDANCE
If you have read only the first sentence of clause 3, you can ignore this,
Otherwise, go on.
-You are required to make your attendance on arrival and departure in a register
or swipe the attendance card in the machine maintained for the same.
To get attendance for a full day, you have to account for the morning as well as
evening attendance.
Late comings on account of on duty has to be regularized by submitting to HRD
an OD slip approved by the immediate manager.
Any non-marking of attendance which is not supplemented by an OD slip or
leave application will be treated as full day absence.
A grace period has also provided to attend the office i.e.15 minutes three times
in a month and 1 hour three times in a month(maximum 2 hours at one time),
Rest would be allowed separately.

LEAVES
There are three types of leaves-Earned Leave (EL), Casual Leave(CL), and
Maternity Leave.

Earned leave:

 15 days per year i.e.1 for every 20 working days.

Available in every April to all those have worked in previous year
(next calendar year after day of joining for new employee).
Accumulation of maximum of 30 days, more than 30 days Leaves
will be enchased.

Casual leave:
12 days per year (after one month, In case of new joining).
Available 1 day per month and maxim of 3 days if not avail only for
exam, serious illness.
Accumulation none, lapses after 31st of March.
Not encashable.

HOW TO APPLY FOR LEAVE

While all contingencies cannot be planned, plan the ones for which you are taking
leave so that the company can make sufficient preparations to cope with your absence.
For availing leave you must:
Get the leave sanctioned at least 1 day in advance in case of CL and 15
days in advance in case of EL from your Head of Department.
In case prior sanction cannot be obtained, it must be done on the day of
reporting back on duty.
Any leave taken in excess of the above provisions will be treated as leave
without pay.
Sanctioning of leave is a matter of mutual convenience.
Leave has to be taken in a manner that it does not interfere with or
negatively affect office work.

 HOLIDAYS
All Sundays are full holidays. A list of other holidays available with all the
departments (other than Head office, Branches may have different festivals
they can interchange the holiday with prior intimation to HRD in writing).

DISBURSEMENT OF SALARY
Salary for the previous month is remitted to the bank in the first week of
the subsequent month.
You will get your first salary by cheque or cash. Thereafter your salary will
be credited to your bank account.
Any discrepancy in salary should be intimated to HRD before the tenth of
a particular month, so that corrections, if any can be incorporated in the
subsequent month.
In case you are transferred to a new location, the reporting intimation slip
containing your bank account number and employee code must reach HRD
by the 5th of the month subsequent to the month of joining at the location.
The Income Tax liability, deduction shown on the pay-slip which you
receive every month is based on the declaration of saving made by you.
You must ensure that the IT savings/Investments made by you reach
Accounts, so that IT deductions, if any, are correctly made. If there are any
changes/errors the employee must notify HRD.
Any type of advance/imprested taken by you and if not settled on time,
deductions will automatically be made from the salary.

PROVIDENT FUND (PF)

The companys provident Fund Scheme, which is being administered
by Regional Provident Fund Commissioner, Delhi, is applicable to all
employees as per rules who are in the rolls of the company.
Your contribution is at the rate of 12% of your basic salary and
ARCHIES contributes an equal amount to your PF account. If you
wish, you can increase your own contribution. In such cases,

contribution of ARCHIES will be maximum of 12% of your basic

salary.
The entire contribution is payable to you in the following events:
If you retire after attaining 58 years.
In the event of your death (the amount will then be paid to the
nominee as per the PF nomination form.
If you retire due to permanent and total disability.
On your resigning from ARCHIES and joining an organization where
PF is not applicable.
You are also a member of Family Pension Scheme and can avail its
benefits on retirement. In the event of your death, Your nominee
would avail the benefit. In such a case, the prescribed forms will have
to be submitted to the office of Regional Provident Fund
Commissioner, Delhi.
You can change your nominee (e.g. after marriage) by filling up a new
nomination form.

BONUS/EX-GRATIA
If your monthly basic salary is Rs.3500/- or less, you are eligible for
bonus. The bonus will be @8.33% of the basic salary, or what the
company, whichever is higher, declares.
If your monthly basic salary exceeding Rs.2500/- but below
Rs.3500/-, bonus will be calculated on Rs.2500/-only.
If your monthly basic salary exceeds Rs.3500/- you may be paid Exgratia amount as declared by the company.

EMPLOYEES STATE INSURANCE

The Employee State Insurance is a social security scheme extended by
the Government of India. The organization is under statuary
obligation to extend the scheme to employees as per criteria laid down
in ESI Act.

 If your monthly salary is up to 1, 00,000/- per month, you will be

covered under the ESI Act. In that case, your contribution is 1.75% of
salary per month, which is deducted from your salary.
The employers contribution is 4.75% of salary per month.
You must complete all formalities related to coverage under ESI
scheme and obtain your ESI identity cards from HRD, In case any
problems, contact HRD.
You can avail medical facilities for self, spouse, children and
depended parents as per the declaration submitted to ESI at the
allotted dispensary, and in the case of hospitalization, at the allotted
hospital.
In case of illness requiring leave for two days or more, the ESIC will
pay compensation to you for any loss of pay. You will have to submit
medical certificate from a ESI dispensary and fitness certificate also
from the ESI dispensary on resuming duty.
In case of accident while on duty or in field duty the intimation for the
same must submitted by way of letter/telephone message by insured
person to HRD.

PERFORMANCE
ADVANCEMENT

EVALUATION

AND

CAREER

Your performance will be continuously reviewed vis--vis previously

set goals and targets, and a formal process of appraisal would take
place on an annual basis.
Appraisal cycle becomes due 1st of April of every year.
These are on periodic reviews and provide feedback by the
supervisor/Head of Department.

FULL AND FINAL SETTLEMENT

If you are leaving the company, you must give your letter of
resignation to your reporting manager.

 Once the resignation is accepted, you have to fill in the No Dues

Certificate and get it signed by your Head of Department. You should
also attach your pending claims (if any).
The resignation letter, duly signed in acceptance by the concerned
Head of Department, along with the No Dues Certificate must be
sent to HRD.
The relieving letter will be issued to you only after the accepted
resignation letter and completed NDC is received by HRD.
Full and final settlement of dues will be made within one month of
issuing the relieving letter subject to NDC.
For withdrawal of PF, application has to be filled separately.
Along with the full and final settlement, the following things are to be
taken care of:

Balance salary payable/recoverable.

Leave encashment.
Gratuity, if payable.
Bonus for the last financial year, if not already paid.
Recoveries
for
employees
advance/imprested/loan
outstanding and other companys belongings.

IF SOMETHING IS BOTHRING YOU..

If something is bothering you, you should not hesitate to discuss it. The Reporting
Manager is the people whom the employee can approach on a confidential basis.
Since the reporting manager is the person who understands you best, it is
recommended that he/she should be approached first. Also you can forward a copy
of complete query to HRD.

CONDUCT AND DISCIPLINE

Every employee observe courtesy and politeness and maintain the
decorum and decency of the establishment where he is required to
work.

 Every employee shall attend his place of work in a proper dress and
will abide by the instructions of the Management of the establishment
from time to time.
General appearance: Our guests and we expect you to be a well
groomed person, who projects warmth and graciousness at all times.
Therefore, you will always need to look your best.
Ladies Attire: Clean and in good repair. clothes neatly pressed.
Footwear well Maintained.
Gents Uniform: Clean and in good repair. Neatly pressed. Shoes well
polished.
Male employees should have short hair, neatly cut and should be
clean shave (with exception of Sikh employees).
Every employee shall keep his work-place in a clean and hygienic
condition at all time during working.
No employee shall take alcohol, cigarette, and tobacco inside the
premises of the establishment and also while on duty anywhere else.
No employee shall take notes, photograph, drawings or sketches of
any building, except in the discharge or his duties.
Every employee is expected to be law-abiding citizen and shall
behave in a manner which will not contravene any law of the land,
public decency or moral which is likely to bring bad name to the
company.

CONFIDENTIAL MATTERS
No employee shall divulge or use, except in furtherance of the
companys business any business/trade or technical information
which may come to his knowledge in the course of his employment
in the company.
Employee except in so far as it may be necessary in the course of
their duties, shall not, without the prior written consent of the
management
retain
in
their
private
possession
any
paper/documents/specifications/records etc. relating to the company
business.

 No employee shall acquire any patent right in relation to any

products/goods to be manufactured by it or which the company
makes or may make in the course of his employment.

GRATUITY
All permanent employees are covered under this scheme.
Gratuity is payable as per provisions of the Payment of Gratuity Act,
1972.
It is payable on completion of 5 years from the date of joining, on;
*Resignation/Cessation of service;

EMPLOYEE DEPOSIT LINKED INSURANCE

All permanent employees are covered under this scheme.
Every employee is covered up to Rs.74, 000/- in the event of death.

3.4 Documentation
After the formalities are over, the employee has to fill the various forms regarding the
job.
The documentation form includes the application booklet, e.s.i form, office use paper,
H.R. recruitment form, checklist, feedback or telephonic enquiry, etc.
Any candidate who has applied for the various posts has to fill the forms before
joining (after training period) in the H.R. department.
For outstation, the documentation would be done in the branch itself where the
candidate is joining. After that the documents of the new joinee will be send to the
head/registered/corporate office.
The specimen for documentation in ARCHIES Ltd. will be as follows:

ARCHIES LTD

APPLICATION FOR EMPLOYEMENT

Dated: - ---- /----/--Head H.R.
Archies Ltd,
A-17 Naraina Ind. Area,
Phase-II New Delhi-28.

Photograph

Subject: - Application for the of___________________________

Dear Sir,
In response to the advertisement dated______/_____/______ in _____________or through
reliable sources of Co. Mr. /Ms_____________________________ working
in____________(Division) or through job consultant M/s____________________,that a
vacancy for the post of __________________________ exist. I offer my candidature for the
said post. My particulars are as follows:
Name (in block letter)__________________________________________________
Fathers/ Husband Name_______________________________________________
Mother Maiden Name__________________________________________________
Place of Birth_____________Age as on Date: ______Yr______Month
Current Address & Telephone no

Permanent Address & Telephone No.

Ration Card No._________________ Voter Card No.__________________________

Passport No. ___________________ Driving License No.______________________
Driving Licence valid up to_______________I.D. Mark________________________
Religion _________Nationality____________Date Of Birth_____________________

ARCHIES LTD
Sex_______________Blood Group__________Height________Weight___________
Marital Status______________________Marriage Date________________________
Pan No.________________________
Emergency Contact
Name of the person_____________________________Relation_________________
Address & Tel No._____________________________________________________
Previous Employment Detail With Archies Ltd, if any:
Have you served in this organization, if so?
When
Recruited

Salary

Department

Date Of
Leaving

Reason Of Leaving

References
Please give Names, Address & Phone No. of two responsible persons not related to you to
whom we may refer
1)____________________________________________________________________________
____________________________________________________________
2)____________________________________________________________________________
____________________________________________________________
Relative if any, working in this Organization?
Name

Fathers Name

Designation

Department

Expected Salary______________________________________________________

Time required for joining, If selected_____________________________________

ARCHIES LTD

Family Detail

As Per Annexure A Attached

Nominee Detail

As Per Annexure B Attached

Qualification Detail
(Educational/Professional/Technical)

As Per Annexure C Attached

Employment Detail

As Per Annexure D Attached

I _________________________________, hereby declare solemnly that the above mentioned

particulars and detail in annexure given by me are true and correct, and I accept them, If
any of the above mentioned information is proved false then the Company may at any time
dispense me with the service without giving any notice thereof.

Date: /

/
Signature of Applicant

ARCHIES LTD
Annexure A of The Application For Employment Form
Family Detail

Name of the Employee________________________________________________

I.D. Number of the Employee _________________________________________
(As per mentioned in Attendance Card/Salary Slip)

Name & Address

__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________
__________________________

Date Of
Birth

Relation

Residing
with the
Applicant
(Yes/No)

Occupation
(Detail)

Signature of Applicant
ARCHIES LTD
Annexure B of the Application For Employment Form

Nominee Detail
Name of the Employee__________________________________________________
I.D. Number of the Employee ___________________________________________

(As per mentioned in Attendance Card/Salary Slip)

Name & Address

Date
Birth

Of

Relation

%
Of
Nomination

Fathers
Name

/Husband

1)__________________________
___________________________
___________________________
2)___________________________
____________________________
____________________________
3)____________________________
_____________________________
_____________________________
4)___________________________
_____________________________
_____________________________
5)____________________________
_____________________________
_____________________________

Signature Of Applicant

ARCHIES LTD
Annexure C of The Application For Employment Form
Education Qualification
Name Of the Employee_________________________________________________
I.D Number of the Employee ____________________________________________

(As per mentioned in Attendance Card/Salary Slip)

Name of School/College

Degree

Year
Passing

Of

Aggregate%

Certificate Yes/No

Professional/Technical Qualification
Course Name & Address of The Institute

Duration

Year of Passing

Certificate
Yes/No

1)__________________________________
____________________________________
2)___________________________________
_____________________________________
3)___________________________________
_____________________________________

Signature Of Applicant

ARCHIES LTD
Annexure D of The Employment Application Form
Employment Detail
Name of the Employee________________________________________________
I.D. Number Of the Employee__________________________________________

(As per mentioned in Attendance Card/Salary Slip)

From

To

Organization Name Address and Tel

no.

Position
Held

Total year
Of Working

________________________
________________________
________________________
________________________
________________________
________________________
_________________________
_________________________
_________________________

Total work Experience_______________________Year(s)/Month(s)______________

Reason of Leaving______________________________________________________
_____________________________________________________________________
Reporting System in Last Organization_____________________________________
________________________________________Contact No ___________________
Mention any achievement in Last Organization______________________________
____________________________________________________________________
Last Salary Drawn
Gross (C.T.C.)__________________Net (Take in Home)_____________________
Signature of Applicant

Salary
Drawn

ARCHIES LTD
FOR OFFICE USE ONLY
Name of Candidate______________________________________
Interviewed by_____________________On dated______________________
Replacement of Mr./Ms._____________________________________________
Comments________________
Selected For (Deptt)_____ HeadQuarter_______________ Position__
Salary Recommended Gross (C.T.C.)___________
Net (Take Home) ___________
Joining Date________________________________
Job Responsibility fixed
1) _________________________________________________________________
2)__________________________________________________________________
3)__________________________________________________________________
4)___________________________________________________________________
5)___________________________________________________________________
6)___________________________________________________________________
Reporting to Mr./Ms_
Designation____
Department Head

H.R.Head

Date:

ARCHIES LTD

NAME OF THE EMPLOYEE __________________________________________

I.D.No_______________________________________________________________
H.R. Steps For Recruitment
1) Interviewed By (H.R.Deptt)_________________________________________
Signature___________________________________Date__________________
2) Documents filled and verified by______________________________________
Signature__________________________Date___________________________
List of Documents to be Received

Status
(Yes/No)

Remark

Latest C.V (Bio-Data)

Any age proof (Self-Attested)
Educational Certificate (Self-Attested)
Current Proof of Residence
Last Employers certificates (Salary
Proof / Relieving/Acceptance
List of Document filled by H.R.Deptt

Status
(Yes/No)

Remark

Appointment Letter, ESI, P.F Forms,

Bank Form
3) Personal File verified by______________________________________________
Signature_________________________________________Date____________
_
4) Telephonic verification done by_______________________________________
Signature________________________________ Date____________________

ARCHIES LTD
DOCUMENT STATUS PENDING/RECEIVED
Name of the Employee
Card No

Sl No
Name of Documents
1 Photo I.D.Proof
a)Driving License
b)Ration card
c) Pan card
d) Voter I.D. Card
e)
f)
2 Education Certificate
a) 10th Std
b)12th Std
c) Graduation
d)
e)
5 Last Employment Proof
a)Appointment Letter
b) Salary Slip
c) Experience Certificate
d) Releving Certificate
f)
g)
4 PHOTOGRAPH
a) 5 passport size photograph
b) post card size photograph( If ESI
Covered)

File Prepared by:

Sign:

Status

Feedback Form

(1)

Previous Employment Reference Check

Telephonic Enquiry of _________________________________________________

Name of the Previous Employer___________________________________________
__________________________________________Tel No:_____________________
Contact Person_________________________________________________________
Designation___________________________________________________________
Verification Feedback: (+) ve or (-) ve _____________________________________
Information Collected:
(1) Behavioral Feedback:_____________________________________________
(2) Last Job Profile: _________________________________________________
(3) Reason of Leaving_______________________________________________
(4) Last Salary Withdrawn____________________________________________
(2) Personal Reference : Check
Ref:1
Name Of Contact Person__________________________Relation________________
Contact No_________________________ Employed at________________________
Behavioral Feedback____________________________________________________
Ref:2
Name Of Contact Person__________________________Relation________________
Contact No_________________________ Employed at_______________________
Behavioral Feedback___________________________________________________
Name of Verifier:
Verifier Sign:
Date:

3.5 Issuing of Joining Letters

After fulfilling all the required documents in the H.R. Department, the department
issues joining letters such as appointment letter, address verification, employment
verification (if previously employed).

Specimen of appointment letter

REF- Arch/Hr/Jul/3603
DATED: - / /2010
MR. XYZ
ABC Town,
Mahabalipuram
Gurgaon
LETTER OF APPOINTMENT
SUB: OFFER OF APPOINTMENT FOR THE POST OF __________
Dear Mr.XYZ
Please refer to your application for employment dated _________and the
discussions held while in your interview subsequently on _________. We hereby
offer to you employment in our organization on the following terms and
conditions:
1. Appointment: You are hereby appointed w.e.f _________
2. Designation: You are being designated as _______________
3. Salary & Perks: You shall be entitled to salary, perks and benefits as per
Annexure-1 attached with this letter of appointment.
4. You will be on probation for six months from the date of joining, which can
be extended at the sole discretion and satisfaction of the Management/
Company, based on your performance in all respects. During the probation
period, your services can be terminated at any time without notice. Unless
confirmed in writing you will continue to be on probation and the
Management/company will be within its rights to dispense with your
services without any notice or stating any reason during such period.
5. On successful completion of the probation period you will be confirmed in
regular service in writing. The Management/ Company, however, reserve its
right to pay one-month salary in lieu of the notice period for termination of
services after your confirmation. The Management/Company may terminate
your services if in its opinion your continuation in the service is detrimental
to the interest of the management/ company by reasons of your misconduct,
negligence or unsatisfactory work, continued ill health or inability to

perform duties or breach of any of the terms and conditions mentioned

herein or of such rules as may be framed by the Management/Company
from time to time.
6.

This offer of employment shall be valid subject to your being found

medically fit and continuing to remain medically fit during the employment
with the Management/Company. But, in the event of your continuous
illness for a period of six months or more, your services are liable to be
terminated by giving you one month's notice or salary in lieu thereof.

7.

This appointment is based on the information supplied by you to us in

your personal data from which otherwise, will be null and void if material
(in the company's opinion) disclosed therein is found to be incorrect at any
time.

8. Your appointment is based upon the assurance that your previous

employer(s) have undisputedly and amicably released you from their
employment.
9. Your place of posting will, at present is at ________. But you are liable to
be transferred according to exigencies of work and solely at the discretion
of the management from one post to another, from one department or shop
to another, from one factory to another whether existing at present in the
NCT Of Delhi or out of NCT Of Delhi or to be set up or taken over or
acquired at a later date in the NCT Of Delhi or at any place n India. In case
you are transferred out of Delhi, you will be given 3 days time for reporting
besides traveling expenses. It will be your responsibility to make
arrangement for your residential accommodation/ other arrangements, if
any. Also the management can shift the place or places of working
anywhere in India and in that event, you will report for work at the shifted
place. However the wages, grade if any, continuity of service and other
conditions of services will remain same and will not be adversely affected
by such transfer
10.You will be governed by the certified standing orders, rules, regulations and
office orders in force and framed by the company from time to time in
relation to your service conditions, which will form part of your terms of
employment.
11.That during the tenure of your service, you will keep your emoluments
secret from other employees of this organization. Besides that you will
always maintain strict secrecy regarding any technical or other business
information gained or acquired by you or imparted to you in the course of

your employment with the management/ company. In case you are found to
be in breach of this clause, your services are liable to be terminated.
12.You shall at all time maintain absolute integrity and devotion to duty and
conduct yourself in a manner conducive to the best interests, credit and
prestige of the Management/Company.
13.You shall not, at any time, work against the interests, credit and prestige of
the Management/Company or commit any act, which is unbecoming of an
employee. Any act against the basic and universally accepted understanding
or any violation of any of these norms of behavior on your part will be
viewed as misconduct and Management/Company will be competent to take
disciplinary action against you.
14.If any time during your employment, you are found guilty of any act of
misconduct, you may be suspended from service pending enquiry. During
suspension period, you will be entitled to 50% of your salary towards
suspension allowance subject to your marking of attendance on the working
days at any time during working hours. While claiming suspension
allowance, you will give neither an undertaking in writing that you were
neither employed nor self employed during such period.
15.Your address as indicated in your application for appointment shall be
deemed to be correct for sending any communication to you. In case there
is any change in your residential address, you will intimate the same in
writing to the Manager (HRD) within three days from the date of such
change and get such change of address recorded. Every communication
addressed to you at the given address shall be deemed to have been served
upon you.
16.You will be retired from the services of the Management/Company on
attaining the superannuating age of 58 years, or earlier, for physical
disability or infirmity or in case you contact a disease which is infectious or
contagious or detrimental to others' health or for continued ill health, duly
certified by the Medical Officer of the Management/Company.
17.Your service may be terminated earlier as per terms of appointment or work
not available for you where you are employed or the department /section
does not remain in existence.
18.At the time of joining service, you will be required to submit documentary
evidence of your age, academic/professional qualifications/experience
which is mandatory for your confirmation/continuation in service.

19.This letter is being sent to you in duplicate. Please return the duplicate copy
of the same to us appending your full signatures on all pages, as token of
your acceptance of the above terms and conditions, for our record.
20.This appointment shall be effective from the date of your joining duties.
You are required to report for duty latest by/on / /2010 failing which this
offer would be treated as cancelled.

For Archies Limited

AMARJIT SINGH
(Head H.R.&Admin.)

S W O T ANALYSIS
Strength
Weakness
Opportunities
Threats

4.1 Introduction Of SWOT Analysis

SWOT analysis is a basic, straightforward model that provides
direction and serves as a basis for the development of marketing
plans. It accomplishes this by assessing an organizations
strengths (what an organization can do) and weaknesses (what an
organization cannot do) in addition to opportunities (potential
favorable conditions for an organization) and threats (potential
unfavorable conditions for an organization). SWOT analysis is an
important step in planning and its value is often underestimated
despite the simplicity in creation. The role of SWOT analysis is to
take the information from the environmental analysis and separate
it into internal issues (strengths and weaknesses) and external
issues (opportunities and threats). Once this is completed, SWOT
analysis determines if the information indicates something that will
assist the firm in accomplishing its objectives (a strength or
opportunity), or if it indicates an obstacle that must be overcome
or minimized to achieve desired results (weakness or threat)
(Marketing Strategy, 1998).

4.2 Uses of SWOT Analysis

The usefulness of SWOT analysis is not limited to profit-seeking organizations. SWOT
analysis may be used in any decision-making situation when a desired end-state (objective)
has been defined. Examples include: non-profit organizations, governmental units, and
individuals. SWOT analysis may also be used in pre-crisis planning and preventive crisis
management.
SWOT analysis may also be used in creating a recommendation during a viability
study/survey.
A SWOT analysis process generates information that is helpful in matching an organization
or groups goals, programs, and capacities to the social environment in which it operates.
The SWOT itself is only a data capture exercise

Strengths: positive tangible and intangible attributes, internal to an

organisation and within the organisations control.
Weaknesses: internal factors within an organisations control that detract
from the organisations ability to attain the desired goal. Which areas might
the organisation improve?
Opportunities: external attractive factors that represent the reason for an
organisation to exist and develop. What opportunities exist in the
environment, which will propel the organisation? Identify them by their
time frames.
Threats: external factors beyond the organisations control which could
place the organisation mission or operation at risk. The organisation may
benefit by having contingency plans to address them if they should occur.
Classify them by their severity and probability of occurrence.
It is important to note the strengths and weaknesses are intrinsic value-creating skills or
assets, or the lack of, relative to competitive forces. Opportunities and threats are external
factors which are not created by the organisation, but emerge as a result of the competitive
dynamics caused by future gaps in the market.

4.3 Merits & Demerits of SWOT Analysis

Merits
Simple four box framework & flexible.
Facilitates the strengths and weaknesses of the organization.
Encourages the development of strategic thinking.
Enables a management team to focus on strengths & build opportunities.
Can enable an organisation to anticipate future business threats and take
action to avoid or minimize their impact.
Can enable an organisation to spot business opportunities and exploit them
fully.

Demerits
It is easy to use scant data.
To be effective, this needs to be undertaken on a regular basis.
The best reviews require different people being involved each having a
different perspective.
Access to quality internal data sources, this can be time consuming and
politically difficult
The pace of change makes it increasingly difficult to anticipate
developments that may affect an organisation in the future.
The risk of capturing too much data is that it may make it difficult to see the
wood for the trees and lead to paralysis by analyses.
The data used in the analysis may be based on assumptions that
subsequently prove to be unfounded (good and bad).

4.4 SWOT Analysis of ARCHIES Ltd.

Lets analyze SWOT in order to know as to where the company stands

STRENGTH

Innovative & Unique product range

Better product life & durability
Right products, quality & reliability

WEAKNESS

Lack of competition
Prices of products.
No repetition of products

OPPORTUNITIES

 Good profit margins

Proper advertisements

THREATS

Retailer pressure
Retention of key staff
Possible critical negative publicity

Ques: Is there any well defined recruitment policy?

SL.NO
1
2
3
4
5

OPTIONS
Strongly agree (5)
Moderately agree (4)
Strongly disagree (3)
Moderately disagree (2)
Cant say (1)

SCORE: 4.4
INTERPRETATION

IN NUMBER
9
10
1
0
0

IN PERCENTAGE
45%
50%
5%
-

SAMPLE SIZE: 20

 45% of the employees are strongly agreed that there is well defined
recruitment policy.
50% of the employees are moderately agreed that there is well defined
recruitment policy.
5% of the employees are strongly disagreed that there is well defined
recruitment policy.

Ques: Is principal of right man for the right job is strictly followed?

SL.NO
1
2
3
4
5

OPTIONS
Strongly agree (5)
Moderately agree (4)
Strongly disagree (3)
Moderately disagree (2)
Cant say (1)

SCORE: 3.8
INTERPRETATION

IN NUMBER
4
12
1
2
1

IN PERCENTAGE
20%
60%
5%
10%
5%

SAMPLE SIZE: 20

 20% of the employees are strongly agreed that principal of right man for the
right job is strictly followed.
60% of the employees are moderately agreed that principal of right man for
the right job is strictly followed.
5% of the employees are strongly disagreed that principal of right man for
the right job is strictly followed.
10% of the employees are moderately disagreed that principal of right man
for the right job is strictly followed.
5% of the employees cant say that principal of right man for the right job is
strictly followed.

Ques: Which internal or external source of recruitment is followed by the

company?

SL.NO
1
2
3
4
5

OPTIONS
Employment exchange
Campus interview
Advertisement
Promotion
Training

SAMPLE SIZE: 20

IN NUMBER
0
6
10
2
2

IN PERCENTAGE
30%
50%
10%
10%

INTERPRETATION
30% of the employees said that recruitment is made through campus
interview
50% of the employees said that recruitment is made through advertisement.
10% of the employees said that recruitment is made through promotion.
10% of the employees said that recruitment is made through training.

Ques: Recruitment is made according to .

SL.NO
1
2
3
4

OPTIONS
Immediate need
Yearly wise
Both
Any other

IN NUMBER
11
2
5
2

IN PERCENTAGE
55%
10%
25%
10%

SAMPLE SIZE: 20
INTERPRETATION
55% of the employees said that recruitment is made according to immediate
need.
10% of the employees said that recruitment is made according to Yearly
wise need.
25% of the employees said that recruitment is made according to both the
needs.
10% of the employees said that recruitment is made according to any other
need.

Ques: Is any traveling allowance given for outstation candidates who are
called for interview?

SL.NO
1
2

OPTIONS
Yes
No

IN NUMBER
10
10

IN PERCENTAGE
50%
50%

SAMPLE SIZE: 20
INTERPRETATION
1. 60% of the employees said that traveling allowance is given for outstation
candidates who are called for interview.
2. 40% of the employees said that traveling allowance is not given for
outstation candidates who are called for interview.

Ques: Is the employee aware of the positive and negative effects of the
job?

SL.NO
1
2
3
4
5

OPTIONS
Strongly agree (5)
Moderately agree (4)
Strongly disagree (3)
Moderately disagree (2)
Cant say (1)

SCORE: 4.25

IN NUMBER
7
11
2
0
0

IN PERCENTAGE
35%
55%
10%
-

SAMPLE SIZE: 20

INTERPRETATION
35% of the employees are strongly agreed that the employee aware of the
positive and negative effects of the job.
55% of the employees are moderately agreed that the employee aware of the
positive and negative effects of the job.
10% of the employees are strongly disagreed that the employee aware of the
positive and negative effects of the job.

Ques: Do you think succession planning is done in advance?

SL.NO
1
2
3
4
5

OPTIONS
Strongly agree (5)
Moderately agree (4)
Strongly disagree (3)
Moderately disagree (2)
Cant say (1)

SCORE: 3.45

IN NUMBER
2
12
2
1
3

IN PERCENTAGE
10%
60%
10%
5%
15%

SAMPLE SIZE: 20

INTERPRETATION
1. 10% of the employees are strongly agreed that succession planning is done
in advance.
2. 60% of the employees are moderately agreed that succession planning is
done in advance.
3. 10% of the employees are strongly disagreed that succession planning is
done in advance.
4. 5% of the employees are moderately disagreed that succession planning is
done in advance.
5. 15% of the employees cant say that succession planning is done in advance.

Ques: Is induction programmed is conducted immediately after the

recruitment?

SL.NO
1
2
3
4
5

OPTIONS
Strongly agree (5)
Moderately agree (4)
Strongly disagree (3)
Moderately disagree (2)
Cant say (1)

SCORE: 4.55

IN NUMBER
12
7
1
0
0

IN PERCENTAGE
60%
35%
5%
-

SAMPLE SIZE: 20

INTERPRETATION
1. 60% of the employees are strongly agreed that Induction programmed is
conducted immediately after the recruitment.
2. 35% of the employees are moderately agreed that Induction programmed is
conducted immediately after the recruitment.
3. 5% of the employees are strongly disagreed that Induction programmed is
conducted immediately after the recruitment.

6.1 Findings
Organization follow manpower planning in a very systematic way but being
systematic they have to follow various steps & it is found to be very time
consuming.
Organization has been successful in removing the surplus manpower.
Job specification and job description are well defined to all employees and they
know what is expected of them. Everything is properly documented and gives
in black and white.
There is no fix percentage of employees that are to be recruited for each source
every year.

6.2 Suggestions

Evaluate current skill-set using a suitable skills audit tool.

Identify any skills gap between what people have and what is needed.
Work with the human resources team and use tools like the People Skills
Scoreboard to assess your needs and targets.
Evaluate the process using a suitable audit tool.
Recruitment activities could be combined for the purpose of cutting on
advertisement costs and cost involved in holding of interviews plus outside help
could taken for organizing interviews.
Summer trainees should be allowed to avail various welfare facilities like travel
free in company buses, subsidized food etc. so as to attract them to apply for job
in ARCHIES Ltd.
Organization

should

continue

using

redeployment,

retrenchment

and

instruments like VRS in order to reduce effectively its staff in areas of surplus.

6.3Feedback form by Employee

Specimen of feedback form

ARCHIES LTD
FEEDBACK & ISSUE FORM

Information about Employee

1. Name of the EmployeeI.D./Card No..
2. Date of Joining.Department..
3. Name of Br ManagerName of H.O.D
4. Department or Branch Address

Issues with Employee

1. Do you have faced any problem with your employment/employee/employer
so far
.
.
.
2. Have you shared this problem with your Senior/H.R Deptt
...........................................................................................................................
...........................................................................................................................
.............................................................................

3. If Yes,
Have you got the solution of the problem & what was that
solution?

Who solved your problem?

.
.
..
Does that solution really work out to solve your problem?
Yes.
No..
4. If No,
What was the reason of not sharing that problem with the Senior /
H.R Deptt?
1.
2.
3.
4.
5.

Fear of not getting appropriate solution: Yes/No..

No one is there is to listen your problem: Yes/No.
This will create bad image in front of Senior: Yes /No.
This will hamper your growth: Yes /No
If any other than kindly mention it: Yes /No.

5. Do you find any changes in Archies Ltd from date of joining till date.
If Yes than (Explain briefly in your words)
It was positive changes
.
It was negative changes...

Feedback of an Employee

1. Your suggestion to make Archies Ltd wonderful place to work

..
..
..
2. What is the motivation part of your employment?

Appreciation from Senior

Recognition among colleague
Growth in Employment
Non Cash Gifts
Cash Gifts

3. What is your future plan with Archies Ltd?

.
.
..
Hereby I assure you that all the information given above is authentic & is not given
in influence of anybody else
Thanks
Date:

JOB SATISFACTION
NAME:
AGE:
MARITAL STATUS:
DESIGNATION:
QUALIFICATION:
1. Do you get recognition at your work place?
Yes
No
Cant say
Partially
2. Do you

have any knowledge about promotion policies of your

organization? If yes, are you satisfied?

Indifferent
Not-Satisfied
Satisfied
3. Are you satisfied
organization ?

with

the

work

environment

of

your

Yes
No
4. Do you think you are rewarded for your hard work?
Yes
No
5. Do you think your salary is according to your qualifications &
experience & Seniority?
Yes

 No
Cant say
6. Do you think that JOB ROTATION & JOB SHIFTING makes you
happy?
Yes
No
Cant say
7. Do you feel free to give suggestions

and is mgt giving you a

chance to participate in decision making ?

Yes
No
Cant say
8. How are your relations with your colleagues and subordinates?
Respectful & Friendly
Cordial,
Non-Cordial
9. How you would relate your relations with your superiors?
Supportive
Cordial
Non- Cordial
Interfering
10.Do you feel like changing job gives you more satisfaction?
Never thought
Most of time
Rarely
Occasionally

11.Do you think your presence is important for completion of work

in your organization ?
Yes
No
12. Are you satisfied with your job?
Fully satisfied
Not satisfied
Partially satisfied
13.Have you been any time rewarded for your best & outstanding
performance?
Yes
No
14.What gives you JOB SATISFACTION?
Monetary Benefits
Recognition
Promotion
Appreciation Letter

8.1 Reference & Bibliography

Annexure from the organization

Data base provided by the organization
Manuals, reports from the organization
www.archiesonline.com
www.wikipedia.com
hr@archiesonline.com
www.google.com