INTRODUCTION

OVERVIEW OF INDUSTRY
C.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 Delhi

COMPANY 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:
info@clgupta.com
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
3

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.
4

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 TOPIC
RECRUITMENT AND SELECTION
Any 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 PROCESS

RECRUITMENT
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
6

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 SELECTION

Recruitment 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
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

10

Preliminary Interview
Application Form
Personal Test: a) Intelligence test.
b) Aptitude test
c) Personality test.
Employment Interview.
Selection
Medical Examination
Appointment letter

11

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 coordinate 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

12

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 coordinate 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.

13

COMPANY PROFILE

CL GUPTA LTD.
Origin
1.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, ElectroPlated 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-

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.

14

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

2.

Machine

Blown

Glass

Blown

3.

Glass

Press

4.

Injection

5.

Molded

Glass

Colour

6.

Colour

Glass
Glass

on

7.

Glass
Frosting

8. 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.
15

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.

16

ORGANIZATIONAL STUCTURE
We 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

17

C.L. GUPTA EXPORT LTD.

C. L. GUPTA EXPORT LTD.

PRODUCT
:
Dining Table

Double Bed

Single Bed

Sofa set

Wooden chair

18

OBJECTIVES OF THE STUDY

To understand:
1. Understand various HR tools used in handling Recruitment.
2. To have exposure to recruitment process
3. Whether the recruitment process and selection process are satisfactory
4. 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

19

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.

20

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
identified

with

specific

focus

on

its

in process are going to be

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
21

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.

22

RECURITMENT AND SELECTION

PROCEDURE OF C.L. GUPTA EXPORT

Job Analysis Form

Step-1

Job Specification Form

Step-2

Interview Schedule

Step-3
Application Form for
Employment
Interview Assesment
Form

Step-4

Step-5

The C.L. Gupta Export has the following way which it follows for
recruiting the person
PURPOSE
The purpose of the company is to define the procedure of Recruitment & Selection
in the company.
SCOPE
The scope of the company is to find the individuals seeking employment in the
company.
23

RESPONSIBILITY
The Responsibility is on the Manager-HRD/Operations Director-EAI
Systems/Operation Director-TPB-India.
AUTHORITY
The 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.

24

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.

25

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
26

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. SELECTION
A .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.

27

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

28

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

29

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.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 1

30

Percentage
85 %
15 %
0%

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 2

31

Percentage
50%
35%
15%

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 3

32

Percentage
75 %
15 %
10 %

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 4

33

Percentage
92 %
2%
6%

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 5

34

Percentage
80 %
15 %
5%

INTERPRETATION:Out of the total respondents 80% respondents have chosen the option yes, 15%
respondents have chosen the option no and remaining, 5% respondents have chosen the
option no response.

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

Table No. 6
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 6

35

Percentage
55 %
30 %
15 %

INTERPRETATION:Out of the total respondents

55% respondents have chosen the option yes, 30%

respondents have chosen the option no and remaining, 15% respondents have chosen the
option 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?
Table No. 7
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 7

36

Percentage
50 %
35 %
15 %

INTERPRETATION:Out of the total respondents

55% respondents have chosen the option yes, 30%

respondents have chosen the option no and remaining, 15% respondents have chosen the
option no response.

Q.8. Which internal source(s) is (are) used for recruiting the employees?
Table No. 8
S.No.
1.
2.
3.
4.

Options
Present referrals
Employee referrals
Former employees
Previous applicants

37

Percentage
50 %
30 %
10 %
10 %

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
S.No.
1.
2.
3.
4.
5.

Options
Interviews
Resumes
Reference checks
Any other
No Response
Graph No. 9

38

Percentage
8%
90 %
2%
0%
0%

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 10

39

Percentage
90 %
8%
2%

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
S.No.
1.
2.
3.
4.

Options
One-to-one interview
Sequential interview
Panal interview
No Response
Graph No. 11

40

Percentage
65 %
30 %
5%
0%

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 12

41

Percentage
80 %
10 %
10 %

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 13

42

Percentage
50 %
30 %
20 %

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 14

43

Percentage
90 %
5%
5%

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 15

44

Percentage
70 %
20 %
10 %

INTERPRETATION:Out of the total respondents 70% respondents have chosen the option yes, 20%
respondents have chosen the option no and remaining, 10% respondents have chosen the
option no response.

Q.16. Are you satisfied with the recruitment and selection programmes of the company?
Table No. 16
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 16

45

Percentage
65 %
20 %
15 %

INTERPRETATION:Out of the total respondents 65% respondents have chosen the option yes, 20%
respondents have chosen the option no and remaining, 15% respondents have chosen the
option no response.

Q.17. After selection do they conduct the orientation programme for the familiarity of the
job and the company?
Table No. 17
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 17

46

Percentage
70 %
10 %
20 %

INTERPRETATION:Out of the total respondents 70% respondents have chosen the option yes, 10%
respondents have chosen the option no and remaining, 20% respondents have chosen the
option no response.

Q.18. How did you come to know about job vacancy in the company?
Table No. 18
S.No.
1.
2.
3.
4.
5.

Options
Advertisement
Consultancy
Reference
Others
No Response
Graph No. 18

47

Percentage
40 %
10 %
40 %
10 %
0%

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
S.No.
1.
2.
3.
4.

Options
Companys Image
Remuneration
Others
No Response
Graph No. 19

48

Percentage
60 %
20 %
10 %
10 %

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
S.No.
1.
2.
3.

Options
Yes
No
No Response
Graph No. 20

49

Percentage
90 %
5%
5%

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.

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.

50

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 80% respondents have chosen the option yes, 15%
respondents have chosen the option no and remaining, 5% respondents have
chosen the option no response.

Out of the total respondents 55% respondents have chosen the option yes, 30%
respondents have chosen the option no and remaining, 15% respondents have
chosen the option no response.

Out of the total respondents 55% respondents have chosen the option yes, 30%
respondents have chosen the option no and remaining, 15% 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.
51

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 70% respondents have chosen the option yes, 20%
respondents have chosen the option no and remaining, 10% respondents have
chosen the option no response.

Out of the total respondents 65% respondents have chosen the option yes, 20%
respondents have chosen the option no and remaining, 15% respondents have
chosen the option no response.

Out of the total respondents 70% respondents have chosen the option yes, 10%
respondents have chosen the option no and remaining, 20% 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.

52

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
53

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.

54

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.

55

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.

56

BIBLIOGRAPHY
Books:
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.in
www.clgupta.co.in

57

QUESTIONNAIRE
Q.1. Does the recruitment system able to attract highly qualified and competent
people?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response
Q.2. If yes, then do the selected candidates stay longer with the company?
S.No.
Options
Percentage
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?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response
Q.4. Does the recruiting programme able to help the firm create more culturally
diverse work-force?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response
Q.5. Does the recruiting programme able to generate an adequate no. of reasonably
qualified applicants?
S.No.
1.
2.
3.

Options

Percentage

Yes
No
No Response

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

S.No.
1.

Options
Yes
58

Percentage

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?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response
Q.8. Which internal source(s) is (are) used for recruiting the employees?
S.No.
1.
2.
3.
4.

Options
Present referrals
Employee referrals
Former employees
Previous applicants

Percentage

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

S.No.
Options
Percentage
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?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response
Q.11. Which type of interview is conducted by the company?
S.No.
Options
Percentage
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?
S.No.
1.
2.
3.

Options
Yes
No
No Response
59

Percentage

Q.13. Does it provide general information to the applicant such as company policies,
job, products manufactured and the like?
S.No.
1.
2.
3.

Options
Yes
No
No Response

Percentage
50 %
30 %
20 %

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

S.No.
1.
2.
3.
Q.15. Do interviewers have a

Options

Percentage

Yes
No
No Response
complete job description on an accurate appraisal of

the critical job requirement at the time of the interview?

S.No.
1.
2.
3.
Q.16. Are you satisfied with

Options
Percentage
Yes
No
No Response
the recruitment and selection programmes of the

company?
S.No.
1.
2.
3.

Options
Yes
No
No Response

Percentage

Q.17. After selection do they conduct the orientation programme for the familiarity of
the job and the company?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response
Q.18. How did you come to know about job vacancy in the company?
S.No.
1.
2.
3.
4.

Options
Advertisement
Consultancy
Reference
Others
60

Percentage

5.
No Response
Q.19. When you submitted your application in the company, what factors did attract
you towards the company?
S.No.
Options
Percentage
1.
Companys Image
2.
Remuneration
3.
Others
4.
No Response
Q.20. Do interviewers posses the appropriate knowledge and skills to select the
employees?
S.No.
Options
Percentage
1.
Yes
2.
No
3.
No Response

61