CHAPTER-1

About Packaging Industry

About Packaging Industry

All major industries create wealth but if there is one industry that plays a
unique role by way of both creation of wealth through a wide range of
manufacturing activities and also by way of preserving the wealth or value
created by many, many other industries, it is packaging.
Apart from the huge value addition and employment involved in these
activities, packaging has served the Indian economy by helping preservation
of the quality and lengthening the shelf life of innumerable products ranging
from milk and biscuits, to drugs and medicines, processed and semi-processed
foods, fruits and vegetables, edible oils, electronic goods etc., besides
domestic appliances and industrial machinery and other hardware needing
transportation.
With water becoming a consumer product, polymer material-based bottles are
becoming a universal presence. Packaging, as distinct from mere packing,
plays its most visible and catalytic role in a modern economy with the
widespread adoption of branding of products and development of consumer
preferences. To the extent that any consumer product is packaged in a manner
that meets the criteria of safety, convenience and attractiveness, it gains
market share. In the aggregate, packaging as a sect oral activity boosts
consumption and economic growth. Heightened competition in all product
sectors within the country as also the increasing need to look for export
markets have contributed to the rising demand for appropriate, and at the same
time cost-effective, packaging material and technologies.
The packaging industrys growth has led to greater specialization and
sophistication from the point of view of health (in the case of packaged foods
and medicines) and environment friendliness of packing material. The
2

demands on the packaging industry are challenging, given the increasing

environmental awareness among communities.
The World Packaging Organizations (WPO) slogan, Better Quality of Life
through Better Packaging, sumps up the important place that packaging
occupies in a modern economy. To ensure that public appreciation of this role
and the policy-makers support to the industry are not diluted, attention should
be paid to basic issues like collection, segregation and reuse of synthetic
packaging material and observation of regulatory requirements.

Functions of Packages: Shock, drop

Pressure, Vibration
Heat
Water or Moisture

Protective
Function

Design
Colour
Size

Graphic
Design

Transportation
Stocking (User, Ware
House), Image, Design,
Size Protection
After Re-Use
Productivity

Convenient
Function

Attraction

Psychological
Function

Classification of Packaging:1. By Shape (Form or Size)

Heavy Packaging (
Large)

Medium Packaging
(Middle)

Container
Wooden Packs

Carton Box
Woven Box
Can, Barrel, Tub

Light Packaging
(Small)
Flexible
Packaging
Bottles, Cans
(small)
Paper Container

2. By Methods (Way of Packing)

Vacuum
Packaging

Gas Flush
Packaging

Aseptic
Packaging

MoistureProof
Packaging

Retortable
Packaging

Blister
Packaging

Shrink
Packaging

Skin Packaging

Strip
Packaging

TamperEvidence
Packaging

Others

3. By Contents

Food
Packaging

Drug
Packaging

Cosmetics
Packaging

Liquid
Packaging

Power
Packaging

Clothing
Packaging

Toiletry
Packaging

Dangerous
Packaging

Others

4. By Materials

Rigid Packaging
Bottle, Metal
Can
Wooden Box
Metal Box etc.

Semi Rigid
Packaging
Carton Box
Plastic Box

Flexible
Packaging
Paper Plastic
Film, Alu-Foil
Cellophane

Indian Packaging Industry Market:The Indian packaging industry itself is growing at 14-15% annually. This
growth rate is expected to double in the next two years.
Indian Packaging industry is USD 14 billion and growing at more than 15%
p.a. These figures indicate towards a change in the industrial and consumer set
up.
However, the Indian fascination for rigid packaging remains intact. It is
estimated that more than 80% of the total packaging in India constitutes rigid
packaging, which is the oldest and the most conventional form of packaging.
The remaining 20% comprises flexible packaging.Rigid packaging constitutes
glass bottles, metal cans, aerosol cans, battery cell cans, aluminum collapsible
tubes, injection molded plastic containers made of PVC, PET, HOPE, barrels
made from HOPE, paperboards, and corrugated boxes.
However, with the expanding middle class and rising income levels, the
patterns of consumption are bound to change substantially and the demand for
quality and convenience-based products will increase. Concurrently, the
increased interaction with the developed world will considerably influence the
aesthetic and quality norms of the Indian consumer and lead to better
consumption standards. This is expected to stimulate greater consumption of
branded products and increase the use of rigid and flexible packaging.
1. Flexible packaging contains multi-layered laminated sheets of single or
a combination of substrates such as plastic, paper or aluminum. Flexible
packaging finds varied use because of its ability to provide strength,
moisture resistance, aroma retention, gloss, grease resistance, heat
retention, salability, printability and low odor. Flexible packaging has
gained vast acceptability because of the protection it offers to the
6

product against environmental threats like moisture, heat, and chemical

reaction. More so, convenience in handling the product and the cost
benefits it provides are added advantages.
2. Nonetheless, plastic, which is the most commonly used substrate in
flexible packaging, is facing pressure because of issues of
environmental protection and safe disposal. These issues act as a major
impediment in flexible packaging becoming an all-pervasive medium.
Paper and paperboard, on the other hand are environment friendly and
also enjoy the advantages of easy handling and efficient process
implementation. Moreover, flexible packaging mandates additional
capital

requirements

and

technical

know-how

for

efficient

manufacturing operations.
3. Although substrates like plastic have gained vast acceptability,
attractiveness of paper and paperboard consumption remains.
Currently, India is ranked 15th in the world for its paper and paperboard
consumption and is expected to improve its rank in the future. Paper is
the fastest growing substrate segment with a growth rate of 6-7%. The
total demand for paper currently is estimated to be around 6 mn tones,
of which about 40% is consumed by the packaging industry. If the
demand for paper continues to grow at the same rate, total paper
consumption is expected to reach 9.5mn tones by 2010.
4. Laminated products including form-fill-seal pouches, laminated tubes
and tetra packs are growing at around 30% p.a.
5. There are about 600-700 packaging machinery manufacturers, 95% of
which are in the small and medium sector located all over India.
6. Germany and Italy are the latest suppliers of packaging machinery to
India but focus is now shifting on Taiwan, Korea and China.

7. Indian packaging machinery imports are USD 125 million.

8. Indian packaging machinery exports are rapidly growing.
9. India's per capita packaging consumption is less than USD 15 against
worldwide average of nearly USD 100.
10. The large growing middle class, liberalization and organized retail
sector are the catalysts to growth in packaging.
11. Food and Pharma packaging are the key driving segments.
12. Packaging Machinery Imports Rising

Factors Affecting Growth of Packaging Industry in

India
Urbanization: Modern technology is now an integral part of nation's
society today with high-end package usage increasing rapidly. As
consumerism is rising, rural India is also slowly changing into more of an
urban society. The liberalization of the Indian economy, coupled with
globalization and the influx of the multi-nationals, has improved the
quality of all types of primary and secondary packaging. Also
industrialization and expected emergence of the organized retail industry
is fueling the growth of packaging industry.
Increasing Health Consciousness: As people are becoming more health
conscious, there is a growing trend towards well packed, branded products
rather than the loose and unpackaged formats. Today even a common man
is conscious about the food intake he consumes in day-to-day life.
1. Low Purchasing Power resulting in Purchase of Small Packets:
India being a growing country, purchasing power capacity of Indian
consumers is lower; the consumer goods come in small, affordable
packages. Apart from the normal products packed in flexible
8

packaging, the use of flexible in India includes some novel applications

not usually seen in the developed world. Products like toothpaste,
toothpowder, and fairness creams in laminated pouches are highly
innovative and are not used elsewhere. Another typical example of
such applications is tobacco and betel nut-based intoxicants and mouth
fresheners catering to unique Indian taste.
2. Indian Economy Experiencing Good Growth Prospects: The
Indian economy is growing at a promising rate, with growth of outputs
in agriculture, industry and tertiary sectors. Overall economic growth
has proved to be beneficial for the consumer goods market, with more
and more products becoming affordable to a larger section of the
population.
3. Changing Food Habits amongst Indians: Changing lifestyles and
lesser time to spend in kitchens are resulting in more incidence of
eating away from homes resulting in explosive growth of restaurants
and fast food outlets all over the country. Indians are trying out newer
cuisines and also purchasing similar food items for their homes.
Therefore, the review period has seen new products like pasta, soups,
and noodles being launched in India, fuelling the growth of packaging
industry in India.
4. Personal health consciousness amongst Indians: With growing
awareness towards contagious diseases like AIDS and other STDs,
awareness towards usage of contraceptives and disposables syringes
have increased the demand for packaging required for the same.
5. Rural Marketing Pushing Demand for Sachets: India comprises of
a big rural market and there has been growing focus on rural marketing,
whereby manufacturers a introducing low-priced goods in smaller pack
sizes. Low priced sachets have proved to be extremely popular in

smaller towns and villages, where people do not prefer to buy larger
packs due to financial constraints.

Packaging industry serves the following purposes in

India:
1. Containment: Most products must be contained before they can be
moved from one place to another. To function successfully, the
package must contain the product. This containment function of
packaging makes a huge contribution to protecting the environment.
Faulty packaging (or under packaging) can lead to spillages and result
in major losses and serious damage.
2. Protection and Preservation: Packaging plays a vital role in protecting
products as they go from the manufacturer to the consumer.
Packaging is designed to ensure that the product reaches the
consumer in good condition. The product is protected during transport
and distribution; from climatic effects (heat and cold, moisture, vapor,
drying atmospheres); from hazardous substances and contaminants;
from infestation.
3. Supplementary Product Protection: Packaging can also provide
supplementary product protection. This may be achieved by forms of
cushioning such as shredded papers, sheets of corrugated paperboard,
foamed plastic or wrappings. Packaging therefore contributes to food
safety, quality and nutrition. Packaging technology has made major
contributions to advancing food science and food safety and reduction
of food spoilage.

10

4. Communication: A package must protect what it sells and sell what it

protects. Modern methods of consumer marketing would fail were it
not for the messages communicated on the package. The information
provided on packaging allows the consumer to make informed
decisions on the products purchase and use.
5. Convenience: Packaging plays an important role in allowing products
to respond to the demands and needs of modern consumers. Frozen
food packs, microwavable containers, wine cardboard casks, easyopen beverage and food cans and aseptic cartons are good examples
of convenience packaging. These types of packaging reflect the
demand for convenience and quick food preparation in a way that
guarantees freshness. Light weight medical devices are packaged in
peel-open, pre-sterilized containers designed for easy use in operating
rooms, patients' rooms, or laboratories. In the administration of drugs,
unit-dose packaging, solid and liquid, in small containers allows sealed,
unused drugs to be returned to stock. Medical packaging also reduces
the risk of accidental overdose or improper use by children (child
resistant closures).
6. Environmental Aspects: Packaging reduces the amount of waste going
to landfill. Without the benefit of packaging to preserve food, a higher
proportion of food would become spoiled and consequently consigned
to garbage collection for land disposal. When the food is packaged, the
unwanted portions such as skins, outer leaves and trimmings, remain
at the processing point where they can be economically recovered and
used in the manufacture of valuable byproducts.

11

7. Reduction of Pilferage: Packaging of a wide variety of products sold

from self-service counters is designed to reduce stealing. The product
may be sold in a blister package sealed to a large paperboard backing.
The large card makes the package more difficult to conceal and steal.
Other examples of security packages are lock-on caps and
tamperproof closures.
8. Marketing Trends: Marketing trends are placing increasing emphasis
on the look, sales appeal and quality of retail packaging. Packaging
helps sell products by providing product differentiation and
presentation, greater brand awareness and convenience. The
continuously changing demands of consumers will require higher
quality graphics and promotional links between graphics and
advertising to support brand identities, plus the ability to reflect
current consumer trends and images.

Factors Affecting Growth of Packaging Industry in

India
1. Urbanization: Modern technology is now an integral part of nation's
society today with high-end package usage increasing rapidly. As
consumerism is rising, rural India is also slowly changing into more of
an urban society. The liberalization of the Indian economy, coupled
with globalization and the influx of the multi-nationals, has improved
the quality of all types of primary and secondary packaging. Also
industrialization and expected emergence of the organized retail
industry is fuelling the growth of packaging industry.

12

2. Increasing Health Consciousness: As people are becoming more

health conscious, there is a growing trend towards well packed, branded
products rather than the loose and unpackaged formats. Today even a
common man is conscious about the food intake he consumes in dayto-day life.
3. Low Purchasing Power resulting in Purchase of Small Packets:
India being a growing country, purchasing power capacity of Indian
consumers is lower; the consumer goods come in small, affordable
packages. Apart from the normal products packed in flexible packaging,
the use of flexible in India includes some novel applications not usually
seen in the developed world. Products like toothpaste, toothpowder, and
fairness creams in laminated pouches are highly innovative and are not
used elsewhere. Another typical example of such applications is
tobacco and betel nut-based intoxicants and mouth fresheners catering
to unique Indian taste.
4. Indian Economy Experiencing Good Growth Prospects: The Indian
economy is growing at a promising rate, with growth of outputs in
agriculture, industry and tertiary sectors. Overall economic growth has
proved to be beneficial for the consumer goods market, with more and
more products becoming affordable to a larger section of the
population.
5. Changing Food Habits amongst Indians: Changing lifestyles and
lesser time to spend in kitchens are resulting in more incidence of eating
away from homes resulting in explosive growth of restaurants and fast
food outlets all over the country. Indians are trying out newer cuisines
and also purchasing similar food items for their homes. Therefore, the
review period has seen new products like pasta, soups, and noodles
being launched in India, fueling the growth of packaging industry in
India.
13

6. Personal health consciousness amongst Indians: With growing

awareness towards contagious diseases like AIDS and other STDs,
awareness towards usage of contraceptives and disposables syringes
have increased the demand for packaging required for the same.
7. Rural Marketing Pushing Demand for Sachets: India comprises of a
big rural market and there has been growing focus on rural marketing,
whereby manufacturers are introducing low-priced goods in smaller
pack sizes. Low priced sachets have proved to be extremely popular in
smaller towns and villages, where people do not prefer to buy larger
packs due to financial constraints.

14

CHAPTER-2
Company Profile

15

COMPANY PROFILE
Bichpuria Enterprises Pvt. Ltd. Is situated in the National Capital Territory
(NCT) of Delhi. It undertakes manufacturing, trading, import and export of
polythene bags, sheets and other packaging materials. To carry on the
manufacture, process, buy, sell, import or export or otherwise deal in all kinds
of packaging materials such as paper and paper board packing, plastic packing,
polythene packing, gunny bags, containers, bottles hollow wares whether
made of rubber, aluminum, leather, plastic, HDP, LDP, polypropylene, PVC
and other man made fibrous materials.
Bichpuria Enterprises Pvt. Ltd carries on business as manufacturers of and
dealers in, or as stockists, importers and exporters of packing materials,
cartons, containers, boxes and cases made of paper boards, wood, glass,
plastic, pulp, cellulose films, polythene, rubber, metals, metal foils, gelatin,
tin flexible, treated, laminated or other materials.
It also carries business in abroad as suppliers, dealers, producers,
manufacturers, importers, exporters, traders, stockists of all kind of wooden
and paper products, plywood, teak wood, teak board, particle board, laminates,
steel furniture etc., and to take up on job basis or turnkey basis furnishing of
offices and other buildings including the work of carpenters, painters, repairs,
up hoisters and printers. It undertakes and carry on business of leasing the
furniture, machinery and other assets.

Products
Eco-Friendly Paper Bag: The Company started manufacturing stitched
paper bags and then to an innovative and more modern Pasted Paper Bags,
with imported Bottomer Machine. The company has 6 numbers of latest
16

Tuber Machines and 4 numbers of Bottomer Machines for producing fine

quality paper bags with minimum manpower.
Poly Propylene Bags: it has excelled in the production of Quality Poly
Propylene bags for over a decade. It has 3 Extruders of Kholsite make
with imported T die, of the renowned EDI, USA make, as a part of
its modern machinery, helping it to achieve high quality levels.
Catering exclusively to the cement companies, this unit has many of the
top cement manufactures for its clients.

Bi-axially Oriented Polypropylene Films

Thickness

6 mic to 50 mic

Width

64 to 1540 mm

Treatment

One or both sides

Finish

Glossy, clear, or hazy

Special grades

Heat sealable, metallisable

Color

Pearlised or white

BIAX BOPP films are produced on the most sophisticated equipment

and are designed for:

better machine ability on packing machines

high barrier properties

superior gloss, lustre and clarity

wide heat seal range

high speed packing and specialist over wrapping applications

superb presentation characteristics

17

 Specialty Coextruded Cast Films

Thickness
Width
Surface
Colour

13 Micron to 250 Micron

Upto 1750mm
Embossed or Plane; Surface treatment as required
As per specification

The specialty cast coextruded films offered include:

Stretch Wrap Film - Cast coextruded LLDPE based film designed for
use in pallet stretch wrap and food bundle overwraps.
Soft Blister Film - Specially formulated coextruded film for medical
disposables packaging.

18

Release Film - Embossed or plain films based on polyethylene tailormade for use in rubber, tyre & tread and conveyor belting industry.
Cast Polypropylene Film Un-oriented polypropylene film for
application in packaging & lamination and stationery products.
Available in natural (high transparent) or white and various grades
including Heat Sealable, Reportable, Metallisable, Cold Twist Wrap,
Embossed and High Stiffness.
Hygiene film - Specially formulated cast coextruded film based on
polyethylene for use as diaper backing film, in sanitary napkins and in
surgical drapes.
Coex Sheets
XPRO offers a wide range of mono-layer and coextruded plastic sheets,
produced on highly sophisticated equipment, based on various
thermoplastic resins (such as PS, PP, ABS, PE, etc.), specially designed
to meet specific customer needs.

19

 Coextruded Plastic Sheets

Thickness
Width
Surface
Colour

0.20mm to 7.0mm
Upto 1500mm
Embossed, Glossy or Matt
As per customer satisfaction

Applications of XPRO sheets are limited only by imagination and

standard products include sheets for :

Refrigerator door and cabinet liners

Luggage (Shell)

Automotive (Flooring, Trims, Panels)

Disposable cups and Containers Stationary (files and folders)

Industrial thermoforming applications, such as furniture, packaging

and Bathroom cabinets.

Dielectric Films
BIAX DIELECTRIC FILMS are specially designed polypropylene films
manufactured by the tenter process on highly specialised equipment in
controlled environmental & ultra clean room conditions for a wide range
of applications in the capacitors industry.
Biax Dielectric films range includes plain smooth films modified for
good metallization and winding hazy/ rough films and metallized (Al,
Zn or alloy) films.

20

Application areas include:

Power Transmission & Distribution Capacitors

Motor Run Capacitors

Power Film/Electronic Capacitors

Magnetic Lighting Ballast Capacitors

Microwave Oven Capacitors

Low Voltage industrial Power Factor Correction Capacitors

AC and Pulse Film Capacitors

Interference Suppression Capacitors

Energy Storage applications

Capacitors for hybrid cars.

Specifications and Characteristics:

Thickness
Width
Surface
Treatment

4 micron to 15 microns
As per requirements
Smooth/Plain (Modified for
improved winding)
As required (Inside or Outside)

Metallisable

Excellent thickness profile

High breakdown voltage

High mechanical strength

Low dissipation factor

21

High insulation resistance

High operating temperature

Close definition of surface for good winding

Based on High purity, special PP resins (ultra low ash content)

Thermoformed Components / Refrigerator Liners

XPRO COEX have several fully automatic specialized lines for
continuous vacuum forming for thick wall applications at the Faridabad
unit.
These are state-of-art in-line multi-stage thermoforming plants specially
designed for high production requirements with auto-sheet loading, preheat stations, full micro- processor control and fast tool change
capabilities. Sophisticated electronic controls ensure quick machine setup, fast and precise control of the heating elements and easy reprogramming of production parameters ensuring high productivity and
repeatable quality.

Primary application is for Refrigerator inner and door liners.

Thermoforming capabilities extend to include Automotive interior and
exterior trims (e.g. dash boards, door panels, floor panels, etc.); Furniture;
Luggage

Shells;

Sanitary

Products

(e.g.

Bath-tubs,

Cabinets);
22

Electrical/electronic housings (Tube light panels, street lamps and other

light fittings); Industrial trays for material handling etc.
Thermoforming as a process offers advantages of lower tooling and
prototyping costs, lower part weight, lower material costs, larger parts,
good surface quality and finish and flexibility in design. At Xpro Coex
product design and development is carried out through a process of
collaborative engineering with key customers towards optimum design
with appropriate material selection for specific end product application.

5 in-line automatic sheet-fed, four-station vacuum formers

Each line equipped with individual hydraulic trimming press

Maximum Mould size: 2100 x 1500 mm

Maximum depth of draw: 600 mm

Materials handled: ABS, HIPS, Polycarbonate, PET, PETG, PP,

etc.

23

CHAPTER-3
Introduction of Project

24

Introduction of Project
Evolution of HRM
Earlier references: In western countries HRM had its primitive beginning in
1930s. Not much thought was given on this subject in particular and no written
records or documents interesting to note HRM concepts was available, in
ancient philosophies of Greek, Indian and Chinese. This is not to suggest that
industrial establishment and factories system, as it is known today, existed in
ancient Greece, India or china. The philosophy of managing human being, as
a concept was found developed in ancient literatures in general and in Indian
philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate
discipline of management called Personnel management. In fact, this job
was assigned as part of the factory manager. Adam Smiths concept of factory
was that it consists of three resources, land, labour and capital. This factory
manager is expected to procure, Process and peddle labour as one of the
resources. The first time when such a specialist person was used; it was to
maintain a buffer between employer and employee to meet the legitimate
need of employees. However, it is the employer who decided what
legitimate need of employees is. In fact, the specialist person was more
needed to prevent unionization of employees. This was the case before
1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took
place, which greatly contributed, to the evolution and growth of Human
Resources Management (HRM). These developments are given below:

Scientific Management

Labour Movements
25

Government Regulations.

About HRM
The human resources are the most important assets of an organization. The
success or failure of an organization is largely dependent on the caliber of the
people working therein. Without positive and creative contributions from
people, organizations cannot progress and prosper. In order to achieve the
goals or the activities of an organization, therefore, they need to recruit people
with requisite skills, qualifications and experience. While doing so, they have
to keep the present as well as the future requirements of the organization in
mind.
Recruitment is distinct from Employment and Selection. Once the required
number and kind of human resources are determined, the management has to
find the places where the required human resources are/will be available and
also find the means of attracting them towards the organization before
selecting suitable candidates for jobs. All this process is generally known as
recruitment. Some people use the term Recruitment for employment. These
two are not one and the same. Recruitment is only one of the steps in the entire
employment process. Some others use the term recruitment for selection.
These are not the same either. Technically speaking, the function of
recruitment precedes the selection function and it includes only finding,
developing the sources of prospective employees and attracting them to apply
for jobs in an organization, whereas the selection is the process of finding out
the most suitable candidate to the job out of the candidates attracted (i.e.,
recruited).Formal definition of recruitment would give clear cut idea about the
function of recruitment.

26

Scope of Human Resource Management

The Scope of HRM is indeed fast. All major activities in the working life of
worker from time of his entry in an organization until he / she leaves, come
under the preview of HRM. Specifically, the activities included are Human
Resource planning, Job analysis and design, Recruitment, Selection,
Orientation and placement, Training and development, Performance appraisal
and

Job

evaluation,

employee

and

executive

remuneration

and

communication, employee welfare, safety and health, industrial relations and

the like.
HRM is becoming a specialized branch giving rise to a number of specialized
areas like:
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations

Prospects of
HRM

Industrial
Relations

Employee Maintenance

Nature of Human
Resource
Management

Employee hiring

Employee and
executive Remuneration

Human Resource
Management

Employee Motivation

Scope of HRM
27

Objectives of the HRM are to secure the following: 1. Industrial peace: This is secured by excellent union management
relations,

healthy

inter-personal

relationships,

and

promoting

participative management style and good industrial and labour

relations.
2. Achieve High Productivity:

The underlying objective brings to

increase the quantity or volume of the product or service for a given

input, productivity improvement programme is very significant in a
competitive environment.
3. Better quality of working life of employees: This involves both
intrinsic and extrinsic factors connected with work.
4. Obtain and sustain competitive advantage through empowerment:
continuous improvement and innovative steps being the two essential
ingredients to achieve and sustain competitive advantage, todays
industries are knowledge based and skill intensive.
5. Cordial relationship between the employer and employees.
6. Personnel research functions.
7. Proper orientation and introduction to the new employees.

Background Scenario
William James of Harvard University estimated that employees could retain
their jobs by working at a mere 20-30 percent of their potential. His research
led him to believe that if these same employees were properly motivated, they
could work at 80-90% of their capabilities. Behavioral science concepts like
motivation and enhanced productivity could well be used for such
improvements in employee output. Training could be one of the means used
to achieve such improvements through the effective and efficient use of
learning resources.
28

Training and development has been considered an integral part of any

organization since the industrial revolution era. From training imparted to
improve mass production to now training employees on soft skills and
attitudinal change, training industry has come a long way today. In fact most
training companies are expecting the market to double by the year 2007, which
just means that the Indian training industry seems to have come of age.
Organization and individual should develop and progress simultaneously for
their survival and attainment of mutual goals. So, every modern management
has to develop the organization through human resource development.
Employee training is the most important sub-system of human resources
development. Training is a specialized function and one of the fundamental
operative functions for human resources management.
The market is unofficially estimated to be anywhere between Rs 3000 crores
and Rs 6000 crores. What is surprising is that the Indian companies.
Perception regarding corporate training seems to have undergone a sea-change
in the past two years, with most companies realizing it to be an integral part
of enhancing productivity of its personnel. While MNC.s with their global
standards of training are the harbingers of corporate training culture in India,
the bug seems to have bitten most companies aiming at increasing their
efficiency.
According to Ms Pallavi Jha, Managing Director, Walchand Capital and Dale
Carnegi Training India, "The Indian training industry is estimated at
approximately Rs. 3,000 crores per annum. The NFO study states that over a
third of this is in the area of behavior and soft skills development. With the
exponential boom in the services sector and the emergence of a full-fledged
consumer-driven market, human resources have become the key assets, which
organizations cannot ignore. With soft skills training gaining so much
29

momentum, its imperative to understand if it serving the right purpose or not.

With this background, I plan to research if training indeed is proving to be
effective in the behavioral area.
The following steps must form the basis of any training activity:
Determine the training needs and objectives.
Translate them into programs that meet the needs of the selected
trainees.
Evaluate the results.
There are few generalizations about training that can help the practitioner.
Training should be seen as a long term investment in human resources using
the equation given below:
Performance = ability (x) motivation
Training can have an impact on both these factors. It can heighten the skills
and abilities of the employees and their motivation by increasing their sense
of commitment and encouraging them to develop and use new skills. It is a
powerful tool that can have a major impact on both employee productivity and
morale, if properly used.

30

CHAPTER-4
Recruitment

31

RECRUITMENT
Recruitment is the process that helps in taking decision whether the applicants
are suitable for the fill the vacancy or not. It is clearly in the interest both the
organization as well as applicants. The efficient process of recruitment may
be helpful to describea) What resources you want?
b) What resources are available?
c) Where and how can they be found?
Recruitment is a linking function-joining together those with jobs to fill and
those seeking jobs. It is a joining process in that it tries to bring together job
seekers and employer with a view to encourage the former to apply for a job
with the latter.
Definitions:
Recruitment is the process of searching for prospective employees and
encouraging them to apply for jobs in an organization.
OR
Recruitment is a process to discover the source of manpower to meet
recruitment of the staffing schedule and to employ effective measures in
adequate number to facilitate effective selection of a working force.

32

Purposes and Importance

The general purpose of recruitment is to provide a pool of potentially qualified
job candidates. Specifically, the purposes are to:

Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.
Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the
number of visibly, under qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be

appropriate candidates.

Induct outsiders with a new perspective to lead the company.

Develop an organizational culture that attracts competent people to the

company.
33

 Search or head hunt/head pouch people whose skills fit the companys
values.

Devise methodologies for assessing psychological traits.

Search for talent globally and not just within the company.

Anticipate and find people for positions that do not exist yet.

Increase organizational and individual effectiveness in the short term

and long term.

Evaluate the effectiveness of various recruiting techniques and sources

for all types of job applicants.

34

Factors effecting Recruitment

The following are the 2 important factors affecting Recruitment:1) INTERNAL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Human Resource Planning
Size of Firm
Cost of recruitment
Companys growth and expansion.
2) EXTERNAL FACTORS
Supply and Demand factors
Unemployment Rate
Labor-market conditions
Political and legal considerations
Social factors
Economic factors
Technological factors

35

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the
organization are:
1. RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of
recruitment and provides a framework for implementation of
recruitment program. It may involve organizational system to be
developed for implementing recruitment programs and procedures by
filling up vacancies with best qualified people. With the HRMS
application HAPA (Human resources And People Appreciation) the
candidate bank can be easily managed by storing the resumes of the
applicants& by assigning them various rounds of interviews. This
helps the HR in filtering a huge volume of available candidate profiles
for a vacancy, which helps in the possibility of finding the most
suitable profile. This feature helps to streamline the recruitment
procedure & also in the implementation & automation of the
recruitment program in accordance to the policies.
A recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people as also
done by HAPA.
To ensure that every applicant and employee is treated equally
with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full
potential.
Transparent, task oriented and merit based selection, which is
exactly what HAPA helps an HR to do.
36

 Weightage during selection given to factors that suit

organization needs.
Optimization of manpower at the time of selection process
which can be achieved by candidate filtering & interview
assignments through HAPA, involving the appropriate
approval authorities.
Defining the competent authority to approve each selection. If
defining of Authorities can be automated and made task
oriented as done in HAPA. The selection process becomes
clean, rapid & streamlined.
Abides by relevant public policy and legislation on hiring and
employment relationship.
Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY:

Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

HUMAN RESOURCE PLANNING: Effective human resource

planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the number
of employees to be recruited and what qualification they must possess.

37

SIZE OF THE FIRM: The size of the firm is an important factor in

recruitment process. If the organization is planning to increase its
operations and expand its business, it will think of hiring more
personnel, which will handle its operations.

COST OF RECRUITMENT: Recruitment incur cost to the employer,

therefore, organizations try to employ that source of recruitment which
will bear a lower cost of recruitment to the organization for each
candidate.

COMPANY GROWTH AND EXPANSION: Organization will

employ or think of employing more personnel if it is expanding its
operations.

External Factors Affecting Recruitment:

External forces are forces which cannot be controlled by the organization.
The major external forces are: SUPPLY AND DEMAND: The availability of manpower both within
and outside the organization is an important determinant in the
recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for the
professional demanded by the company, then the company will have to
depend upon internal sources by providing them special training and
development programs.
LABOUR MARKET: Employment conditions in the community
where the organization is located will influence the recruiting efforts of
the organization. If there is surplus of manpower at the time of
recruitment, even informal attempts at the time of recruiting like notice
38

boards display of the requisition or announcement in the meeting etc.

will attract more than enough applicants.
IMAGE / GOODWILL: Image of the employer can work as a
potential constraint for recruitment. An organization with positive
image and goodwill as an employer finds it easier to attract and retain
employees than an organization with negative image. Image of a
company is based on what organization does and affected by industry.
For example finance was taken up by fresher MBAs when many
finance companies were coming up.
POLITICAL-SOCIAL-

LEGAL

ENVIRONMENT:

Various

government regulations prohibiting discrimination in hiring and

employment have direct impact on recruitment practices. For example,
Government of India has introduced legislation for reservation in
employment for scheduled castes, scheduled tribes, physically
handicapped etc. Also, trade unions play important role in recruitment.
This restricts management freedom to select those individuals who it
believes would be the best performers. If the candidate cant meet
criteria stipulated by the union but union regulations can restrict
recruitment sources.
UNEMPLOYMENT RATE: One of the factors that influence the
availability of applicants is the growth of the economy (whether economy
is growing or not and its rate). When the company is not creating new jobs,
there is often oversupply of qualified labor which in turn leads to
unemployment.
COMPETITORS: The recruitment policies of the competitors also effect
the recruitment function of the organizations. To face the competition,
many a times the organizations have to change their recruitment policies
being followed by the organizations.
39

The above mentioned recruitment process is automated, using the HRMS

application HAPA (Human Resources and People Appreciation). Here, the
Candidate Bank Management feature allows the recruitment team to
upload and save the resumes of applicants. These applicants, using HAPA,
can be assigned various rounds of interviews with an option of
selection/rejection (with feedback/comments/reasons) in each round.
In HAPA, once the candidate gets hired, and after the CTC is approved
by the authority, the offer/appointment letter is automatically emailed to
the candidate. Also, with an option of taking a print-out, if required. Once
the appointment/offer letter is emailed to the employee, after the employee
details are entered in the application using the Employee Record
Management feature, the employee ID gets automatically generated.

40

Sources of Recruitment
Every organization has the option of choosing the candidates for
its recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of
the recruitment.

INTERNAL

EXTERNAL

Transfers
Promotions
Upgrading
Demotion
Retired Employees
Retrenched employees
Dependents and Relatives of
deceased employees

Press Advertisment
Educational Institutes
Placement
agencies/Outsourcing
Employment Exchanges
Labour Contractors
Unsloicited applicants
Employee Referrals
Recruitment at Factory gate

Figure 1 Sources of Recruitment

Process of Recruitment
The recruitment process includes:
1) Determination of vacancies
2) Considering the sources
3) Preparing and publishing information.

41

42

Recruitment Process

1. Determination of vacancies: The first stage in the procedure is concerned

with the question- what resources are needed i.e. the determination of
vacancies will depend on the aims and objectives of the organization. In
practice, vacancies of jobs may occur in an organization.
When an organization is newly setup.
When there is any change in policy, technology, location.
When employees leave the organization and need to be replaced.
2. Considering the source: This stage is concerned with the supply and
availability of resources. The sources of supply do not remain constant but
vary from time to time. Frequently, sources of supply of manpower are
divided in two groupsI.

Internal sources: Present employees, permanent, temporary and casual

employees already on the pay roll of the organization.
Retired and retrenched employees who want to return
to the company may be hired.
Dependents and relatives of deceased and disabled
employees.

II.

External sources: - Since it is possible to fill all vacancies through

internal sources, the manpower managers must be familiar with
external sources. These sources generally include:
Person introduced and recommended by present and
former employees or trade unions.
Employment

exchanged

and

private

employment

agencies.
43

 Open advertisement.
Educational, technical and professional institutions.
Contractors and jobbers.
Gate hiring of unskilled workers.
Casual applicants.
Temporary or badly workers
4) Preparing the publishing information: - After determination of
vacancies and considering the source, the next important step of
recruitment process is preparation and publication of information. It
requires special attention and skill. The object of publication of
information is following:
It should be sufficient to give complete and accurate details
about job and its requirement.
It should attract attention of maximum number of suitable
candidates.
It should create a favorable image of the organization.
The preparation of information should be based on job analysis. It should
mention the special features required in the applicant that are important to the
job.

44

Methods of Recruitment
The following are the most commonly used methods of recruiting people.
They are:
INTERNAL METHODS:
1. Promotions and Transfers-- This is a method of filling vacancies from
within through transfers and promotions. A transfer is a lateral
movement within the same grade, from one job to another. It may lead
to changes in duties and responsibilities, working conditions, etc., but
not necessarily salary. Promotion, on the other hand, involves
movement of employee from a lower level position to a higher level
position accompanied by (usually) changes in duties, responsibilities,
status and value.

2. Job Posting-- Job posting is another way of hiring people from within.
In this method, the organization publicizes job opening on bulletin
boards, electronic method and similar outlets. One of the important
advantages of this method is that it offers a chance to highly qualified
applicants working within the company to look for growth opportunities
within the company to look for growth opportunities within the
company without looking for greener pastures outside.

3. Employee Referrals-- Employee referral means using personal

contacts to locate job opportunities. It is a recommendation from a
current employee regarding a job applicant. The logic behind employee
referral is that it takes one to know one. Employees working in the
organization, in this case, are encouraged to recommend the names of

45

their friends, working in other organizations for a possible vacancy in

the near future.
EXTERNAL (DIRECT) METHODS:
1. Campus Recruitment-- It is a method of recruiting by visiting and
participating in college campuses and their placement centers. Here the
recruiters visit reputed educational institutions such as IITs, IIMs,
colleges and universities with a view to pick up job aspirants having
requisite technical or professional skills. Job seekers are provided
information about the jobs and the recruiters, in turn, get a snapshot of
job seekers through constant interchange of information with respective
institutions.
EXTERNAL (INDIRECT) METHODS:
1) Advertisements-- These include advertisements in newspapers; trade,
professional and technical journals; radio and television; etc. in recent
times, this medium has become just as colorful, lively and imaginative
as consumer advertising. The ads generally give a brief outline of the
job responsibilities, compensation package, prospects in organizations,
etc.

Newspaper Ads: Here it is easy to place job ads without much

of a lead time. It has flexibility in terms of information and can
conveniently target a specific geographic location. On the
negative side, newspaper ads tend to attract only those who are
actively seeking employment at that point of time, while some
of the best candidates who are well paid and challenged by
their current jobs may not be aware of such openings.

46

Television and radio ads: These ads are more likely to each
individual who are not actively seeking employment; they are
more likely to stand out distinctly, they help the organization to
target the audience more selectively and they offer considerable
scope for designing ads creatively.

Other Methods:
Private Employment Search Firms: - As search firm is a private
employment agency that maintains computerized lists of qualified
applicants and supplies these to employers willing to hire people from
the list for a fee. These firms can be any consultancy or placements
firms.
Employment Exchanges: - As a statutory requirement, companies are
also expected to notify (wherever the Employment Exchanges Act,
1959, applies) their vacancies through the respective Employment
Exchanges, created all over India for helping unemployed youth,
displaced persons, ex-military personnel, physically handicapped, etc.
Gate Hiring and Contractors:- Gate hiring (where job seekers, generally
blue collar employees, present themselves at the factory gate and offer
their services on a daily basis), hiring through contractors, recruiting
through word-of-mouth publicity are still in use despite the many
possibilities for their misuse in the small scale sector in India.
Unsolicited Applicants/Walk-ins:- Companies generally receive
unsolicited applications from job seekers at various points of time; the
number of such applications depends on economic conditions, the
47

image of the company and the job seekers perception of the types of
jobs that might be available etc.

48

CHAPTER-5
Selection

49

SELECTION
The size of the labor market, the image of the company, the place of posting,
the nature of job, the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the recruiting efforts
of the company. Through the process of recruitment the company tries to
locate prospective employees and encourages them to apply for vacancies at
various levels.
Recruiting, thus, provides a pool of applicants for selection. Selection is the
process of choosing the most suitable person out of the applicants. In the
selection process, the candidates are divided in to two parts Those who are
suitable for job and those who are not .It involves rejection of those applicant
who are not fit for the job and so something it is described as negative
process.
Definition:
To select mean to choose. Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an organization. The basic purpose
is to choose the individual who can most successfully perform the job from
the pool of qualified candidates.

Purpose:
The purpose of selection is to pick up the most suitable candidate who would
meet the requirements of the job in an organization best, to find out which job
applicant will be successful, if hired. To meet this goal, the company obtains
and assesses information about the applicants in terms of age, qualifications,
skills, experience, etc. the needs of the job are matched with the profile of
candidates. The most suitable person is then picked up after eliminating the
50

unsuitable applicants through successive stages of selection process. How well

an employee is matched to a job is very important because it is directly affects
the amount and quality of employees work. Any mismatched in this regard
can cost an organization a great deal of money, time and trouble, especially,
in terms of training and operating costs.
In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate hot news and juicy bits of negative
information about the company, causing incalculable harm to the company in
the long run. Effective election, therefore, demands constant monitoring of the
fit between people the job.

Selection Process:

Figure 2 Steps in Selection Process

51

Steps in Selection Process

1. Reception: A company is known by the people it employs. In order to
attract people with talents, skills and experience a company has to create
a favorable impression on the applicants right from the stage of
reception. Whoever meets the applicant initially should be tactful and
able to extend help in a friendly and courteous way. Employment
possibilities must be presented honestly and clearly. If no jobs are
available at that point of time, the applicant may be asked to call back
the personnel department after some time.

2. Screening Interview:- A preliminary interview is generally planned by

large organizations to cut the cost of selection by allowing only eligible
candidates to go through the further stages in selection. A junior
executive from the Personnel Department may elicit responses from the
applicants on important items determining the suitability of an applicant
for a job such as age, education, experience, pay expectations, aptitude,
location, choice etc. this courtesy interview as it is often called helps
the department screen out obvious misfits. If the department finds the
candidate suitable, a prescribed application form is given to the
applicants to fill and submit.

3. Application Blank:- Application blank or form is one of the most

common methods used to collect information on the various aspects of
the applicants academic, social, demographic, work related
background and references. It is a brief history sheet of employees
background, usually containing the following things:
Personal data (address, sex, telephone number)
Marital data
52

 Educational data
Employment Experience
Extra-curricular activities
. References and Recommendations.

4. Selection Testing: - A test is a standardized, objective measure of a

persons behavior, performance or attitude. It is standardized because
the way the tests is carried out, the environment in which the test is
administered and the way the individual scores are calculated- are
uniformly applied. It is objective in that it tries to measure individual
differences in a scientific way giving very little room for individual bias
and interpretation.
Some of the commonly used employment tests are:

Intelligence tests

Aptitude tests

Personality tests

Achievement tests

Miscellaneous tests such as graphology, polygraph and honesty

tests.

Intelligence Tests: These are mental ability tests. They measure

the incumbents learning ability and the ability to understand
instructions and make judgments. The basic objective of such test
is to pick up employees who are alert and quick at learning things
so that they can be offered adequate training to improve their
skills for the benefit of the organization. These tests measure
several abilities such as memory, vocabulary, verbal fluency,
numerical ability, perception etc. E.g. Standford-Benet test,
53

Benet Simon Test, The Wechsler Adult Intelligence Scale are

example of standard intelligence test.
Aptitude Test: Aptitude test measure an individuals potential to
learn certain skills- clerical, mechanical, mathematical, etc.
These tests indicate whether or not an individual has the
capabilities to learn a given job quickly and efficiently. In order
to recruit efficient office staff, aptitude tests are necessary. An
aptitude tests is always administered in combination with other
tests like intelligence and personality tests as it does not measure
on-the-job-motivation.

Personality Test: Of all test required for selection the

personality tests have generated a lot of heat and controversy. The
definition of personality, methods of measuring personality factors
and the relationship between personality factors and actual job
criteria has been the subject of much discussion. Researchers have
also questioned whether applicants answer all the items truthfully
or whether they try to respond in a socially desirable manner.
Regardless of these objections, many people still consider
personality as an important component of job success.

Achievement Tests: These are designed to measure what the

applicant can do on the job currently, i.e., whether the tester
actually knows what he or she claims to know. A typing test tests
shows the typing proficiency, a short hand tests measures the
tested ability to take dictation and transcribe, etc. Such
54

proficiency tests are also known as work sampling test. Work

sampling is a selection tests wherein the job applicants ability to
do a small portion of the job is tested. These tests are of two types;
Motor, involving physical manipulations of things (e.g., trade
tests for carpenters, electricians, plumbers) or Verbal, involving
problem situation that are primarily language-oriented or people
oriented( e.g., situational tests for supervisory jobs). Since work
samples are miniature replicas of the actual job requirements,
they are difficult to fake. They offer concrete evidence of the
proficiency of an applicant as against his ability to the job.
However, work sample tests are not cost effective and every
candidate has to be tested individually. It is not easy to develop
work samples for each job. Moreover, it is not applicable to all
levels of the organization.

Simulation Tests: Simulation exercise is a test which duplicates

many of the activities and problems an employee faces while at
work. Such exercises are commonly used while hiring managers
at various levels in an organization. To assess the potential of a
candidate for managerial positions assessment centers are
commonly used.

Assessment Centre: An assessment Centre is an extended work

sample. It uses procedures that incorporate group and individual
exercises. These exercises are designed to stimulate the type of
work which the candidate will be expected to do. Initially a
small batch of applicants comes to the assessment Centre (a
55

separate room). Their performance in the situational exercise is

observed and evaluated by a team of 6-8 assessors. The
assessors judgment on each exercise are compiled and
combined to have a summary rating for each candidate being
assessed.
5. Selection Interview: - Face to face interview before final selection is
an important step. It provides an opportunity to have a better
understanding of the candidate.
Interview is an essential element of selection and no selection procedure
is complete without personal interview .There is different types of
interviews which may be arranged for selection. They can bea) Structured interview
b) Unstructured interview
c) Action interview
d) Stress interview

6. Medical Examination: - Applicants who have crossed the above stages

ate sent for a physical examination either to the companys physician or
to a medical officer approved for the purpose.

7. Reference Checks: - Applicants are often required to gives names of

persons to whom reference may be made about the candidates
character and suitability for the job. Two types of reference which
source of information about the general character of the applicants.
Formal employer reference one who may be able to speak about the
applicants earlier work. The reference is too useful to judge the future
behavior and the performance of the candidate.

56

8. Hiring decision: - The line manager has to make the final decision now
whether to select or reject a candidate after soliciting the required
information through different techniques discussed earlier. The line
manager has to take adequate care in taking the final decision because
of economic, behavioral and social implications of the selection
decisions. A careless decision of rejecting a candidate would impair the
morale of the people and they suspect the selection procedure and the
very basis of selection in a particular organization.

Barriers to effective selection:

PERCEPTION: Our inability to understand others accurately is
probably the most fundamental barrier to selecting right candidate.
Selection demands an individual or a group to assess and compare the
respective competencies of others, with the aim of choosing the right
persons for the jobs. But our views are highly personalized. We all
perceive the world differently. Our limited perceptual ability is
obviously a stumbling block to the objective and rational selection of
people.
FAIRNESS: Fairness in selection requires that no individual should be
discriminated against on the basis of religion, region, race or gender.
But the low number of women and other less privileged sections of
society in the middle and senior management positions and open
discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity
have not been very effective.

57

 VALIDITY: Validity, as explained earlier, is a test that helps predict

job performance of an incumbent. A test that has been validated can
differentiate between the employees who can perform well and those
who will not. However, a validated test does not predict job success
accurately. It can only increase possibility of success.
RELIABILITY: A reliable method is one which will produce
consistent results when repeated in similar situations. Like a validated
test, a reliable test may fall to predict job performance with precision.

PRESSURE: Pressure is brought on the selectors by politicians,

bureaucrats, relatives, friends, and peers to select particular candidate.
Candidates selected because of compulsions are obviously not the right
ones.

58

CHAPTER-6
Recruitment vs. Selection

59

Recruitment VS Selection
1.

The recruitment the process of searching the candidates for

employment and stimulating them to apply for jobs in the
organization WHEREAS selection involves the series of steps by
which the candidates are screened for choosing the most suitable
persons for vacant posts.

2.

The basic purpose of recruitment is to create a talent pool of

candidates to enable the selection of best candidates for the
organization, by attracting more and more employees to apply in
the organization WHEREAS the basic purpose of selection
process is to choose the right candidate to fill the various positions
in the organization.

3.

Recruitment is a positive process i.e. encouraging more and more

employees to apply WHEREAS selection is a negative process
as it involves rejection of the unsuitable candidates.

4.

Recruitment is concerned with tapping the sources of human

resources WHEREAS selection is concerned with selecting the
most suitable candidate through various interviews and tests.

5.

There is no contract of recruitment established in recruitment

WHEREAS selection results in a contract of services between the
employer and the selected employee.

60

My Job at Bichpuria Enterprises Pvt.

Ltd.
I started my job as HR Trainee. My job profile was to handle
RECRUITMENT in my project. The senior HR manager narrated me
the whole procedure. My job profile was to arrange resumes from the
various job sites such as Naukri.com, Timesjobs.com etc.
According to the requirements of the company. After generating the
resumes from the sites the next step is to shortlist the resume which best
suited the requirements. Now the short-listed candidates have to be
given a phone call in order to find out their interests and schedule them
for interview. There are 2 forms of interview that a candidate can appear
for:
1. Personal Interview.
2. Telephonic Interview.

1. PERSONAL INTERVIEW
This is regarded to be the BEST FORM of interview. In such form of
an interview the candidate personally appears in front of the interviewer
and gives his interview. This is regarded to be the best form of interview
as the interviewee has the best chances of making his points clear in
front of the interviewer.

61

2. TELEPHONIC INTERVIEW
Sometimes an interview is taken on the phone. A telephonic
conversation is done between the interviewer and the interviewee where
the interviewer calls up the candidate via phone and conducts the
interview.

62

Research Methodology

63

Research Methodology
Statement of Problem:
Human resource has gained a wide acceptance in the industry. The objective
of the study was to access employee satisfaction. This has led to the need for
more experienced and skillful employee where to be trained to meet the
organization requirement.
People in an organization are the most productive resource and also the most
expensive organization spends on this resource in order to extract the best
contribution out of them. A small judgment error in rectifying a non-retainable
employee could lead to decal losses in terms of time and money spend on his
training and job socialization as also initial losses in terms of job held up due
to vacancy in position and other related job being postponed in todays fast
pace corporate world, time management being important, such errors are not
called for therefore more stress is laid on efficient, effective and potential
worker for the organization corporate world today recruits people directly and
prudently rather simply hire and fire people.
The mobilization of money, the construction of factory building, the purchase
and installation of machines and procurement of materials are the initial
measures taken by a management in the establishment of a company. The
recruitment and selection of people to man and machines and auxiliary
services form a part of these initial measures.
Without people to man and plant, the collection of physical resources by itself
will not serve only purpose. The hiring of men and women required is more
important than the marshalling of physical resources in the establishment of
the company and the attainment of its objectives. Note that the hiring of people
is confirmed to the initial stages in the formation of an enterprise. The
64

employment is continuous one and it ends only when the enterprise eases to
exist.
More important, an enterprise grows and diversifies, and so there is great need
for men and women. Recruitment and selection, therefore becomes a
specialized function and is disclosed by the personnel department. In act,
employments are one of the foremost functions of the human resource
development.
Therefore, it is necessary to know about the employment function i.e.,
recruitment, selection, interviews, placing and orientation of personnels. HR
is the major inputs for any organization to achieve its objectives. Therefore
its important for any organization to spend time and money till the right
personnel are found.
Field of study:
This project work was carried out at Bichpuria Enterprises Pvt. Ltd,
Faridabad.
Research samples:
Packaging industry plays a very important role in the economy. The
sample was therefore chosen as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and
judge the data or to find the solution to any given problem a simple is
representative of a group or population that identifies itself as part of it. The
sample chosen for this report is Bichpuria Enterprises Pvt. Ltd., Faridabad.

65

Objectives of the study:

Recruitment and Selection are one of major HRM function that helps
manager to keep the skilled members in the organization.
Data Collection:
The data collected contains primary data. The primary data has been
collected mainly by interviewing and also observation and audit.
Limitations of the Study:
1. As the project is prepared for academic purpose only, it suffers from the
limitations of time and money, due to which analytical study into all the
strategies adopted by the organization was not possible.
2. The study was completed within short span of time that was available.
3. The report also suffers from the limitations of exhaustiveness as far as
the information is concerned.
4. All this study is limited to Bichpuria Enterprises Pvt. Ltd. only.

66

Data Analysis and

Interpretation

67

Data analysis
1. NUMBER OF RESPONDENT ACCORDING TO GENDER
Gender

Number of Respondents

Percentage

Male
Female
Total

39
36
75

52
48
100

No. of Respondents according to Gender

120
100
80
60
40
20
0

Male

Female
Number of responents

Total
Percentage

Interpretation:According to this chart out of 75 respondents of Bichpuria Enterprises

Pvt. Ltd. 52% of respondents are male and remaining 48% respondents
are female. Male-female ratio of respondents is 13:12. This indicates that
organization provides equal opportunities to female as well.

68

2.

ARE YOU SATISFIED WITH MANAGEMENT POLICIES?

Management Policies
Yes
No
TOTAL

Number of Respondents Percentage

68
90.67
7
9.33
75
100.00

Satisfaction with Management Policies

120
100
80
60
40
20
0

Yes

No
Number of responents

TOTAL
Percentage

Interpretation:The above diagram shows the result of the percentage share of

respondents on the basis of answers found on the questionnaires in the
survey. According to this chart out of 75 respondents 68 respondents
i.e. 90.67% respondents are satisfied by management policies adapted
by Bichpuria Enterprises Pvt. Ltd.

69

3.

ARE YOU SATISFIED WITH MEDICAL FASCILITIES OF THE COMPANY?

Medical Facilities
Yes
No
TOTAL

Number of Respondents
73
2
75

Percentage
97.33
2.67
100.00

Satisfaction with Medical Fascilities

120
100
80
60
40
20
0

Yes

No
Number of responents

TOTAL
Percentage

Interpretation:The above chart shows that 97.33% respondents are satisfied with the
medical facilities provided by Bichpuria Enterprises Pvt. Ltd., whereas
only two respondents i.e. 2.67% of the respondents are not satisfied.
This means that Bichpuria Enterprises Pvt. Ltd is providing good medical
facilities and better working condition to their employees.

70

4. NATURE OF RELATIONSHIP BETWEEN EMPLOYEES AND MANAGEMENT

IN THE ORGANISATON?
Relationship
Excellent
Good
Average
Total

Number of Respondents Percentage

70
93.33
5
6.67
0
0.00
75
100.00

Relationship between Employees and

Management
120
100
80
60
40
20
0

EXCELLENT

GOOD
Number of Respondents

AVERAGE

TOTAL

Percentage

Interpretation:It is observed that most of the respondents ie. 93.33% feel that they had
excellent employees relationship in the organization. Whereas 6.67%
respondents consider employees relationship good.
So, it is concluded the Bichpuria Enterprises Pvt. Ltd. was able to provide
good working environment and able to implement management
policies in effective manner.

71

5. TYPES OF INCENIVES PREFERRED?

Incentives
Monetary
Non-monetary
Both
Total

Number of Respondents Percentage

30
40
0
0
45
60
75
100

Type of Incentive preferred

120
100
80
60
40
20
0

MONETARY

NON MONETARY
Number of Respondents

BOTH

TOTAL

Percentage

Interpretation:The above chart shows that 40% of the respondents prefer only monetary
type of incentives and other 60% of the respondents prefer both
monetary and non-monetary types of incentives. None of the respondent
has preferred only non-monetary type of incentives.
It is concluded that 60% of the respondents are more motivated and want
promotion along with monetary incentives. But on the other hand other
40% of the respondents who prefers only monetary type of incentives
should be motivated so that they would be able to fulfil their monetary
and non-monetary needs in effective manner.
72

6. DOES AN ORGANISATION GIVE EMPHASIS TO CAREER PLANNING?

Planning
Yes
No
Total

Number of Respondents Percentage

66
88
9
12
75
100

Emphasis to Career Planning

120
100
80
60
40
20
0

YES

NO
Number of Respondents

TOTAL
Percentage

Interpretation:The chart above shows that 88 % of the respondents feel that the
organization give emphasis on career planning. While remaining 12% of
does not feel that organization gives any emphasis on career planning.
So, it is concluded that organization does their various manufacturing
activities with effective leadership and get the employees updated with
the recent changes through training, hence gives emphasis on career
planning. Remaining 12% of the respondents that does not thought the
same on career emphasis should be provided with better training and
motivation.

73

7. DO YOU FEEL THAT YOUR ORGANISATION IS WELL PREPARED TO MEET

TODAY'S CHALLENGES?
Challenges
Yes
No
Total

Number of Respondents Percentage

72
96
3
4
75
100

Prepration of organisation to meet today's

challenges
120
100
80
60
40
20
0

YES

NO
Number of Respondents

TOTAL
Percentage

Interpretation:The above chart shows 72 respondents i.e. 96% of the respondents

agreed that their organization is well prepared to meet todays
challenges. On the other hand remaining 4% thinks that company
should review its strategies to meet todays challenges.
So, it is concluded that organizations plan brings all organizational
elements into alignment to drive the overall purpose and challenges of
the organization.

74

8. DO YOU HAVE FAITH IN COMPANY'S POLICIES?

Policies
Yes
No
Total

Number of Respondents Percentage

67
89.33
8
10.67
75
100.00

Faith in Company's Policies

120
100
80
60
40
20
0

YES

NO
Number of Respondents

TOTAL
Percentage

Interpretation:Out of 75 respondents, 89.33% have faith in companys policies and

10.67% do not have faith in the current policies adapted by the
organization.
From this we can conclude that employee turnover rate will be low and
hence reduce expenditure in new recruitment and selection process.

75

9. ARE YOU HAPPY WITH THE RECRUITMENT PROCESS?

Recruitment
Yes
No
Total

Number of Respondents
68
7
75

Percentage
90.67
9.33
100.00

Happiness with Recruitment Process

120
100
80
60
40
20
0

Yes

No
Number of Respondents

Total
Percentage

Interpretation:The above diagram shows the result of the percentage share of

respondents on the basis of answers found in the questionnaire in the
survey conducted with employees sample of Bichpuria Enterprises Pvt.
Ltd. From this graph it is clear that most of the respondents (90.67%) are
satisfied with the companys recruitment process. However a small
percentage of respondents (9.33%) are not satisfied with companys
recruitment process. Again it has been found that the organizations
recruitment process is fair, relevant and timely.

76

10. HOW DO YOU FEEL ABOUT INTERVIEW PANEL?

Recruitment

No. of Respondents Percentage

Excellent
Good
Satisfactory
Poor
Total

30
33
10
2
75

40.00
44.00
13.33
2.67
100.00

Thinking about Interview Panel

120
100
80
60
40
20
0

Excellent

Good

Satisfactory

No. of Respondents

Poor

Total

Percentage

Interpretation:Every Company has its own criteria of enumerating the major feature of
the approach to selection interviewing.
Observation: Most of the respondents ie 40% (Excellent) and 44% (Good)
are satisfied with the interviewing techniques adapted by interview
panel. However only 13% of the respondents feels that the interview
panel is satisfactory. Only 2.67% of the respondents are completely
dissatisfied by the methods and techniques used by interview panel
during the interview.
77

11. DID THE BICHPURIA ENTERPRISES PVT. LTD. MEET YOUR

EXPECTATIONS?
Recruitment
Yes
No

Number of Respondents
70
0

Percentage
93.33
0.00

Cant Tell

6.67

Total

75

100.00

Expections of Respondents met or not

120
100
80
60
40
20
0

Yes

No
Number of Respondents

Cant Tell

Total

Percentage

Interpretation:Out of 75 respondents, 93.33% respondents are fully satisfied with their

job and there are fully met by the organization. 6.67% of the 75
respondents were bit confused weather their expectations (either
monetary or non-monetary) has been fulfilled by the organization or
not.
Overall it is concluded that organization has been successfully fulfilling
the expectations of the respondents. It also helps the organization in
aligning the organizational objectives with the employees agreed
measures, skills, competency requirements, development plans and the
delivery of results.

78

12. ARE YOU HAPPY WITH THE SALARY WHAT YOU OFFERED FROM THE
COMPANY?
Recruitment
Yes
No
Total

No. of Respondents
24
51
75

Percentage
32.00
68.00
100.00

Offered expected salary or not

120
100
80
60
40
20
0

Yes

No
No. of Respondents

Total
Percentage

Interpretation:Out of 72 respondents, 68% of respondents were not happy with the

salary offered by them. However only 32% of the respondents are happy
with the salary.
This means that organization should review the salary structure of the
employees in order to retain their employees and keep them motivated
and committed.

79

13. DID BICHPURIA ENTERPRISES FULFILL THE COMMITMENTS WHICH ARE

GIVEN TO YOU AT THE TIME OF INTERVIEW?
Recruitment
Yes
No
Cant Tell
Total

No. of Respondents
42
13
20
75

Percentage
56.00
17.33
26.67
100.00

Commitments fulfilled by organisation or not

120
100
80
60
40
20
0

Yes

No. of Respondents
No

Percentage
Cant Tell

Total

Interpretation:
The above graph depicts that 56% of the respondents were in favor that
the organization has fulfilled its commitments. Whereas as 13
respondents i.e. 17.33% of total respondents, company was unable to
fulfill its commitment. On the contrary 26.67% of the respondents
refrained themselves from answering the question. From this we can
conclude that there is a need for company to review its policy and make
suitable amendments so as to make its employees more satisfied.

80

14. HOW DO YOU COME TO KNOW ABOUT OPENINGS IN BICHPURIA

ENTERISES PVT. LTD.?
BG Checks
Friends
Internet
News Papers
Others
Total

No. of Respondents
5
23
40
7
75

Percentage
6.67
30.67
53.33
9.33
100.00

Awareness about openings in Bichpuria

Enterprises Pvt. Ltd.
120
100
80
60
40
20
0

Friends

Internet

News Papers

No. of Respondents

Others

Total

Percentage

Interpretation:The above data depicts that maximum 40 out of 75 respondents came

to know about the job openings in Bichpuria Enterprises through
newspaper. Following newspaper, next biggest source of information
regarding openings in Bichpuria Enterprises was internet and friends.
Whereas 9.33% of the respondents came to know about the opening
through sources other than newspaper, internet and friends.
From this we conclude, newspaper are the most prominent source of
information regarding opening in Bichpuria Enterprises Pvt. Ltd.

81

15. DO YOU WANT TO REFER MORE FRIENDS TO BICHPURIA ENTERPRISES?

BG Checks
Yes
No
Not Replied
Total

No. of Respondents
58
8
9
75

Percentage
77.33
10.67
12.00
100.00

Reference of friends to Bichpuria Enterprises

Pvt. Ltd.
120
100
80
60
40
20
0

Yes

No
No. of Respondents

Not Replied

Total

Percentage

Interpretation:Above data depicts that majority of the respondents i.e. 58 which

constitute 77.3% of the respondents were in favor of referring more
friends to Bichpuria Enterprises. 10 % of the respondents do not want
to refer their friends. Whereas only 1.2% didnt replied whether they
will refer to their friends or not.

82

16. DID YOU HAVE THE RIGHT DESIGNATIONS?

BG Checks
Yes
No
Not Replied
Total

No. of Respondents
34
27
14
75

Percentage
45.33
36.00
18.67
100.00

Thinking of respondents towards their

designations
120
100
80
60
40
20
0

Yes

No
No. of Respondents

Not Replied

Total

Percentage

Interpretation:Out of 75 respondents, 35 were satisfied with the designation on which

they are working, 36% of the respondents were unsatisfied with their
designation. 18.6% of the responded dint not responded to whether they
are satisfied or dissatisfied with their designation.
This trend depicts, majority of the employees are not satisfied with the
designation they are holding in the company, so there is urgent need for
the company to look after the reasons behind such dissatisfaction and
rectify the causes behind the dissatisfaction.

83

17. WHAT SHOULD BE THE COMPANYS MAIN SOURCE OF BG CHECK?

BG Checks
Employment Bureau
Direct Verification
Third Party Verification
Placement agency
Others
Total

Number of Respondents
4
17
39
13
2
75

Percentage
5.33
22.67
52.00
17.33
2.67
100.00

Company's main source of BG Check

120
100
80
60
40
20
0

Employment
Direct
Bureau
Verification

Third Party
Verification

Placement
agency

Number of Respondents

Others

Total

Percentage

Interpretation:As per majority of the respondents (52%), major source of companys

BG (Background) check should be Third Party Verification. Direct
verification, placement agency, and employment bureau are considered
as sources of BG verification by 22.67%, 17.33% and 5.33% respectively.
Sources of BG verification other than third party verification, direct
verification, Placement agency and employment bureau are considered
as source of verification by 2.67% of the respondents.

84

18. WHAT SHOULD BE THE BEST RECRUITMENT SOURCES ACCORDING TO

YOUR PREFERENCE?
Recruitment

No. of Respondents

Percentage

Internal Recruitment

63

84.00

External Recruitment
Both
Total

4
8
75

5.33
10.67
100.00

Best Sources of Recruitment according to

Respondents
120
100
80
60
40
20
0

Internal Recruitment External Recruitment

No. of Respondents

Both

Total

Percentage

Interpretation:84% of the respondents consider internal recruitment as the best source

of recruitment. External recruitment is preferred by only 5.33% of
respondents. Just 8 respondent out of 75 considered both external and
internal sources of recruitment equally important for recruitment
process.

85

19. DID YOU FULLY KNOW ABOUT THE COMPANY POLICIES BEFORE
JOINED IN THIS COMPANY?
Recruitment
Yes
No
Total

Number of Respondents
10
65
75

Percentage
13.33
86.67
100.00

Awareness about Company's Policies before

joining
120
100
80
60
40
20
0

Yes

No
Number of Respondents

Total
Percentage

Interpretation:The above graph depicts that only 13.33% of the respondents were
aware of the companys policies before joining.

Majority of the

respondents were unware of the companys policies.

86

20. DID YOU UNDER GONE ANY WRITTEN TEST DURING RECRUITMENT?
Recruitment No. of Respondents
Yes
No
Total

75
0
75

Percentage
100.00
0.00
100.00

Undergone written test for Recruitment or not

120
100
80
60
40
20
0

Yes

No
No. of Respondents

Total
Percentage

Interpretation:All of the respondents have undergone written rest during their

recruitment process.

87

21. HOW DO YOU THINK ABOUT RECRUITMENT AND SELECTION

PROCEDURE IN YOUR COMPANY?
Recruitment
Satisfactory
Unsatisfactory
Total

No. of Respondents
70
5
75

Percentage
93.33
6.67
100.00

Thinking about Recruitment and Selection

process in the organisation
120
100
80
60
40
20
0

Satisfactory

Unsatisfactory
No. of Respondents

Total

Percentage

Interpretation:From the above graph it is observed that 93.33% of the respondents were
satisfied with the companys recruitment and selection process and only
6.67 % of the respondents were unsatisfied.

88

FINDINGS AND SUGGESTIONS

Findings:1. Each and every employee is well prepared to meet todays challenges.
2. The organization gives encouragement in career planning for every
employee.
3. There are employees in all experience level in the organization.
4. The internal department of core competencies and continuous process
improvements has made Bichpuria Enterprises Pvt. Ltd. One of the
most companies of packing industry to work for.
5. The management showing their full efforts for the growth of Bichpuria
Enterprises Pvt. Ltd.
6. The company is having skilled employees who can give prime
solutions to the clients more effectively.
7. The management is showing their individual attention to each and
every employees for their betterment and to groom their skills.
Suggestions:8. Create awareness about customers requirements among the employees
by maintaining high level of motivation and focus.
9. Increase the competence levels among the employees by giving
suitable Training and Development Program.
10. Provide training to the employees so that they get better knowledge,
skills and attitude.
89

CONCLUSION
I have tried to give my best to the project. I have incorporated all the relevant
HUMAN RESOURCES MANAGEMENT principles which could be
associated with my topic on Recruitment and Selection process.
I express my gratitude to Respected Mr. Rahul Sharma. I have dealt with
this project very conscientiously and sincerely. I hope to keep doing such
interesting projects in the future.
Thank you.

90

BIBLIOGRAPHY

1. www.wikipedia.com

2. Human Resource Management eBooks on www.freeebooks.com

3. http://www.managementparadise.com

4. www.scribd.com
5. Gary Dessler, "Human Resource Management", Seventh edition,
Prentice-Hall of India P.Ltd., Pearson.
6. VSP Rao, Human Resource Management
7. Personnel/Human Resource Management S.K. Bhatia, Nirmal
sing-Deep & Dep Publications Pvt. Ltd., New Delhi

91

Questionnaires
1)

Are you happy with the Recruitment process?

a) Yes
b) No

2)

How do you feel about interview panel?

a) Excellent
b) Good
c) Satisfactory
d) Poor

3)

Did the Bichpuria Enterprises Pvt. Ltd. meet your expectations?

a) Yes
b) No

4)

Are you happy with the salary what you offered from the company?
a) Yes
b) No

92

5)

Did Bichpuria Enterprises Managing commitment which is given to

you at the time of interview?
a) Yes
b) No

6)

How do you come to know about openings in Bichpuria Enterprises?

a) Friends
b) Internet
c) News Paper
d) Others

7)

Do you want to refer more friends to Bichpuria Enterprises?

a) Yes
b) No

8)

Did you have the right Designations?

a) Yes
b) No

93

9)

What should be the companys main source of recruitment?

a) Employment Bureau
b) News Paper ads
c) Direct Recruitment
d) Placement agency
e) Others

10) What should be the best recruitment sources according to your

preference?
a) Internal Recruitment
b) External Recruitment
c) Both
11) Did you fully know about the company policies before joined in this
company?
a) Yes
b) No
12) Did you under gone any Written Test during recruitment?
a) Yes
b) No

94

13) How do you think about Recruitment and selection procedure in your
company?
a) Satisfactory
b) Unsatisfactory
14) Are you satisfied with Management Policies?
a) Yes
b) No
15) Are you satisfied with Medical Facilities of the company?
a) Yes
b) No
16) Nature of relationship between Employees and Management in the
organization?
a) Excellent
b) Good
c) Average
17) What are the types of Incentive preferred?
a) Monetary
b) Non-Monetary
c) Both
18) Does an organization give emphasis to career planning?
a) Yes
b) No

95

19) Do you feel that organization is well prepared to meet todays

challenges?
a) Yes
b) No
20) What are your Guidelines to Bichpuria Enterprises Recruitments?

21) How about HR Feedback in Bichpuria Enterprises?

Name:
Designation:

96