Chapter No.

Introduction:
Human resource management is the strategic and coherent approach to the management of an
organizations most valued assets, that is, the people who individually and collectively
contributes to the achievement of the objectives of the organization. Attracting and selecting
the most suitable workers is arguably one of the main challenges that organizations face. This
challenge has becomes more prominent in recent times following a shift towards more
knowledge-intensive and team-oriented work practices that place a stronger emphasis on
hiring the "right" worker for the organization. Every organization needs to look after
recruitment and selection in the initial period and thereafter as and when additional
manpower is required due to expansion and development of business activities. organization
meet this challenge by engaging in a variety of recruitment and selection activities, where the
former aim to create an applicant pool with the most promising prospects, and the latter
intend to detect those applicants that are the best for the organization. The employees become
part of an organizations core workforce while recruitment and selection process represent the
entry point of activities.

Recruitment and selection are critical processes for organizations. Recruitment and selection
are vital tools in the formation of the expectations that form such a contract. Recruitment and
selection are two of the most important functions of personnel management. Recruitment
precedes selection and helps in selecting a right candidate. Recruitment is a process to
discover the sources of manpower to meet the requirement of the staffing schedule and to
employ effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of efficient personnel. Staffing is one basic function of management. All
managers have responsibility of staffing function by selecting the chief executive and even
the foremen and supervisors have a staffing responsibility when they select the rank and file
workers. However, the personnel manager and his personnel department are mainly
concerned with the staffing function. Right person for the right job is the basic principle in
recruitment and selection. Ever organization should give attention to the selection of its
manpower, in that selection process interview plays important role in searching right
candidate. The interview is the single most important step in the selection process. It is the
opportunity for the employer and prospective employee to learn more about each other and
validate information provided by both. The interviewer has conducted an interview

Page 1
process and has all necessary data to properly evaluate skills and abilities. Behavioral
interview is a popular and mainstream mode of job interviewing. The process of behavioral
interviewing is much more probing and works very differently. A behavioral interview is
based on the assumption that past on-the-job behavior can predict future behavior. Therefore,
interviewer will be asked very specific questions requiring detailed responses and examples
of situations, problems and tasks interviewee have encountered at his previous jobs.

Theoretical Background

Recruitment:-

Recruitment is the core function of human resource management. Recruitment refers to

overall process of attracting, selection and appointing suitable candidates for job within
organization. In other words it is a process of searching and obtaining applicants for job so
that right people in right number can be selected. The process begins when new recruiters
are sought and ends when their applications are submitted; the result is pool of applicants
from which new employees are selected. The recruitment process is most important function

Page 2
because unless the right people are hired organization cannot achieve its objectives. Once the
required number and the kind of human resources are determined, the management has to
find places were required human resources will be available and also work out strategies for
attracting them towards the organization before suitable candidates for job. Some people use
the term recruitment for employment .Recruitment means announcing job opportunity to the
public in such a way that good number of people will apply for them.

Objective of recruitment:-
To attract people with multiple dimensional skills and experiences that suits the
present and future organizational.
To search for talent globally and just within the company.
To develop an organizational culture that attracts competent people to the company.
To device methodologies for assessing psychological fruits.

Importance and purpose of recruitment:

To attract and encourage more and more candidates to apply in the organization.
To determine the present and future requirements of the firm in conjunction with its
personnel planning and job-analysis activates.
To increase the pool of job candidates at minimum cost.
To help increase the success rate of the selection process by reducing the number of
under qualified or over qualified job applicants.
It helps to reduce the probability that job applicants, once recruited and selected will
leave the organization only after a short period of time
To create a talent pool of candidates to enables the selection of best candidates for the
organization
Recruitment is the process which links the employers with the employees.
To meet the organizations legal and social obligations regarding the composition of
its works force.
To evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
To increase organizational and individual effectiveness in the short term and long
term.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.

Factors affecting recruitments:

Factors affecting recruitment may broadly be divided as internal external factors

Page 3
A. The internal factors are-
1. Recruiting policy of an organization
2. Human resource planning strategy of the company
3. Size of the organization and the number of employees employed.
4. Cost involved in recruiting employees
5. Growth and expansion plans of the organization
6. Image and brand value of organization.
B. External factors are:-
1. Supply and demand of specific skills in the lab our market.
2. Unemployment rate situation
3. Lab our laws and legal consideration.
4. Situation of the lab our market.
5. Competitors present in the market
6. Political social and legal environment
7. Brand value of the organization in the market.

Page 4
 Methods of recruitment:-

Recruitment methods refer to the means by which an organization reaches to the potential
job seekers. These are the ways of establishing contacts with the potential candidates. It is
important to mention that the recruitment methods are different from the sources of
recruitment. The major line of distinction between the two is that while the former is the
means of establishing links with the prospective employees are available. Methods of
recruitment are broadly classified into three categories as-

I. Direct methods-
One of the widely used direct methods is that of sending of recruiters to colleges and
technical schools. Most college recruiting is done in co-operation with the placement office
of a college. The placement office usually provides help in attraction students, arranging
interviews, furnishing space, and providing student resumes. For managerial professional,
and sales professional, campus recruiting is an extensive operation. Persons reading for
MBA or other technical diplomas are picked up in this manner. Many companies have found
employees contact with the public a very effective method. Other direct methods include
sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile
offices to go to the desired centers in this method the representatives of the organization are
sending to the potential candidates in the educational and training institutes and establish
contact. The placement office usually provides help in attracting student arranging
interviews furnishing space and providing students resumes.

Advantages:-

It is low cost methods.

They can arrange interviews at short notice.
They can meet the teaching faculty and gives them an opportunity to sell the
organization to a large student community seeking campus recruitment.

Page 5
 II. Indirect methods:-

III. The Indirect method usually involves advertising in newspapers, on the radio, in trade
and professional journals, technical magazines and broachers. Advertising in newspapers
and magazines, is the most frequently used methods, when qualified or experienced
personnel are not available from other sources. Senior posts are largely filled by such
methods when they cannot be filled by promotion from within. Advertising is very useful
for recruiting blue-collars and hourly workers as well as scientific, professional, and
technical employees. Local newspapers can be a good source of blue-collar workers,
clerical employees, and lower level administrative employees.

Advantages:-
It is specific, clear cut and reader friendly
It is most frequently used methods when qualified or experienced personnel are not
available from other sources.
Advertisement is very useful for recruiting blue-collar workers, scientific professionals
and technical employees.

IV.

V. Third party method:-

VI. The most frequently used third party methods are public and private employment
agencies. Private employment agencies provide consultancy services and charge a fee.
They largely concern with factory workers and clerical jobs. They are typically used to
recruit candidates for top management positions and other positions that are difficult to
fill.

Advantages-

VII. It helps in recruiting professional employees.

VIII.

Page 6
IX. Steps in recruitment process:-

1) Manpower planning:-

X. Manpower planning is a basis of recruitment it is a process by which a management

determines how an organization move from its current manpower position to its desired
manpower position. Manpower planning is a comprehensive process. It tries to ensure
availability of right people in the organization. In that process there is an analysis of
present and future vacancies occurs. For the proper future manpower recruitment, there
should be proper planning of the necessary programmer of recruitment, selection,
training, transfers, promotions and compensations. Manpower planning involves to draft
a comprehensive job specification for the vacant position, outlining its major and minor
responsibilities ,skills , experiences, qualifications, whether temporary or permanent and
mention of special condition if any attached to the job to be filled.

2) Strategy development:-

XI. Once it is known how many with what qualification of candidates are required then next
step involved a suitable strategy for recruiting the candidate in the organization. Strategy
include whether to prepared the required candidates themselves or hire it from outside,
what type of recruitment method to be used , which geographical area be considered for
searching the candidates, which sources of recruitment to be practiced and what sequence
of activities tube followed.

3) Sourcing:-

XII. Sourcing is the use of one or more strategies to attract the candidates to fill the job
vacancies. It involved two sources

a) Internal source:-

XIII. The internal source is the most favorite source of candidates in the stable and developed
companies internal recruitment can offers the chance to change the job position. Internal
recruitment occurs due to

Page 7
 XIV.

i. Transfers
ii. Promotion
iii. Demotions
iv. Internal advertisement
XV.
b) External source

XVI. In the external source the vacancies are notified to the external sources to attract the
candidates .The sources are -

i. Advertisement
ii. Educational institutes
iii. Placement agencies
iv. Employment exchange
v. Lab our contractors
vi. Employee referrals
vii. Unsolicited applications.

XVII.

4) Screening:-

XVIII. The selection process starts after the screening applications. Applications are screened
against the qualifications, knowledge, skills, abilities, interest and experience mentioned
in the job specifications. The candidates which do not qualify are straightway eliminated
from the selection process. The techniques used for screening candidates are depends on
supply, source, and methods.

XIX.
XX.
XXI.

XXII.

Page 8
XXIII.

Page 9
Page 10
 Commencement of Selection process:-
XXIV.
1. Screening of applications
2. Application blank
3. Preliminary interview
4. Psychological test
5. Interview
6. Final selection by interview
7. Background investigation
8. Selection decision
9. Physical examination
10. Job offer
11. Contract of employment

XXV.

XXVI. 1. Screening of application:-

XXVII. After advertisement, company receives large number of applications for the position
advertised. There is sorting of application of those candidates only who are eligible for
that job. If a candidate meets all recruitments of the organization, then he may be selected
for further action. But if the candidate does not fit in the organizational

XXVIII. Structure, then he is eliminated at the preliminary stage, after that company sends call
letters or e- mails to those candidates who are selected.

XXIX. 2. Blank data

XXX. Application blank is a traditional process widely used for getting the information from
the candidates which helps management in selection process. It provides preliminary
information which aid in interview process. It contains the biological data educational
information, work experience, personal items, salary and benefit expected and other items
(previous employers name and address, reference)

XXXI. 3. Preliminary interview:-

XXXII. When large number of applicants are available , initial screening is conducted by
interview .though the interview essential information from the candidates is elicited .the

Page 11
 information about their education, skill, salary demand, physical appearance , age facility
in speech .if the candidates meets organization requirements he may be selected for the
further action.

XXXIII. 4. Psychometric test:

XXXIV. The test is systematic procedure for comparing the behavior of two or more persons are
equal in intelligence, skills, aptitude, and personality. Psychometric test is used for
selecting the candidate at different characteristics of the individual like skills, knowledge,
judgment, prediction capacity, performance.

Types of psychometric test:

XXXV. Psychometric test is classified as

1. On the basis of human behavior

2. On the basis of individual or group test.
3. On the basis of use of test
Purpose of the test:
The test is used for more than one purpose
Selection of candidates for an organization
Research on human behavior and personality
Appraising employees for promotional potentials
For counseling employees
4. Interview:-

XXXVI. Interview is a selection technique, which consist of interaction between interviewer and
applicants. It is used for variety of purposes including selection, appraisal disciplinary
action, counseling and general problem solving. It is an attempt to secure maximum
amount of information from the candidates .It is the basic idea to find the overall
suitability of candidates for a job. It enables the interviewee to judge certain qualities
(manners, neatness, appearance, ability to speak, meet with other people pleasantly and
behavior) of the prospective candidate before he is selected.

XXXVII.

Objectives of Interview :-

Page 12
 To get an opportunity to judge on applicants qualifications and characteristics as a basis
for sound selection. on the basis of information obtained about the family background
training , educational and other qualification personality characteristics , aptitude ,
interest and skill of an applicant the interviewer tries to arrive a decision decide to hire
him , to reject him or to pass him on to another step in the interview.
To give an applicant essential facts about the job and the company (nature and hours of
work, medical requirement opportunities for advancement, special hazards, employee
benefits and services, company policies)
To get a real feel of the candidate, observe his appearance, mannerisms, confidence, and
typical ways of reacting to questions of various sorts.

XXXVIII.

XXXIX.

XL.

Page 13
 XLI. Technical / Subject Knowledge Interviews:

Types of interviews:-

XLII. Interviews classified in many ways .It is the pattern of the interaction by which the
interviewer communicate with the interviewee responds to his answers, ask question. Generally
interviews full in six categories.

i. Patterned or structure interview

ii. Non directive, free or quite unorganized interview
iii. Depth or discussion interview
iv. Group discussion interview
v. Panel or board interview
vi. Stress interview
XLIII.
XLIV.
i. Patterned or structure interview:-
XLV.
XLVI. It is most common method of interview. The interviews are preplanned to high degree of
accuracy and precision. It is based on the assumption that, to be most effective, every
pertinent detail bearing on-what is to be accomplished, what kind of information is to be
conducted, how much time is to be allotted to it, must be
XLVII. Or out in advance. In this interview questions would be asked in a particular order. Such
interviews are also called standardized interviews. They are preplanned interview is improve
the judgment.
XLVIII.
ii. Non directive or Free interview:-
XLIX. It is unstructured and relatively none planned as a format .in this interview asked some
very general questions and applicant may reply to these in any way he likes. For considerable
length of time.in that generally, the candidate is encouraged to express himself on variety of
subjects, like expectations, motivations, background, and upbringing interest even political
predictions. The interviewers look for traits of characters and nature of his aspirations and his
strengths and weakness, potential. The purpose of such interviews is to determine the
personality of the candidate really is.
L.
iii. Depth or Action interview:-
LI.

Page 14
 LII. It is semi structured interview in nature .In this interview utilizes prestudied questions in
key areas by interviewer. The discussion on typical subjects such as candidates home life,
education previous experience, aptitude, recreational interests hobbies. The interviewer
provides instructional information about his organization, nature of work, pay, and
opportunities for advancement; demand to be made on the employee. Such an interview is to
get a true picture of the interviewee by intensively examining his background and thinking so
correct evaluation and decision may be made. This type of interview demands more mature
understanding of human behavior and development so more careful selection of the
interviewer.
LIII.
iv. Group discussion interview:-
LIV. In this type of interview, groups rather than individuals are interviewed. The interviewees
are given certain problems and are asked to reach a specific decision within a particular time
limit. The applicants enter in to group discussions are knowing that the interview is a test but
do not know which qualities are measured or tested. A few observers watch the activities of
the interviewees- those who take a lead in the discussion, who try to influencing others, who
summaries and clarify issues, who speak effectively. The assumption underlying this type of
interview is that the behavior displayed in the solution of the problem is related to potential
success in the job. The objective is to see how well individuals perform on a particular
situation.
LV.
LVI.
v. Panel or Board interview:-
LVII. In this type of interview a candidate is interviewed by number of interviewers and
questions may be asked in turn or asked in random order as they arise on any topic. A panel
or interviewing board or selection committee may interview the candidate, usually in the case
of supervisory and managerial positions. This type of interview pools the collective judgment
and wisdom of the panel in the assessment of the candidate and also in questioning the
faculties of the candidate.
LVIII.
LIX.
vi. Stress interview:-

Page 15
 LX. In the stress interview, the interviewer assumes a hostile role towards the applicant .In
this interview, the interviewer deliberately trying to annoy or frustrate interviewee usually
ask questions rapidly, criticizes interviewees answer ,interrupts him frequently, keeps the
candidate barrage of questioning by many interviewers. The purpose is to find out how a
candidate responds to a stressful situation whether he loses his temper gets confused or
frighted. In this type of interview, the interviewee is asked certain questions that will
make him confused .Stressful interview situation reveal many characteristics of an
applicant. Generally, these type of interviews are conducted for the top level where an
executive has to face a lot of stress situation .After the interview is over the candidate is
told that this was the stress interview

LXI.

LXII.

LXIII.

LXIV.

LXV.

LXVI.

LXVII.

LXVIII.

5.

Page 16
6. Behavioral Interview:-

7. Employment interview is a popular selection technique from many points of view. In the
organizations around the world employment interview continue to be one of the most
frequently used methods to assess candidate for employment. The interviewer using the
behavioral interview method to follow up initial response with probing questions to elicit
more details. The premise behind the behavior interview is that the best predictor of future
behavior is past behavior. Traditional interview does not give proper prediction but
behavioral interview gives best prediction as compare to it. Many times company may look
for typical skill like communication capability or decision making ability then behavior
interview is best option for that. By developing a situation which focus on require attribute
help to search proper skilled candidate. Hypothetical questions are asked during the interview
which are begin with what would you do if candidate handled situation and giving strong
answer what action he do in real life gives demonstrate of attribute.

8. Interview process occurred in three steps-

9. 1) Interview preparation,

10. 2) Opening interview

11. 3) Closing interview

12. Preparation for interview:-

13. Before starting an interview it is necessary to clear out some primary things like review the
job description and any other relevant document, understanding the role and how it fit into
the organization. Interviewer needs a clear description of the position being filled including
responsibilities and expectations. Also the reviews of candidates resume, review the
background and note areas to discuss in the interview.

14. Opening interview:

15. Interview is started with open ended questions. The interviews are structured and at
beginning it focus on to build rapport. In the behavior interview assessment of the candidate
occurred through knowing about past. This means how a candidate will behave in the future
 assess by asking the questions on the past. In the starting introduction process start with
overview of education and experience, interest, and hobbies related questions. The process is
continuing through open ended questions. Job knowledge questions may ask interviewees to
demonstrate specific job knowledge or provide documentation of job knowledge.
Background questions focus on the work experience, education, and other qualifications of
the candidates.

16. Hypothetical situational questions present the interviewee with hypothetical situations that
may occur on the job or situation and ask how the interviewee would respond to the
situations. The use of situational questions in an interview is based on the assumption that a
persons intentions are related to behavior; thus, how a candidate says he or she will handle a
problem is most likely how he or she would actually behave in that situation. Actual past
behavior questions require candidates to describe the activity of past jobs that relates to the
job for which they are being interviewed. The use of actual past behavior questions in an
interview is based on the assumption that a person's past behaviors are related to future
behaviors. Therefore, how a candidate has handled a problem in the past is most likely
predictive of how he or she would actually behave in that situation in the future. After that
more information about experience, knowledge, ability to work, energy levels are examined.
By asking questions on the past behavior. The hypothetical questions on past gives more
information about conflict management, communication skill, team work capability,
leadership ability. Problem solving capability of the candidate can be examine by giving
stressful situation depends on the past. The situation create pressure on the candidate it helps
to understand in detail how a candidate behave in stressful situation and how he handle it,
through that decision making capability can also check out.

17. Closing interview:-

18. After the candidate has thoroughly answered all the questions and collection of all
information open up the closing stage of the interview .in that stage interviewer gives the
information about the job profile, responsibilities, expectations, and also asking the opinion
and expectations of the candidate.
19.Traits Focused / Examined During The Behavioral Interviews:

Adaptability:
20. Adaptability is the ability of a person to adjust itself to meet the needs of its organization
Adaptability are two types one which is ability for an organization to make changes to a
person by customizing it themselves second adaptability which is the ability for a person to
automatically configure itself for its organization.
Communication: It is the ability to speak appropriately with a wide variety of people.
The ability to communicate information accurately, clearly and as intended, transferring
information from one place to another, whether this be vocally, written.
Attitude: it is the feeling towards the job.it is psychological tendency that expressed by
evaluating particular entity with some degree of favor or disfavor. It dependence on broad
totality of working conditions.
Conflict management: it is the ability to determine the problem. An important
teamwork skill is being able to mediate problems between team members. The person
need to be able to negotiate with his team members to settle disputes, and make sure
everyone is happy with the teams choices.
Problem solving: The skill makes connection between ability and situation. It is the
ability to overcome significant challenges to success. The ability of problem solving
illustrates handling a difficult situation at work and brings a positive result.
Time management: It is concept related to how person can use their time more
effectively and efficiently. It requires the investment of little time upfront to priorities and
organizes oneself. It is depends on difference of urgent and important.
Team orientation: The candidate needs to be able to work well with others. Person
need to listen to the ideas and concerns of his/her peers in order to be an effective team
member. Candidate having capacity open to communicate with others. Candidate having
quality to care and understand team member.
Self- motivation: Self-motivation is the force that drives person to do things. Self-
motivation is a key life skill and something that everybody interested in personal
development should think carefully about. It is also a key part of emotional intelligence.
Motivation is pushes us to achieve goals, feel more fulfilled and improve overall quality
of life.
 Leadership: Leadership is all about having a vision of where person want to be and
working to achieve that vision. The ability to lead effectively is based on a number of key
skills. These skills are highly sought after by employers as they involve dealing with
people in such a way as to motivate, enthuse and build respect.
Stress handle: it is the ability to face the high pressure situation. It is important life
skill that effectively coping with stress, managing stress and finding ways to reduce
unnecessary or unhealthy levels of stress.
Body language: How candidate present itself in an interview can influence
the overall impression make on the interviewer. Some studies have said the
words candidate use only account for 10% of the information communicated.
The other 90% is made up of body language, eye contact, tone, pitch, pace
and volume.
Decision making: Decision-making involves choosing between possible solutions.
Decisions need to be capable of being implemented, whether on a personal or
organizational level. It needs to be committed to the decision personally, and be able to
persuade others of its merits.

21.

Interpersonal relationship: An interpersonal relationship is a strong,

deep, or close association or acquaintance between 2 or more people that may range in
duration from belief to. Ability to communicate with people convey respect for them,
shared their feeling, understand them and taking care.

22.

23.
24.Background Investigation/Reference check-

25. Many employers request names, addresses, and telephone numbers of references for the
purpose of verifying information and perhaps, gaining additional background information of
an applicant. Although listed on the application form, references are not usually checked until
an applicant has successfully reached the fourth stage of a sequential Selection process.
When the labour market is very tight, organizations sometimes hire applicants before
checking references.

26. Previous employers, known as public figures, university professors, neighbors or friends can
act as references. Previous employers are preferable because they are already aware of the
applicants performance. But, the problem with this reference is the tendency on the part of
the previous employers to over-rate the applicants performance just to get rid of the person.

27. Organizations normally seek letters of reference or telephone references. The letter is
advantageous because of its accuracy and low cost. The telephone reference also has the
advantage of soliciting immediate, relatively candidate comments and attitude can sometimes
be inferred from hesitations and inflections in speech.

28.Selection Decision:

29. After obtaining information through the preceding steps, selection decision- the most

30. Critical of all the steps- must be made. The other stages in the selection process have been

31. Used to narrow the number of the candidates. The final decision has to be made the pool

32. Of individuals who pas the tests, interviews and reference checks. The view of the line
manager will be generally considered in the final selection because it is he/she who is
responsible for the performance of the new employee. The HR manager plays a crucial role
in the final selection.

33. Physical Examination: -

34. After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is, often, contingent upon the candidate being
 declared fit after the physical examination. The results of the medical fitness test are recorded
in a statement and are preserved in the personnel records. There are several objectives behind
a physical test. Obviously, one reason for a physical test is to detect if the individual carries
any infectious disease. Secondly, the test assists in determining whether an applicant is
physically fit to perform the work. Thirdly, the physical examination information can be used
to determine if there are certain physical capabilities, which differentiate successful and less
successful employees. Fourth, medical check-up protects applicants with health defects from
undertaking work that could be detrimental to them or might otherwise endanger the
employers property. Finally, such an examination will protect the employer from workers
compensation claims that are not valid because the injuries or illness were present when the
employee was hired.

35.Job Offer: -

36. The next step in the selection process is job offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of appointed. Such a letter generally
contains a date by which the appointee must report on duty. The appointee must be given
reasonable time for reporting. Those is particularly necessary when he or she is already in
employment, in which case the appointee is required to obtain a relieving certificate from the
previous employer. Again, a new job may require movement to another city, which means
considerable preparation, and movement of property.

37. The company may also want the individual to delay the date of reporting on duty. If the

38. New employees first job upon joining the company is to go on company until perhaps a

39. Week before such training begins. Naturally, this practice cannot be abused, especially if the
individual is unemployed and does not have sufficient finances. Decency demands that the
rejected applicants be informed about their non-selection. Their applicants may be preserved
for future use, if any. It needs no emphasis that the applications of selected candidates must
also be preserved for the future references.

40. Contract of Employment: -

41. There is also a need for preparing a contract of employment. The basic information that
should be included in a written contract of employment will vary according to the level of the
job, but the following checklist sets out the typical headings:

o Job title
o Duties, including a parse such as The employee will perform such duties and will be
responsible to such a person, as the company may from time to time direct.
o Date when continuous employment starts and the basis for calculating service.
o Rate of pay, allowance, overtime and shift rates, method of payments.
o Hours of work including lunch break and overtime and shift arrangements.
o Holiday arrangements:
o Paid holidays per year,
o Public holidays,
o Length of notice due to and from employee,
o Grievances procedure (or reference to it),
o Disciplinary procedure (or any reference to it),
o Work rules (or any reference to them).
o Arrangements for terminating employment
o Arrangements for union membership (if applicable),
o Special terms relating to rights to patents and designs, confidential information and
restraints on trade after termination of employment.
o Employers right to vary terms of the contract subject to proper notification being given.

42. The drawback with the contracts is that it is almost to enforce them. A determined
employee is bound to leave the organization, contract or no contract. The employee is
prepared to pay the penalty for breaching the agreement or the new employer will provide
compensations. It is the reason that several companies have scrapped the contracts altogether.

43.

44.
45. Chapter No 2
46.
47. Profile of the Organization

48.Introduction

49. Jain Irrigation Systems Limited (JISL) or (Jains) is the flagship Company with 14
subsidiaries operating companies (including 2nd step subsidiaries) with diverse businesses
across the globe and aggregate revenues of 50 Billion. JISL is a leading agri-business
Company, present in entire value chain. It is the second largest micro irrigation Company
globally and is largest manufacturer of micro irrigation systems in India. It is also the largest
manufacturer of Mango pulp, puree and concentrate in the world and the third largest
manufacturer of dehydrated onions. JISL is also Indias largest manufacturer of polyethylene
pipes, leading PVC pipe manufacture and is furthermore the largest manufacturer of Tissue
Culture banana plants in the world. JISL is additionally into hybrid & grafted plants;
greenhouses, poly and shade houses, bio-fertilizers, biogas and green energy (solar & wind),
solar water heating systems, solar panels, solar water pumps and wood substitute plastic
sheets. These plants are ISO 9001 & HACCP certified and meet International FDA statute
requirements. Solar Energy Heating & Lighting Equipments, Solar Pump and Bio-Energy
sources are new additions. Over the past few years JISL has done a few of acquisitions and
merged a few companies. All acquisitions and mergers have been a strategic fit with the
intent of strengthening the business and increasing in every segment. JISL renders
consultancy for complete or partial project planning and implementation e.g. watershed or
wasteland and / or crop selection and rotation.

50.

51.Corporate Philosophy

52.Mission

53. Leave this world better than you found it.

54.

55.Vision

56. Establish leadership in whatever we do at home and abroad.

57.

58.Goal

59. Achieve continued growth through sustained innovation for total customer satisfaction and
fair return to all other stakeholders. Meet this objective by producing quality products at
optimum cost and marketing them at reasonable prices.

60.Guiding Principle

61. Toil and sweat to manage our resources of men, material and money in an integrated,
efficient and economic manner. Earn profit, keeping in view commitment to social
responsibility and environmental concerns.

62.

63.Quality Perspective

64. Make quality a way of life.

65.Work Culture

66.Experience: Work is life, life is work.

67.History:

68. Our journey began in 1887 when our forefathers left the deserts of Rajasthan, their home
state in search of water and food and reached Waked, at the foothills of the famous Ajanta
caves. They started farming as means of livelihood. In 1963 selling kerosene in pushcart, the
young law graduate, Bhavarlal Jain, founded the family business in trading. The family
partnership with a meager Rs. 7000, accumulated savings of three generations, as capital.
 Soon, agencies for two wheelers, auto vehicles and automobile accessories were established
in quick succession.

69.Trading:

70. Inspired by a quote, agriculture: a profession with future young Jain added dealership of
tractors, sprinkler systems, PVC pipes and other farm equipment. In order to broad base the
agri-business, agencies for farm inputs such as fertilizers, seeds, pesticides were also added.
Sales grew from Rs. 1 million in 1963 to Rs. 110millions in1978, a phenomenal increase of
110 times. These formative years helped us build a unique and lasting enterprise.

71.Refined Papain:

72. Company took over a 14 year-old sick Banana Powder Plant in April 1978 at a high auction
price of Rs. 3 million while company only had Rs. 0.2 million as inevitable surpluses. The
plant was quickly modified for the production of Papain from Papaya latex. In December
1978, the founder traveled to New York in search of customers for Jain Papain. The
competition for purchase of raw materials at home and for sale of Papain abroad was stiff and
stifling. However, JISL developed purified Papain through ceaseless in-house R&D and
emerged as the `Number One supplier of the highest purity refined Papain. Thus Papain put
the company on the international map.

73.

74.PVC Pipes:

75. In 1980, manufacturing of PVC Pipes commenced with a small annual capacity of 300 MTs
which was increased to over 35,600 MTs per annum by 1997, making JISL the largest single
producer of PVC Pipes in the country. A close-knit dealer distribution network in the rural
areas coupled with continuous automation and up gradation of product facilities and in-house
R&D for maximum capacity utilization has kept us at the forefront. This further helped
company to expand the range to Casing & Screen Piping Systems thereby continuing to
contribute to the growing export volumes.

76.
77.Micro - Irrigation Systems :

78. Beginning in 1989, company toiled and struggled to pioneer Water management through
Micro Irrigation in India. JISL have successfully introduced some hi-tech. concepts to Indian
agriculture such as `Integrated System Approach, One-Stop-Shop for Farmer, and
`Infrastructure Status to Micro Irrigation & Farm as Industry.

79.

80. Food Processing :

81. In 1994 JISL set-up world class food processing facilities for dehydration of onion, vegetable
and production of fruit purees, concentrates and pulp. These plants are ISO 9001 & HACCP
certified and Meet International FDA statute requirements. Combining the modern
technologies of the west with the vast, mostly untapped agriculture resources of India, using
the local human resources and inculcating the culture of excellence in quality and total
customer service. Company has set a goal to become a major and reliable global supplier of
food ingredients of finest quality.

82. Today with over 7000 committed employees strength worldwide, JISL has established its

83. Leadership in diverse products like Micro & Sprinkler Irrigation, Agricultural Inputs, Agro-
Processed Products, Plastic Pipes & Sheets.

84.Overseas Holding Companies

85. 1. JISL Overseas Ltd., Mauritius

86. 2. Jain International Trading B.V

87. 3. Jain Overseas B.V., Netherland

88. 4. Jain (Israel) B.V. Netherland

89. 5. JISL Global SA, Switzerland

90. 6. JISL Systems SA, Switzerland

91. 7. Jain Irrigation Holdings Inc. Delaware, USA

92. 8. Jain (Americas) Inc., USA

93. 9. Jain (Europe) Ltd., UK

94. 10. Jain Irrigation Inc., USA

95. 11. Cascade Specialties Inc. USA

96. 12. NaanDanJain Irrigation Ltd

97. 13. THE Machines SA, Switzerland

98. 14. Jain Sulama Sistemleri San. Tic. A.S., Turkey

99. 15. SQF 2009 Ltd., UK

100. 16. Pro Tool AG, Switzerland

101. 17. Eurodrip S.A. Greece

102.

103. Competitive Strengths:

104. 1. Strong brand and leadership position in India.

105. JISL is one of India's leading manufacturers of micro irrigation systems, piping systems
and agro-processed products. MIS products are customized to assist in meeting the special
requirements of customers in India. Company have worked with farmers to provide them
training and introduce them to more advanced processes and technology as well as with
Indian state governments and international organizations to develop technology and support
new initiatives to assist farmers. JISL have maintained the leadership position with extensive
research and development in plant, in lab and on farm to improve various products. JISL
have built an extensive and loyal distribution and dealership network throughout semi-urban
and rural India, selling flagship brands such as Jain Drip, Jain Sprinklers, Jain Pipes, Chapin
and Farm Fresh, which are well known in the Indian and international markets. Company
 believes that its strong brand presence and leading market position and understanding of
customer's needs makes JISL well placed to capitalize on growth opportunities in the Indian
and international markets for all the products.

106. 2. Total solutions provider across the agricultural value chain.

107. JISL have utilized its agriculture expertise and relationships to participate across the
agricultural value chain and diversify the revenues. In addition to micro and sprinkler
irrigation systems, plastic piping and solar pumps which are used in irrigation, JISL also
supply bio-tech tissue cultures which help farmers reduce growing time and create higher
crop yields. In addition, company work with customers on a turnkey basis providing
engineering, soil and water analysis, water resource estimation, crop planning , irrigation ,
marketing assistance and other agronomical and technical support and training. JISL
purchase onions, tomatoes and other vegetables for vegetable dehydration from contract
farmers and others and are a major consumer of mangoes for its fruit processing operations.
JISL believes that being involved across the value chain leverages knowledge, relationships,
brand name and strong distribution network to provide total solutions for farmers.

108. 3. Diverse revenue streams from different geographies

109. JISL have production and processing facilities across India and its sales have been
growing in various states in India and internationally, which makes its sales and production
less susceptible to weather or other risks in a particular region. Company aim to expand
internationally by looking for opportunities for future growth, especially in progressive
agriculture markets. Its revenues are further diversified across the wide range of products we
sell. Additionally, no single customer accounts for more than 5% of our revenues in Fiscal
2013. This diversification can help insulate its overall sales and operations from adverse
conditions affecting any one of our business segments or products, a particular region or a
particular customer.

110. 4. Experienced management and large pool of agriculture professionals

111. Senior management team of JISL has deep experience in the industries in which company
operates. JISL believes that the experience of its management team in the agriculture sector
 and international markets will help to increase the penetration internationally and expand the
range of its product offerings. Management team also has long-standing relationships with
many of its major customers, distributors/dealers and suppliers. Further, company has one of
the largest pools of committed agricultural scientists, technicians and engineers in the private
sector in India, comprising over 1,000 agricultural scientists, technicians and engineers. After
sales support, training and other services are one of our main selling points.

112. 5. Flexible and scalable business model.

113. JISL believes that the flexibility and scalability of its existing production facilities and
distribution network will help to meet increased demand for its products. Company has
presence in India with ten manufacturing plants provides a low cost, centralized
manufacturing base. The scalability of its existing facilities enables JISL to increase its
production capacity through the installation of new equipment and production lines. Its
manufacturing facilities enables company to produce a wide range of products with different
specifications, such as inline tubing, flat dripper tubing, PC emitters, sprinkler pipes, impact
sprinklers, PVC/ PE pipes casing and screen pipes and duct pipes with different diameters
and working pressure ranges, and processed and dehydrated fruits and vegetables using
different organic feedstock. This assists company in meeting the specific demands of
customers and reducing the impact of seasonal changes in production volumes for specific
products such as its agro-processed products and piping systems.

114. 6. Wide dealer and distribution network.

115. Company has over 3,000 dealers in India selling its products exclusively. Most of these
dealers come from farming backgrounds and are influential in their respective regions. This
strong local sales force gives a deep understanding of the needs of our customers in India and
assists JISL in providing strong after-sales support and sharing our knowledge with
customers. JISL can leverage our production facilities to further expand our distribution
reach by adding additional dealers in new areas.

116. Business Sectors and Review:

117. [A] High-Tech Agricultural Input Products

118. This segment comprises of Micro and Sprinkler irrigation systems, PVC Pipes, Biotech
Tissue Culture and other agricultural inputs.
119. a) Micro and sprinkler irrigation

120. 1. Industry

121. The industry is broadly divided into the organized and unorganized segments in the
country. JISL is the largest player in the organized sector. In view of the involvement of a
large number of components in a system, all of which are not available with a single
manufacturer, it is difficult to hazard a guess about the exact size of the industry as most of
the figures are derived on the basis of information available from different sources. While the
Company controls 55% of the Micro Irrigation business in the country, it has a market share
of 35% in the Sprinkler irrigation business in the country. The current estimate of industry
size is 33 bn. and it is growing at a fast pace. Currently only 5 million Ha (7% coverage) of
the possible 69 million Ha area is covered under the micro and sprinkler irrigation in the
country. However, as per Government task force, 17million Ha of land can be easily brought
under micro irrigation coverage in the country by 2017, while by 2030 the extent of MIS/SIS
coverage may reach 69.5 mn Ha. The prospect for global growth of the MIS industry is
strong. Experts estimate that by 2025 the majority of developed countries will confront issues
resulting from a scarce water supply, with all major economies switching to MIS to mitigate
the disruption that such a shortage could cause. Although MISs popularity continues to
grow, high initial costs have hindered its wider application. Despite this, over the last 20
years, there has been a six-fold increase in the area under micro irrigation. North America
and Europe have the highest rates of utilization, with the United States being the first country
to employ micro irrigation technology in its fields and achieving the highest micro irrigated
area. Asia is in the development phase in its use of the technology, with both India and China
adopting the technology, albeit with low utilization rates. India and China both represent
attractive growth opportunities for the MIS industry.

122.

123. 2. Opportunity & Outlook

124. Almost 50% of the arable land in the country is still rain fed. The Government (Central
and State) provide 50% capital subsidy for promoting the use of Micro Irrigation by farmers.
 While targeting an agricultural growth rate of 4% per annum, the government had also placed
higher targets for farm credit and agriculture investments at 2% plus of the GDP for the XII
plan period. Recently in the Cabinet Committee of Economic Affairs approved the National
Mission on Micro Irrigation (NMMI) during the Eleventh Plan period. This again
demonstrates the sustained focus of the government on pushing the micro-irrigation as a tool
to conserve the water and address the issue of food security. The Union Budget reflected an
overall increase in thrust towards agriculture.

125. JISL has continued its training and extension activities for benefit of farmers throughout
the country. Thus, during the year under review, the extension activities were carried out in
the country covering over 200,000 farmers in 15 states.

126.

127. 3. Risks & Challenges

128. Government policies and allocation amount towards central subsidy could influence the
growth prospects of this business. Extended cash-flow, could, apart from causing pressure on
managing the working capital requirements, also have negative impact on the profitability of
this business. With very high working capital requirements causing higher interest cost, the
net profit margin of this business remains under pressure for the industry.

129. The growth in industry requires a large pool of trained sales people on a continuous basis,
skilled people are required for implementation of the system and a dedicated dealer network
is required in the far flung areas of the country. The uneven distribution of rainfall in the
country, consecutive drought like situation for 1 or 2 years and fluctuations in the polymer
prices are constant threats faced by the industry. Due to fragmented land holding in the
country, the average farmer holds very small piece of land but irrespective of his size of
holding the level of services required are almost the same. This fragmented holding therefore
results in high transaction cost for the Company. There are a large number of players in the
industry whose influence is restricted to a small surrounding area, who neither maintain
quality of the product nor are able to give any quality service. These players tend to spoil the
market due to their practices and may provide backlash against the concept of Micro
Irrigation. Recently, large industrial groups with deep pockets have entered the industry
 through acquisition or fresh initiatives. It remains to be seen if they have long term view
about staying in the business. Also there has been significant growth of players in
unorganized sector. These companies with their low cost and non-system oriented products
are taking away certain market share from organized sector, especially in replacement
market. JISL is well poised to take on competition and maintain leadership with more than
50% market share as it has offering available for customers at different price points without
compromising quality of products.

130. a) PVC Piping

131. 1. Industry Indian Scenario

132. Indias plastic industry is projected to grow dramatically in the coming years the
countrys plastics processing sector, for example, is expected to grow to 150,000 machines in
2020.

133. The PVC industry is integral to the MIS industry. The PVC pipes business is driven in
large measure by demand for pipes used in agriculture, including agriculture unrelated to
MIS.

134. With agriculture expected to continue its rapid growth in India, and the positive
correlation historically observed between the growth rates of agriculture and PVC, experts
project that the PVC sector will grow by around 9% over the next two years. Jain Irrigation,
with a 15% share, is one of the three major players in the organized market. Rest of the
industry, being small and medium scale in nature, is unorganized, fragmented and scattered
near the user belts in the country. Increased micro irrigation spends higher allocation towards
rural water infrastructure for potable water, push for urban infrastructure by government
agencies and Command Area Development Program will improve the demand situation for
the industry.

135.

136. 2. Opportunity & Outlook

137. While the expansion of capacity undertaken last fiscal year is complete, in view of
increased budgetary allocation from government, demand is expected to continue to increase.
While the government infrastructure spends are increasing all the time, the government
programs continued for safe drinking water, urban and rural sanitation, rainwater harvesting
and integrated watershed management program etc. are expected to generate substantial
demand for piping products in the coming years. The Company is considering establishing
one more production center in the eastern part of country in near future. A large part of the
Urban Infrastructure projects in the current five year plan towards irrigation, drinking water
supply and sanitation, provides ample opportunity to scale up production. Current year looks
promising for this business as demand has seen sudden spike up for business with good water
availability.

138. 3. Risks & Challenges

139. A delay in government decision/ spending and limited availability of PVC resin in India
is the potential threat to the otherwise rosy picture for the future of the industry. Low cost and
low quality manufacturers continue to twist healthy markets. Volatility in price of raw
material (PVC resin) is another dampening factor on demand. Due to heavy anti-dumping
duty, cost of PVC resin has been artificially increased by domestic processors, affecting end
product demand.

140. b) Biotech Tissue Culture

141. 1. Industry

142. The industry is broadly divided into two segments Fruits and vegetables Leafy Plants and
flowering Ornamental Plants. The industry is not organized although some big names did
start forays in this industry in the mid 1990s. Most of the players are engaged in tissue
culture for cut flower exports, where the model of business is quite different. The Company
started with banana as the main crop for tissue culture and the efforts have really paid off.
The industry is still growing at an estimated 25% per annum.

143. 2. Opportunity & Outlook

144. The outlook continues to be excellent and demand shows improved uptake in the coming
season. Now, many State Governments are evincing keen interest in promoting tissue culture.
The Company has the opportunity to diversify the business, produce fruit, ornamental and
other fruit plants. The Company has also started production of tissue culture pomegranate
plants, onion and even mango. Research and Development to create Citrus plants has been
successful. There is also an export potential to other Asian countries which can be tapped.

145. 3. Risks & Challenges

146. Lack of skilled work force and the risk of legal problems in case of non-performance of
the planting material in the farmers field are the major challenges facing the business. [B]
Industrial Products

147. The segment business includes the varied business lines like PVC Sheets, Polycarbonate

148. Sheets, PE pipes for industrial applications, Fruit processing, and onion and vegetable
dehydration.

149.

150. a) PE Piping

151. 1. Industry

152. The applications of PE pipes are growing at a fast pace and yet new applications are
being developed for the product. In applications like sewage & effluent disposal, due to the
tougher environmental laws and stricter application of the same by the Government
departments, the replacement of cement/metal pipes by PE pipes is becoming very relevant.

153. Such possibilities are significant especially since the larger diameter PE pipes are now
indigenously available within the country itself. The Companys presence in gas and cable
duct segments of the PE pipe business is commanding and hence the overall market share is
in excess of 30%. The Company is operating in all segments of the applications like cable
duct, sprinklers, gas distribution, water conveyance, house service connection, sewage
conveyance, effluent disposal, sand stowing, dust suppression etc.
154.

155.

156. 2. Opportunity & Outlook

157. The Company has successfully continued to get large supply contracts with multinational
companies for supply all over the world as a preferred supplier with very encouraging
revenues. The massive infrastructure projects undertaken under the Bharat Nirman Yojana,
increased investments by telecommunication industry for 4G layout and plans for piped gas
in cities, continue to be the potential demand drivers for the industry. All the Gas Distribution
companies are continuing their growth plans as newer cities are being added every year. The
telecom sector in India is growing well, more so, the recent allocations of license for 3G &
4G applications augur well for the telecom sector demand.

158. In water transmission and distribution business there are around 200 firms registered with

159. BIS, but the national players are only 3 and Jain Irrigation is the only player to
manufacture pipes of up to 1600+ mm dia. Jain Irrigation, now, has developed the capability
to provide a complete solution to Water Management, Waste-water Treatment and judicious
use of treated water.

160.

161. 3. Risks & Challenges

162. The unstable raw material prices and business cycles of the end users and delay in
implementation of projects remain the major risks faced by the business. Lack of awareness
about quality needs at the customers end provide significant challenge. Also conversion to

163. HDPE from steel or concrete is still not easy due to unwillingness to change old
specification at engineering levels.

164.

165. b) PVC Sheets

166. i) Industry

167. Major markets for Companys products are Europe and United States of America. The
market is divided into two segment; Sign & Graphics (S&G) and Building Materials Market

168. (BMI) In the BMI segment, Lumber the traditional building material was being replaced
by PVC. The basic uses of PVC in BMI was in Trim, used as surrounds for windows and
garage doors, Corner Boards, Soffits and interior applications such as Wainscot and Bead
boards. The inherent qualities of PVC such as impervious to water absorption; protection
against insect attacks and a life term warranty promulgated the product over traditional
Lumber.

169. Further, availability of good quality wood was a problem as resources were drying up and
cost of processing was escalating. The market is serviced by 7 manufacturers and some

170. Chinese imports. This segment is serviced by 5 manufacturers. Some China products
have attempted to penetrate the market.

171. ii) Opportunity & Outlook

172. The economic downturn has resulted into some players exiting the market and others
redefining their basket of offerings. This consolidation in the industry will benefit both the
manufacturer and the end user. US housing market has started showing sign of recovery and
is expected to come back on growth track, while signs are positive, nothing can be certain.

173. We have introduced several new products to the market place: A digital print sheet for
optimum print quality, sheet for the environmentally (EFS) conscientious market place which
has been received well. We have started to get good response from domestic marketing
expect it to grow in robust manner in future.

174. iii) Risks & Challenges

175. The economy has been slow and this poses a challenge. The unemployment rate is
another factor adding to the uncertainty at the marketplace. However, other indicators such as
the
176. US stock markets show a quite healthy trend. Major corporations are showing profits, the
market continues to adopt just in time requirements and this has the manufacturers carrying
the inventory burden. Housing statistics show an improvement but has been slow paced. The
Company has modified its marketing strategy, which has resulted in current year surpassing
several previous results. The trend going forward is cautiously optimistic.

177.
178. Internal Controls and Management Information Systems

179. ERP

180. Post implementation of SAP across India locations, now some more modules are taken up
for implementation which would further improve the efficacy and MIS reports from the
system.

181. Internal Controls

182. SAP implementation allowed a number of strategies to implement internal control in the
business application through process mapping, segregation of duties, authorizations.

183. Independent of the SAP functionality and control check, your Company is proactively
identifying the areas for further improvement which shall remain an ongoing process.

184. Future

185. The Company has plan to integrate its IT infrastructure by rolling out SAP at foreign
subsidiaries to further streamline Manufacturing, Supply Chain, local and global reporting,
analysis in a common enterprise wide format. It will provide better collaboration with our
worldwide units, transparency and efficiency for global operations.

186. Internal Audit

187. The company has continued to avail services of Ernst & Young LLP to conduct internal
audit in SAP environment and add value by strengthening internal controls and improving
efficiency of operations at same time.

188.

189.

190.

191.

192.
193.

194. Chapter No.3

195. Recruitment process with JISL:

196. Manpower planning-

197. The method for manpower planning used in the JISL in of Managerial Judgment In this
method, functional heads and departmental associates meet together and discuss about the
future plans of an organization and decide about the manpower to be recruited. It involves 2
stages In first stage the experts takes in to consideration all types and levels of employees.
It includes review of all the positions and number of employees that are falling short for
smooth functioning of the work .After the first stage is completed I.e. the number of people
that are required have been decided then the second stage begins. In the second stage the
decision is taken about the source of the candidates and selection process.

A. Internal sources:
1. Promotions:

198. At JISL, promotions take place whenever there is vacancy .an employee from lower
level position is promoted to higher level position, usually accompanied by the changes in
duties, responsibilities, status and value.

2. Transfer

199. Here, it is a common phenomenon .transfer involves the lateral movement within the
same grade from one to another .it leads to changes in duties, responsibilities, working
conditions but not necessarily in salary.

3. Retired employees:

200. Generally, the lady employees take half retirement for maternity period. So the ladies
are re-recruited until their kids grow-up.at that time the company gives them leave for their
maternity period and later they can rejoin the company.
 4. Employee referrals:

201. Mostly, employees are recruited on the basis of employee referrals, as they believe that
their employees will never let them down.

B. External sources:
1. Consultants:

202. JISL also takes the help of consultancy firms to recruit people at higher level or
for executive posts.

203. 2. Campus interview:

204. The HR manager at JISL visits various agricultural colleges in different parts of
country for recruitment.

3. E- recruitment:
205. Every day, many applicants submit their resumes on line and the short listed
candidates are called for interview.
4. Walk-ins:
206. It is common at JISL. Needy applicants come searching for jobs. If there is
vacancy, the selection process starts also the resumes are kept as record and whenever the
vacancy arises, the candidates can be summoned for selection process.
207.

208.

209.

210.

211.

212.

213.

214.

215.
 216.

Selection process at JISL:

217. The selection process at JISL consists of reviewing the CVs and applications of
applicant received through various ways like internet/unsolicited applicants/ walk-ins. If
there is vacancy, the candidate goes through selection process i.e. shown in following figure.
Selection process depends upon the candidates qualifications and the type of job here
applied for. Then he has to undergo through the written test in order to test their theoretical
knowledge.

218.

1) Sorting:-

219. After advertisement, company receives large number of applications for the position
advertised. There is sorting of application of those candidates only who are eligible for that
job. if a candidate meets all recruitments of the organization, then he may be selected for
further action. But if the candidate does not fit in the organizational

220. Structure, then he is eliminated at the preliminary stage, after that company sends call
letters or e- mails to those candidates who are selected.

2) Blank Data-Sheet:-

221. After sorting, company sends call letters along with blank data-sheet to the candidates
who are selected. The employer should design a pro forma of data sheet that contains all
required information about the candidate. It is a good means of quickly collecting basic data
from the candidates and also circulates information about the applicant to appropriate
member of management. The applicant should fill this blank data sheet in his own
handwriting to identify himself properly. It is a primary stage of interview that helps the
elimination of unqualified and unsuitable candidate.

222.
223.
224.
 225.
3) Selection test :

226. Selection test is conducted for the people having higher education background the main
aim is to judge the candidate knowledge about the particular field.

4) Interview:

227. Interview is a selection technique, which consist of an interaction between interviewer

and applicant. It can be a powerful technique in achieving accurate
information about the applicant. Means the basic idea is to find but the
overall suitability of candidate for a job. It is a method of direct contact
between candidates and interviewer, in which interviewer can see a
candidates in action. He looks the personality of candidate.Due to
interview process, many of the information can be collected which may
not be available in application form In campus selection, preliminary
interview is held for short listing the candidates for further process of
selection.

228. At JISL interview consist of three to four round depending upon the
candidature

5) Hiring process :

229. The decision depends upon the line managers to evaluate the
candidates. Before the candidates goes for selection interview his/her file
is maintained which consists of completed application blank, CV and few
blank evaluation

230.

231.

232.
233. Selection Process:

234.

235.
1. 2. 3. 4.
5.
236. 6. Job Analysis
7. 8. 9. 10.
237. 11. 12. 13. 14.
15. 16. 17. 18.
238. 19. 20. 21. 22.
23.
239. 24.
26. 27. 28.
Reception
240. 29. 30. 31. 32.
33. 34. 35. 36.
241. 37. 38. 39. 40.
41. 42. 43. 44.
242. 45. 46. 47. 48.
49.
243. 50. Application Blank
51. 52. 53. 54.
244. 55. 56. 57. 58.
59. 60. 61. 62.
245. 63. 64. 65. 66.
67. 68. 69. 70.
246. 71.
72. Selection Test
247. 73. 74. 75. 76.
77. 78. 79. 80.
81. 82. 83. 84.
85. 86. 87. 88.
89.
90.
92. Interview
Selection 93. 94.
95. 96. 97. 98.
99. 100. 101. 102.
103. 104. 105. 106.
107. 108. 109. 110.
111. 112. 113. 114.
115.
116. Hiring Decision
117. 118. 119. 120.
121. 122. 123. 124.
125. 126. 127. 128.
248. Chapter No.4

249. RESEARCH METHODOLOGY:

250.

Objectives of the project:

251.
To observe and understand recruitment and selection process at JISL.
To analyze the importance of pre-defined behavioral traits and its impact on selection
chances during personal interview of the interviewee.
To analyses the whether the candidate passed through the recruitment process is liable as
the required human resources.

252.

253.

254.

255.

256.

257.

258.

259.

260.

261.
262. METHODS OF DATA COLLECTION:

263. Data can be collected by two ways

A) Primary Data:
264. Primary data are those which are collected for first time and thus happen to be original in
character.
265. Primary data can be collected in following ways:-
a. Observation Method
b. Interview Method
c. Through Scheduled
B) Secondary Data:
266. Secondary data are those which have been already collected by someone else and which
have been already passed through statistical process.
267. It is the data which is already present in the secondary form like press releases,
magazines, newspapers, journals, newsletters which are derived by any other person or
institute. It was already exists and it is in processed form .The researcher has to only decide
that how it will be handled to appraise the project.
268. Secondary data for the report is collected through the following tools:
269. Internet
270. Research papers
271. Journals
272. Reference books
273. www.jains.com
274.

275.

276.

277.

278.
279. Sample Design:

280.

281. Type of Study

283. Descriptive
282.

284. Data Sources

286. Primary data and secondary data
285.

287. Study Approach

289. Observational and Survey
288.

290. Research instrument

292. Trait ranking table
291.

293. Type of universe 295. Candidates appearing for

294. Interview

298. Interviews for designations

296. Sampling Unit
supervisor, operator, manager and
297.
welder and turner

299. Sample size

301. 65 Interviewee
300.

302. Type of Scaling

304. 5 point Likert scale
303.

305.
306.
307.
308.
309.
310.
311.

312. Chapter No.5

 313. Limitation of Study:
The topic under study is very vast and the provided time was comparatively less so it was
not possible to cover all the aspects of the topic under study. Respondent may not given
all information and reluctant which answering the question.
The study thus conducted is restricted to the PVC plant Jalgaon only.
The accuracy of the study is based on the information given by the respondents.
Data collected cannot be asserted to be free from errors because of bias on behalf of the
respondents.
As the sample small so its accuracy has its limitations
314.
315.
316.
317.
318.
319.
320.
321.
322.

323.

324.

325.

326.

327.

328. Chapter No.6

329. Recruitment Case:

330.
331. We have around 700 people working across country out of
that we plan to shift 10 operator to Alwar plant , 3 operator
are scheduled to broad back to Jalgaon from Hyderabad ,one
manager is going for attained certain medical availability. He
gets retired in the month of Aug2016. We are planning to
purchase three machines at Hyderabad so three turners at Nov
2016, one mechanical engineer are shifted in July 2016 in
Hyderabad; three welders from Hyderabad are schedule to
Bhavnagar. We plan to upgrade for two contract worker having
welding skill at Hyderabad in Jan 2017, two supervisor are
getting promoted to different function.1) Production manager
at Bhavnagar 2)Quality in charge at Jalgaon

332.
 333. Chapter No.7

334. DATA ANALYSIS AND INTERPRETATION:

Turner Position Interview Rating:

335.

336. 337. Respondent Candidate

338. Skills 339. 340. 341. 342. 343. 344. 345. 346. 347. 348.
1 2 3 4 5 6 7 8 9 10
349. Attitude 350. 351. 352. 353. 354. 355. 356. 357. 358. 359.
4 3 4 2 3 4 3 2 3 2
360. Communicatio 361. 362. 363. 364. 365. 366. 367. 368. 369. 370.
n 3 2 4 1 3 4 4 3 3 3
371. Conflict 372. 373. 374. 375. 376. 377. 378. 379. 380. 381.
management 2 1 5 1 2 3 4 2 3 2
382. Problem 383. 384. 385. 386. 387. 388. 389. 390. 391. 392.
solving 3 2 4 1 3 3 4 1 3 2
393. Team 394. 395. 396. 397. 398. 399. 400. 401. 402. 403.
orientation 3 1 5 2 4 4 5 2 3 2
404. Time 405. 406. 407. 408. 409. 410. 411. 412. 413. 414.
management 3 1 5 2 3 3 4 1 3 2
415. Self- 416. 417. 418. 419. 420. 421. 422. 423. 424. 425.
motivation 2 2 4 1 3 4 5 2 2 2
426. Adaptability 427. 428. 429. 430. 431. 432. 433. 434. 435. 436.
1 1 4 2 3 4 4 1 3 3
437. Stress handle 438. 439. 440. 441. 442. 443. 444. 445. 446. 447.
1 2 4 1 3 4 5 2 3 2
448. Decision 449. 450. 451. 452. 453. 454. 455. 456. 457. 458.
making 3 2 5 3 4 3 4 2 4 1
459. Leadership 460. 461. 462. 463. 464. 465. 466. 467. 468. 469.
 2 1 4 1 3 4 4 2 3 2
470. Work 471. 472. 473. 474. 475. 476. 477. 478. 479. 480.
experience 1 1 4 1 1 5 1 1 1 1
481. Obtained 482. 483. 484. 485. 486. 487. 488. 489. 490. 491.
marks 28 19 52 18 35 45 47 21 34 24
492. Percentage 493. 494. 495. 496. 497. 498. 499. 500. 501. 502.
46.6 31.6 86.67 30.0 53.3 75.0 76.67 35.0 55.0 41.6
7 7 0 3 0 0 0 7
503.

504.

505.
506. Obtained result:

507. 129. Sr.No 130. Percentage

131. 1 132. 46.67
508. 133. 2 134. 31.67
135. 3 136. 86.67
509. 137. 4 138. 30.00
139. 5 140. 53.33
510. 141. 6 142. 75.00
143. 7 144. 76.67
511. 145. 8 146. 35.00
147. 9 148. 55.00
512. 149. 10 150. 41.67

513.

514.

515.
516. Interpretation:
517. After taking interview of interviewee some candidates are securing maximum marks than
required eligible criteria so they may be selected for the turner position.

518.

Operator Position Interview Rating:

519.

520. Sr.N 521. Obtained 522. Percentag

o marks e Minimum
523. 1 524. 40 525. 66.67
526. 2 527. 28 528. 46.67
529. 3 530. 38 531. 63.33
532. 4 533. 37 534. 61.67
535. 5 536. 33 537. 55.00
538. 6 539. 26 540. 43.33
541. 7 542. 28 543. 46.67
544. 8 545. 39 546. 65.00
547. 9 548. 34 549. 56.67
550. 10 551. 21 552. 35.00
553. 11 554. 37 555. 61.67
556. 12 557. 38 558. 63.33
559. 13 560. 35 561. 58.33 Minimum required
562. 14 563. 41 564. 68.33
565. 15 566. 32 567. 53.33
568.

569. Obtained Result:

570.
571.

572. Interpretation:
573. It is observed that seven candidates have successfully scored above the minimum
requirement threshold hence they have more chances of being selected for the interviewed
position.

574.

575.

576.

577.

578.
579.

580.

581.

582. Interpretation:
583. After taking interview of the respondent there are chances of selection
those candidates who scoring maximum marks for the operator position.

584.
 Welder Position Interview Rating:

585. 586. Respondent Candidates

588. 589. 590. 591. 592. 593. 594. 595. 596. 597.
587. Skills
1 2 3 4 5 6 7 8 9 10
599. 600. 601. 602. 603. 604. 605. 606. 607. 608.
598. Attitude
3 3 1 3 4 5 4 5 4 1
609. Communic 610. 611. 612. 613. 614. 615. 616. 617. 618. 619.
ation 4 2 5 1 5 5 5 4 5 2
620. Conflict 621. 622. 623. 624. 625. 626. 627. 628. 629. 630.
management 5 1 4 2 4 3 4 4 4 1
631. Problem 632. 633. 634. 635. 636. 637. 638. 639. 640. 641.
solving 2 4 1 1 5 2 4 5 5 3
642. Team 643. 644. 645. 646. 647. 648. 649. 650. 651. 652.
orientation 1 3 4 4 4 4 3 4 5 1
653. Time 654. 655. 656. 657. 658. 659. 660. 661. 662. 663.
management 2 1 3 2 3 5 4 5 5 2
664. Self- 665. 666. 667. 668. 669. 670. 671. 672. 673. 674.
motivation 3 1 4 2 4 3 5 4 5 1
675. Adaptabilit 676. 677. 678. 679. 680. 681. 682. 683. 684. 685.
y 5 4 3 2 3 3 4 4 4 2
686. Stress 687. 688. 689. 690. 691. 692. 693. 694. 695. 696.
handle 2 2 4 1 3 3 5 4 4 1
697. Decision 698. 699. 700. 701. 702. 703. 704. 705. 706. 707.
making 5 4 5 2 5 2 5 3 5 2
709. 710. 711. 712. 713. 714. 715. 716. 717. 718.
708. Leadership
1 4 3 1 3 4 4 4 4 2
719. Work 720. 721. 722. 723. 724. 725. 726. 727. 728. 729.
experience 4 3 2 1 5 1 4 3 4 1
730. Obtained 731. 732. 733. 734. 735. 736. 737. 738. 739. 740.
marks 34 29 38 19 44 35 47 44 50 18
742. 743. 744. 745. 746. 747. 748. 749. 750. 751.
741. Percentage 56.6 48.3 63.3 31.6 73.3 58.3 78.3 73.3 83.3 30.0
7 3 3 7 3 3 3 3 3 0
752.

753. Obtained result:

754. S 755. Percentage
r.No.
756. 1 757. 56.67
758. 2 759. 48.33
 760. 3 761. 63.33
762. 4 763. 31.67
764. 5 765. 73.33
766. 6 767. 58.33
768. 7 769. 78.33
770. 8 771. 73.33
772. 9 773. 83.33
774. 1 775. 30.00
0
776.
777.

Minimum required
Minimum required

Welder Position
90

80 78.33

70

60 58.33

Percentage
50 48.33

40
31.67
30
30

20

9 10
10 7 8
5 6
3 4
1 2
0
56.67
1 2 63.33
3 4 73.33
5 6 7 73.33
8 83.33
9 10

778. Interpretation:
779. After taking interview of candidates some interviewee gives proper response and scoring
maximum marks so there are chances to select for the welder position.

780.

781.

782.

783.
 784. Supervisor Position Interview Rating:

785. Respondent Candidate

786. Skills 787. 788. 789. 790. 791. 792. 793. 794. 795. 9 796. 1
1 2 3 4 5 6 7 8 0
797. Attitude 798. 799. 800. 801. 802. 803. 804. 805. 806. 3 807. 4
3 4 2 3 3 4 3 4
808. Communication 809. 810. 811. 812. 813. 814. 815. 816. 817. 3 818. 3
4 3 2 4 5 4 3 4
819. Conflict 820. 821. 822. 823. 824. 825. 826. 827. 828. 3 829. 4
management 4 3 3 3 3 2 3 1
830. Problem 831. 832. 833. 834. 835. 836. 837. 838. 839. 3 840. 3
solving 4 4 1 2 4 2 2 1
841. Team 842. 843. 844. 845. 846. 847. 848. 849. 850. 3 851. 4
orientation 4 3 2 1 3 1 2 1
852. Time 853. 854. 855. 856. 857. 858. 859. 860. 861. 3 862. 3
management 5 3 1 2 4 2 3 2
863. Self -motivation 864. 865. 866. 867. 868. 869. 870. 871. 872. 2 873. 3
4 4 2 3 3 2 2 3
874. Work 875. 876. 877. 878. 879. 880. 881. 882. 883. 2 884. 2
experience 4 1 1 1 2 1 1 1
885. Adaptability 886. 887. 888. 889. 890. 891. 892. 893. 894. 3 895. 3
4 4 1 2 2 3 3 3
896. Stress handle 897. 898. 899. 900. 901. 902. 903. 904. 905. 3 906. 3
5 3 1 1 3 2 3 3
907. Leadership 908. 909. 910. 911. 912. 913. 914. 915. 916. 2 917. 3
5 4 1 2 3 3 3 2
918. Decision 919. 920. 921. 922. 923. 924. 925. 926. 927. 2 928. 3
making 4 4 1 2 3 3 3 3
929. Marks 930. 931. 932. 933. 934. 935. 936. 937. 938. 3 939. 3
Obtained 50 40 18 26 38 29 31 28 2 8
940. Percentage 941. 942. 943. 944. 945. 946. 947. 948. 949. 5 950. 6
83.33 66.67 30 43.33 63.33 48.33 51.6 46.6 3.3 3.3
3 3
951.

952.
953.

954.

955.
956. Obtained result:

957. 151. Sr.N 152. Percent

o age
958. 153. 1 154. 83.33
155. 2 156. 66.67
959.
157. 3 158. 30
960. 159. 4 160. 43.33
161. 5 162. 63.33
163. 6 164. 48.33
961.
165. 7 166. 51.67
167. 8 168. 46.67
169. 9 170. 53.33
171. 10 172. 63.33
962.

Minimum required
Minimum
required

Supervisor Position
90.00
83.33
80.00

70.00 66.67
63.33
60.00
Percentage
50.00
43.33
40.00

30.00

20.00

10.00

0.00
1 2 30.00
3 4 63.33
5 48.33
6 51.67
7 46.67
8 53.33
9 10

963. Interpretation:
964. After taking interview of the respondent candidate some interviewee obtained maximum
marks above the eligible criteria so they may be selected for supervisor position.

965.
 966. Manager Position Interview Rating:

967. 968. Respondent Candidates

970. 971. 972. 973. 974. 975. 976. 977. 978. 979.
969. Skills
1 2 3 4 5 6 7 8 9 10
981. 982. 983. 984. 985. 986. 987. 988. 989. 990.
980. Attitude
5 4 4 3 5 2 3 3 4 3
991. Communicati 992. 993. 994. 995. 996. 997. 998. 999. 1000. 1001.
on 4 3 3 3 4 3 4 2 3 2
1003. 1004. 1005. 1006.1007. 1008. 1009. 1010. 1011. 1012.
1002. Leadership
4 1 2 1 3 1 4 3 4 3
1013. Time 1014. 1015. 1016. 1017.1018. 1019. 1020. 1021. 1022. 1023.
management 4 2 1 2 4 1 3 3 3 3
1025. 1026. 1027. 1028.1029. 1030. 1031. 1032. 1033. 1034.
1024. Stress handle
5 2 1 2 3 1 4 3 4 3
1035. Decision 1036. 1037. 1038. 1039.1040. 1041. 1042. 1043. 1044. 1045.
making 3 2 1 1 4 1 3 3 4 3
1046. Problem 1047. 1048. 1049. 1050.1051. 1052. 1053. 1054. 1055. 1056.
solving 3 2 1 1 3 1 3 3 4 3
1057. Team 1058. 1059. 1060. 1061.1062. 1063. 1064. 1065. 1066. 1067.
orientation 4 2 1 2 3 2 4 3 3 2
1068. Work 1069. 1070. 1071. 1072.1073. 1074. 1075. 1076. 1077. 1078.
experience 3 1 1 1 4 3 3 3 3 3
1080. 1081. 1082. 1083.1084. 1085. 1086. 1087. 1088. 1089.
1079. Adaptability
4 3 3 1 3 3 3 4 3 3
1090. Self- 1091. 1092. 1093. 1094.1095. 1096. 1097. 1098. 1099. 1100.
motivation 4 1 3 2 3 2 3 3 3 3
1101. Conflict 1102. 1103. 1104. 1105.1106. 1107. 1108. 1109. 1110. 1111.
management 4 3 2 2 3 2 3 3 3 3
1112. Obtained 1113. 1114. 1115. 1116.1117. 1118. 1119. 1120. 1121. 1122.
marks 47 26 23 21 42 22 40 36 41 34
1124. 1125. 1126. 1127.1128. 1129. 1130. 1131. 1132. 1133.
1123. Percentage
78.33 43.33 38.33 35 60.00 36.67 66.67 60.00 68.33 56.67
1134.

1135. Obtained result:

1136.

1137.
1138.

1139.

173. Sr. No 174. Percenta 1140.

ge
175. 1 176. 78.33 1141.
177. 2 178. 43.33
179. 3 180. 38.33 1142.
181. 4 182. 35
183. 5 184. 60 1143.
185. 6 186. 36.67
187. 7 188. 66.67 1144.
189. 8 190. 60
191. 9 192. 68.33 1145.
193. 10 194. 56.67
1146.

1147.

1148.

1149.
Minimum required
1150.

1151.

1152.

1153.

1154.

1155.

1156. Interpretation:
1157. After taking interview some respondent candidates are securing maximum marks than
required criteria so there are chances they are selected for manager post.

1158. Chapter No.8

1159.Findings:

There is no particular time for the recruitment conducted by the organization.

The organization mainly gives priority to the people having any reference.
The interview most of the time conducted by the panel.
Their main aim is to select the right person for right job at right time.
The company gives utmost importance to its manpower requirements by identifying it
well in advance taking into consideration the contingencies like retirement, budgetary
plans, and attrition rate. The planning of the manpower requirement is being done in the
light of the business plans of the company.
The company has been trying to infuse new blood in the organization by appointing fresh
graduates and technologists, to set a competitive so as to face the competitive world.
During the selection process behavioral interview plays vital role, through that
background of the candidate is analyze
In the selection of the candidate for the post of Turner & Welder work experience,
decision making, stress handle, conflict management, communication these traits are
prefer most.
In the selection of the Supervisor post candidate having work experience, decision
making, problem solving, leadership, team orientation, time management, self-
motivation ability.
In selection of the Manager Post candidate focus on work experience, cultural
custodian, leadership, forecasting ability traits.

1160.

1161.

1162.

1163.
1164. Chapter No.9

1165.Suggestions:

1166. 1. The management of JISL can increase its scope of requirements through
advertisements and company can go for job fairs where people get to know about the
openings.

1167. 2. They should also follow new selection techniques and methods for better recruitment.

1168. 3 In the selection process focus on multiskilling candidate.

1169. 4. For filling up vacancies recruitment process can be adopted more in the concerned.

1170. 5. It suggested that the Hr. department should involve various departmental heads while
recruiting an individual, because the departmental heads can analyze the technical knowledge
relating to the job to the particular department.

1171.

1172.

1173.
1174. Chapter No.10

1175.Conclusion:

1176.
The study was conducted among the interview candidates of JISL. From the study, the
source of recruitment in the organization is totally based in both the factors i.e. internal
and external
The selection process is totally based on skills, communication and technical qualities. It
has been found that behavioral interview help managers to make better hiring decision.
Evaluation of interview candidate was occurred on different parameters for performance
relevant traits which could beneficial for personality assessment.
A behavioral interview is the best tool to identify candidate behavioral traits
Study has demonstrated that properly developed interviews have high reliability among
interviewers and predictive validity for future job performance.

1177.

1178.

1179.
1180. Chapter No.11

1181.

1182. Bibliography:

Personnel Management by C.B.Mamoria, Himalaya Publishing House.

Human Resource & Personnel Management by K.Aswathappa.
www.hr.az.gov/Employment/EMP_StructuredBehavioralIntervie
1183.
1184.

1185.

1186.

1187.

1188.

1189.

1190.

1191.

1192.

1193.

1194.

1195.

1196.

1197.

1198.
1199. Chapter No.12

1200. Annexure:

1201. Traits Focused / Examined During the Behavioral Interviews:

Adaptability:-
1) Under what conditions do you work best?
2) Tell me a situation in which you have had to adjust to changes?
3) Tell me a situation in which you had to get around a major obstacle
to complete a project?
4) Describe something you did in your last job that showed your ability
to be flexible?
5) Tell me about a time you were under a lot of pressure. What was
going on, and how did you get through it?

6) Describe a time when your team or company was undergoing some

change. How did that impact you, and how did you adapt?

7) Tell me about a time you failed. How did you deal with this situation?
Leadership:-
1) When you had taken a change of the project? What did you do?
What was the result?
2) Tell me a situation when you lead people and also work as team
member?
3) What has been your greatest leadership achievement?
4) Tell me a leadership role of your outside of work
5) Tell me about a time you needed to get information from someone
who wasnt very responsive. What did you do?
Stress holding ability:-
1) What have you done to prevent stressful situation?
2) Give some example of ways to minimize stress in the life?
3) What has been the most stressful situation you found at work? How
did you handle it?
Communication:-
1) What difficulties you ever faced in communicating your ideas with
other?
2) What approach do you take in communication with other people?
3) Tell me about situation that causes you difficulty?
4) What have you done to improve your verbal communication skill?
5) What kind of difficulty you faced in working with other department?
How did it resolve?
 6) Give me an example of a time when you had to explain something
fairly complex to a frustrated subordinate. How did you handle this
delicate situation?
7) What did you do to make sure everyone was able to understand
you?
Conflict management:-
1) Tell me about a conflict situation in the work place that you handle it
well?
2) How you resolved a conflict with another person when you
disagreed with each other?
3) Tell me about a time when you had to work with a difficult person to
achieve goal?
4) Provide an example of a problem you had with a co-worker or boss
and how you resolved it?
Influence:-
1) What skills do you consider essential in the management of people?
2) What is the most difficult project you had to manage?
3) Describe your management style?
4) Tell me about a major challenge that you handle it?
5) Give me an example of a time when you motivated others and how
this led to a positive outcome?
6) Tell me about a time when you had to solve a problem with very
little guidance or direction?
Problem solving:
1) What steps do you follow to study a problem before making a
decision? Why?
2) Tell me about the most frustrating work experience you faced?
3) How you used creativity to solve a problem? Tell me about specific
instance?
4) What obstacles did you face? How you able to overcome?
5) Tell me about a situation where you had to solve the problem? What
did you do?
6) When you have a new problem situation. How do you go about
making decision?
Team orientation:-
1) Give me an example of a time when you worked as a part of a
team?
1202. What was your role?
1203. What difficulties did the team experience?
1204. What was your contribution to the team?
2) In working with team which situation was most interesting and why?
 3) Tell me about a time when you worked with someone who was not
completing his share of work. How did you handle the situation?
4) How you built positive relationships with your co-workers?
5) How you have perceived by your team member?
6) When working in a team what did you most enjoying? Which is the
most interesting situation?
Time management:-
1) Tell me a situation that required you to do a number of things at the
same time. How did you handle it? What was the result?
2) Which project you planned. How did you organized and scheduled
that task?
3) How do you prioritize projects and task when scheduling your time?
4) When has a project you organized but not gone according to plan?
What happen? Why? How did you feel?
5) Tell me about a time when you went overtime on a deadline?
Initiative:-
1) Tell me about a project you initiated. What did you do? Why? What
was outcome?
2) Tell me about a time when you reached out for additional
responsibility?
3) What risks did you take in your previous / present job?
4) What kind of things really gets you excited?
5) Describe a project or idea that was implemented primarily because
of your efforts? What was your role? What was the outcome?
Self - motivation:-
1) Tell me about a time when you was boarded on the job .what did
you do to make your job more interesting?
2) What kinds of rewards are most satisfying to you?
3) What discourage you from wanting to do a good job?
4) In what ways did you take initiative in your last job?
5) What is the best way to motivate you?
Attitude:
1) What have you done in your last job that makes you feel proud?
2) Tell me about a time when you needed to address an employees
attitude. What did you say to that person? What was the outcome?
3) When setting a positive example had the most beneficial impact on
people you worked with. How did you determine that a strong
example was needed? What was the effect on the staff?
4) Describe a time when you did not put in 100% into your job or
performance and what you did about it?
5) Describe a time when you put the needs of your workmates before
your own when completing a task?
 Management skill:-
1) How do you handle performance review? Tell me about a difficult
one?
2) How do you handle a subordinate whose work is not up to
expectations?
3) How do you coach a subordinate to develop a new skill?
4) How quickly do you make decision? Give an example?
5) How often do you discuss a subordinates performance with him?
Give an example?
6) Provide an example of a time when you felt you were able to
motivate?

1205. Decision making:-

1) Tell me about a time when you had to make a decision without all
the information you needed. How did you handle it?
2) Give me an example of a time when you had to be quick in coming
to a decision. What obstacles did you face?
3) What is the most difficult decision youve ever had to make at work?
How did you arrive at your decision? What was the result?
4) Give me an example of a business decision you made that you
ultimately regretted. What happened?
Honesty:-
1) Describe a time when your integrity was challenged. How did you
handle it?
2) Tell me about a time when you experienced a loss for doing what is
right. How did you react?
3) Tell me about a business situation when you felt honesty was
inappropriate. Why? What did you do?
4) Give a specific example of a policy you conformed to with which you
did not agree. Why?
Interpersonal skill:-
1) Give an example of when you had to work with someone who was
difficult to get along with. How/why was this person difficult? How
did you handle it? How did the relationship progress?
2) Describe a situation where you found yourself dealing with someone
who didnt like you. How did you handle it?
3) Describe a recent unpopular decision you made. How was it
received? How did you handle it?
4) What, in your opinion, are the key ingredients in guiding and
maintaining successful business relationships? Give me examples of
how you have made these works for you.
5) Give me an example of a time when you were able to successfully
communicate with another person even when that individual may
not have personally liked you (or vice versa). How did you handle
the situation?
6) Tell me about a time when you had to work on a team with someone
you did not get along with. What happened?
7) Describe a situation where you had a conflict with another
individual, and how you dealt with it. What was the outcome? How
did you feel about it?
1206. Interview Evaluation Form:

1207. Interview Rating Form

1208. Candidate Name:

1209. Position:
1210. Department:
1211. Interviewer:

1212. Location:
1213. Date Of Interview:
1215. E 1217. A
1216. 1218. Below 1219. Non-
1214. Skills xcelle vera
Good Average Attainable
nt ge
1220. Attitude 1221. 1222. 1223. 1224. 1225.
1226. Communicatio
1227. 1228. 1229. 1230. 1231.
n
1232. Stress
1233. 1234. 1235. 1236. 1237.
Management
1238. Conflict
1239. 1240. 1241. 1242. 1243.
management
1244. Self-
1245. 1246. 1247. 1248. 1249.
Motivation
1250. Problem
1251. 1252. 1253. 1254. 1255.
Solving
1256. Team
1257. 1258. 1259. 1260. 1261.
Orientation
1262. Time
1263. 1264. 1265. 1266. 1267.
Management
1268. Adaptability 1269. 1270. 1271. 1272. 1273.
1274. Decision
1275. 1276. 1277. 1278. 1279.
making
1280. Leadership 1281. 1282. 1283. 1284. 1285.
1286. Work
1287. 1288. 1289. 1290. 1291.
Experience
1292. Total 1293. 1294. 1295. 1296. 1297.
1298. Recommendation For Area:
1299. Offer:
1300. Rejected:
1301. Rating: 5-Excellent, 4-Good, 3- Average, 2- Below Average, 1- Non-Attainable
1302.
1304.
1305.

1306.
1307.

1308. Research Methodology

1309.
1310. Type of Study 1312. Descriptive
1311.
1313. Data Sources 1315. Primary data and secondary
1314. data
1316. Study Approach 1318. Observational and Survey
1317.
1319. Research instrument 1321. Trait ranking table
1320.
1322. Type of universe 1324. Candidates appearing for
1323. Interview
1325. Sampling Unit 1327. Interviews for designations
1326. supervisor, operator, manager
and welder and turner
1328. Sample size 1330. 65 Interviewee
1329.
1331. Type of Sampling 1333. Simple Sampling
1332.
1334. Type of Scaling 1336. 5 point Likert scale
1335.
1337.