RECRUITMENT & SELECTION

With reference to

SUJALA PIPES PVT LTD, NANDYAL

A PROJECT REPORT
SUBMITTED TO
SRI KRISHNADEVARAYA UNIVERSITY
FOR PARTIAL FULFILLMENT OF BBM DEGREE

By
S.RAMESH
(Reg.No.0913036)

Under the guidance of

Mrs. P .NAGARAJAMMA(MBA)

SRI RAMAKRISHNA DEGREE AND P.G COLLEGE

NANDYAL

AFFILIATED TO S.K. UNIVERSITY, ANANTAPUR

2009-2012
 DECLARATION

I, S.RAMESH student of BBM in SRI RAMAKRISHNA DEGREE AND PG

COLLEGE , NANDYAL, declare that the project report entitled
”RECRUITMENT” in” SUJALA PIPES(P) LTD.,” is an original and bonafied
work done by me for the partial fulfillment of “BACHELOR OF BUSINESS
MANAGEMENT” in SRI KRISHNADEVARAYA UNIVERSITY.

This bonafied work undertaken by me is original and is done for

educational purpose and has not submitted to any other University or Institute for the
award of any other degree or diploma.

(S.RAMESH)
 CERTIFICATE

This is to certify that project work entitled “RECRUITMENT AND

SELECTION” with reference to “SUJALA PIPES PVT. LTD” is bonafide work
done by S.RAMESH of SRI RAMAKRISHNA DEGREE AND P.G college,
Nandyal affiliated to SRI KRISHNA DEVARAYA UNIVERSITY, ANANTAPUR
towards partial fulfillment of degree in BACHELOR OF BUSINESS
MANAGEMENT under your guidance during the year 2009-2012.

Signature:
Mrs. P. NAGARAJAMMA,
MBA
 CERTIFICATE

This is to certify that’s S.RAMESH, Regd. No. 0913036,has

successfully completed the project titled “RECRUITMENT&
SELECTION” with reference to “SUJALA PIPES Pvt Ltd” , Nandyal,
and submitted in partial fulfillment for the Degree of BACHELOR OF
BUSINESS MANAGEMENT from Sri Krishnadevaraya University,
Anantapur during the academic year 2009 – 2012.

PRINCIPAL & CORRESPONDENT

 ACKNOWLEDGEMENT

An undertaking of the project can’t be reached without the help of many great people. I
would like to express my gratitude to all those who have offered me with the project
work.
Iam grateful to Dr. G. Rama Krishna reddy. Principal of Sri Rama Krishna
Degree and P.G College, for granting me the permission to earn on the project work.

I am also grateful to Dr. C. Venkata Reddy, Director of Sri Rama Krishna P.G College
for granting me the permission to carry on the project work.

I am thankful to my guide Mrs.P. NAGARAJAMMA faculty in Sri Rama Krishna PG

College , Nandyal.
I am very much thankful to Mr. S. RAJASEKHAR RAO, A.M-HRD manager
sujala pipes PVT LTD, for his co-operation and encouragement at every stage by
providing necessary data and information to carry on the present inquiry.
I extend my sincere thanks to my family members and friends who helped and
encouraged me in the accomplishment and fulfillment of my project work.

(S.RAMESH)
 INTRODUCTION

RECRUITMENT:
Once the required and kind of human resources are determined the
Management has to find the places where required human resources are available and
also find the means of attracting them towards the organization before selecting suitable
candidates for jobs. All this process is generally known as recruitment. It includes finding
and developing the sources of prospective employees and attracting them to apply for the
jobs in an organization.

DEFINATION:
Recruitment can be defined as a process to discover the sources of man power to
meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient work force”.
“The process of searching for prospective employees and stimulating them to
apply for jobs in the organization”.

OBJECTIVES OF RECRUITMENT:
 To attract the people with multi- dimensional skills and experiences that
suite the present and future organizational strategies.
 To induct outsiders with a new perspective to lead the company.
 To infuse fresh blood at all levels of organization.
 To devise methodologies for assessing psychological traits.
 To seek out non-conventional developments grounds of talent.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and fine people for positions that does not exist yet.
FACTORS AFFECTING RECRUITMENT:
Performing the function of recruitment that is increasing the selection ration is
not as easy as it seems to be. This is because of hurdles created by internal and
external factors, which influence an organization. The activity of recruitment that
is searching for prospective employees is affected by many factors.

I. O organization policy
II. Local candidates
III. Influence of vacancies of candidates based on community, sex, caste,
recommendations etc.

T he following are the internal factors and external factors which effects
the recruitment.

The internal factors:

1. Company policy
2. Company size
3. Quality of work life, culture
4. Company’s name and fame
5. Company growth rate
6. Cost of recruitment

The external factors:

1. Socio economic factors
2. Supply and demand rate
3. Labor market conditions
4. Un employment rate
5. Employment exchanges.

COMPANY’S HUMAN RESOURCE PLANS:

1) Strategic plans:
These plans ate formulated for 10 and above years. The top management
formulates corporate policies like corporate vision, mission, and business
objectives. The HR department prepares HR strategies objectives,
remuneration policies etc.

2) Intermediate plans:
These plans are formulated for 5 years. HR manages prepare specific plans
for acquiring future managers, key personnel Compensation structure and development
initializing for the next 5years.
 2) Operational plans:

Operational plans are prepared at the lowest business profit. These are formulated
for short time like for 1 year. These are related to recruitment of skilled personnel,
implementing compensation policies, designing new jobs, developing leadership, and
improving work life.

PROCESS OF HUMAN RESOURCE PLAMNNING:

1) Need and plans of organization
2) Demand forecasting
3) Supply forecasting
4) HR programming
5) Implementation
6) Evaluation

Successful human resource planning should identify our human resources needs.
Once know this needs we will to something about meeting them. The next step is
the acquisition function, the reform is recruitment. This activity makes it possible
for as to acquire the number and types of people necessary to ensure the continued
operation for actual and anticipated organizational vacancies are from other
perspective it is a linking activity bringing together those with jobs to fill the and
those seeking jobs.

Once the required number and the kind of human resources are
determined the management has to find the places where required human
resources are will be available and also work out for attracting them to words the
organization before selecting suitable candidates for jobs this process is generally
known as “Recruitment”. Some people the term “Recruitment” for employment.
These two are not one and the same.
Recruitment is only one of the steps in the employment process. Some others use
the term Recruitment for selection. Technically speaking the function of
recruitment precedes the selection and it includes only findings, developing the
source of prospective employees and attracting them to apply for jobs in an
organization. Whereas the suitable candidates to the job out of the candidates
attracted

Recruitment function helps the organization to develop a pool of

prospective human resource. It is difficult for the HR manager to employs the
suitable people out of the pool. In fact, many organizations face critical problems
in choosing the people. Selection techniques and methods reduce the
complexities in choosing the right candidates for the job.
RECRUITMENT PROCESS:
Recruitment refers to the process of identifying job seekers so as to build to a
pool of qualified job application .The process comprises five interrelated stages.
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.

1).RECRUITMENT PLANNING:
The stage in the recruitment process is planning. It involves the translation of
likely job vacancies and information about the nature of these jobs into a set of
objectives or
strategies that number and types of applicants to be contacted.

NUMBER OF CONTACTS:
Organizations, nearly always, plan to attract more applications that they will hire. Some
of those will be uninterested, unqualified or both. Each time a recruitment programme is
contemplated; one task is to estimate the number of applicants necessary to fill all
vacancies with qualified people.

TYPE OF CONTACTS:
This refers to the type of people to be informed about the opening. The types
of people depend on the tasks and responsibilities involved and the qualifications and
experience expected. The details are available the through job description and job
specification.

2) STRATEGY DEVELOPMENT:
When, how many and what types of recruit are required is known, serious
consideraction needs to be given to the following:

(a)Make or Buy:
Organization must decide whether to hire less skilled employees and invest on
training and education programmes. Essentially, this is the make or buys decision.
(b) Technological sophistication:
 Technological advancement has made it possible for job seekers to gain better
access. They have began sending video tapes about themselves to a number of 3
organization without wasting time and without spending money on travel.
(c) Sources of recruitment:
There are several sources and broadly into two types.
I. Internal recruitment.
II. External recruitment.

i. Internal recruitment:
It includes present employees, employee referrals, former employees and
previous applicants.

Present employees: promotions and transfers from among the present employees can be
a good source of recruitment.

Employees referrals:
When employees recommend successful referrals, they are paid monetary
incentives which are called “finders fees”.
Former employees:
Some retired employees may be willing to come back to work on a part-
time basis or may recommend someone who would be interested in working for the
company.
Previous Applicants:
Those who have previously applied for job can be contacted by mail,a quick
and inexpensive way to fill an unexpected opening.

ii. External Recruitment:

External sources for outnumber the internal methods. Specifically,sources
external to an organization are:
 Professional or trade associations.
 Advertisements.
 Employment Exchanges
 Campus recruitment.
 Walk-in and write-in.
 Consultants.
 Displaced persons.
 Radio and television.
 Acquisitions and mergers.
 Competitors.
 E-recruiting.

3). SEARCHING:
Once a recruiting plan and strategy worked out, the search process can
being, searches involve two steps:
i. Source activation.
ii. Selling.
 i. Source Activation:
Source and search methods are activated by the issuance of employee
requisition. It means that no actual recruiting takes place until line manners
have verified that a vacancy does exist or will exist.

ii.selling:
In selling the organization, both the message and the media deserve
attention.

4).SCREENING:
The purpose of screening is to remove from the recruitment process, at an
early stage, those applicants who are visibly unqualified for the job. Effective screening
can save great deal of time and money care must be exercised.
In screening, clear job specifications are invaluable. Campus recruiters and
agency representatives us interviews and resumes. Reference checks are also useful in
screening.

5) EVALUAATION AND CONTROL:

It is necessary as considerable costs are incurred in the recruitment process.
The costs generally incurred are:
 Salaries for recruiters.
 Cost of advertisements or other recruitment methods that is, agency fees.
 Cost of producing supporting literature.
 Recruitment overheads and administrative expenses.
 Costs of overtime and outsourcing while the vacancies remain unfilled.
 Cost of recruiting suitable candidates for the selection process.
 Management and professional time part spent on preparing the job description,
job specifications advertisements, and agency.
 Questions should always be asked as to whether the recruitment; methods used
are valid and whether the recruitment process itself is effective.

RECRUITMENT TECHNIQUJES:

Recruitment techniques are the means or media by which management contact

prospective employees or provide necessary information or exchange ideas in order to
stimulate them to apply for jobs.
The techniques are classified as Traditional techniques and Modern Techniques.
TRADITIONAL TECHNIQUES INCLUDE:

1) Promotions
2) Transfers
3) Advertising

1) Promotions:

Most of the internal candidates would be stimulated to take up higher

responsibilities and express their willingness to be engaged in the higher level
jobs if the management gives them the assurance that they will be promoted to the
text higher level.
2) Transfers:
Employees will be stimulated to work in the new sections or places if the
management wishes to transfer them to the places of their choice.

3) Advertising:
It provides the candidates in different sources, the information about the job and
company and stimulates them to apply for jobs.

MODERN TECHNIQUES INCLUDE:

1) Scouting
2) Salary and Perks.
3) ESOPs

1) Scouting:

It means sending the representation of the organization various sources of

recruitment with a view to persuading or stimulating the changing to apply
for jobs. The representatives provide information about the company and
exchange information and ideas and classify the doubts of the candidates.

2) Salary and Perks:

Companies stimulate the prospective candidates by offering higher level salary,
more perks quick promotions etc.
3) ESOPs:
Companies recently started stimulated the employees by offering stock ownership
to the employees through their employees stock ownership programs.

FACTORS INFLUENCING RECRUITMENT:

It includes external as well as internal forces.
EXTERNAL FORCES:
 Supply and demand of specify skills in the labor market
 Unemployment rate in the given area is high, the companies recruitment process
may be sample.
 Political and legal consideration- Reservations of jobs for SCs, STs, minorities
and BCs is a political decision.
 Sons of soil are another political factor.

INTERNAL FACTORS:

Recruiting policy - the policy is to prefer internal sourcing, as own employees

known the company well and can recommend candidates who fit the organization culture.

 HRP: The success of the recruiting programs is whether or not the company
engages in HRP.
 SIZE: An organization with one hundred thousand employees will fing recruiting
less problematic that the organization with just 100 employees.
 Cost is calculated per new hire and the figure is considerable now days.
 Growth and Expansion will hav e more recruiting on hand than the one which
finds its fortunes declining.

SELECTION:

MEANING:
After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in and organization,
the management has to perform the function of selecting the employees at the
right time.

Definition of Selection:
It is the process of ascertain the qualifications, experience, skills,
knowledge etc., an applicant with a view to appraising his\her suitability to a job.
 Significance of Selection Process:

Selection of personnel to man the organization is a crucial, complex and

continuing function.. The ability fo an organization to attain its goals effectively and to
develop in a dynamic environment largely depend upon the effectiveness of its selection
programme. If right personnel are selected, the remaining functions of personnel
management become easier, the employee contribution and commitment will be at
optimum level and employee – employer relations will be congenial. In an opposite
situation where the right person is not selected, the remaining functions of personnel,
management employee- employer relations will not effective..

Role of selection in Organizational Efficiency:

Employee selection plays a vital role in achieving efficiency due to the following reasons:
1. Organizational Efficiency is mostly determined by the productivity. Productivity
in its turn is mostly influenced by the employee’s contribution.
2. Organizational Efficiency is influenced by production of high quality products,
rendering superior service to the customer.
3. Globalization and internal competitiveness led to the customization in production
and distribution.
4. Human resource is the knowledge, machine, technology, marketing, finance etc.,
in the soft ware industry.

Role of Selection in Organizational Efficiency:

Employee selection plays a vital role in achieving efficieny due to the

following reasons:

1. Organizational Efficiency is mostly determined by the productivity. Productivity

in its turn is mostly influenced by the employee’s contribution.
2. Organizational Efficiency is influenced by production of high quality ,products,
rendering superior service to the customer.
3. Globalization and international competitiveness led to the customization in
production and distribution.
4. Human resource is the knowledge, machine, technology, marketing, finance etc.,
in the software industry.

RECRUITMENT AND SELECTION PROCESS AT SUJALA PIPES PVT. LTD

The following are steps involved ina recruitment process in SUJALA PIPES
PLVT.LTD.
 Determining the recruitment
 Getting the resumes
 Short listing the profiles
 Interviewing the candidate
  Selecting the candidate
 Appointing the candidate

RESEARCH METHODOLOGY

NEED FOR THE STUDY

Recruitment and selection process in any organization is an important

component to fulfill the present and future requirement of employee. Recruitment and
selection plays a vital role in attracting prople with multidimensional skills and
experiences that suit the present and future organization strategies. Any organization and
everywhere are realizing the advantage of choosing and prospective employee. Under
this recruitment, this study has been undertaken to known the recruitment and selection at
SUJALA PIPES PVT.LTD.
 OBJECTIVE S OF THE STUDY

 To study the policies and procedure of recruitment and selection in

SUJALA PIPES PVT TED.
 To evaluate the sources of recruitment at Sujala pipes pvt. Ltd.
 To find out effectiveness of existing recruitment and selection procedure.
 To know the satisfaction of the employees about recruitment and selecting
process at Sujala pipes pvt. Ltd.
 RESEARCH DESIGN
Research is careful investigation or industry especially through search for new
facts in any branch of knowledge. Research in common parlance refers to search for
knowledge.
OBJECTIVES OF RESEARCH
The purpose of research is to discover answers to questions through the
application of scientific procedures. The main aim of research is to find out the truth
which is hidden and which has not been discovered as yet. Though each research study
has its own specific purpose we may think of research objectifies as falling into a number
of the following broad groupings.
 To gain familiarity with a phenomenon or to achieve new insights into it
object, in view are termed as exploratory or formulated research studies.
 To portray accurately the characteristics of a particular individual,
situation or a group. Studies with this object in view are known a s
descriptive research studies.
  To determine the frequency with which something occurs or with which is
associated with something else. It is known as a diagnostic research
studies.

TYPEOF RESERCH

The questionnaire was administered through direct through direct contact with
respondents for the survey. The present study is descriptive research.
DATA SOURCE
Collection of the data is the primary importance in the research process. Data,
which was collected for the purpose of research, helps in proper analysis, which is helpful
to conduct research effectively. The data source, which is very important in the collection
of data, is primary data and secondary data.
Both primary and secondary data ate taken in to consideration for conducting the
study of training and development programs.
PRIMARY DATA:
Primary data is collected through administering the questionnaires by dierect
contact And also involved personal discussion to obtain insight of the information.
SECONDARY DATA:
Secondary data is collected from records, manual and brochures maintained by
personnel department of organization.
TYPE OF SAMPLING

Proportionate Random sampling is used for the survey. The departments were
taken as stratas’s and from each strata of employees were taken for the present study.

SAMPLE DESIGN:
Population size : 2500
Sample size : 110
Sampling procedure : simple random sampling
Statistical tool : percentage Analysis
Sampling unit : executives of all the departments

110 Employees out of 2500 population was taken for the study.
SAMPLE UNIT
Employees of different departments SUJALA PIPES PVT. LTD WAS TAKEN FOR
DATA COLLECTION.
RESEARCH INSTRUMENT
Questionnaire:
It is considered as hear of the present study. It is the outline of what information
is required foe gathering market recruitment information. So it requires utmost skill and
care.

TYPE OF QUEISIONNAIRE
 The questionnaire includes both open end and closed end questionnaire. Some of
the data were collected through using observation techniques.
TYPE OF QUESTIIONS
To attain the objectives different pattern of questions were made use of in the
study they are.
DICHOTOMOUS QUESTIIONS
Dichotomous questions allow for only two possible answers like ‘yes’ or ‘no’.
MULTIPLE CHOICE QUE3STIONS
These type of questions list a number of answers and permits the subjects ot select
the answer that best approximate their own views.
OPEN ENDED QUESTIONS
In this type of questionnaire, the questions are structured but the responses are
unstructured. The respondents are free to replay which they consider to relevant.
CLOSE ENDED QUESTIONS
In this type of questionnaire, both questions and answers are arranged in structured
patterns.
TOLLS OF ANALYSIS
The statistical method used for the analysis is PERCENTAGE method and bar
diagrams are used for representing the analysis.

LIMITATIONS
 Different views and suggestions provided by the employees are subjected to
personal bias.
 The sample six of 110 employee’s often total population may not reveal the
correct information.
 INDUSTRY PROFILE

Plastics have becomes synonymous with modern living. It is under mutedly

a product, which has penetrated extensively into the common man life. No wonder
the industry has achieved in terms of supply of raw materials, expansion and
diversification of processing capacities and manufacturing of processing
machinery and ancillary equipment.

The versatile material with its superior qualities such as light weight, easy
process ability, corrosion resistance, energy conservation, non toxicity etc., may
substitute to a large extent, many conventional and constantly industrial materials
like wood, metal, glass, jute, leather etc., on the automobiles, electronics,
packaging and agriculture give enough evidence of the immense utility of plastics.
 At present 80% of total requirement of raw material and almost all
types of plastic machines required for the industry and indigenously available. The
present investment in all three segment of the industry, namely production of raw
materials, expansion and diversification of processing equipment INS Rs.
1,250 corers and it provides employment to more than eight lack people.

Plastics have been subject to level not only at the central, but at state,
and local government levels. These levels have affected the price of plastic of
production adversely, because of their inherent advantage in properties and
versatile in adaptation and use, plastics have come to play a vital role in a variety
of applications over the world. In our country, plastics are used in essential
consumer goods of daily use for common man such as baskets, shopping bags
tiffany boxes, hair combs, tooth brushes, spectacle frames and fountain pens etc.,
they also find applications in field like packaging and automobiles and
transportation, engineering, electronics, telecommunications, defense, medicine,
building and other construction plastics and its importance is also growing infield
like agriculture and water management.

The Govt. of India recognizing the importance of plastics in Agriculture,

appointed on March lx, 198 L National committee on the use of plastics in
agriculture under the chairmanship of Dr.G.V.K.Rao. The committee has forecast a
tremendous growth of drip irrigation through; network of plastic pipes and tubes.
In its opinion, large scale adoption of irrigation would lend to support in demand
for PVC pipes LDPE tubes and polypropylene emitters. The committee has
highlighted the importance of the use of PVC resin in the manufacture of rigid
pies, flexible pipes and sheeting, which are being used for agricultural operations
to carry water for one place to another and also lining of ponds and reservoirs to
reduce see page and most important, in drip irrigation system.
 Engineering plastics are being increasingly used for various
applications in automatic, electronics, telecommunications and other
industries, The plastics are classified into two major classes thermoplastics and
thermoses. The thermoplastics become sufficiently soft on the applications of
heat. The thermoses on the initial application of heat and pressure in the mould
to flow, but upon further application of heat and pressure they are cured to
hard, insert molded piece which cannot be resoftened by reheating.

HIGH DENSITY POLYETHYLENE:

Production of HDPE in INDIA started commences in 1968. At present is

on unit (polyolefins industry ltd.,) in INDIA, production HDPE by the end of 2002
to 2003 is placed at 1.25 lacks tones.
LOW DENSITY PLYETHYLENE (LPDE) :
Production of LDPE in INDIA started in 1959. At present there are three
units manufacturing LDPE with a total of 1.15 lack tones.

POLYSTYRENE:

Polystyrene was first manufactured in india in May 1957. The first production
commenced in 1978. A production target of 29000 tones tube is achieved by the
end of 1999-2000.

VACRYLONITRIL BUTANDIENE SYTRENE(ABS) :

The production of acrylonitrile Butadiene styrene (ABS) in India

started in 1978. The present total annual installment capacity of (ABC) is 5,000
tones.

ACRYLONITRIL UTANDIENE SYTRENE (ABS) :

Production of PVC started in INDIA in 1961 against first production of

PVC in the world in 1927. At present there are six units manufacturing PVC
resins. The present total installed capacity comes to 1.70 lack tones. The
production target of PVC by the end of 2001-2002 is placed at 2.33 lack tones.

EXPORT OF PLASTICS GOODS:

Today India exports plastic products to as many as 80 countries all over the
world. The exports, which were stagnant at around a Rs. 60-70crores per annum
double to Rs.129 corers. The plastic industry has taken up the challenge of
achieving an export target of Rs.17 corers. Major export markets for plastic
products and linoleum are Australia, Bangladesh, Canada, Egypt, Hong Kong,
Hungary, Italy, Kuwait, Federal, Republic of Germany, Srilanka, Sweden, Taiwan,
U.K,U.S.A, and Russia.

ROLE OF PLASTICS IN THE NATIONAL ECONOMY:

Plastics are been perceived as just simple colorful household products in the
minds of common man. A dominant part of the plastics of the present and future
find their utilization in the following areas.

1. Agriculture, forestry and water-management

2. Automobiles and transportation.

3.

4. Electronics and telecommunications buildings, construction and

furniture especially wood substitutes.

5. Food processing and packaging

6. Power and gas distribution.

IMPORTANCE OF PIPES INDUSTRY :

We shall look at the basic data about plastics and particularly those
properties, which are of use in practical working with plastics. Plastics are the
man-made materials. The oldest raw materials for producing plastics are
carbonaceous materials obtained from petrol chemical sources and they can be
economically produced in large quantities.
Plastics have changed our world and day by day they are becoming Important.
They own their success to whole series of advantages, which they have over
conventional materials such as
 Light weight

 Excellent mould ability

 Attractive colors

 Low energy requirement for convention

 Low labor and cost of manufacture

 Low maintenance

 High strength weight ratio

 Aesthetic

The plastics are classified into major classes.

1. The thermo plastics

2. Thermo sets

The thermo plastics:

The thermo plastics become sufficiently soft on the applications of heat.

Thermo sets:

The thermo sets on the other had become sufficiently soft only not the
initial application of heat and pressure in the world to flow, but upon further
applications of heat and pressure they are cured to hard, inert molded piece, which
cannot be reoffered but reheating.
 The usage of poly vinyl chloride PVC pipes in agriculture fields lesser
water seepage which was predominant in earlier practices with services of PVC
pipes water can be transported efficiently with lesser losses from the place of
water potential.

Present revolutionary trend in water management speaks much about drip

irrigation which is developed is real and practiced by agricultural based nations in
the world tariff irrigation greatly deals with water management techniques uses
PVC pipes as core tools for implementation, PVC pipes as core tools for
implementation, PVC pipes supplemented with fittings are used in PVC pipes
unique heat chemical and physical characters tics serve many industrial purpose
characteristic of light low price attract many more application.

Rigid PVC pies have been manufactured in India from the 60's in imported
extrusions line and there after indigenous plants were also available.

They were few pipe manufactures up to 1978-79 and large production

capacity was created during 1978-83 many extrusion lines imported from butter
field, Cincinnati etc.

The companies In Europe especially west Germany have stiff

compensation in plastic machinery and it is an essential need for them to carry out
continuous research and development to update technology for higher output, less
energy cost per keg, if output of quality of products.

P.V.C pipes industry-a Glance:

Supply and demand curves determine the state of affairs industry and
analysis can be based on that, although demand for PVC pipes is increasing the
surplus supply from the manufactures of P.V.C. pipes is increasing at greater rate,
four giant manufactures, which are responsible finales, supreme, sujala and join
apart from these giant manufactures many small manufactures are also operating
in the industry which makes surplus supply conditions still worse.
 SUJALA PIPES (P) LTD.
PROFILE :
Rayalaseema in Andhra Pradesh was rarefied region for industries dynamic
entrepreneur Sri S.P.Y. Reddy is basically a mechanical engineer started a unit at
nandyal. Which manufactures black pipes in 1977.The determination and hard
work of Sri S.P.Y. Reddy helped him to overcome the problems faced by the
company in the initial years, and with financial assistance from the local
commercial banks. The company could overcome the problems of the manger and
is running smoothly.

NANDI is brand name of popular PVC pipes made by two companies

Sujala Pipes and Rani plastic Pipes Industries. The companies was started in 1975
by a young mechanical engineer who had just left a plum job in Baba Atomic
Research Center(Barc) and wanted to do something on his own.

Today the companies are worth few( or lot depends on who you are
millions ( both Indian & amp; American). They made possible few other small
ventures Pipes are sold under brand names of Nandi, Rani, and Jala. Together
they are highest selling PVC pipe brands in South India and will be among top
three.
We believe that companies are about people more than anything else. The
group companies employ about 1500 people. Free accommodation is provided to
most of the employees. Health services are also provided at free of cost. Other
business interests of Nandi group include dairy product, information technology
and education Sujala Pipes (p) Ltd, manufacturers the largest and most
comprehensive range of U-P.V.C pipes in India. They offer pipes of up to 400 mm
diameter Nandi pipes that are suitable for wide range of applications.
 Portable water transportation, irrigation, plumbing, drainage, cable ducting
bore-wells, transfer of industrial effluents. Our gamut's of products cover all
applications, which are covered by PVC pipes.

Nandi UPVC systems are more cost effective than conventional GI, CI or
AC systems. They are lightweight, durable and non-corrosive. The offer excellent
flow characteristics and they are easy to transport handle and install as well.
Excellent quality with customized product development support.

The Unit also has excellent quality assurance systems in place we ensure
products of uncompromising excellence, meeting all relevant ISI, BS, DIN, and
ASTM standards. In addition, extensive R&B facilities provide reliable and
committed support for new product development.

This means that, even if a Nandi customer is unable to find his precise
requirements from our elaborate range of products, we can also develop
customized products to his own exclusive specifications...

It is this relentless pursuit of quality and a willingness to adapt and

innovate, that has propelled Nandi to the forefront of this product category in
India.
Water is indispensable for agriculture. However, only 15% of agricultural
land, the world over, gets dependable water supply. In India too, only a fraction of
the 164 hectares of cultivated land gets a dependable supply of water. Various
irrigation methods are employed by farmers to ensure proper water supply.

Canal irrigation is one such method. However, canals occupy cultivate

space and thus hamper production. Moreover, nearly 40% of canal water is wasted
due to evaporation and percolation. Besides, in certain areas, canal irrigation, over
a period, has led to salivations. Pipes are an effective way of overcoming the
problem caused by canal irrigation as they can be laid underground and water loss
because of percolation and evaporation is eliminated. Lift irrigation is employed to
carry water from a lower to a higher level. Here, various kinds of pipes are used.
GROWTH :

Sujala Pipes Pvt limited is commissioned with the objectives of catering to

the agriculture needs of the region, in earlier days, tools used for water flow were
very ineffective with high percentage of seepage losses. To counter this drawback
PVC pipes were favorably welcomed, this has been the mission of Sujala Pipes
Pvt limited. The major irritants on agriculture practices like lack of rain fall.
Ground water lifting water transport with in the field has provided magnificent
thrust to P.V.C pipes market .these factors helped Sujala Pipes Pvt Ltd, to record
an excellent growth since 1977 onwards quality is the dominating factor in the
growth of sales. Well equipped laboratory and quality control office looks after the
duality. The company not only improving the brand name but also it is under
taking takeover of the competitor's brands. In 1977 the company takes over the
Sagar brand. The manufacturing plant of Sagar brand was at Medak district. The
Sujala Pipes Company not slopped with that victory, the company over another
main competitors brand Monarch in 1999. The manufacturing plant of monarch
plant lines Anantapur District.

The plants of the old companies are turned to opportunities to the company
by its excellent management. After the change of management the brand image of
these brands are improved. At present movement Sujala Pipes Pvt Limited stands
at market leader major competitor to the company is Sudhakar pipes and maharaja
pipes. The only backdrops to is the competition from local brands. As the majority
of Consumers belong to former, they consider price than quality. The company had
to make aware of the companies quality standards to them.

Sizes :
 Various sizes ranging from ½ to 10 are offered to consumers. Even pipes with
different gauges and sizes are manufactured to suit specific conditions.
Packing :

Packing plays less important role in the product PVC pipes pipes because
the hallow space inside can be utilized .for purpose of cubic space utilization in
trucks while transport, organization i9s adopting the technique like pipe in pipe.

Warranties :
No written warranties are given to Consumers expect an assurance that (the
product is reliable)

For Nandi brand the company adopts zero credit policy, and goods are not
delivered unless cash particulars are made.

For monarch and Sagar brands credit is entitled unto a week. The
difference between these is due to brand image.

Channels of distribution:

Sujala Pipes Pvt Limited has zero level channel distribution for Nandi and
single level channel distribution for Monarch and Sagar.
 ZERO LEVEL

 MANUFACTURER

 CUSTOMER

 MANUFACTURER

 CUSTOMER

 MANUFACTURER
  CUSTOMER

 CONSUMER

 CONSUMER

 RETAILER

Sujala Pipes Pvt Ltd. Has an extensive network of consumers in Andhra

Pradesh who are directly serviced by company sales force and 500 consumers in
south India.

Coverage:
At present Andhra Pradesh, parts of southern states like Karnataka,
Tamilnadu and Kerala are in ambit of Sujala Pipes Pvt Ltd.

THE FOLLOWING DATA SHOWS THE MARKET

DEVELOPMENT FOR PVC PIPES OF SUJALA PIPES PVT. LTD.

1977 – 84 Nandyal Region (Polythene Pipes)

1984- 85 Rayalaseema Region (PVC Pipes)
1985- 86 Rayalaseema and Telangana.
1986- 88 Karnataka and Andhra Pradesh.
1988 – 91 Karnataka and Andhra Pradesh and TamilNadu.
1991 – 98 Karnataka, AndhraPradesh, TamilNadu & Kerala.
1998 – 2000 Karnataka, AndhraPradesh, TamilNadu,Goa & Maharastra.
2000-2002 Karnataka, AndhraPradesh, TamilNadu, Goa, Maharastra,
Orissa, Uttar Pradesh, Pondicherry,& Yanam.
Transportation vehicles of Sujala Pipes Pvt. Ltd is very admirable. This
unique strength of the organization enables the delivery system to be efficient.
 This even helps the consumers torn reduce inventory levels to the
minimum. Thus consumers are also supplemented with the benefit of the lower
lied –up capital in the of inventory.

General information about the company :

The company Is equipped with sophisticated laboratory to carry on tests to

ascertain out going level of the pipes. A Nandi Pipes has got I.S.I trade mark,
which speaks for itself the quality of the pipes. Numbers of statistical quality
control techniques are applied to sustain the quality level of the product.
Managers at the company are dynamic and are well educated. Mast of the skilled
or unskilled labor is duty minded. Company provides E.D.I, (employment state
insurance ) and provident fund facilities to all its employees.

Uniqueness of workers of Sujala Pipes Pvt Ltd is their no indulgence union

activities. As the company is located in industrial estate of Nandyal. It is facilitated
with good communication networks, which includes telex, fax machine and
Internet Company has also got the support of electronic data processing.

The company's major strength is considered to be transportation vehicles.

Huge investment is made on transportation vehicles, unique cash out how justifies
itself by providing good reputation of the company through improved customer
service.
Financial Department :
Initially the company approached the external sources for financial aid; now
the financial status of the company is very sound and is being run only with self
finance, except the loans taken on hypothecation of machinery and stock from
SBI, Nandyal.

The financial manager with the help of four account officers and other
clerks of the department heads the financial department. The company follows
cash & carries policy for Nandi brand. The product is not delivered until the cash
is paid. Financial department with the help of marketing department looks after
these transactions.

The marketing department is headed by marketing manger who represents

to executive director, an assistant marketing manager whom reports marketing
manager and 20 sales men headed by 30 sales representatives who are headed by
assistant marketing manager.

Marketing mix and advertising particulars of Sujala Pipes Pvt Ltd. shows
effective management of the marketing department in the organization.

The personnel department consists of the executives an workers of the

organization.

The organization is formed with Sri S.p.y Reddy as the managing director.
There are two marketing managers, a financial manager, a public relation officer
and a quality control officer who all reports to executive director. Other than
executives there are 1000 workers in the organization.
 A panel consisting of managing director, executive director and managers
of concerned departments makes the recruitment and selection of personnel.

A part of the attractive salaries company is providing health care and

welfare facilities.

The purchasing situation that is confronted by the manufactures of the

P.V.C. pipes is scarcity of resin. Through the government of India has taken
various steps to improve supply conditions of P.V.C. resin. The Indian
manufacturers could meet only 50% of demand and remaining 50% is meet from
imports.

The major petrochemical companies are:

® Sri Ram Vinyl Ltd.

® Chem.-Plast. Ltd.

® Reliance Petro Chemicals Ltd.

® National Organic Chemical Industries Ltd.

® Indian Petrol Chemicals Industries Ltd.

THE PRIDE OF UPVC INDUSTRY
Sujala Pipes (p) Ltd., the jewel of Nandi Group of companies under the
dynamic, energetic leadership of S.P.Y. Reddy, has been making rapid strides as
the pioneering manufacturers of quality PVC pipes for potable and irrigation
water supplies.

The Company has been consistently recording and excellent growth rate
every year with the current production capacity of 22,000 Metric tones per annum.
The plant is equipped with Battened Twin Screw extruders capable of producing
pipes from 20mm to 315mm in 0.25MPHs to 1.0 M pa pressure classes.

Stringent quality control tests are regularly conducted to ensure top quality
products for multifarious applications like tube well casing telephone-ducting
aquaculture besides supplying to various government aided schemes and medium
irrigation projects.

With a view to effectively cater to the needs of the international market, the
company is gearing up for ISO 9002 certification to become a number of select
brand of elite group of companies. The company is also manufacturing UPVC
pipes and fitting specifications especially to meet the requirements of the Middle
East market for soil, wastewater and drainage systems and micro irrigation
systems for Dry land.

Growing domestic agricultural and requirements of the modern world were

in quest for the new substance, which could serve the needs and wants of the
today's man. Although metals were meeting major chunk of the fabrication
Demand of the modem world, rework ability, formability and weight constraints
were real impediments. In light of this , the substance called plastics, which has
got all the desired characteristic to serve the modern man, was discovered. This
carbonaceous substance with excellent rework ability and physical stability could
replace most of the earlier used metals, wood etc.

Although acceptance and socialization of the new innovation was slow it

has shown a steady encroachment in to the lives of the to say's man. Now plastics
are omnipresent, an optical fiber in communication sects, fiber equipment is only
few application in multifarious uses of the plastics.

Chief occupation in India is agriculture. For the developing countries like,

India modernization of the agricultural practices assumes pivotal place in
improving the economic status and the processes of modernization includes usage
of high productive. Plastics supplement to greater extent manufacturing of tolls
required for new agricultural practices. The usage of poly vinyl chloride pipes in
agriculture fields: lessen water seepage, which was predominating in earlier
practices. With the services of PVC pipes, water can be transported efficiently
with lesser losses, from the place of higher water potential to the place of lower
water potential.

Presently revolutationary trend in water management speaks much about

agricultural based nations in the world. Drip irrigation greatly used PVC pipes as
core tools of implementation with the services of this sort. PVC pipes one way or
the other strengthening the hands of country's economy.

Parts with the referred used PVC pipes supplemented with fittings are used
in houses for electronic connections, sewage connections and other domestic
purposes. PVC pipes with much unique heat, chemical and p hysical
characteristics serve many industrial purposes. They are even positively used as
conduits for industrial gases. Even the characteristics of weight and low price
attract many more applications.
 Rigid PVC pipes have been manufactured in India from the sixties on
imported extrusion lines and there after indigenous plans were also available.
There were few pipe manufactures up to 1978-1979 and large production
capability was created during 1979-1983. When many extrusion lines were
imported from button field, Cincinnati, kraausmuffi etc. the government allowed
the imports of sophisticated and high output plan, which were not available
indigenously.

It is essential for the company to carry out continuous research and

development to update technology, for higher output, loss energy cost per kg of
output, quality of products of etc.

TECHNICAL DETAILS ABOUT PVC PIPES INGREDIENTS :

 PVC RESIN

 D.B.L.S

 T.B.LS

 L.S

 C.S

 STEARIC ACID

 HYDROCAARBON

 CALCIUM CARBONATE
MANUFACTURING PROCESS :

Hot forward extrusion is employed for the manufacture of PVC pipes

resigns with weighted amounts of other ingredients, which are carried to the hot
chambers.

The high temperature of hot chamber melts ingredients and contents of then
given forward transit to get hallows pipes of required dimension. As the pipes
come out of the hot chamber, cool water jet is directed towards it to cool the pipe
immediately. Pipes of desired length are cut with the aid of stop and power hack
slow. Production is made in various sizes ranging from V2 to 10' according to
usage.
® PVC raw material + other chemicals (Compound)

® Fed into mixture hopper

® Fed into extruder hopper

® Heating Chamber (Compound is melt Into paste)

® Dye(10-35mm)

® Cooling chamber (The paste Is hardened)

® Haul off

® Cutter of pipes

® Stocking of Pipes
REINFORCED PLASTICTS :
Although plastics have high strength to weight ratio, they are not as strong
as metals and deform presently under load. They cannot be extremely high or low
temperature like metals and other materials such as refractory bricks. Modem
invention of glass or carbon black as reinforcing fillers have a way for making
high strength bearing plastics and they are at a times replace steels.

ALLOYS :
Physical mixture of two or more polymers is termed as alloys. Physical
blending of two polymers is needed because every polymer has certain set of good
properties. Design of special products, which should have specific set of
properties, may not be obtain of it is made only from one polymer by blending two
polymers we can get the required combination of properties. For example
polystyrene is highly amorphous and rigid but has low impact strength. If it is
blended with rubbery material product will b3e of high strength, rigid and shall
also have high impact properties.
Thus by allowing a wide range of products can be made. Although alloys
are physical mixture of polymers, sometimes hydrogen bonds are formed between
some special ionic groups with hydrogen atom of the carbon chain. Such a bond is
very useful in alloy formation because it impacts processing flexibility with and
use of cross linked products.

NANDI PIPES :
Formed in 1988
 Manufacturers as per Indian Standards is 4985 – 2000

 Has wide range of 20.315mm

 Types
 o Agriculture

o Blue Casing (Special)

o Well Casing

o Plumbing

o SWR

o Electrical

o Ring Fit

o Sub Marsible

Quality Lab
Stringent quality control tests are regularly conducted to ensure top quality
products for multifarious applications like :
 Tube Well casing

 Telephone ducting

 Aquaculture

 Government aided Schemed

 Medium irrigation projects.

 Manufacturers as per IS 4985 – 2000

 Passes all the tests as per IS 12125 – 1980

 Proprietary compound development

  Maximum specific gravity of 1.46.

 Maximum ash content of 8% when teted as per ISE 3451 part – III

 No deterioration of Physical and chemical properties

 Full automatic manufacturing layout with world class batten field

extrusion plant.

 Production capacity of 22000 metric tones per annum.

If the Customer purchases 75mm and above dia pipes at least 200, Poclain
for trenching will be provided at a cost of Rs.30 for each pipe length. For laying
Bore wells Rigs and Compressors are available with us.
With large fleet of Trucks, free door delivery will provided for consumers
and Consumers buying above 100 Nods of Pipes.

ADVANTAGES OF NANDI UPVC PIPES

 Corrosion Resistance
 No Chemical contamination
 No need of protective Liners, Coating, Encasements or Cathodes
 Protection of Thermal Conductivity
 Flexibility
 Variety of Jointing Methods.
 Nontoxic & Biological Resistance
 High Hazen William 'x Coefficient (150)

OUR ESTIMATED CONSUMERS

Nandi Pipes is proud to announce that we have supplied Pipes to lay big
water pipe line projects.
  Panchayat Raj,
 Industrial Development Corporation etc.,
 Satya Sai Water Schemes.
 Lorven Projects
 Kolleru Project
 NABARD water schemes
 Kamataka L and Army Department
 TWAD Board Authority - Tamilnadu
Our Consumers have the benefit to buy our pipes at any place in South
India Because of wide network of 493 Consumers spread in the states.
State No of Consumer
Andhra Pradesh 301
Karnataka 17
Tamilanadu 23
Maharastra 9
Pandichery 2
Catishghar 1
Consumer Ship at Sujala Pipes Pvt Ltd.
o The company notifies in a local newspaper.

o Based on the given advertisement it receives for consumer.

o After receiving the application, the company will scrutinize the

application and calls for an informal interview.

o In the interview, they will see their credit worthiness and their
profile..
 DATA ANALYSIS & INTERPRETATIONS

1. Frequency of recruitment at sujala pipes

Opinion Respondents Percentage (%)

Regular 47.00 43.00%
Periodical 63.00 57.00%
Total 110.00 100.00%

Chart-1

INFERENCE:
From the above table and chart shows that 57% of the employees were
said periodical recruitment process and 43% of employees said regular recruitment
process.
2. Employees opinion about the organization follows definite and free recruitment
process

Opinion Respondents Percentage (%)

Yes 19.00 17.00%
No 91.00 83.00%
Total 110.00 100.00%

Chart -2

INFERENCE:
From the above table and chart shows that 83% of the employees were said
that the organization did not have and free recruitment procedure and 17% of
employees said that the company follows free recruitment procedure.
 3. Employee satisfaction regarding recruitment procedure of sujala pipes
Opinion Respondents Percentage (%)
Highly satisfied 45.00 41.00%
satisfied 60.00 54.00%
Dissatisfied 4.00 4.00%
Highly Dissatisfied 1.00 1.00%
Total 110.00 100.00%

Chart -3

INFERENCE:
From the above table and chart shows that 54% of the employees are
satisfied with the recruitment procedure, 4% of the employees satisfied, 4% are
dissatisfied and 1% are highly dissatisfied.
4. Employee point of view basic things for recruitment at sujala pipes

Opinion Respondents Percentage (%)

Experience 39.00 36.00%
Qualification 18.00 16.00%
Skills & knowledge 18.00 16.00%
Above all 35.00 32.00%
Total 110.00 100.00%

Chart -4

INFERENCE:
From the above and chart it shows that 36% of the employees
recruitment is based on experience, 32% of the employees said that
above all, 16% of employee said that qualification and 16% of employee
said that skills and knowledge.
5. Sources of recruitment at sujala pipes

Opinion Respondents Percentage (%)

External source 14.00 13.00%
Internal source 11.00 10.00%
Both 85.00 77.00%
Total 110.00 100.00%

Chart -5

INFERENCE:
From the above table and chart it shows that 77% of the employees
said that the sources of recruitment through internal and external sources.
13% of employees by the external and 10% of employee within the
organization.
 6. Recruitment sources for skilled employees at Sujala pipes

Opinion Respondents Percentage (%)

Interview 80.00 73.00%
informal contacts 8.00 7.00%
advertisement 16.00 15.00%
public employment agencies 6.00 5.00%
Total 110.00 100.00%

Chart -6

INFERENCE:
From the above table and chart it shows that 73% of the employees recruitment
sources for skilled is based on interview ,15% of employee are advertisement, 7% of
employee are informal contacts and 5% of employees are public employment
agencies.
 7. Employees opinion towards written test procedure for selection process.

Opinion Respondents Percentage (%)

Yes 96.00 87.00%
No 14.00 13.00%
Total 110.00 100.00%

Chart -7

INFERENCE:
From the above table and chart it shows 87% of the employees follow written
test procedure for selection process and 13% of employees didn’t follow test
procedure for selection process.
 8.Access employee skills through written test

Opinion Respondents Percentage (%)

Intelligent 22.00 20.00%
Abilities 2.00 2.00%
Personal interview 4.00 3.00%
Above all 82.00 75.00%
Total 110.00 100.00%

Chart -8

INFERENCE:
From the above table and chart it shows that abilities. 75% of the employee
access for written test is based on intelligence, abilities and personal interview 20%
of employees said that intelligence 3% of employees said that personal interview
and 2% employee.
 9. Employees preference of an interview

Opinion Respondents Percentage (%)

Personal Interview 13.00 12.00%
Technical Interview 12.00 11.00%
Stress Interview 22.00 20.00%
Group Interview 54.00 49.00%
Telephone Interview 9.00 8.00%
Total 110.00 100.00%

Chart -9

INFERENCE:
From the above table and chart it shows that 49% of the employee
preference of an interview is based an group interview ,20% of employees said that
stress interview ,12% of employee said that personal interview ,11% of employees
said that technical interview ,8% of employees said that telephone interview.
 10.Employees rating towards interview process conduct by the company

Opinion Respondents Percentage (%)

Excellence 31.00 28.00%
Very good 51.00 46.00%
Good 22.00 20.00%
Average 6.00 6.00%
Poor 0.00 0.00%
Total 110.00 100.00%

Chart -10

INFERENCE:
From above table and chart it shows that 49% of the employee rating
towards preference of an interview is based an group interview,20% of employees
said that stress interview very good ,28% of employee said that excellent, 20% of
employees said that good and 6% of employees said that average.
11. Adoption of communication channels to the listed candidate

Opinion Respondents Percentage (%)

By Post 52.00 47.00%
By E-mail 3.00 3.00%
Through Telephone 50.00 46.00%
Others 5.00 4.00%
Total 110.00 100.00%

Chart -11

INFERENCE:
From the above table and chart it shows that 47% of the employees
adoption of communication channels to the listed candidates based on
by post ,46% of employees through telephone, 4% of employee through
others and 3% of employees through e-mail.
 12. Job specification of a selected candidate

Opinion Respondents Percentage (%)

Experience 40.00 36.00%
Education 12.00 11.00%
knowledge & Skills 53.00 48.00%
Creative Ability 5.00 5.00%
Total 110.00 100.00%

Chart -12

INFERENCE:
From the above table and chart it shows that 48% of the employee’s job
satisfaction of a selected candidate is based on knowledge and skills, 36% of
employees said that experience, 11% of employee said that education and 5% of
employees creative ability.
 13. Employee satisfaction level of selection process at sujala pipes pvt ltd

Opinion Respondents Percentage (%)

Yes 106.00 94.00%
No 4.00 6.00%
Total 110.00 100.00%

Chart -13

INFERNCE:
From the above table and chart it shows that 94% of the employees
selection process in the organization and 6% of employees said that didn’t satisfied
with the selection process in the organization.
 14. Getting suitable candidate though selection process

Opinion Respondents Percentage (%)

Yes 101.00 92.00%
No 09.00 8.00%
Total 110.00 100.00%

Chart -14

INFERENCE:
From the above table and chart it shows that 92% of the employees said that the
selection process suitable candidate and 8% of employees said that didn’t have
selection process for suitable candidate.
 15. Factors influence on selection process for right candidate

Opinion Respondents Percentage (%)

Analytical Ability 5.00 4.00%
Case analysis 15.00 14.00%
G.D 62.00 56.00%
Experience 25.00 23.00%
creative ability 3.00 3.00%
Trade union recommendations 0.00 0.00%
Total 110.00 100.00%

Chart -15

INFERENCE:
From the above table and chart it shows that 56% of the employees factors
influence on selection process for right candidate is based G.D, 23% of employees
said that experience , 14% of employees said that case analysis , 4% of employees
said that analytical ability , 3% of employees said that creative ability.
 16. Employee satisfaction level of training facilities provide by the company

Opinion Respondents Percentage (%)

Yes 101.00 92.00%
No 9.00 8.00%
Total 110.00 100.00%

Chart-16

INFERENCE:
From the above table and chart it shows that 32% of the employees are
satisfied with training facilities in the organization and 8% of employees didn’t
satisfied with the training facilities in the organization.
 17. Rate the employees satisfaction levels of overall job performance at company

Opinion Respondents Percentage (%)

strongly satisfied 38.00 35.00%
satisfied 72.00 65.00%
Dissatisfied 0.00 0.00%
strongly Dissatisfied 0.00 0.00%
Total 110.00 100.00%

Chart -17

INFERENCE:
From the above table and chart shows that 65% of the employees satisfaction
levels of overall job performance at the company based on satisfied and 35% of
employees said that strongly satisfied.
 FINDINGS
 From my analysis 57% of the employees were said periodical recruitment process
and 43% if employees said regular recruitment process at sujala pipes pvt ltd.
 It was inferred that majority 83% if employees satisfied with company
recruitment policies which is definite and free recruitment process and 17% of
employees are not satisfied at SUJALA PIPES PVT LTD.,
 From my analysis 54% of employees are satisfied with the recruitment
procedure, 4% of employees highly satisfied, 4% are dissatisfied and 1% are
highly dissatisfied.
 It was inferred that 36% of the employees recruitment is based on experience,
32% of employees said that above all, 16% of employees said that qualification
and 16% of employees said that qualification and 16% of employees said that
skills and knowledge.
 It was inferred that 77% of employees sated that the company used both. That
is external and internal, 13% of employees point of view company obtained
external sources, 10% of employees stated that the company obtains from
internal sources for recruitment in SUJALA PIPES PVT LTC.
 From my 73% of the employees recruitment sources for skilled is base on
interview, 15% of employees are advertisement, 7% of employees are informal
contacts and 5% of employees are public employment agencies.
 It was found that 87% of the employees follow written test procedure for
selection process and 13% of employees did not follow test procedure for
selection process.
 From my analysi9s75% of the employees access for written test is based on
intelligence, abilities and personal interview 20% of employees said that
intelligence, 3% of employees said that personal interviews and 2% employee in
SUJALA PIPES PVT LTD.
 It was inferred that 49% of the employee preference of an interview is based an
group interview, 20% of employees said that stress interview,12D% of employee
said that personal interview,11% if employees said that technical interview,8% of
employees said that telephone interview in sujala pipes pvt ltd.
 From my analysis 49% of the employees rating towards preference of an
interview is based an group interview,20% of employees said that stress
interview very good, 28% of employee said that excellent, 20% of employees said
that good and 6% of employees said that average.
 It was found that47% of the employees adoption of communication channels to
the listed candidates based on by post, 46% of employees through telephone, ,
4% of employees through others and 3% 0f employees though e-mail
 It was inferred that 48% of the employees job satisfaction of a selected
candidate is based on knowledge and skills ,36% of employees said that
 experience , 11% of employees said that education and 5% of employees
creative ability.
 From my analysis 94% of the employees selection process in the organization
is satisfied and 6% of employees said that didn’t satisfied with the section
process in the organization
 It was found that 92% of the employees said that the selection process suitable
candidate and 8% of employees said that didn’t have selection process for
suitable candidate.
 From my analysis 56% of the employees factors influence on selection process
for right candidate is based G.D.23% of employees said that experience,14% of
employees said that case analysis ,4% of employees said that analytical ability ,
3% of employees said that creative ability in sujala pipes pvt ltd.
 It was inferred that 32% of the employees are satisfied with training facilities in
the organization and 8% of employees didn’t satisfied with the training
facilities in the organization.
 It was found that 65% o f the employees satisfaction levels of overall job
performance at the company based on satisfied and 35% of employees said that
strongly satisfied in sujala pipes ltd.

SUGGESTION

 Some of the employees were not well known about the recruitment
procedure in sujala pipes ltd ,so I suggested that try to inform about
recruitment procedure through e-mail and advertisement which is very
important for the organization.
 Some of the employees were not fair about basically factors for
recruitment, so I could be advised company should maintain standard
format experience, qualification, knowledge & skills while recruiting the
candidates at sujala pipes pvt ltd.
 I suggested during selection process may give preference to fresher’s
based on education qualification and additional skills to encourage
fresh blood for challenging posts.
 QUESTIONNAIRE
A study on Recruitment and selection process at Sujala pipes pvt
ltd, Nandyal.
Employees Profile:
a) Employee Name :
b) Age :
c) Occupation :
d) Experience :
 e) Department :
f) Salary :

1. What is the frequency of recruitment for your organization

[ ]

a) Regularly b) periodically
2. Do you feel the organization follows definite and free recruitment
procedure

a) Yes b) No
3. Are you satisfied by the recruitment procedure in your organization [
]
a) Highly satisfied b) satisfied

C) Dissatisfied d) High dissatisfied

4. What is the basis for recruitment in your organization

[ ]
a) Experience b) Qualification
c) Skills and Knowledge d) Above all
5. Through which source the company goes for recruitment
[ ]
a) External source b) Internal source c) Both
6. What are the recruitment sources that are used for skilled employees in
your organization
[ ]
a) Interview b) Informal contacts
c) Advertisement d) Public employment Agencies
7. Do you think that the company should follow the written test procedure in
the selection process
[ ]
a) Yes b) No
8 .Written test is used for to asses:……………………….
a) Intelligence b) Abilities c) Personnel interviews d)
All [ ]
9. Which type of interview would you prefer?
a) Personal interview b) Technical interview
 c) Stress interview d) Group interview
e) Telephone interview
10. How do you rate the interview process conducts by the company [
]
a) Excellent b) Very good c) Good
d) Average e) Poor
11. How do you communicate the listed candidates [
]
a) BY post b) By e-mail
c) Through telephone d) Others
12. How you can select the candidate for specific job [
]
a) Experience b) Education
c) Knowledge d) Creative ability
13 .Are you satisfied with your selection process in your organization
[ ]
a) Yes b) No
14. Are you believe that through this selection process can you get suitable
candidate
[ ]
a) Yes b) No
15. Will you rate major factors that influence the selection process to get
right candidate
[ ]
a) Analytical ability b) Case analysis c G.D
d) Experience e) Creative ability
f) Trade unions recommendation
16. Are you satisfied with your training facilities provided by the company
[ ]
a) Yes b) No
17. Are you satisfied with your placement
a) Yes b) No
18. Will you rate your satisfaction levels of your overall job performance [
]
a) Strong satisfied b) Satisfied
c) Dissatisfied d) Strongly dissatisfied
 BIBLIOGRAPHY

K.Aswathappa 2005, “Human Resource and Personal Management Text

and cases”, Tata Mc Graw Hill, New Delhi , third Edition.pp:132-151.
1. C.B Momoria, 1999,”Personnel management “, Himalaya publishing
House, Mumbai.pp:124-125.
2. Stephen P.Robbins ,2005,”Humam Resource Management”, Prentice
Hall of India Pvt ltd, New Delhi ,8th Edition pp:85-95
3. P.Subba Rao, 2005 , “Personnel and Human Resource Management “,
Himalaya Publishing house, Mumbai, third Edition.pp:78-92.

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