Professional Documents
Culture Documents
PROJECT REPORT
ON
AT
RELIANCE COMMUNICATION
BY
ANANYA DUBEY
PGDM
SUBMITED
TO
INSTITUE OF MANAGEMENT EDUCATION
1
CERTIFICATE
PLACE: KANPUR
Date:
(HR Manager)
( RELIANCE COMM.)
2
ACKNOWLEDGEMET
3
ANANYA DUBEY
PREFACE
A project research is a systematic & scientific in investigation
for identifying a specific problem or study in a particular area in the
organization & thereby analyzing the same to give the best solution.
For the fulfillment of any organizational goal it is necessary that
the training and development should be well planned & conveyed to the
employees in order to have transport & steady flow of the different
mechanisms of the organization.
This project is also an attempt to study the functions of personnel
department specifically with the training & development policies &
procedures in reliance communication.
The objective of doing the project is to collect all the necessary
information with respect to the working procedures specifically with the
recruitment, selection training & development procedures of the personnel
department & thereby to get the maximum exposure in the related field. The
different information about the organization in different fields has given me
a wider exposure.
4
I have applied the concepts & gained knowledge learned during the
course at IME in the practical business situations & thus have understood
these concepts in a better way. The research work really has poured of
immense learning for me.
I would like to whole heartedly thank Reliance communication &
IME for giving this exposure.
ANANYA DUBEY
INDEX
RESEARCH DESIGN
1. INTRODUCTION
Company Selected
5
2. THEORY RELATED TO THE TOPIC
INTRODUCTION
TO THE SUBJECT
6
RECRUITMENT & SELECTION PROCEDURE.
7
recruitments internal source & external sources. In Reliance communication
Both the methods are used by the management to recruit employees.
The selection is a process by which the qualified personnel are chosen
from the applicants who have offered their services to the organization for
employment. The final short listed candidates are selected & they undergo a
induction programme.
10
OF
STUDY
The project report is based on the topic “training & development” at reliance
communication. The following are the objectives of the project report:
11
To find out the detailed procedure of human Resources Department of
company.
RESEARCH METHODOLOGY
Sample Size:
Questionnaire was filled up by 75 employees of Reliance communication
doing permanent & temporary kind of job at the company.
Analysis:
Interpretations of the questionnaire are given ahead in this project in the
form of graphs, tables & percentages.
INFORMATION ANALYSIS:
The data collected from Reliance communication. Is put before you in
theoretical form. The data collected through questionnaire is compiled & put
in form graphs, tables & percentage form.
14
THEORY RELATED TO
THE TOPIC UNDER
STUDY
• RECRUITMENT
• SELECTION
• SELECTION PROCEDURE
16
Human Resource Planning is the process by which management decides
how an organization should mare from its current manpower to its desired
manpower position.
Through planning, the management strives to have the right numbers
& right kind of people at the right place at the right time to do things which
results in both the organization& the individual receiving the maximums
long range benefits.
17
of the most important managerial functions which embraces organizational
development, management development & carrier planning,
18
After the future needs are estimated the next step is to find out
the quality and quantity of existing stock of human resource. This indicates
all the relevant factors about a person which may prove his overall value to
the company. This helps in knowing what exist in the stock and what is
needed to be added to that stock taking into account the capability,
qualification, experience, knowledge skill and promotional potential of
employees.
d. Job Analysis:
Job analysis assesses “What employees are doing.” From job analysis
specific details of what is being done and the skill utilize in the job, is
obtained. Job analysis enables managers to understand jobs and job structure
to improve the productivity. It also involves job design, coordinating
demands on available time, individual psychological needs, technical
procedures and desired performance.
Job analysis is a procedure by which pertinent information is obtained
about a job it is detailed and systematic study of information relating to the
operation and responsibility of specific job.
The details of training, skills qualifications, abilities experience, and
responsibility can be given with the help of job analysis supported by job
description and job specification. Job analysis is very important for effective
functioning of recruitment and selection procedures. By indicating the
specific requirements for each job are solid base is made available for taking
some important decisions regarding hiring, placement, training, transfer and
promotion of personnel. Every job description and job specification must
have the following details:
19
a). A description of the firm.
b). A description of job and how the vacancy arises.
c). the responsibilities to be accepted.
d). the knowledge and experience required.
i. Essential
ii. Desirable
e). Conditions, salary and other benefits.
f). Future prospectus the firm can offer.
The process an organization uses to ensure that it has right amount
and right kind of people to deliver a particular level of output of services in
future. Firms that do not conduct human resource planning may not be able
to meet the future labour needs. A labour shortage are may hare to resort to
lay off in the case of labour surplus. Failure to plan can let to significant
financial costs.
The human resource planning activity entails forecasting labour
demand; labour is likely to increase as demand for the firms products are
service increase.
The second part of human resource planning process entails
estimating labour supply. The labour supply may come from existing
employees (The internal labour or external labour force).
Project Teams
Deployment/ Appointment
Corporate growth or down sizing schedule and
Optimize people
Match their skill and competence determine
20
Their availability
Select the most cost effective solution establish
And resolve the shortfall
Training needs analysis.
Recruitments / outsourcing options
Develop succession plans.
A THEORITICAL PERSPECTIVE
21
process of searching for prospective employees and stimulating them to
apply for jobs in the organization. It is also an activity influences the shape
of company’s future. Selection means a process by which the qualified and
most suited personnel can be chosen from the applicants who have offered
the services to the organization for employment.
With the increase competition, technological change and
advancement, changing human behavioral pattern, communication problems
etc. Organizations all over the world are under tremendous pressure to get
the right person for the right job. At the same time, expectation of the
employee from the employer has also changed and increased considerably.
In such demanding situation the process of man power planning recruitment
and selection becomes very important. This calls for the use of valid and
reliable technique in the whole process to provide the right man for the right
job.
22
Hence this function has a long effect on the organization. The
staffing process is a flow of events which results in continuous manning of
organization position at all level from the top of the management to
operatives levels. This process includes human resource planning,
developing source of man power screening, selection, offers, inductions,
transfer, promotions and finally the separation. The topics that are covered
are:
1. Human resource planning
a) Forecasting Manpower requirement
b) Job analysis
2. Requirement
a) Source of Manpower
b) Problems related to it
c) Advertising the vacancies
3. Screening
a) Eligibility
b) Suitability
c) Methods used in screening
4. Selection
a) Application blanks
b) Testing techniques
c) Interviews
d) Medical Tests
23
e) Sending of letters
5. Placement
6. Induction and orientation.
RECRUITMENT
24
RECRUITMENT
1. Merit basis.
2. Considering the persons interest, backgrounds & physical capacities.
3. Examining the job available.
4. Matching the available job recruitments with individual capacities.
26
2. The employment condition in the organization, the efforts of the past
e- recruitment:
Managers now use emails & te web to bypass campus career centers
an email, news letter to the student to get them interested in the firm the
manager can take the complete responsibility for all the recruiting. Doing
their own recruiting also put them in better touch with the market & their
needs.
Sources of Recruitment:
There are a great number of recruitment sources available the most
prominent of these sources are:
Current Employees: Many companies have a policy of informing current
employees about job openings before trying to recruit them from other
sources, internal job postings give current employees the opportunity to
move into the forms more desirable jobs however; an internal promotion
automatically creates another job opening that has to be filled.
27
• Referrals from current employees: Studies have shown that
employees who were hiring through referrals from current employees
tend to stay with the organization longer & display greater loyalty &
job satisfaction than employees tend to refer people who are
demographically similar to themselves which can create equal
employment opportunity problems.
28
• Employment Agencies: Many organizations use external contractors
to recruit & screen applicants for position. Typically, the employment
agencies are paid free based on the salary offered to the new
employees. Agencies can be particularly effective when the firm is
looking for an employee with a specialized skill. Another advantage
of employment agencies is that they often seek out candidates who are
presently employed & not looking for a new job, which indicates that
their current employer is satisfied with their performance.
Recruitment in India
Recruitment in India is made through different channels. Recruitment
procedure is quite systematic & not wholly scientific.
Channels of Recruitment :
- Recruitment through intermediaries
- Recruitment through contractors
- Direct Recruitment
- Recruitment through employment exchange
- Other Methods
- Through Trade Union
- Through Labour Office
- Through referee
- Recruitment through the web
29
This kind of recruitment is called e-recruitment, the company
sends the newsletter to the candidates, regular job updates to target the right
candidate. The company selects the candidate from the data base available
this helps the company to directly contact the candidate. Once a firm has
prepared a job description & person specification. It will be time to advertise
the vacancy. They can do this internally or externally.
Internal Recruitment:
External Recruitment means looking outside the company for candidates for
vacancy.
31
RECRITMENT
PROCEDURE
32
RECRUITMENT PROCESS
33
- Employees in the contractual obligation should also be
permitted to apply against internal advertisement but it
depends on his qualification & efficiency work.
External Sources:
External Recruitment is conducted when there is no internal force to fill up
the vacancy & the company is looking out for new candidates. The external
sources are used for recruiting permanent employees or who are higher up in
positions.
Scope: It covers the hiring policy & procedures for all levels.
Causes:-
1) Policy should be in conformity with its general personnel policies &
should be flexible.
2) The company shall always keep its business objective & the
35
candidate there is no discrimination on the bases of cost, language,
domicile & sex while selecting a candidate.
3) For each position there shall be job description & specification & the
7) The HR department shall ensure that all the candidates those who
come for the interview are attended properly & promptly.
36
SELECTION- THE ULTIMATE OBJECTIVE
37
Socialization involves orienting new employees to the organization & to the
unit in which they will be working. It is important that the new employees
become familiar with the company policies, procedures & performance
expectation. Socialization can make a difference between a new workers
feeling like an outsides & a feeling like a member of the team.
According to Dale Vader, selection is the process in which the
candidates for employment are divided into two classes those who are to be
offered employment & those who are not. The process of selection begins
with the undertaking & the definition of job to be performed by those
involved in selection. These are convicted into job specializations that are
made public by using media. Job opportunities should be publicized in such
a way the enable the organization to draw upon prospective candidates from
a wider cross section of the society. Planned selection through techniques
that are the objectives, reliable & valid ensures better choice of employees.
The process of selection begins with manpower/human resource planning
that involves a through auditing of the existing manpower & planning in
advance how to more form the present to the future interns of human
resources.
38
insufficient numbers so as to facilitate better selection with a wider choice to
meet the job requirements & job specifications.
Selection is choosing a few from those who have applied. The
process consists of many stages in which every information decides if the
candidate will go to the next stages or fall out. It is the choice making
process in which those meeting the minimum requirement keep going to the
next stage & those falling go out of the race.
After a candidate is found to be most suited, he is offered
placement in the organization at a price scientifically arrived at by the
process of job evaluation. The terms & conditions of employment are
explained to him & finally he is inducted to the new work environment.
SELECTION PROCEDURE
39
The various steps in the selection of the desirable person in the
employment procedure starts only after the applications from the
prospective employees are receive by the concern .These applications are
scrutinized considering the standard set out by the organization ,. The
application are screened out at each step and those who are found borne job
are selected finally .The following are the necessary steps generally involved
in the selection process ;-
1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5)Reference check
6)Medical examination
7)Final selection
STEPS IN SELECTION PROCEDURE:-
1. Prelimnary interview:
It is the first step after receipt & scrutiny of the applications forms in the
Selection process .The purpose of this type of interview is to eliminate ,’
The unqualified or unsuitable candidates .It should be quite brief just to have
an idea of general education ,experience ,training,appreance,personality etc.
of the candidate & to obtain his salary requirements.If the application
appears to have some chance of being selected ,he is given the application
blank to fill.
40
2)Application Blank:
A blank application or application blank is the next important weeding out
device
in the selection procedure .The successful candidates in prelimnary
interview supplied with the application blank to get a written record of the
following information .
Identify information such as family background date & place of birth ,age,
sex, height ,citizenship,marital status etc.
Information recording education .It include information about his academic
career ,subject taken at various levels ,school certificate & degree
level,grade, division or place awarded in school & college,technical
qualification etc.
Expected salary,allowance & other fringe benefits
3.Employment test
Psychological& other test are becoming increasingly popular even in India
as a part of the selection process.However their utility is controversial .The
personnel department can guide & help in the selection of type of tests
appropriate for a particular position .
4.Employment Interview:
Perhaps this is the most complex & difficult part of the selection process.
The purpose of interview is to determine the suitability of the applicant for
the applicant for the job & job for the applicant. Interview must be
41
Conducted in a friendly atmosphere & the candidate must be asked the Basis
of job specification. Unwanted questions should be avoided.
4. Reference Check:
Employers generally provide a column in the application blank for
Reference. If the applicant crosses all the above hurdles an investigation
May be made on the reference supplied by the applicants regarding his Past
employment, education, character, personal reputation etc. Reference may
be called upon on telephones or may be contracted Through mail or
personal visit. Additional information can also be Recorded by asking the
questions from references.
5. Medical Examination:
In almost all the companies even in India medical examination is a part of
The selection process for all suitable applicants. It is conducted of the final
decision has been made to select the candidate. This is very important
because a person of poor health may generally be absent from work & the
training given to him may go waste. A person suffering from any disease
nay spread it amongst others & all this effects the working of the concern.
6. Final Selection:
If a candidate successfully overcomes all the obstacles or tests given above
he would be declared selected. An appointment letter will be given to him
mentioning the terms of appointment, pay scales, post on which Selected,
42
when be joins the organization etc. It Is the primary duty of the HR manager
to introduce him to the company & his job.
In the selection of the candidate whatever may be the procedure the
personnel department plays an important role. It should be kept in the mind
that the decision to recruit the personnel is not taken by the personnel
Department. It however assist the top executives in selecting the candidate
by devising the application from preparing the job description & setting the
job specification.
43
SELECTION PROCESS AT DAWNAY DAY AV
PVT. LTD.
44
• Personal Interview:
The interviews are often best carried out by panel consisting of a specialist,
HR Manager, a manager from the department concerned & an indepent
member, this would allow an all round picture of the candidate be arrived at.
After the personal interview the candidates undergo through various test
which are conducted by the personnel department.
• Reference Check:
For the recruitment of persons in higher positions the reference check of that
Person is done with the previous employer or company the person was
working with to know his reliability, character etc.
• Selection:
After the interview & other steps if the candidate is found fit for the
particular job & is the right person for the job, then the candidates are short
listed.
• Appointment Letter:
A formal letter of appointment is sent to the candidate who is selected he is
offered the job. It contains date of joining, terms of job etc.
46
2. Before a person joins prior approval of concerned head is invariably
obtained.
3. After the approval of the authority is taken, candidates are given offer
letter as per procedure.
47
.
SCREENING OF THE
EMPLOYEE
48
SCREENING
In over all process of selection, screening comes once the recruitment is
over. Screening is a process of reducing the number of applicants to few
who have a better chance of getting selected than those screened out. This is
Also called the process of short listing. Screening is generally done by the
HR department on the basis of:
a) eligibility
b) suitability
job specification must be referred to while screening candidates on the basis
of these two criteria. Methods used in screening.
a) Preliminary application
b) Screening Interview
While screening dose help reduce large numbers to manageable proportions,
It also has a risk of losing those who could have performed well in the
Subsequent selection. With more dear understanding of job description, the
risk could be reduced.
49
♦ PLACEMENT ♦
Once an after of employment has been made & it is accepted, the final stage
In procurement function & is concluded it maybe defined as the
determination of the job to which an accepted candidate is not be assigned
And his assignment to that job.
50
Joining Formalities:
On the day of joining, all the necessary documents are verified against the
application blank filled by the candidates earlier. Documents verified are:
• Education Qualification & certificates.
• Experience Certificates
• Clearance or no objection certificate from the previous employer
• Resume
• Acknowledged copy of offer letter.
On joining the organization the candidate has to sign the joining report:
• Fill the CV in the company format
• Fill the induction feedback form
• Fill the PF form
• Fill the investment declaration form
A perfect placement can lead to low labour turnover, higher productivity,
high morale, low rate of absenteeism & excellent work culture.
51
CHAPTER- 4
COMPANY PROFILE
52
INTRODUCTION
53
GROUP COMPANIES
SERVICES
54
clients and taking time to understand their individual needs, we have quickly
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55
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Holding Statement : You can view your demat holdings in your demat
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Sauda Details : You can view your day-to-day transaction details such as
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Moreover, a host of Global Reports and MIS reports tailored to suit your
trading needs.
56
We once again reiterate our commitment for providing state-of-the-art
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Demat Services :
COMPANY INFORMATION
Dawnay Day AV, in association with Asian CERC, provides you with a
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This page indicates top gainers in derivatives market in terms of change in current price over the
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different contracts.
57
Index Futures Index Options Stock Futures Stock Options
As on 26/09/2008 4:15PM
Current Change Previous
Company Name Expiry Date Volume
Price(Rs.) (% age) Close(Rs.)
GREAT OFFSHO 27/11/2008 550.00 4.16 528.05 5
TATA COMMUNI 29/10/2008 466.65 3.63 450.30 2635
TATA COMMUNI 27/11/2008 469.40 3.45 453.75 12
COLGATEPALMO 29/10/2008 407.60 1.81 400.35 32
BALAJITELEFI 29/10/2008 147.00 1.34 145.05 38
TULIP IT 29/10/2008 908.50 1.27 897.15 8
INDUSINDBANK 29/10/2008 57.40 1.15 56.75 388
ITC LTD 29/10/2008 191.85 1.05 189.85 4086
ITC LTD 27/11/2008 191.75 1.03 189.80 40
DABUR INDIA 29/10/2008 89.20 1.02 88.30 58
JINDAL STAIN 29/10/2008 114.55 0.93 113.50 144
MRPL 27/11/2008 54.75 0.83 54.30 44
YES BANK 27/11/2008 131.00 0.77 130.00 1
HIND LEVER 29/10/2008 252.75 0.66 251.10 3612
UTV SOFTWARE 29/10/2008 752.60 0.54 748.55 29
MINDTREE CON 29/10/2008 320.00 0.53 318.30 5
SYNDICATEBAN 29/10/2008 66.95 0.37 66.70 526
AUROBNDOPHRM 29/10/2008 288.55 0.26 287.80 74
AMTEK AUTO 25/12/2008 170.00 0.00 0.00 1
BANKOFINDIA 25/12/2008 285.00 0.00 0.00 1
58
CHAPTER NO – 5
59
♦ PROJECT ANALYSIS ♦
• -DATA ANALYSIS
• -FINDINGS & SUGGESTIONS
• -PROBLEMS & LIMITATIONS
60
DATA ANALYSIS
Data Analysis was carried out in Dawnay Day AV Pvt. Ltd. for the subject
of “Recruitment and Selection Procedure” for the candidates of trainee
in the company.
61
SECTION-I
QUESTIONS ASKED TO THE PRESENT
EMPLOYEE OF THE COMPANY
Respondents Total
62
OBSERVATION:
FINDINGS:
The procedure of interview was carried out in a very structured
Manner and if any confusion arises the panel use to come together and
Take the proper decision.
SUGGESTIONS:
The decisions taken through panel is a very good policy adopted by
The company and it should be followed through out without biasness.
63
Q2. Are you satisfied by the pay package offered?
Respondents Percentage
Yes 49 65
No 26 35
Total 75 100
OBSERVATION
64
Most of the employees are satisfied with the pay package offered at the
company 2/3rd or 66% of the employees are satisfied while the rest 34% are
not because there was few terms mentioned in the bond before joining.
company must look forward with the terms and conditions and try to change
it if possible.
FINDINGS:
More than 50% of the candidates were satisfied by the pay package,
might be the rest were expecting to be offered more.
SUGGESTIONS:
The company package is quite god enough as per the training purpose,
but as we can say some people never get satisfied so cant help it.
65
Q3. Are you willing to move UK if you get the opportunity?
Respondents Percentage
Yes 64 85
No 11 15
Total 75 100
Yes 85%
No 15%
66
OBSERVATION:
Result is that a few of 15% are not willing to leave their home land where
as 85% employees are willing to as they say thy may get a big
opportunity in their career and will be able o build a bright future.
Company should take care that the rest 15% who are nt willing to
move to us must not be forced to go and some other options must be
kept available for them to develop their great future.
FINDINGS:
Maximum no. Of candidates were wiling to move to us as they found
career opportunity in that, while rest were show unwilling for the
same.
SUGGESTIONS:
The offer given by the company of migrating to us in good in concern
to the further career opportunities of the candidates, but the one who
in not willing to go must be given some other options to enlighten
their career Opportunity.
67
Q4. Is the job analysis (job description and job specification) done before
recruitment?
Respondents Percentage
Yes 65 87
No 10 13
Total 75 100
OBSERVATION:
68
87 % of the employees says that job analysis is done which have mostly
seemed to be come through external sources of recruitment where is rest
was found to be through internal sources.
FINDINGS:
SUGGESTIONS:
69
Q5. Do you think this job opportunity will prove beneficial from future
point of view ?
RespondentsPercentageYes6485No1115Total75100
OBSERVATION:
Some of the employees might have been left out due to some reasons.
FINDINGS:
70
SUGGESTIONS:
Very few candidates did not find any opportunity in their career
through his job might be due to their different plans in futuer. company must follow the
ideas and grab it if any for the betterment of the company as well the individual.
71
Q6. Does all the candidates judged truly and fairly?
RespondentsPercentageYes6992No68Total75100
µ§
OBSERVATION:
FINDINGS:
Biased decisions were observed at few points in the company.
SUGGESTIONS:
Biasness must be fully avoided for the purpose of goodwill of the
company, for the proper decision making is necessary in the panel.
72
Q7. How did you come to know about the vacancy?
OBSERVATION:
FINDINGS:
SUGGESTIONS:
73
Q8. Is your recruitment procedure centralized or decentralized ?
RespondentsPercentageCENTRALISED75100DECENTRALISED0000Total 75100
OBSERVATION:
FINDINGS:
SUGGESTIONS:
Various centers must be made available for the purpose of interview
to avoid inconvenience of the candidates.
74
Q9. What were the weight age given to the sources by the company ?
SOURCES RespondentsPercentageINTERNAL 1580EXTERNAL6020Total 75100
OBSERVATION:
External sources were mostly preferred by the company for recruitment
procedure which was found to be one of most positive attitude of the
procedure.
FINDINGS:
External sources were mostly preferred by the company for
Recruitment procedure which was found to be one of most positive
attitude of the Procedure.
SUGGESTIONAS:
No suggestion required.
75
Q10. Are the rejected candidates informed?
RespondentsPercentageYes0000No75100Total 75100
OBSERVATION:
From the above fact it is seen that company don’t have the policy of
informing the rejected candidates as this must be avoided because it may
reduce the personal inconvenience if any among the candidates applying for
the job.
FINDINGS:
The rejected candidates were not informed about it, the reasons was
Unknown.
76
SUGGESTIONS:
The policy of informing the rejected candidates must be adopted so that the
candidates do get the feedback from the company and may proceed through other work.
77
Q11. What are the external sources of recruitment most preferred by the candidates?
78
OBSERVATION:
Here we see that campus interviews are not done by the company which is
The most sourceful technique to achieve the objective of hiring the most
Qualified and skilled candidates as per the job recruitment.
So company must adopt the technique of campus recruitment
Which can prove beneficial from company’s point of view.
FINDINGS:
SUGGESTIONS:
Company must adopt the policy of campus recruitment for the acquaintance
of quality profiles.
79
SECTION – II
OBSERVATION:
Salary hike was not given any importance for the trinee candidates.
80
FINDINGS:
SUGGESTIONS:
81
Q2. Is the salary negotiation possible?
MANAGEMENT LEVEL
YESNOMANAGEMENT TRAINEE
( LOWER
MANAGEMENT
( MIDDLE
MANAGEMENT
( SENIOR
MANAGEMENT
(
OBSERVATION:
FINDINGS:
SUGGESTIONS:
The point of salary negotiation is negligible to be taken care of as per the
point of view of the trainees.
82
Q3. Do you have compensation review policy?
MANAGEMENT
LEVEL
YESNOMANAGEMENT TRAINEE
( LOWER MANAGEMENT
( MIDDLE MANAGEMENT
( SENIOR MANAGEMENT
(
OBSERVATION:
FINDINGS:
SUGGESTIONS:
83
Q4. How often is one to one conversation done in the company?
MANAGEMENT
LEVEL
MOST OFTENSOME-TIMESNEVERMANAGEMENT TRAINEE
(( LOWER MANAGEMENT
( MIDDLE MANAGEMENT
( SENIOR MANAGEMENT
(
OBSERVATION:
FINDINGS:
SUGGESTIONS:
84
Q5. What are the components of compensation provided to trainee ?
OBSERVATION:
There are many things which are not provided b the company to the
candidates at least the facilities which are necessary to the day to day
living must be provided.
FINDINGS:
SUGGESTIONS:
Few points are avoidable but as per the trainees view the TA must be
allotted to them and incentives must be provided wherever necessary.
Q6. What are the joining formalities to filled by the selected candidate?
OBSERVATION:
The formalities to filed by the candidates were quite satisfying, but along
with that the checking process of the candidates details were lagging
behind.
Candidates work experience proof must be checked to get the idea of
his/her sincererity towards the job.
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As the candidates are offered fixed salary package no need to refer
their past salary slips.
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FINDINGS:
Company was lagging behind to judge the candidates from all point of
view.
SUGGESTIONS:
Proper care must be taken to avoid any ill effects to the company, so
proper verification process must be followed by the company.
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Q7. Which parameters are preferred in the company during the selection of the candidate
for the required job?
OBSERVATION:
FINDINGS:
Theoretical knowledge of the candidate were not given any weight age in
the process of selection.
SUGGESTIONS:
Along with the practical knowledge weight age must also be given to
theoretical knowledge as is nay help at the time at crises if any.
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CHAPTER NO – 6
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FINDINGS AND SUGGESTIONS
FINDINGS:
SECTION-I
2) A&B) Most of the candidates were willing to pay the bond money but
few did showed disappointment in the policy, may be due to some
personal problem.
3) 75% polling were against the policy of bond as they said that it
formed a barrier in the selection process.
4) More than 50% of the candidates were satisfied by the pay package,
might to be rest were expecting to be offered more.
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10) The recruitment and selection procedure was totally centralized
according to the company’s policy.
12) The rejected candidates were not informed about it, the reason was
unknown.
SECTION – II
1) The candidates were departed from the procedure of salary hike in the
period of training.
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6) Company were lagging behind to judge the candidates from all point
of view.
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SUGGESTIONS
SECTION – I
2.a&b)As most of the candidates are willing to pay the bond money,
Some options must be provided by the company for the one who are
Facing any problem to do the same.
3) Company must give a chance to those students who and skilled and
Are not able to fulfill the clause of bound due to any reasons or
provide a way of concession of installment scheme.
4) The company package is quite god enough as per the training purpose,
But as we can say some people never get satisfied so cant help it.
7) Very few candidates did not find any opportunity in their career
Through his job might be due to their different plans in future
Company must follow the ideas and grab it if any for the betterment
Of the company as well the individual.
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10) External source were mostly preferred by the company for
Recruitment procedure which was found to be one most positive
Attitude of the procedure.
12) Company must adopt the policy of campus recruitment for the
Acquaintance of quality profiles.
SECTION – II
5) Few points are avoidable but as per the trainees view the TA must be
allotted to them and incentives must be provided wherever necessary.
6) Proper are must be taken to avoid any ill effects to the company, so
proper verification process must be followed by the company.
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7) Care should be taken that the candidates are not kept devoid of their
Education process if required any. Company should take a step
Forward to provide good education facilities to the candidates.
8) Along with the practical knowledge weight age must also be given to
Theoretical knowledge as is may help at the time at crises if any.
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CONCLUSION
After the detailed study of the procedure of Recruitment & Selection & Induction
carried out at Dawnay Day AV Pvt. Ltd., it can be concluded that the procedure is indeed
NOT very effective.
A systematic procedure is followed by the company for recruitment & selection,
but still more effective steps are required to be applied to select right person for right job.
Due to this special recruitment & selection procedure employee can become more
competitive in every field & rate of labour turnover may also get minimized.
At last I would like to conclude may report by saying that all possible care should
be taken by Survik software limited to make their workforce efficient & competent to
make it face the global competition. As per my observation it can be said that Dawnay
Day AV Pvt. Ltd. policy regarding recruitment, selection & induction are efficient but lag
behind in few areas in a way which must be improved so that they can recruit the right
person with the required qualifications.
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APPENDIX
&
BIBLIOGRAPHY
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QUESTIONNAIRE
SECTION-1
( STRUCTURED ( UNSTRUCTURED
( PANEL ( HRROUND
( YES ( NO
( YES ( NO
Q4. Is the job analysis (job description and job specification) done
before recruitment?
( YES ( NO
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Q5. Do you think this job opportunity will prove beneficial from
future point of view?
( YES ( NO
( YES ( NO
( YES ( NO
( YES ( NO
Q9. What were the weight age give to the sources by the company?
( YES ( NO
( YES ( NO
( YES ( NO
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SECTION – II
Q1. What are the post recruitment policies followed by the company?
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Q.3 Do you have compensation review policy?
MANAGEMENT
LEVELYESNOMANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE
MANAGEMENT SENIOR MANAGEMENT
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MANAGEMENT LEVELMOST OFTENSOME- TIMESNEVER MANAGEMENT
TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR
MANAGEMENT
COMPONENTSRESPONSEYESNOHRALTAPFGRATUITYLOANSBONUS
CAR/PETROLACCOMODATIONCONYEYANCE ALLOWANCEMEDICAL
ALOWANCE
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Q6.What are the joining formalities to filled by the selected candidate?
COMPONENTSRESPONSEYESNOCERTIFICATESPROOF OF WORK
EXPERIENCEMEDICAL REPORT PHOTOREFRENCE LETTERPAST SALARY
SLIPRESIDENTIAL PROOFPAN. NO. BANK A/C NO.
Q7. Which parameter are preferred in the company during the selection of the candidate
for the required job?
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PARAMETERRESPONSEYESNOEXPERIENCETHEROTICAL KNOWLEDGEAGE
CRITERIA(22-25)FOCUS ON YOUNG GENERATION
BIBLIOGRAPHY
BOOKS REFERRED:
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