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SUMMER TRAINNING REPORT

ON

“STUDY OF RECRUITMENT AND


SELECTION PROCEDURE AT
GOLD PLUS PVT LTD”
In partial fulfillment of the requirement for the degree of
MASTER OF BUSINESS ADMINISTRATION (MBA)
(SESSION 2009-10)

Submitted by:
ABHIJEET SAROHA
M.B.A. IIIrd SEM
Roll No:MBA/O8/02

B . M INSTITUTE OF ENGINEERING&TECHNOLOGY

Approved by AICTE and Affiliated to


MAHARISHI DYANAND UNIVERSITY, ROHATK

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DECLARATION

I, abhijeet hereby declare that the project entitled “Study of Recruitment & Selection

Procedure in Gold plus pvt ltd bahalgarh, during my summer training for the partial

fulfillment of MBA degree from m.d University. It is the original work done by me and

the information provided in the study is authentic to the best of my Knowledge.

Signature of Student

ABHIJEET

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ACKNOWLEDGEMENT

I am greatly indebted to Mr.Rajesh, Personnel Head, for permitting me to undertake my


Summer Training in their esteemed organization. Without his scholarly guidance,
painstaking efforts and persistent encouragement it would not have been possible for me
to complete this project report.

I am extremely thankful to him, for providing me all the indispensable data


regarding the project along with his guidance and support. His constant encouragement
and appraisal has helped me a lot in completing the project.

I also acknowledge the corporation extended to me by all the respondents and the
staff members without whose help and co-operation this project would have not been a
success.

Abhijeet

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Table of Contents

Particulars Page No.

Certificate
Declaration
Acknowledgement
Index of Table
Index of Graph
Chapter -1 Executive Summary & Introduction………………………………….9-23
Chapter 2- Company Profile………………………………………………………24-36
Chapter-3 Research methodology………………………………………………...37-42
(a) Objectives Of the Study
(b) Type Of Research
(c) Justification of study
(d) Research Design
(e) Sources Of Data
(f) Sampling Unit
(g) Sample Size
(h) Type Of Sampling
(i) Method Of Data Collection
(j) Instrument Used For Data Collection
(k) Limitations of the study
Chapter 4- Finding and Data Analysis……………………………………………43-65
Chapter 5- Conclusion ……………………………………………………………..66-67
Chapter 6-Suggestion ………………………………………………………………68-71
Bibliography ……………………………………………………………..72
Annexure…………………………………………………………………73-77

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INDEX OF TABLE
SERIAL NO. TITLE PAGE

NO.
1. FORECAST OF FUTURE MANPOWER 45

PLANNING REQUIREMENT
2. TIME PERIOD FOR THE ESTIMATE 46
3. BASIS OF FORECASTING 47
4. PLANNING FOR THE RECRUITMENT POLICY 48
5. IS PRESENT RECRUITMENT POLICY 49

HELPFUL IN ACHIEVEING GOALS OF

COMPANY
6. ABILITY OF COMPANY TO DETERMINE THE 50

AREAS
7. SOURCE OF RECRUITMENT 51
8. EXTERNAL SOURCE CHOSEN BY COMPANY 52

IN RECRUITMENT
9. LATEST TECHNIQUES OF RECRUITMENT 53
10. USE OF WEBSITE BY THE COMPANY 54
11. HIRING OF SERVICE PORTAL BY THE 55

COMPANY
12. TYPE OF SERVICE PORTAL HIRED BY THE 56

COMPANY
13. EMPLOYEE OPINION IN EFFECTIVENESS OF 57

INTERNET RECRUITMENT
14. PROVISION OF RECRUITMENT OF SUMMER 58

TRAINEES
15. NO. OF TRAINEES TRAINED BY THE 59

COMPANY
16. FACILITY FOR ABSORBING THE SUMMER 60

TRAINEES
17. TECHNIQUE USED FOR SELECTING THE 61

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EMPLOYEES
18. TYPE OF TECHNIQUE USED FOR INTERVIEW 62
19. TYPE OF TEST USED IN SELECTING THE 63

EMPLOYEES
20. PROVISION FOR EVALUATION AND 64

CONTROL
21. EFFECTIVENESS OF PROCEDURE ADOPTED 65

BY THE COMPANY

INDEX OF GRAPHS
SERIAL TITLE PAGE
NO
NO.
1. FORECAST OF FUTURE MANPOWER 45
PLANNING REQUIREMENT
2. TIME PERIOD FOR THE ESTIMATE 46
3. BASIS OF FORECASTING 47
4. PLANNING FOR THE RECRITMENT POLICY 48
5. IS PRESENT RECRUITMENT POLICY 49
HELPFUL IN ACHIEVEING THE GOALS OF
COMPANY
6. ABILITY OF COMPANY TO DETERMINE THE 50
AREAS
7. SOURCES OF RECRUITMENT 51
8. EXTERNAL SOURCES CHOSEN BY THE 52
COMPANY IN RECRUITMENT
9. LATEST TECHNIQUES OF RECRUITMENT 53
10. USE OF WEBSITE BY THE COMPANY 54
11. HIRING OF SERVICE PORTAL BY THE 55

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COMPANY
12. TYPE OF SERVICE PORTAL HIRED BY THE 56
COMPANY
13. EMPLOYEE OPINION IN EFFECTIVENESS OF 57
INTERNET RECRUITMENT
14. PROVISION OF RECRUITMENT OF SUMMER 58
TRAINEES
15. NO. OF TRAINEES TRAINED BY THE 59
COMPANY
16. FACILITY FOR ABSORBING THE SUMMER 60
TRAINEES
17. TECHNIQUE USED IN SELECTING THE 61
EMPLOYEES
18. TYPE OF TECHNIQUE USED FOR INTERVIEW 62
19. TYPE OF TEST USED BY THE COMPANY IN 63
SELECTING EMPLOYEE
20. PROVISION OF EVALUATION AND 64
CONTROL
21. EFFECTIVENESS OF PROCEDURE ADOPTED 65
BY THE COMPANY

EXECUTIVE SUMMARY

The project on the topic “Study of Recruitment & Selection Procedure in Gold plus
pvt. Limited” was completed under the guidance of Mr. Rajesh, Personnel Head.

The research has been conducted with the following objectives:


 To know about the managerial satisfaction level about the Recruitment &
Selection Procedure.
 To critically analyzing the functioning of Recruitment & Selection Procedure.
 To check the procedure of recruiting the summer trainees.

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To accomplish the set objectives, a sample of 30 employees was selected
through deliberate sampling technique that were questioned through a questionnaire
and personal interaction in order to collect primary data.

The data thus collected was interpreted and analyzed to study the recruitment &
selection procedure to reach a conclusion that the employees of Gold plus pvt.
Limited are satisfactory.

CHAPTER-1

INTRODUCTION
OF
PROJECT

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INTRODUCTION

All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people.
The recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirements of the organization in terms of number, skills,
levels etc to meet present and future needs of production and technical and other changes
planned or anticipated in the next years.

OBJECTIVE OF THE STUDY:

1) To study the Recruitment & Selection Procedure

2) To check the level of satisfaction related to recruitment & selection procedure.

3) To check the procedure of recruiting summer trainees in company.

4) To check whether new techniques of recruitment used by the company or not.

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The scope of the study is confined to the employee’s working in Gold plus pvt. Limited,
bahalgarh

The benefit of the study for company is that through this study, the company can
improve and modify its Recruitment and Selection procedures.

The benefit of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment and selection procedures.

In making or human resources recruitment, all those factors, which have impact on the
relationship between volume of operation and number of employees, must be taken into
consideration.
It is only to be started here that a ‘requisition’ or ‘indent’ for recruitment has to be
submitted by the line officials. Such ‘indent’ usually specifies.

1. The jobs or operations or positions for which the person should be available;
2. Duration’s of their employment;
3. Salary to be offered and any other condition and term of employment, which the
indenting officer feels necessary.

The indents are then checked against the post allotted to the department/ branch and also
against authorization for expansion, if already granted.

Implications of the proposed appointment and additional expenditure are work out of
course these would be with in the budgetary sanction of the department concerned.

It the Indents are found correct, the proposed recruitment authorized and the initial pay,
the scale and other admissible allowances are determined.

Finally, job-specification & man-specification are determined in consultation with the


line managers.

Gold plus pvt. Limited considers selection as an event in the total process of the
acquiring and developing manager.
The company delivers that the selection process must be consistent with other events in
the total process for it to be effective.
Therefore, the company adopts a systematic & integrated selection process to select the
best possible candidates

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MANPOWER PLANNING

Meaning: -
Manpower planning means different things to different organizations. To some
company’s manpower planning means management development to others. It means
estimating manpower needs, while some other may define manpower planning as
organization planning. Although the term, “manpower planning” can be defined, ‘as the
process by which an organization ensures that it has the right number of people and the
right kind of people at the right places, at the time doing things for which they are
economically most useful.’

Manpower Planning Involves: -


Manpower planning is a continuous process. In operational terms it involves the analysis
of the current and future manpower resources terms and requirement to ensure that such
needs and resources are always kept in proper balance, both in terms of quantity.

Need for Manpower Planning:-


All said and done, it cannot be define that the quality of manpower can be responsible for
significant difference in the short and long run performance among companies. As Ralph
Besse once said, “There is nothing we can do about performance of past management or

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the qualification of today’s management but tomorrow’s management can be as good as
today’s manager care to make it.”
Herber H Mayer has emphasized the importance of human assets and their utilization as
under:
“The efficient utilization of human resources may very well be the most important
determiner of success in the business world in the coming decade. I think that the
companies that prosper in the future will be those that do the best job in fully utilizing
their human resources.”

RECRUITMENT
All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people.
The recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirements of the organization in terms of number, skills,
levels etc to meet present and future needs of production and technical and other changes
planned or anticipated in the next years.

Recruitment: -
Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization. To recruit means to enlist, replenish or reinforce. It
refers to the process of bringing together prospective employees and employer with a
view to stimulate and encourage the former to apply for a job with the latter. The primary
purpose of recruitment and selection is to achieve one desired aim i.e. picking the right
person for the right jobs.
The recruitment process begins when an employee is to be transferred or promoted to
another post, notice of resignation or dismissal is given or retirement is planned. The five
keyways to develop top quality people:

 Recruitment-getting the right people in the right job


 Developing people-through training & development.
 Monitoring-to ensures long-term development and performance.
 Developing Managers-ensuring that these key people are delivering what the
organization requires.
 Managing for performance- techniques that ensure top quality performance.

Factors Affecting Recruitment: -


In recruiting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.

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The factor affecting can be summed up under the following heads:

 Labor Market Boundaries:- The knowledge of the boundaries help


management in estimating the available supply of qualified personnel form, which
it might recruit. A labor market consists of a geographical area in which the forces
of demand and supply interact and thus affect the price of labor.

 Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.

 Economic Condition:– Economic conditions also affect recruitment.


Unemployment worker may swamp a new plan located in a depressed labor
market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of wok has quite a different recruitment problem.

 Attractiveness of the Company: –The attractiveness of the company in


terms of higher wages, clean work, better fringe benefits and rapid promotions
serves as influencing factor in recruitment.

Recruitment begins by specifying the human resource recruitment, initiating activities


and action to identify the possible sources form where they can be met, communicating
the information about the jobs, terms and conditions and prospects they offer, and
enthuse the people who meet the recruitment to respond to the invitation by applying for
jobs. Thereafter the selection process begins. The process is as follows:

a) Decide on how many people you really need:


If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit more
people.

b) Analyzing the job:


Analyzing the job is the process of assembling and studying information relating to
all aspects of a particular post. Analysis is done to find possible details about:
 Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.
 Position: The job title, its position in the hierarchy and for whom it is
responsible ought to be recorded. A sample organization chart may be useful for
this purpose.

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 Main Duties: A list of key tasks may be written out; standards that need to
be reached and maintained must also be maintained. Methods of recording,
assessing and recording the key tasks must be determined.
 The work Environment: Study the physical and social environment in
which the work is out because the work environment influences the quantity and
quality of work.

c) Drafting a job description:


After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed
to do the job.
Job description must be drafted around these heading:
 Job title
 Responsible to
 Responsible for
 Purpose of job
 Duties
 Responsibility
 Signature and date

d) Drawing of employee specification:


Employee specification is also known as job, person or personnel specification. It lists
the skills; knowledge and experiences required doing the job successfully. Studying
the description makes it. An employee specification will help in deciding where to
advertise what to include in job advertisement to attach the right person. It is based
upon:
 Physical make-up
 Attainment
 Specific aptitude
 Interest
 Disposition
 Circumstances

e) Evaluation future needs


For Evaluation future needs manpower is drafting. A manpower plan evolves
studying the make-up of present work force, assessing forthcoming changes and
calculating future workforce, which is required. Manpower planning helps in devising
long-term recruitment plans.

f) Finding sources of recruitment:


The human resource requirement can be met from internal or -external sources.

Advantages of Internal Sources:

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1. Filling vacancies for higher job by promoting employees from with in the
organization helps to motivate and improved the morale of the employees. This
induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait
for promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are
already familiar with organization and with the people working in it.

Disadvantages of Internal Sources:


1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion.
There may be infighting among those who aspires for promotion with in the
organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to
resort to external recruitment at some stage because all vacancies cannot be filled
from with in organization.

External Sources
It refers to recruitment of employees from outside the organization. External sources
provide wide choice of the required number of the employees having the desired
qualification. It also provides the people with new ideas and specialized skills required to
cope with new challenge and to ensure growth of the organization. Internal competitors
have to compete with the outsiders. However, existing employees resent the policy of
filling higher-level vacancies from outsiders. Moreover it is time consuming and
expensive to recruit peoples from outside. Recruitment from the outside may create
frustration among the existing employees that aspires for promotions. There is no
guarantee that the organizations will attract sufficient number of suitable candidates.

Advantages of External Sources:


1. The entry of fresh talent in to the organization is encouraged. New employees
bring new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill
are available from the external sources.

Disadvantages of External Sources:

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1. The enterprise can make the best selection since selection is made from among a
large number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in
industrial strikes, unrest, and lockouts.
3. The personnel’s selected from outside may suffer from the danger of adjustment
to the new work environment.

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:


a) Direct method
b) Indirect method
c) Third-party method

a) Direct Method:
These include the campus interview and keeping a live register of job seekers.
Usually under this method, information about jobs and profile of persons available for
jobs is exchanged and preliminary screening is done. The short listed candidates are
then subjected to the remainder of the selection process. Some organization maintains
live registers or record of applicants and refers to them as and when the need arises.

b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional
journals, technical journals and brochures.
When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas
all types of advertisements can be made in newspapers and magazines, only particular
types of posts should be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the
possibility of unqualified people applying. If the advertisement is clear and to the
point, candidates can assess their abilities and suitability for the position and only
those who possess the requisite qualifications will apply.

c) Third Party Method:


Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices
of schools, colleges and professional associations, recruiting firms, management
consulting firms, indoctrination seminars for college professors, friends and relatives.

Employment Agencies:
They are specializing in specific occupation like general office help, salesman,
technical workers, accountants, computer staff, engineers and executives and suitable

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persons available for a job. Because of their specialization, they can interpret the
needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:


They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance
in getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:


They maintain a complete information records about employed executives and
recommend persons of high caliber for managerial, marketing and production
engineers’ posts. These agencies are looked upon as ‘head hunters’, ‘raiders’, and
‘pirates’.

Trade Unions:
The employers to supply whatever additional employees may be needed often call on
Trade Unions. Unions may be asked for recommendations largely as a matter of
courtesy and an evidence of goodwill and cooperation.

Professional Societies:
They may provide leads and clues in providing promising candidates for engineering,
technical and management positions. Some of these maintain mail order placement
services.

SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable
person for the job vacancies to be filled. Under it qualifications, training, experience, and
background of applicant are evaluated in the light of job requirement. It divides the
candidates into two categories namely,
a) Those who are employed
b) Those who are to be rejected.

A formal definition of selection is as following:


“It is the process of differentiating between applicants in order to identify (and hire) those
with a greater likelihood of success in a job.”

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Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process
BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness, validity,
reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated


against on the basis of religion, region, race or gender. But the low numbers of women
and other less-privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity have not been
very effective.

Reliability: A reliable method is one that will produce consistent results when repeated
in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,


friends and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.

SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant information about an
applicant. This information is secured in a number of steps and stages. The objective of
selection process is to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps
or stages by which additional information is secured about the applicant. At each stage,
facts may come to light, which lead to the rejection of the applicant. A procedure may be
considered to a series of successive hurdles or barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an unqualified
applicant at any point in this process. That technique is known as the successive hurdle
technique. Not all selection process includes all these hurdles. The complexity of process
usually increases with the level and responsibility of the position to be fulfilled.

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A well-organized selection procedure should be designed to select sustainable
candidates for various jobs. Each step in the selection process should help in getting more
and more information about the candidate. There is no idle selection procedure
appropriate for all cases.

Steps in the selection process:


 Preliminary Screening
 Application Blank
 Employment Tests
 Selection Interview
 Medical or Physical Examination
 Checking Reference
 Final Approval
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable
candidate. The job seekers are received at the reception counter of the company. The
receptionists or other official interviews the candidates to determine whether he is
worthwhile or the candidate to fill up the application blank. Candidates processing the
minimum qualification and having some chances of being selected are given the
prescribed application form known as application blank.

Application Blank:
The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank. The
application blank provides a written record about the candidate. The application form
should be designed to obtain all relevant information about the candidates. All
applications received from the candidates are carefully scrutinized. After the scrutiny
more suitable candidates among the applicants are short-listed for written tests and others
are rejected.

Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
 Intelligence tests
 Aptitude Test
 Interest Test
 Personality Test
 Dexterity Test

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Selection Interview:

It involves a face-to-face conversation between the employer and the candidate; the
selector asks a job related and general questions. The way in which a candidate responds
to the question is evaluated. The objectives of the interview are as following:
 To find out the candidate’s overall suitability for the job.

 To cross-check the information obtained through application blank and tests, and
 To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers
from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job. Thirdly, the interviewer may not
be an expert and may fill to extract all relevant information from the candidate. Fourthly,
the personal judgment or bias of the interviewer may make the result of the interviews
inaccurate.
Interview should be properly conducted in a proper physical environment. The interview
room should be free from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at ease. The interviewer should pay full attention to
what the candidates have to say.

Medical or Physical Examination:


Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a
medical check-up of such candidates. A proper medical examination will also ensure that
the candidates selected do not suffer from any serious desirous which may create
problems in future.

Checking Reference:
Generally, every candidate if required to state in the application form, the name and
address of at least two responsible persons who know him. The reference may not give
their Frank opinion unless promises made that in all information will be kept strictly
confidential. Moreover the information given by them may be biased in the form of
candidate.

Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are
asked to join duty by the specified date. No selection procedure is foolproof and the best

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way judge a person is by observing him working on the job. Candidate who gives
satisfactory during the probationary period are made permanent

Figure-2.2

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SUCCESSIVE HURDLES IN THE SELECTION PROCESS

CHAPTER-2

COMPANY’S PROFILE

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Chapter – 2

COMPANY PROFILE

Gold Plus a one stop solution to customer on all types of


glasses was founded in 1985 with the aim of providing the best
services & high quality glass products for the local andregional
market. The constant focus on developing new International
quality products has made it possible for Gold Plus to help
architects & designer to push for further creativity in their
design. While the use of glass represents that of prestige, its
use has brought about many drawbacks & problems, such as
high consumption of energy, safety, concerns caused by weak
structures & deterioration in the quality of indoor hygiene. In
recent years Gold Plus have produced new generations of
glass, which are environmentally friendly, safe, strong, smart
and aesthetically pleasing. Some of these Gold Plus products
have been successfully applied to many prestigious projects.
We at gold plus aim to provide high quality glass for the
country. We believe that quality is not a distinction but a
continuous process. The quality of our products has thereby
improved manifolds since the last 15 years but the way of
utilizing our current resources optimally as well as by
importing machinery, which enhances the quality of our
product.

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Gold Plus aims at complete client satisfaction along with
the best results in terms of delivery paired with packaging.
Foundation Stone Laying Ceremony of Gold Plus
Industrial Estate and The First Float Glass Production
Line of Gold Plus Glass Industry Limited - A REPORT
The production of the first float glass line of Gold Plus Glass
Industry Limited in Roorkee is slated to begin by June 2007.
The estimated cost of this project is approximately Rs.400
Crores in the first phase. The capacity of this float glass
production line would be 460tonnes per day. This float glass
production line will produce clear and green tinted glass from
2 to 19mm thickness, which will be of world class quality and
till now had to be imported in India. More than 85% of the
machineries for this plant are from Europe and America and
Yaohua Glass Group - the well known company of China for
float glass is the technical collaborator with Gold Plus Group
for this project.
This expansion plan of Gold Plus Group was announced by
none other than the Chairman and Managing Director of the
Group, Mr. Subhash Tyagi on Saturday, 4th November, 2006 in
the foundation stone laying function ceremony of Gold Plus
Industrial Estate and the First Float Glass Production Line of
Gold Plus Glass Industry Limited. The Hon’ble Chief Minister
of Uttaranchal Mr. Narayan Dutt Tiwari was the Chief Guest
who unveiled the foundation stone in the ceremony held at the
site. The function was presided over by Mr. Subhash Tyagi, the
CMD of Gold Plus Group.
The Chief Minister arrived at the venue at Thitola (Roorkee) in
a helicopter and was received by Mr. Subhash Tyagi, Mr.
Suresh Tyagi by presenting bouquets of flowers. Ms. Christina

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was also introduced to the Chief Minister. From the helipad,
the Chief Minister followed by Mr. Tyagi and others
proceeded towards the foundation stone. Here the Chief
Minister was welcomed with a traditional Aarti and Tikka, he
then pulled the curtain and unveiled the foundation stone.
The Chief Minister was welcomed with a loud applause by
more than three thousand people present at the main venue.
The Chief Minister spent a few minutes in greeting the crowd
and bestowing his blessings on the children present in the
crowd.
This activity was followed by the Chief Minister and the other
guests convening on the stage where they lighted a lamp to
commemorate the occasion.
Speaking on the occasion, the CMD of the Group welcomed
Mr. N.D. Tiwari, his foreign partners and other esteemed
guests. He also said that this float glass production line is a
very big dream for him which is now being realized with the
hard work and continuous efforts of himself and all the
employees associated with the group. He also mentioned that,
the path to reach this pinnacle was not easy and he faced many
hurdles on the way. He remembered the time when he had
come to the nation’s capital with only Rs.5 in his pocket and
taken up a meager job and how from the starting of Rs.5 he is
now the owner of a prestigious group with a turnover of over
one hundred and twenty five crores. He also appreciated the
efforts of the Government of Uttaranchal, especially the Chief
Minister Mr. N. D. Tiwari, Mr. R. K. Sudhanshu – DM
Haridwar, Mr. Abhinav Kumar – SSP Haridwar, who had gone
out of the way to help the Gold Plus Glass Industry to establish
in Roorkee. Mr. Tyagi also announced that an old age home, a

2
school and a hospital would be established in Gold Plus
Industrial Estate to facilitate not only the employees of Gold
Plus Group but also of the neighboring villages
The Hon’ble Chief Minister, Shri N.D. Tiwari also addressed
the gathering by saying that industries and agriculture are the
backbones of the Indian economy and they should be
encouraged. Nowadays, more and more multinationals are
establishing their units in India and the day is not far when all
international standard goods shall be manufactured in India. He
also congratulated the Yaohua Group of China for their
collaboration with Gold Plus Group and mentioned that China
has progressed by changing the work culture and it is very
important that the work culture in India also changes for
development of the Industries.
Mr. Wang Changwen, GM, Yaohua Group also spoke about
his company Yaohua Group in China and mentioned that he is
very honoured and happy to be the collaborator of Gold Plus
Group. He also mentioned that this up coming factory would
be one of the best float glass production lines of India
Mr. Subhash Tyagi, CMD Gold Plus Group presented a momento to the Chief Minister to
commemorate the occasion. Mr. Wang Changwen also presented a momento to the Chief
Minister. Mr. Suresh Tyagi, Director Gold Plus Group presented momentos to the DM –
Haridwar and the SSP.

The latest edition of the in-house newsletter of Gold Plus Group “Gold Plus News” was
also presented to the public by Hon’ble Chief Minister Mr. Narayan Dutt Tiwari on this
occasion.

Afterwards, Mr. Suresh Tyagi thanked the Chief Minister and all esteemed guests for
their presense. He also thanked the work force of Gold Plus Group for their contribution
in organizing the function.

After the function, the Chief Minister took a round of the under construction site along
with the CMD and Director.

2
2
nfrastructure »»»
Gold Plus primary intent is to achieve customers' delight, apart from the commitment to do so,
the best quality plant & machinery is of primary importance.
Gold Plus founded in the year 1985 by Mr.Subhash Tyagi has been in fore front of

glastrading,processing & turnkey project s since its inception. The thought of a day turned into
a vision and then into a reality in a span of 15 years as Gold Plus turned into a major processor
of high quality glass inIndia.

•5000sq.mtrs
area for
Automotive
Toughened
bend glass &
insulating
glass
processing at
Sonepat,
Haryana.

•10,000 sq.
mtrs area for
Horizontal
Tempering &
Heat
Strengthening
at Sonepat,
Haryana.

•1000 sq.mtrs
areas for ware
housing at
Swaroop
Nagar Delhi.

•Marketing
Office - Gold
plus House,
G192,
Prashant
Vihar, Delhi.
110085.

•Branch office
- Mumbai,
Noida.

•Dealers
Network -
More than
450 dealers
for
Automotive & 2
Architectural
glasses
1985Trading in various glasses.
1996 Commissioning
of first,
vertical
automotive
toughening
plant.
1997 Commissioning
of second and
third vertical
automotive
toughening
plant.
1997 Installation of
insulating
glass-
manufacturing
line from Peter
Lisec, Austria.
1999 Commissioning
of fourth,
vertical
automotive
toughening
plant.
1999 Joint venture
with Al Shafar
Group, Dubai.

2
Product range »»»

• Automotive Toughened Glasses.

• Insulating Glasses.

• Horizontal Tempered Glasses for various applications.

• Architectural Resin Lamination.


• PVB Lamination.

Product Trading »»»


• All types of Clear, Tinted and Reflective
Glasses.

• Imported Laminated Windscreen Glass.

• Imported Frameless Fittings.

3
3
3
CHAPTER-3

RESEARCH METHODOLOGY

3
Chapter –3

RESEARCH METHODOLOGY

THE RESEARCH:
Research is a “careful investigation or inquiry specially through search for new
facts in any branch of knowledge.”
The present report is a scientific and systematic search for pertinent information
on the topic: “Study of Recruitment and Selection procedure” among the employees of
Gold plus pvt. Limited.
The project is a systematic presentation consisting of the enunciated problem,
formulated hypothesis, collected facts or data, analyzed facts and proposed conclusions
in form of recommendations.

KIND OF RESEARCH:
The research done is:
i) Descriptive: as it involves fact-finding enquiries through questionnaire and personal
interaction,
JUSTIFICATION OF STUDY:
Topic of my project is selection and recuirtment as I choose this topic because in the
organization it was practically implemented at the time of my project. I feel I m so lucky
that I got such a topic which is practically implemented at in the companies, it is a hard
fact that one can learn more in practical than reading the old theory concepts, my study
was within the organization premises to study the employees selection and recuirtment

3
process in the organization. In the company GOLD PLUS insecticides Ltd. they used to
follow a specific process of selection and recuirtment.

CHARACTERISTICS OF RESEARCH METHODOLOGY:


 Research is directed towards a solution of problem. It may attempt to answer

a question or to determine the relation between two or more variables.

 Research involves gathering new data from primary or first hand source or

using existing data for new purpose.

OBJECTIVE OF THE PROJECT:

Every industry today is trying to strengthen the employee-employer relationship that


leads to higher motivation to workers and overall increase in the production and
productivity of the company.

By going through this project one can easily know about the following points given
below: -

The basic objective of the project undertaken will be as follows: -

 To know the managerial satisfaction level about Recruitment and Selection


procedure.

 To critically analyze the functioning of the recruitment and Selection procedure.

 To know the actual policies of Personal department of the company

 To know the procedure of recruiting summer trainees in the company.

 To know whether the company is adopting new methods of recruitment or not.

3
HYPOTHESIS

This survey is conducted under the presumption of the functioning of the


Recruitment and Selection Procedure in GOLD PLUS Insecticide Limited, Delhi.

In testing the above hypothesis the following aspects will be considered: -

 Manpower Planning
 Sources of Recruitment
 Latest Techniques of Recruitment
 Recruitment of Summer/In-plant Trainees
 Selection Policy
 Feedback of Recruitment and Selection Procedure

The Size of Representative Sample:

My survey is conducted with 100% sample size i.e.

30 employees to make the data analysis representative.


The method used to select the sample is deliberate sampling method or non probability
method.

Methods of Data Collection:

The data for the survey will be conducted from both Primary as well as Secondary
sources.

Primary Data: -

Using personal interview technique the survey the data will collect by using
questionnaire.

The primary data collection for his purpose is supposed to be done by judgment
sampling conversation sampling.

Questionnaire has been formatted with both open and close structure questions.

3
Secondary Data: -

 By going through various records.

 By going through website of the company.

 Questionnaires

Instruments Used:
 Observation

 Personal Interview

The Problems and Limitations of the Study:-

Even though every effort has been done to minimize the variations and present a
factual picture with the help of statistical method,

But no study is free from limitations, which are caused by constraints of time, money,
knowledge base and similar factors. An attempt was made to broad base the study as far
as possible, however it is but natural that this study also suffers from some limitations,
which are mentioned below:

1. The conservative attitude of some of the employees was a limiting factor in gaining
information. The respondent may be reluctant to express strong negative feelings or
he might have given the socially acceptable answer, which acted as a limitation.

3
2. Transient factors like fatigue, boredom and anxiety etc. may limit the ability of the
respondent to respond accurately and fully.

3. It is difficult to know whether willing respondents are truly representative.

4. Although the staff of Gold plus pvt. Limited was very efficient and highly
cooperative and they devoted enough of their valuable time on me but because of
time constraint I was not able to devote as much time with their employees.

5. Some of the information was kept confidential and was not disclosed to any person
whosoever.

Inspite of these difficulties I still put my best efforts and try to do the full justice to the
subject matter and in completion of the report.

3
CHAPTER-4

DATA ANALYSIS AND


INTERPRETATION

3
CHAPTER -4

DATA ANALYSIS

Analysis of the data collection through questionnaire

A questionnaire was prepared for the purpose of getting feedback from the employees and
manager regarding “Recruitment & Selection Procedure” of their company. 30 employees are
selected from different department and were distributed the questionnaire from the purpose of
the study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.

The percentage of the people opinion were analyzed and expressed in the form of charts
and have been placed in the next few pages.

4
Manpower Planning
1. Does your company make forecast of future manpower planning
requirement?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 30 100%

2. No 0 0%

Manpower Forcasting

0%

Yes
No

100%

INTERPRETATION: -

100% people said that the company makes forecast of future manpower forecasting.
Thus company properly makes the forecast of future manpower planning.

2. if yes, then please specify the time period(s) for which the estimates
are made?

4
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT

1. 0-2years 9 30%

2. 2-3years 6 20%

3. 3-4years 9 30%

4. 4&above years 6 20%

Time Period for Estimate

20% 0-2years
30%
2-3years
3-4years
30% 4&above years
20%

INTERPRETATION: -

20% people said that the company specify 0-2 year for making estimation of forecasting.

30% people said that the company specifies 2-3 years for making estimation.

30% people said that the company specifies 3-4 years for making the estimation of
forecasting.

20% people said that the company specifies 4 & above time period for making
forecasting.

Thus estimates are made for mainly 2-3 yrs or 3-4 yrs

4
3. What do you suggest should be the basis of forecasting?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Total cost of the 6 20%


project

2. Past experience 12 40%

3. Different phases of the 9 30%


project
All of the above
4. 3 10%

Basic Forcasting

Total cost of the


project
10% 20%
Past experience

30% Different phases of


the project
40%
All of the above

INTERPRETATION: -

20% people said that their company forecast on the bases of Total cost of the project.

40% people said that the company forecast on the bases of past experiences

30% people said that the company forecast on the bases of the Different phases of the
project.

10% people said that the company forecast on the bases on of the above.
Thus past experience is the main basic for forecasting.

4
Recruitment Policy

4. Does your organization plan the recruitment policy?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 30 100%

2. No 0 0%

Written Recriutment Policy

0%

Yes
No

100%

INTERPRETATION: -

100% people said that the plan the requirement policy.

4
5. Do you think the present recruitment policy is helpful in achieving
the goals of the company?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 15 50%

2. No 6 20%

3. To some extent 9 30%

Recruitment Policy

30%
Yes
No
50%
To some extent
20%

INTERPRETATION: -

50% people said that the company’s recruitment policy is helpful in achieving the goals.

20% people said that the company’s recruitment policy is not helpful in achieving the
goals.

30% people said that the company’s recruitment policy is helpful to some extent in
achieving the goals.

Thus company ‘s recruitment policy is helpful in achieveing the goals of the


company.

4
6. Does the company’s recruitment policy enable to identify the
following areas?
S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT

1. Recruitment needs of the 6 20%


organization

2. Preferred sources of 9 30%


recruitment

3. Appropriate criteria for 9 30%


selection

4. Identification of the cost 6 20%


of recruitment

Recruitment Policy

Recruitment needs of
20% 20% the organization
Preferred sources of
recruitment
Appropriate criteria for
selection
30% 30%
Identification of the cost
of recruitment

INTERPRETATION: -

20% people said that the company’s recruitment policy enables to identify the
recruitment needs of the company.

30% people said that the company’s recruitment policy enables to identify the preferred
sources of recruitment.

30% people said that the company’s recruitment policy enables to identify the appropriate
criteria for selection.

20% people said that the company’s recruitment policy enables to identify the
identification of cost of recruitment.
Thus it can be concluded from this graph that company ‘s recruitment policy is able
to identify the areas of recruitment needs.

4
Sources of Recruitment

7. Through which source your organizations recruit the employees?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Internally 6 20%

2. Externally 18 60%

3. Both 6 20%

Sources of Recruitment

20% 20%
Internally
Externally
Both

60%

INTERPRETATION: -

20% people said that the company recruits the employee from the internal sources.

60% people said that the company recruits the employee from the external sources.

20% people said that the company recruits the employee from the both sources.

Thus most of the employees say that company recruits the employees from the
external sources.

4
8. Which of the following external sources you choose for the
recruitment of the employees?

S.NO. OPINION NO. OF PER


RESPONDENT

1. Employee Exchange 6 20%


Consultant

2. Private Employee Agencies 6 20%

3. Advertisement 3 10%

4. Internet 12 40%

5. Any other 3 10%

External Sources
Employee Exchange
Consultant
10% 20% Private Employee
Agencies
Advertisement

40% 20% Internet


10%
Any other

INTERPRETATION: -

20% people said that the company uses the employee exchange consultants.

20% people said that the company uses private employment agencies.

10% people said that the company uses the advertisement method.

40% people said that the company uses the Internet method.

4
10% people said that the company uses the any other way.

Latest Techniques of Recruitment


9. Does your organization recruit employees through latest method of
recruitment through Internet?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 30 100%

2. No 0 0%

Latest Reqruitment Policy

0%

Yes
No

100%

INTERPRETATION: -

100% people said that the company uses the latest method of recruitment.

4
10. If yes then the company use own web site or this purpose.

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 27 90%

2. No 3 10%

Use Own Web Site

10%

Yes
No

90%

INTERPRETATION: -

90% people said that the company uses his own web site for recruitment.

10% people said that the company not uses his own web site.

Thus most of employees agree that company uses its website for recruitment.

5
11. Does your company hire the service portal?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 18 60%

2. No 12 40%

Hire some Other Portal

40%
Yes
No
60%

INTERPRETATION: -

60% people said that the company hire service portal.


40% people said the company not hires the service portal.

Thus most of the employees agree that company hires the service portal.

5
12. If yes, which service portal your organization has hired?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Naukri.com 12 40%

2. Timesjob.com 6 20%

3. Jobesahead.com 6 20%

4. Any other 6 20%

service Portal

20% naukri.com
40%
timesjob.com

20% jobesahead.com

20% Any other

INTERPRETATION: -

40% people said that the company hires the naukari.com.

20% people said that the company uses the timesjob.com.

20% people said that the company uses the jobesahead.com.

20% people said that the company uses any other web site.

Thus company hires the service portal the naukri.com.

5
13. Is Internet recruitment is effective in your opinion?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 24 80%

2. No 6 20%

Internel Recruitment

20%

Yes
No

80%

INTERPRETATION: -

80% people said that the Internet recruitment is effective sources of recruiting the
employee.

20% people are not in favor of recruiting the employee through Internet.

Thus most of the employees are in opinion that internet recruitment is effective

5
Recruitment of Summer/In Plant Trainees

14. Is there any provision for recruitment of summer/in plant trainees?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 0 0%

2. No 100 100%

Recruitment Of Summer Trainees

0%

Yes
No

100%

INTERPRETATION: -

100% people said that there is no provision to recruiting summer/in-plant trainees.

Thus there is no provision of absorbing the summer trainees in the company.

5
15. How much number of employees you train in a year?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. 5-10 Emp. 0 0%

2. 10-15 Emp. 6 20%

3. 15& above Emp. 24 80%

No. of Employees Trainned in a year

0% 20%
5-10 Emp.
10-15 Emp.
15& above Emp.
80%

INTERPRETATION: -

80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a year.
From this data we conclude company trains 10-15 employes in a year.

5
16. Is there any facility for absorbing the trainees in your organization?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 100 100%

2. No 0 0%

Facility for Obsorvation for Trainees

0%

Yes
No

100%

INTERPRETATION: -

100% people said that the company has the facility for absorbing the trainees.

Selection Policy

5
17. Which type of technique is used for selection employees?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Interview 9 30%

2. Reference 3 10%
Test
3. 12 40%

4. All of the 6 20%


above

Technique for Selection

20% 30% Interview


Reference
Test
40% 10% All of the above

INTERPRETATION: -

30% people said that the company the company uses the interview method for selection.

10% people said that the company the company uses the references method for selection.

40% people said that the company the company uses the test method for selection.

20% people said that the company the company uses the all of the above method for
selection.

5
18. Which type of technique is used for interview?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Structured 18 60%

2. Unstructured 3 10%

3. Both 9 30%

Fechnique for Selection

30%
Structured
Unstructured
60% Both
10%

INTERPRETATION: -

60% people said that the company uses the structure technique for selection.

10% people said that the company uses the unstructured technique for selection.

30% people said that the company uses both the technique for selection.

Most of the employees say that company mainly uses structure technique for
selecting the employees.

5
19. Which type of tests is used in the selection of an employee?

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Intelligence Test 6 20%

2. Aptitude Test 6 20%

3. Personality Test 6 20%

4. All of the above 12 40%

INTERPRETATION: -

20% people said that the company uses the intelligence test for selection.
20% people said that the company uses the Aptitude Test for selection.
20% people said that the company uses the Personality Test for selection.
20% people said that the company uses the all of the above tests for selection.

From this data we conclude that company uses all the test equally for selecting the
employees.

5
Feedback of Recruitment and Selection Procedure

S.NO. OPINION NO. OF PERCENTAGE


RESPONDENT

1. Yes 24 80%

2. No 6 20%
.

Evalvation and Control of Recruitment


& Selection Process

20%

Yes
No

80%

INTERPRETATION: -

80% people said that the company has the provision for evaluation and control of
recruitment and selection.

20% people said that the company does not have the provision for evaluation and control
of recruitment and selection.

From this we conclude there is provision for evaluation and control of recruitment
and selection procedure.

6
21. Does the procedure adopted for recruitment and selection of employees
enables to give right person at the right job?

S.NO. OPINION NO. OF PERCENTAG


RESPONDENT E

1. Yes 21 70%

2. No 3 10%

3. To some extent 6 20%

Placement of Right Men to the Right


Job

20%
Yes
No
10%
To some extent
70%

INTERPRETATION: -

70% people said that the procedure adopted for recruitment and selection of employees
enable to place the right person for at the right job.

10% people said that the procedure adopted for recruitment and selection of employees
does not enable to place the right person for at the right job.

20% people said that the procedure adopted for recruitment and selection of employees
enable to some extent to place the right person for at the right job.

From this we conclude that most of the employees are satisfied with the procedure
adopted for recruitment and selection in the company.

6
Chapter – 5

Summary/conclusion

6
CONCLUSION

Based on the analysis through the questionnaire responses the following is the conclusion
of the study.

The organization follows the rules and regulation involved in their Recruitment and
Selection Procedure of the organization. However, there is some scope for improvement
with regard to following:

1. The managers are fully satisfied with the existing Recruitment and Selection
procedure.

2. The recruitment and Selection procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be made in order to


search for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.

5. In Gold plus pvt. Limited, Bahalgarh a proper Recruitment and Selection procedure is
followed.

6
Chapter – 6

Suggestion/Recommendations

6
RECOMMENDATIONS FOR THE
IMPROVEMENTOF THE
RECRUITMENT AND SELECTION PROCEDURE

Based on the survey analysis and suggestion from the respondents, the following are the
proposed recommendation to improve the existing system and practices of recruitment
and selection procedures:

Recruitment Policy

Apart from the director of the company, the operational head should have the
authority for sanctioning the vacancy of a right to recruit the candidates as per the
decisions.

Recruitment of summer/in-plant trainees

There should be a provision for the recruitment of summer/in-plant trainees in the


organization.

Internet Recruitment

Advertisement of jobs on Internet should be an accessible to maximum job


seekers. Service portal like monster.com, jobsahead.com, naukri.com etc should
be used.

Sources of recruitment

Company must recruit the individuals through valuable sources of recruitment.

Selection Policy

Test developed by the company for the purpose of selection of the candidates
should not be of complex nature.

There must be proper communication between the interviewer and interviewee at


the time of interview.

6
SUGGESTIONS FOR THE IMPROVEMENT OF THE
SYSTEM AND PRACTICES OF RECRUITMENT AND
SELECTION PROCEDER

Suggestion received from the respondents of the questionnaires:

The following are the suggestions received from the respondents of the questionnaire.
These suggestions are based on their awareness regarding the Recruitment and Selection
procedure.

Selection Process

During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates.

These candidates should be kept on the job for some time period; if suitable they
should be recruited. During the selection process, the candidates should be made
relaxed and at ease.

Summer/In plant Management Trainees

In the organization where summer/in-plant/management training facility prevailing


then such kind of practices must be adopted so that the student can learn and again
from their practical views.

Steps of Recruitment and Selection

Company should follow all the steps of recruitment and selection for the selection of
the candidates. Selection process should be less time consuming.

Interview

The interview should not be boring, monotonous. It should be made interesting.


There must be proper communication between the Interviewer and the Interviewee
any the time of interview.

Evaluation and Control

Evaluation and control of recruitment and selection should be done fair judgment.

6
Fair Selection

The attainment of goals and objective of any organization depend on the type and
quality of its manpower. To have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and impartial.

Group Discussion for better assessment

This is indeed an important suggestion and authorities concerned should


immediately look into it and try to implement it.

Internet Recruitment

Internet recruitment must be promoted so that if in some area the information about
recruiting the new employees or filling of new vacancies may be known to them.
And with this the organization would also recruit the right job, which would result
in lower labor turnover.

6
BIBLIOGRAPHY

1. Books:

 Personal Management by C.B Memoria.

 Principals and Practices of Management by L.M Prasad.

WEBSITE

 Gold plus group.com

 www.goggle.com

6
Annexure

QUESTIONAIRE

SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR


RECRUITMENT AND SELECTION
DEAR Respondent,

We are conducting a survey on the managerial satisfaction level for the


RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be
very valuable in conducting the survey. Please answer the following questions with a ()
in the appropriate boxes:
MANPOWER PLANNING:

1. Does your company make forecast of future manpower planning


requirement?
(a). Yes (b). No

2. If yes, then please specify the time period(s) for which the estimates
are made?
(a). 0-2 years (b). 2-3 years
(c). 3-4 years (d). 4&above years.

3. What do you suggest should be the basis of forecasting?


(a). Total cost of project
(b). Past experience
(c). Different phases of project
(d). All of the above
RECRUITMENT POLICY:

6
4. Does your organization plan the recruitment policy?

(a). Yes (b). No

5. Do you think the present recruitment policy is helpful in achieving


the goals of the company?
(a). Yes (b). No (c). To some extent

6. Does the company’s recruitment policy enable to identify the


following areas?
(a). Recruitment needs of the organization
(b). Preferred sources of recruitment
(c). Appropriate criteria for selection
(d). Identification of the cost of recruitment

SOURCES OF RECRUITMENT:
7. Through which source your organizations recruit the employees?
(a). Internally (b). Externally (c). Both

8. Which of the following external sources you choose for the


recruitment of the employees?
(a). Employee Exchanges Consultants
(b). Private Employee Agencies
(c). Campus Requirements
(d). Advertisements
(f). Any other…………………….

LATEST TECHNIQUES OF RECRUITMENT

7
9. Do your organization recruit employees through latest method of
recruitment through Internet: -
(a). Yes (b). No

10. If yes then the company use own web site or this purpose.
(a). Yes (b). No

11. Does your company hire the service portal?


(a). Yes (b). No

12. If yes, which service portal your organization has hired?


(a). naukri.com
(b). jobseek.com
(c). jobs ahead.com
(d). Any other ………………

13. Is Internet recruitment is effective in your opinion?

(a). Yes (b). No

RECRUITMNT OF SUMMER/IN PLANT TRAINEES


14. Is there any provision for recruitment of summer/in plant
trainees?
(a). Yes (b). No (c). To some extent

15. How much number of employees you train in a year?


(a). 5-10 (b). 10-15 (c). 15& above

7
16. Is there any facility for absorbing the trainees in your
organization?
(a). Yes (b). No

SELECTION POLICY
17. Which type of technique is used for selecting the Employees?
(a). Interview
(b). Reference
(c). Test
18. Which type of technique is used for interview?
(a). Structured (b). Unstructured (c). Both

19. Which type of tests are used in selection of an employee?


(a). Intelligence Test
(b). Aptitude Test
(c). Interest Test
(d). Personality Test
(e). Proficiency Test
(f). All of the above

FEEDBACK OF RECRUITMENT AND SELECTION


PROCEDURE:

20. Is there any provision for evaluation and control of recruitment


and selection process?
(a). Yes (b). No

21. Does the procedure adopted for recruitment and selection of


employees enables to give right person at the right job?

7
(a). Yes (b). No (c). To some extent

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