A

PROJECT REPORT ON RECRUITMENT AND SELECTION AT SHITLA ROAD EQUIPMENTS (MEHSANA)

SUBMITTED TO:
MERCHANT COLLEGE OF MANAGEMENT STUDIES AND RESEARCH(BBA),VISNAGAR

AFFILIATED WITH:HEMCHANDRACHARYA NORTH GUJARAT UNIVERSITY, PATAN.

GUIDED BY: MR. ROHAN PATEL

PREPARED BY:MEHUL RATHOD T.Y.B.B.A ROLL NO: EXAM NO:

ACADEMIC YEAR 2012-13

PREFACE
The practical training is a part of studies for the students of management. The practical training at TY BBA level helps us to know the working problems of industries before we enter into any organization as an employee or executive. This will help the students to come out & exhibit by theoretical training.

The industrial training is presented based on my experience shared during my 28 days training including all discussions with the officers and operating force of SHITLA ROAD EQUIPMENT. (North Gujarat). During we are required to observe all the aspects of the company & then prepare a report.

My belief, ideas & understanding have prepared the all major aspect of the unit of SHITLA ROAD EQUIPMENT.

ACKNOWLEDGEMENT
I first of all want to thank to the College for giving us such an opportunity for expanding our knowledge. I would like to express my sincere thank to SHITLA ROAD EQUIPMENT. De, diyasan,mehsana for providing me an opportunity to training their organization and other have contributed in their own special way for helping to the success of this effort. I would like to express my thanks to the management of SHITLA ROAD EQUIPMENT for giving me the opportunity of make a study of practical training in their organization.

At first I wish to express my sincere gratitude to the promoter of the company is SHANTIAL N. PATEL & PRABHUDAS P. PATEL .who has given me such a good opportunity to do the training in their industry. I was really good experience. I am also thankful to MR. PRADIP BAROT for grating me permission. I also thankful to all staff for their co-operative behavior.

I would like to convey my sincere thanks & express my gratitude to our respected principal MR.CHINTAN PATNI for giving me the opportunity to learn the practical business environment for a period of 28 days.

I also would like to thank to our SIR . Mr ROHAN PATEL for helping me and also giving guidance in preparing the project report. My sincere thanks to all those who have helped me directly or indirectly in the preparation the report

CONTENT
SR.NO. PARTICULAR PAGE NO. Preface Acknowledgement Executive summary
1 2 3 4 5 6 7 8 9 10 GENERAL INFORMATION HISTORY & DEVELOPMENT BOARD OF DIRECTOR ORGANIZATION STRUCTURE LAYOUT CHART LOCATION CHART SIZE OF THE UNIT MISSION OF COMPANY QUALITY POLICY RECRUITMENT INTRODUCTION WORKER CHART ABOUT THE EMPLOYEES FACTOR AFFECTING RECRUITMENT STEP IN RECRUITMENT PROCESS ADVANTAGES OF RECRUITMENT DIS ADVANTAGES OF RECRUITMENT

I II III

 RECRUITMENT POLICY SOURCE OF RECRUITMENT INTERNAL SOURCE EXTERNAL SOURCE ADVANTAGES OF EXTERNAL SOURCE DIS ADVANTAGES OF EXTERNAL SOURCE SOURCE CAN BE CHOOSEN FOLLOWING

CRITEAREA METHOD OF RECRUITMENT 11 SELECTION INTRODUCTION SELECTION PROCEDURE THE SELECTION PROCESS 12 13 14 15 16 17 18 WAGES & SALARY EMPLOYEE FACILITIES TIME KEEPING SYSTEM RESEARCH & DEVELOPMENT RECOMMADATION CONCLUSIN BIBLIOGRAPHY

[1.1] HISTORY & DEVELOPMENT OF UNIT:

Incepted in the year 1999, we Shitla Road Equipment are counted as one of the recognized names engaged in manufacturing, supplying and exporting of a precision engineered range of roadconstructionequipments.

Our range includes asphalt drum mix plant, asphalt mobile drum mix plant, wet mix macadam plants, (capacity up to 200 tph), paver finisher (Mech.), asphalt cum wet mix paver finisher with telescopic screed, bitumen pressure distributor, Bitumen Sprayer, chips spreader, mechanical and

Hydraulic broomer, Bitumen (Asphalt) storage tank and pollutionunit

Our road construction equipment has gained a wide acclamation for its quality standards, high performance,sturdiness and longer functional life.

Under the expert guidance of our mentor Mr. Arvind Suthar, we have been able to carve a niche in the industrial market. His rich acumen, meticulous approach and vast experience in this domain have enabled us to constantly reach towards the heights of success.

Our strong infrastructure equipped with all the latest technologies has helped us in providing our clients with best quality range of mobile asphalt drum mix plant, asphalt drum mix plant, automatic stationery asphalt drum mix plant, drum mix asphalt plant, wet mix macadam plant, automatic stationery wet mix macadam plant, asphalt paver finisher, asphalt paver finisher, wet mix paver finisher with telescopic screed, Mechanical Broom, asphalt batch mix plant,

mobile asphalt batch mix plant, bitumen sprayer, bitumen pressure distributor and pollution unit, concrete batching plant, mobile concrete batching plant at the most competitive prices. Our diligent professionals are extremely competent to comprehend client requirement and work in close coordination to deliver the same. We also hold expertise in offering after sales services for our range of road construction equipment like mobile asphalt drum mix plant, asphalt drum mix plant, automatic stationery asphalt drum mix plant, drum mix asphalt plant, wet mix macadam plant, automatic stationary wet mix macadam plant, asphalt paver finisher, asphalt paver finisher, wet mix paver finisher with telescopic screed, Mechanical Broom, asphalt batch mix plant, mobile asphalt batch mix plant, bitumen sprayer, bitumen pressure distributor and pollution unit, concrete batching plant, mobile concrete batching plant as per the client specifications and requirements. Ever since our inception, our company has followed a scrupulous approach in necessary innovations, commitment, fair business practices and vision to face challenges.

[1.3] COMPANY AT GLANCE:

Name of the unit: SHITLA ROAD EQUIPMENTS Address:

Plot No: 359, G.I.D.C.,Phase-II, Dediyasan, MEHSANA -2. e-mail:shitlaplant@yahoo.com Business type:

Supplier Manufacturer Exporter Year of establishment: 1999 Legal status of firms: Proprietorship firm Location type Industrial

[1.4] ORGANISATION STRUCTURE:

When two or more persons work together towards a common goal, authority and among them so that their efforts may become effective. This is the task of organizing. It is known as designing of an organizational structure.

BOARD OF DIRECTORS

CHAIRMAN

MANAGING DIRECTOR

GENERAL MANAGER

ASSISTANT GENERAL MANAGER

PRODUCTION DEPARTMENT SENIOR MANAGER

MARKETING DEPARTMENT

PERSONNEL DEPARTMENT

FINANCE DEPARTMENT

SENIOR MANAGER

SENIOR MANAGER

MANAGER

PRODUCTION MANAGER

MARKETING MANAGER

PERSONNEL MANAGER

FINANCES MANAGER

OFFICERS MANAGER SUPERVISOR

MARKETING EXECUTIVE

ASSISTANT MANAGER

ACCOUNTING

OFFICERS

INTRODUCTION

Training refers to the method which gives to new or present employees to increase the efficiency to perform their task. Training is a process of learning a sequence of programmed behavior. It is an application of knowledge. It attempts to improve their performance on the current job prepare them for an intended. This will provide security of employment not only in that particular job but also those employees company. Company relying on time based competition, beating rivals to the market with new products, new designs and new methods of selling will have to teach team work and streamlined production techniques to the employees. The word TRAINING consists of eight letters, to each of which could be attributed to some significant meanings in the following manner. T- Talent and tenacity R- Reinforcement A- Awareness I- interest N- Novelties I- Intensity N- Nurturing G- Grip

Training is a very important part of every organization because it helps the organization to increase their productivity as well as profitability. Training is process where by an individual acquires job related skills and knowledge. It is a cost to firms to pay for the training and also to suffer the loss of working hours whilst an employee I being trained.

Why Training Needed

Without training the performance of the task may not be proper. Without training speed of performance may be slow. Poor performance may lead to poor quality, equipment downtime, customer complaints etc. Hidden cost is high: may not know what could have been saved by proper training. Full job performance: untrained person may miss many possibilities of performance. Fever accidents and mishaps.beter personal safety of the personnel. Better awareness of occupational hazards. An employee is assigned to a new or different job which he/she does not know.

 The methods of doing an old job are changed. support the introduction of new working methods, such as a firm introducing new man production techniques. The objectives, the organizations, or the working relationships within the organizations are substantially changed. Increase employee motivation and loyalty to the business. Better identification of employee potential A new employee comes to a work Less waste of time, material and manpower. Better use of equipment Reduced need for supervision.

RESEARCH METHODOLOGY TRAINING METHODS

On the job training

Off the job training

On the job Training

On the job training is one of the best training methods because it is planned, organized, and conducted at the employees worksite. It is particularly appropriate for developing proficiency skills unique to an employees job especially jobs that are relatively easy to learn and require locally owned equipment and facilities. Productivity and professionalism will normally be high in those organizations that employ a sound OJT program.

To be most effective, an OJT plan should include: The subject to be covered Numbered of hours Estimated completion date and Method by which the training will be evaluated.

IMPORTANCE OF HRD

To face market condition To adopt technological change To meet new employees need To feel vacuum at higher level To fulfill career aspiration To meet challengers of industrial developments To control labors To handle increase in production To facilitate diversification

TRAINING AND DEVELOPMENT

Training:
It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employees performance deficiency. Training and development need = Standard performance-Actual performance

Training programs:
New employees have to learn new skill and since their motivation is likely to high. The training need of such employees are not always easy to determine and when they can be, the individual involved may resent being asked to being established ways of doing their jobs training programs are directed towards maintaining and improving current job performance, while development programs seek to develop skill for future job. Both managers and non manager may receive help from training and programs. On managers are much more likely to be trained in the technical skill required for their current job whereas managers frequently receive assistance in development the skill required in future job-particularly conceptual and human relation skill.

PURPOSE OF TRAINING & DEVELOPMENT

To improve quality of work force To enhance employee growth To prevent obsolescence To motivate personal To assist new comers To increase productivity To improve health and safety To create resave managerial force To bridge the ever increasing gap between planning and implementation project To meet challenge posted by changing in technology Develop human potential and give expressions to their creative talents To facilities exchange of give views and ideas between supervisor and subordinates To develop and maintain labor relation

PRINCIPLES OF TRAINING

Motivation Progress report Active involvement Instruction in parts Re-enforcement Expert trainers Individual differences Training period System of training

SIGNIFICANCE OF INDUCTION TRAINING

PROGRAMME

Training is the cornerstone of sound management, for it makes employees more effective and productive. It is actively and intimately connected with all the personnel or managerial activities. It is an integral part of the whole management programmed, with its many activities functionally interrelated.

There is an ever present need for induction training men so that new and changed techniques may be taken advantages and improvements affected in the old methods which are woefully inefficient.

Induction training is a practical and vital necessity because, apart from the other advantages mentioned above, it enables employees to develop and rise within the organization, and increase their market value, earning power and job security. It enables management to resolve source of friction arising from parochialism, to molds the employees attitudes and help them to achieve a better co-operation with the company and greater loyalty to it.

The management is benefited in the sense that higher standards of quality are achieved, a satisfactory organizational structure is built up authority can be delegated and stimulus for progress applied to employees. Training, moreover, heightens, grievances and absenteeism, reduce the rate of turnover. Further, trained employees make a better an economical use of material and equipment there therefore, wastage and spoilage are lessened, and the need for constant supervision is reduced.

EFFECTS OF TRAINING
TO THE ORGANIZATION Increase efficiency and productivity Reduce supervision Reduce accident and wastages Reduce absenteeism and turnover Information about firms policies and programs Better labors relation Reduce grievances on the part of the employees Develop employee TO THE CANDIDATES Confidence in employees Positive attitude Chance for promotion Refreshing High reward Co-operative with other

TRAINING PROCESS

Identity of training needs

Develop training object

Decision curriculum

Select training method

Design training evaluation

Conduct training program

FOR PROCEDURE TO DETERMINED TRAINING NEEDS Performance appraisal

Each employees work is measured against the performance standards or objective established for his or her job.

Analysis of job requirement

The skills or knowledge specified in the appropriate job description are examined, and those employee without necessary skill or knowledge become candidates for a training program.

Organization analysis
The effectiveness of organization and its success and meeting its goal is analysis to determine where difference exit. For example, members of a department with a high turn over rate or a low performance record might require additional training.

Employee survey
Managers as well as non managers are asked to describe what problems they are experience in their work and what actions they believe are necessary to solvent them.

TRAINING AND MANAGEMENT DEVELOPMENT PROGRAMME

Shitla road equipments Has special training center. The organizer seminar and conference also there. A specialist or exports are invited there. They adopt on the,
Job training method Training center training method Class room training method Lectures The conference method

Develop of employees is another & important function of personnel department for the development of employee, they send their employee to the various training centre and in the seminar as well as conference.

They held transitive with purpose of analysis course for peon. It is helpful to know hat kind of person and his nature.

JOB METHOD

ON THE JOB TRAINING

There are still very popular method of teaching new skills and method to employees. While this has been forward on by recent commentators, particularly those involved in training constituencies these old tradition methods still be very effective. This method was designed by Nellie and is based on the requirements of the organization. Nellie is not usually trained herself in the skills and method of training and therefore it can be process that may be time consuming as a new comer struggles to cope with Nellies explanation.

Mentoring
This is another version of the system whereby a senior or experienced employee takes change of the training and development of a new employee. This suggests a much closer association than master and elements of a father/son, mother/daughter relationship can exist whereby the mentor acts as an advisor and protector to the training.

Shadowing and job rotation

This is another often practiced on the job training method. Shadowing method usually aims to give trainee managers a feel for the organization by giving them experience of working in different departments. This is an old technique and has been criticized, less for the concept, itself, but for way it is often implemented. Another version of training by switching roles is job rotations which become popular in the 1970 have to help relieve border and thereby raise productivity of shop floor workers. This can be an excellent learning experience for workers and suitability fits with HRM concept of team working and improvement whereby people are encouraged to take greater responsibility for their work and that of the team. It is not located in an artificial situation, either psychologically or physically. It permits the trained to learn at the actual equipment and in the environment of the job and above ail on the job training method are relatively cheaper and less time consuming. Also he adds that on the job training is the most efficient and effective method of training the employees because it is in complete accord with the three basics laws of learning. The law of readiness The law of exercise The law of effect

2. OFF THE JOB TRAINING

Off the job training simply means that training is not a part of every day job activity. The actual locating many be in the company, class rooms or in the places which are owned by the company. Those methods consist of :

a. Lecture or classroom instruction

Lecture or classroom instructions are well adapted to conveying specific information. The use of audio visuals or demonstrations can often make formal classroom presentation more interesting while increasing retention and offering a vehicle for clarifying more difficult points. The lectures liabilities include possible lack of feedback and the lack of active involvement by the trainees.

b. Conferences
In this method, the participating individuals confer to discuss points of common interest of each other. A conference is basic of most participative group centered methods of development. Learning is facilitated by building up on the ideas contributed by the conference.

c. Seminar or Team Discuss

This is an established method for training. A seminar is conducted in many ways. It may be based on a paper prepared by one or more trainees on a selected subject. It may be based on the statement made by the person incharge of the seminar. The person in-charge of the seminar distributes in advance the material to be analyzed. The seminar compares the reaction of the trainees, encourages discussion define the general trends and guides the participants to certain conclusion.

d. Case study or learning by doing

According to Vaughan, The case study is based upon the belief that managerial competence can best be attained through the study, contemplation and discussion of concrete cases.

e. Role playing
This method was developed by Morons a Venetian psychiatrist tie coined by term role playing role reversal, socio -drama, psychodrama and a variety of specialized terms, which emphasis on learning human relations skills through practice and insight into ones own b ehavior and its effect upon others. It has been defined as a method of human interaction which involves realistic behaviors in the imaginary situation.

Area of Company Activity

Job Analysis - Various techniques for analysis job, function, task, and abilities. Analysis Four Setting Of Standards - Functional job analysis and functional analysis. Analysis Of Training Effectiveness Cost/benefit analysis, a system approach Training and The Organization A system approach

Identity the Training gap

Existing knowledge skill and attitude

Job Recruitment

Training Gap

ANALYSIS ORGANIZATION TRAINING NEED

Organization sources
Mission statement Corporate objective Business plans Skill inventory Absenteeism Sickness Organization Exit interviews corporate policies performance profitability cost of labour cost of material equipment utilization downtime work planning schedule

Job sources
Job description Performance Perform the job Professional Competence statement ask question about job of job holder of supervisor waste repair

Individual analysis
Productivity Accidents Sickness Late deliveries Quality Repairs job knowldgement skills achievement performance appraisal work diaries questionnaires

TRAINING STRATEGIES CHECKLIST On the job (informal)

No organization training

On job planned experience involving

Job rotation Delegation Understudying Project Assignment Coaching

Off the job internal courses

o Menu of general courses o Tailored to specific courses

Off the job external courses

o Open training courses o Tailored to specific courses

Individual training Open learning Distance learning Self development with organization support

PROBLEM DOES TRAINERS

Lake of feedback from the group Constant questions Personality clashes Stress Conflict of interest Lake of confident Handling awkward trainees Sustaining interest

RESPONSIBILITY FOR THE EVALUTION OF TRAINING

Traditional, in the main, any evaluation or other assessment has been left to the trainers because that is their job. My contention is that a Training Evaluation Quintet should exist, each member of the Quintet having roles and responsibilities in the process. Considerable lip service appears to be paid to this, but the actual practice tends to be a lot less. The Training Evaluation Quintet advocated consists of: Senior management The trainer Line management The training manager The trainee Each has their own responsibilities, which are detailed next.

WAGES AND SALARY

Wage means the amount paid to the labor for his/her services to the employee.

There is difference meaning of wage and salary the salary is defined as the remuneration paid to the clerical and managerial personal employed on monthly or annually base.

Generally wage and salary of employee depend on his/her experience, knowledge and education qualification.

Wage of the operational personal depend on its working hour caudally persons salary is minimum Rs 60/- per day and permanent employee salary per day is Rs 150/- in the company.

Company given wage and salary to its employee at the end of the month.

EMPLOYEES FACILITIES
Employee Service is an important for any type of the business organization for the satisfaction of employee in the organization. We clearly know that if employees are satisfied with company. They will give the better performance. Because they believe that This is my company or we are working for us In This Company there is homely relation among all member and employees. The Works are getting income as under: Salaries and wages Staff welfare Bonus and Gratuity: The employee will gate bonus at the rate of 15% of annual salary during the financial year. Warm working condition: The company provides warm working conditions in the factory, as it is necessary for obtaining good results. Uniform: The management provides all the employee uniform. Residential felicities: Shitla road equipments provides the residential facility to its employee. And also provide basic facility. Clean air and necessary environment Parking Transport facility Incentives etc.

TIME KEEPING SYSTEM

Shitla road equipments is being development. production on continuous bases. Company keeps its

There are two part of working schedule:

Morning schedule: - 8.00. To 4.00 Evening schedule: - 4.00pm to 12.00pm

In Shitla road equipments, Company maintains the punching system of employee at that time of the entering in the company. They can take care fully regularity of each employee in the company.

RESEARCH & DEVELOPMENT

SHITLA

ROAD

E Q UI PM E N T S

Industry

its

innovativeness in new product and process development. The R&D cell works intensively round the clock to give proficiency indigenous technology and product. By creating futuristic material, new market operational benchmark and product possibilities emerge all the time. Each customer is offered customized application oriented solution in blending mixing and firing, so as to arrive at a suitable prototype for mass replication. Qualification and experienced personnel with the right expertise and knowhow.

S H I T L A R O A D E Q UI P M E N T S Asia Ltd industry has document system to ensure that the product is always in accordance with the latest technical specification or customer requirements. Systematic quality record on maintain to show the evidence that the supplied products meets the customer requirements.

BIBLIOGRAPHY

Books
Human Resources & Personnel Management Author:-K AswathappaTraining For Development Author: - S.Truelove

Websites
www.shitlaroadequipments.com

Other Sources
Companys employees

CONCLUSION
Visited the Shitla road equipments For a period of 21 days. A response from H R department to collect information to helped me lot to quite experience old well as a management.

During my visit to the units, I had a opportunities to meet most of the members of the company & they provided me the information of their respective department.

We are committed to the highest level of ethical conduct and it should be reflected in all business activities of the Company. We must respect to these practices. These practices have various legal and regulatory consequences. The violation of the same would create significant liability for you, the Company and its employees, officers and Directors.

It will be our responsibility to enforce this Code of Business Conduct and Ethics. Any violation would be reported to the Head of Department and it may lead to disciplinary action up to and including termination. I am very much thankful to Shitla road equipments. .. For courtly extended to me for getting information from H R department.