A RESEARCH REPORT

ON

HIRING PROCESS IN T-SERIES A CASE OF NCR

SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF REQUIREMENT FOR THE DEGREE OF HUMAN RESOURSE MANAGEMENT 20010-2014 SUBMITTED BY

SUBMITTED TO

PREFACE

I have made this report as an essential part of IV semester course curriculum of MBA. The title of project is Hiring process in T-Series In the course of my Research I have had the golden opportunity of seeing the practical application of what ever theoretical knowledge was imparted to me in a class room studies SMU. I have had the good fortune in interacting with the executive and employee of TSeries Noida who were very warm and cordial in their conduct toward me. My report mainly focuses on study of Hiring process. I hope that the finding of the project work must conform with the companies expectation & suggestion made on that basis must be useful for the total performance of the employees of the T-Series.

DECLARATION

I, Mamta Kumari, a student of MBA IV year of hereby declare that the Research Report titled HIRING PROCESS IN T-SERIES - A CASE OF NCR Is my original work and the same has not been submitted for the award of any other diploma or degree.

DATE

MAMTA KUMARI

ACKNOWLEDGEMENT

An endeavor to transform itself into success needs efforts. These efforts are individual, standing in isolation. Such individual efforts require three things for their further development. These three things being "Reason, Rationality and Self-Esteem". The combination of these three basic traits delivers Productivity. However, time and again this productivity requires encouragement and guidance. This much requisite support comes in the form of individuals furthering the development of individuals. Professionals furthering the development of Amateurs. This acknowledgement is an effort to recognize these professionals who have made this project a combination of the three fundamental traits. This research report and the learning process behind it would not have been possible without the guidance of my Facult,. He was able to impart me with the right approach that my training required for its successful practical implementation. Secondly, company guide Mr. Puneen Jain, Mr. Sameer Mukherjee and Mr. Pawan Rana at T-Series "Super Cassettes Industries", who was able to introduce me to the idea of Recruitment and Selection and what goes behind it. I would like to' end this acknowledgement by thanking the staff, clients, and people at large with whom I have interacted during my survey.

CERTIFICATE

This is to certify that Ms Mamta kumari

D/o shri is

the student of master of business administration. she has completed Research report on the topic Hiring process in T-Series a case of NCR . This report submitted by him/her is original work & has not been submitted by another Person to U.P. Technical University, Lucknow. I wish him/her all the best for his/her future endeavor.

Department of Human Resource management Sikkim Manipal University

TABLE OF CONTENT

1) Introduction 2) Objective of research 3) Scope of research 4) Company Profile 5) Introduction to topic 6) Research methodology 7) Data analysis and interpretation 8) Findings 9) Limitation 10) Suggestions 11) Conclusion 12) Questionnaire 13) Annexure 14) Bibliography 01-02 03 04-26 27-54 55-59 60-70 71-73 74 75-76 77-78 79-81 82-86 87-88

INTRODUCTION

The purpose of my Research was to learn the application of Recruitment and Selection Process and its importance in T-Series along with the HR policies of T-Series which prides itself to be the market leader. While carrying out the study I have gained a good amount of knowledge and insights of how HR department works but I have touched the tip of iceberg. There was more to learn but due to constraint of time it was not possible. The HRD manager has to work with the missionary spirit. Unlike many roles in an organization where tangible shortterm benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making things happen through training program, performance appraisal, reward systems and the like. In T-Series a meticulously natural team stands at the very heart of the group. 4,000 Personnel evince perfect camaraderie. A steadfast dedication to qualify an attainment of maximum team potential are the touchstones of the company. The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. SCI recognizes each employee's individuality, ability and efforts and also applauds for their contribution to the success of the group.

OBJECTIVE

The objective of the study is to reveal the importance of recruitment and Selection and its applicability in the organization. It ensures to employ the right candidates, at the right time, at the right place and at the right position. To identify the various factors companies undertake prior to the recruitment process. To study how the companies have coped with change in the market -via a via its recruitment process. The study also highlights the fact that qualified candidates if selected would enable the organization to take appropriate decision.

1. Understand the importance of recruitment to the organization 2. Identify the outcomes of the Selection Decision to the organization.

3. Implement an effective Recruitment Process.

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4. Understand the function of the interview and types of interview questions that can be employed.

5. Effectively measure the recruitment process.

SCOPE OF RESEARCH

o To identify the various factors companies undertake prior to

the recruitment process.

o To study how the companies establish a fit between their

business strategy and recruitment strategy.

o To study how the companies have coped with change in the

market -vis a vis its recruitment process.

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COMPANY PROFILE
Shri GuIshan Kumar
T h e God fath er Shri Gulshan Kumar, a man of principles-series Group of Companies were the creation of his mind. In 1990, he was honored with "national Citizen of Award" for Contribution for the promotion of music and developing new talent in the film industry. In 1992, the Information & broadcast Minister of India, Shri Ajit Panja conferred on him for, "The Limca book" for his Contribution in the field of music. "Vidya Ratna Award" conferred by the International Friendship Society of India. 'Mother India national Award" presented by RI Institute, in recognition of his outstanding social achievements in all walks of life. 12th August 1997, was the year when HE left us.

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BOARD OF DIRECTORS
T -S ER I ES Mr. B h us h an Ku mar (Man agin g D irector) Mrs . Su d es h Ku mari (D irector) Mr. D ars h an Ku mar (D irector) Mr. Kris h an Ku mar (D irector) Mrs . Kau sh ali Ku mar (D irector) Mr. V ed Prak as h Ch an an a (D irector, noid a & D elh i) Mr. S u n il Wad hw a D irector I mp ort & Exp ort Mr. V ijay S ach d eva (D irector, T-S eries Grou p ) Mr. A N S eh gal, (D irector), V id eo D ivis ion Mr. S .K. Kod as i, (D irector), T.V . D ivis ion

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BACKGROUND
Thinking ahead is the key to stay ahead'. A brief on which, Shri Gulshan Kumar built his dream of an organization for the future. With a focused well thought of strategy, coupled with an intuitive mind, he catapulted T Series into a multi product, multi functional company and a force to be reckoned within the world music industry. In a mere span of 18 years, the company carved a remarkable 65%, market share in pre recorded Indian music industry. All this achieved through quantity, innovation and on sustained dedication to create only the best. Strategic diversification into entertainment electronics further established T series as a well-oiled conglomerate with an annual turnover exceeding $80 million. He firmly believed that an international fraternity of consumers, partners and business associates, through constant innovation and improvement would go long wax, in enhancing the quality. A philanthropist with a true commitment towards the advancement of the society, his contribution towards social up liftment, born out of a deep love for the fellow citizens became the source of immense happiness. An astute leader and a visionary, who reacted beyond the ordinary, he distinguished himself amongst the preeminent Industrialists in India. August 1997 witnessed the bequeathing of the empire onto the young shoulders of the present managing director, Mr. Bhushan Kumar. A radical strategist whose operational transformation and innovation will evolve SCI into the US $ 200 million entertainment superpower with the next five years. Successful introduction of Indian Pop Music, production of devotional Hindi films, big banner film sound track and tie up with South Korean electronics giant M/S Hyundai corporation, are the outcome of his dynamic leadership and futuristic 15

approach. His foray into multiplexes, music retailing and international music, marketing will further consolidate SCI's supremacy in the global entertainment arena. The Office of Personnel Management (OPM) partnered with the Department of Housing and Urban Development (HUD) to conduct the very first hiring process makeover. Makeover is a term that recently entered the vernacular after a series of television shows featuring beauty makeovers, home dcor makeovers, and fashion makeovers became highly popular. A hiring makeover involves assessing an agencys recruiting and hiring processes and recommending changes that could dramatically improve the time to hire and the quality of candidates who seek Federal employment. The hiring makeover process relies on the hard work of a team in reviewing agency case file reviews; mapping actual hiring processes; interviewing groups of hiring managers, HR personnel, and new hires; and consulting agency officials. Once all the details are discovered, the team builds a comprehensive report of its findings and develops a series of recommendations to improve the hiring process. During the assessment phase of HUDs makeover that the HUD-OPM team conducted, research estimated that the average time to fill a vacancy was 96 days. Following the recommendation phase and final report, OPM and HUD met to discuss the proposed changes and select strategies for improving the hiring process.

ACTIVITIES OF T-SERIES

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The activities undertaken by T-Series include the following area:

Devotional Music :
This segment represents one of the focused areas of T-Series in the prerecorded music. They produce devotional music in all major language. Infact they have the highest number of devotional titles to their credit.

Regional Music :
They produce the variety of both regional and local language. From Tamil to Bhojpuri and from Marathi to Rajasthani, T series productions are available across the length and breadth of the country.

Hindi Film Music :

They regularly release the film music and presently have over 5800 Hindi film or combination titles under their name.

Remixes :
In today's music environment, remixed version of evergreen have literally taken the market by the storm. T Series digitally remaster songs to produce the popular dance tracks.

Pop Music : Pop music is undoubtedly one of the fastest growing segments among
other forms of music. Although T Series have recently entered this field but it has achieved tremendous success.

Tributes :

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Music lovers have always eagerly awaited complications of the works of the legendary music directors and playback singers. T Series has provided this and their extensive varities of tributes includes glorious melodies of Mukesh, Nashad, M.H. Rafi, Shankar Jaikishan and Kishore Kumar.

Ghazals :
Today Ghazals enthrall and resound in every heart. They came alive in T-Series live collection of sensitive and soothing numbers by renowned classical Ghazal singer's like Pankaj Udhas, Jagjit Singh, HariHaran, Ghulam Ali etc catering to virtually every Ghazal Lover's taste.

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AWARDS AND ACHIEVEMENTS

T-Series having places tremendous importance on customer satisfaction and the world class has been globally recognized.

National Citizen Award (1990)

Shri Gulshan Kumar has received this award by the former Prime minister Shri. P. V Narsima Rao for the sterling contribution for the promotion of music and developing new talents in the film industry.

Viiava Ratna Award.

This award has been given to T-Series by the INTERNATIONAL FRIENDSHIP SOCIETY OF INDIA.

Limca Books of Records Awards (1992)

Mr. Gulshan Kumar has been conferred for this award by the I and B Minister Ajit Pant in the year 1992 for his phenomenal contribution to the field of music.

Mother India National Award

It was presented by the NRI Institute, in the reorganization of the outstanding social achievement of Mr. Gulshan Kumar in all works of life.

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The VISION
Sh. Gulshan Kumar- The Great Visionary The promise of tomorrow starts with today. For all the 25 years of existence ,T-SERIES has newer believed otherwise with the exemplary vision of group founder Mr. GULSHAN KUMAR, the group rose to phenomenal height. Thinking ahead is the key to stay ahead, with a focused, well thought of strategy,coupled with initiative mind,Mr. GULSHAN KUMAR catapulated T-SERIES to a multi product, multifunctional company.

To pursue excellence in quality with the future in mind. To keep abreast of changing consumer perceptions. To provide comprehensive value for money to our discerning consumers.

Mr. Bhushan Kumar- Chairman & Managing Director. Inheriting the same farsightedness and ability to capitalize on Small opportunities, the present Managing Director, Mr. Bhusahn Kumar, Leads the Group into the Future with the same fixity of purpose.

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INDIAN MUSIC INDUSTRY,

The Indian Phonographic Industry (IPI) pre-cursor of Indian Music Industry started in 1936. The Indian Phonographic Industry In the year 1994 changed its name to the Indian Music Industry (IMI). The major members are HMV (His Masters Voice), Times Music, Tips, Sa Re Ga Ma, as well as T-Series. The Indian Music industry holds the responsibility of checking of piracy of CD's. Globally, Music Industry is worth $ 47.7 billion, it is expected to grow at the rate of 6.5% in the coming years. This optimistic views stems from the fact that the avenues for music distribution are increasing with Internet being popular medium of delivery. Indian Music Industry size is worth Rs. 1100 cores and the volumes are failing currently. The organized industry business is estimated to be Rs. 700 crores, the piracy market captures around Rs. 400 crores business.

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BRANCHES m Super Cassettes Industries Limited,

E-216A, Ansari Road, Daryaganj, new Delhi-110002

m Super Cassettes Industries Limited,

206-207 Embassy Center, Crescent Road, Kumara Park, Bangalore-56001

m Super Cassettes Industries Limited,

Aulja Estate, 506-5-9-581-15, Bashir bagh, Hyderaad-500001

m Super Cassettes Industries Limited,

Lock no. 305, 3rd Floor, 157-C, Lenin Sarani, Kolkata-700013

m Super Cassettes Industries Limited,

Shop no. 5, Ruhani Market, Near Housing board, Sai Road, Teh: nalagarh, Baddi-Dist. Solan (HP)

m Super Cassettes Industries Limited,

C-223, Gyan Marg, Tilak Hagar, Jaipur (Rajasthan)

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m Super Cassettes Industries Limited,

71, Rajender Hagar, Near new Court, Jalandhar City.

m Super Cassettes Industries Limited,

No. 8, 2d Floor, "C"-lock, Parson Manore, 602, Mount Road, Chennai-600006

m Super Cassettes Industries Limited,

Vijay nagar, Near Madhav nagar, Gwalior (MP)

m Super Cassettes Industries Limited,

3025, aniket, Opp. Jai Derasar, Near Girish Cold Drink, C.T.G. Road, navrangpura, Ahmedabad (Gujarat)

m Super Cassettes Industries Limited,

Golden Chariot Studio, Plot no. -14, new Link Road, Behind Oshiwara Tel. Exchange, Mumai-400058

m Super Cassettes Industries Limited,

Daksh Road, near Post Office Kankhal, Haridwar (Uttranchal)

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m Super Cassettes Industries Limited,

2, HIG, Adarsh nagar, Jamshedpur-(Jharkand)

HISTORY
Thinking ahead is the key to stay ahead. A belief on which Shri Gulshan Kumar built his dream of an organization for the future with a focused, well thought of strategy, coupled with an initiative mind, he made T-Series a multiproduct, multifunctional company, and a force to be reckoned within the world of music industry. In a mere span of eighteen years, the company carried a remarkable sixty-five per cent market share in the Prerecorded India Music Industry. All this achieved through quality, innovation and an unstinted dedication to create only the very best. Strategic diversification into entertainment electronics further established T-Series as a well-oiled conglomerate with an annual turnover exceeding ninety million dollars. The inspiration behind the dynamic growth of Super Cassettes Industries, he firmly believed that an international fraternity of consumers, partners and business associates through constant innovation and improvement, would go a long way in enhancing the quality of lives and the world at large.

TODAY
Today T-Series is a diversified group with ninety million dollars in the core business of the consumer's electronics, CD's. Audio Video Magnetic Tapes and Cassettes, of all which achieved through understand of rapidly evolving consumer lifestyle, infrastructure investment, technological up gradation and a skilled, cohesive workforce. Above all an aggressive commitment towards quality through technical and professional perfection infrastructure investment, technological up gradations and a skilled cohesive workforce.

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Above all an aggressive commitment towards quality through technical and professional perfection.

INTO THE FUTURE

August 1997 witnessed the bequeathing of the empire onto the young shoulder of the preset Managing Director Mr.bushan Kumar. A radial strategist whose operational transformations and innovations have evolved Super Cassettes Industries into a $ 200 million and entertainment super power. Successful introduction of Hindi Pop Music, production of devotional Hindi films, big banner films, sound track ad tie-up with South Korea electronics giant Ms Hyundai Corporation are the outcome of his dynamic leadership ad futuristic approach.

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MEDIA DIVISION
A) CD DIVISION
At Super Cassettes industries limited the CD Division was started with the sole aim to provide high-class quality at competitive prices. This organization has high-end systems for CD replication, with machines from estate (Switzerland), Leyland (Germany) ad Dubit (France). It has the capability to produce 12 million CDs annually or 70 CD's permutes, giving the company a competitive advantage in these fast changing market situations. Out plant located at noida also has the technical competence to replicate CD-ROM's Video Cds Interactive and Graphic CD's among other applications 12 millions CDs per annum. B ) AUDIO VIDEO DIVISION The Audio Video Cassette Division was established in 1983. With the objective to provide Audio Video Cassettes. It has 65% market share for itself. With VHS Video duplication facility on both PAL and NTSC formats, the company's state of the art technologies assist in getting highest quality, highly featured recordings using a combination of high speed digital duplication machines from Gauss (USA), Lyrec (Demark), and Otari (Singapore). Each of these components is subject to rigorous quality control tests to eliminate defects. This division of Super Cassettes Industries Limited has the feature of sourcing all the components in-house 186 million Audio Video Cassettes per annum. MA GETI C TA PE DI V IS I ON

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The Magnetic Tape Division was started in the year 1983. This unit has set numerous benchmarks in the line of product quality getting ISO 9002 certification. This Division has its own Audio Magnetic Tape Coating, Calendaring ad Slitting Plat, including system from ISSEI machines and Fujimoto from Japan. The Magnetic Tape Division has an installed capacity to manufacture 180 million C-80 and 6 million E-180 Video units per annum. C ON SU MER ELEC TR ONI C S DI VI S I ON

The kind of infrastructure allows this company to offer, sophisticated consumer electronics. Super Cassettes Industries Limited is the first company to introduce CD Players with built-in-amplifier (450 Watt PMPO) in India. In this company there is an installed capacity to produce 30000 units per annum. Super Cassettes Industries Limited had recently technically collaborated with Hyundai Digital Technology. The logo with company T-Series is one of the largest black and White Television manufacturers in the country. It collaborations with global giants have strategically bolstered its quality and range. The models are available in 36 cms, 44 cms, 51 cms and 53 cms both in color and black and White Television sets. The company Super Cassettes Industries Limited has the capacity to manufacture 600000 television units per annum. C) SUPPORTDIVISION

1)

PR I N TI N G D IV I SI ON

2) PLA S TI C MOU LDI N G D IV I S I ON 1) PRI N TIN G DI VI S I ON The ultra modern printing press of Super Cassettes Industries Limited is equipped with high speed systems. The press unit with DR Hell's jumbo size scanner (Germany), Image Setter and Flat bed Scanners from SCITEX (Israel) ad 10 (G-3400) 27

Macintosh work stations for Graphic Designing with ARCO reference calibrators ensuring extremely high color fidelity, as well as long term suitability. The printing and binding Section is equipped with high-end machines such as 5 color AL-CPC HEIDELERG(Germany) 4 Color AL-CPC ADAST Dominant Infra Red Drying Systems (Czech Republic) Automatic Folding and Creasing Machine (Germany) Die Cutting Machines CC Programme paper cutting machines for in-house, pre press printing and fishing of in lay Cards, Audio,CD,VCD's, posters, Audio Video jackets, publicity. 2) PLA S TI C MOU LDI N G D IV I S I ON T-Series is the only organization to source all the components i-house. CHOHSOG (Hong Kong), JSW (Japan) and Windsor machines form the backbone of TSeries Injection Molding Division. Working round the clock the company produces 500000 units. Audio and Video shells, PPIC's cabinets and CD jewel boxes are some of the units company manufacturers. Besides moulds the company also produces other necessary components like silicon pressure pads, shields and even screws to streamline its operations. D) EXPORT DIVISION Super Cassettes Industries Limited in the course of few years has notched impressive growth in exports. A strong dealer distributor network along with the quality and the price consciousness of the west has helped the company gain widespread acceptance. The lists of items of exports are: 1. Pre-recorded Audio Video cassette 2. Audio Video CD's 3. Television sets Music Decks 4. Music Decks 5. Magnetic Tape Packages 28

The products of T-Series group of industry are available across Australia, Bangladesh, Canada, Fiji, Germany, Holland, Hong Kong, Israel, Japan, Kenya, Kuwait, Mauritius, Nepal, new Zealand, Nigeria, Papua, new Guinea, Singapore, South Africa, Sri Lanka, UAE., UK, USA and Uzbekistan.

E) CIE PRODUCTION DIVISION

Film entertainment at Super Cassettes Industries Limited followed entertainment electronics as a natural and obvious consequence. Company's success in the Audio Cassette Industry, was an ideal launching pad for the Film Production Division. Four full-fledged studios, 2 each in Mumbai and noida (Golden Chariot) are equipped with the cutting edge postproduction technologies. The acoustically treated centrally air-conditioned studios are equipped with the 6-DXC-30P Soy camera set ups, 32 channels Mackie audio mixer, professional wireless communication system (Drake) and broadcast Recorders. This division also boasts of high-end postproduction systems like non-linear Avid and beta cam editing on Digital Switcher (Ab Roll). This together with world-class facilities has allowed T-Series, group of industry to affect an emphatic impact in the entertainment industry.

E) HOME PRODUCTIONS (1) HIT F ILMS (2) LA TES T RELEA S ES

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BENEFITS GIVEN TO EMPLOYEES 1) Free or Subsidized Lunch: At T-Series employees get a free or subsidized lunch
in the office with a wide variety to choose from.

2) Medical Facilities: In the company employees ad their family members are

provided medical facilities. In case the employee avails of external medical facilities; reimbursement of the incurred expenses is made to the employee. Medical Reimbursement Allowance for above 7500

3) Provident Fund Scheme: It is mandatory for the company to pay retrial

benefits like PF to the employee, AC.

4) Employee Insurance: At T-Series and also in every organization, employees are

insured for life and against accidents or illness under Employee State Insurance Act.

5) Company Accommodation: Super Cassettes Industries Limited provides

subsidized quarters for their employees.

6) Transportation Facilities: Free transportation facilities are provided to the

employees from residence to place of work by Company's own uses and cars.

7) Interest Free Loans: The most appreciable benefit provided by T-Series to its
employees is. interest free loans or nominal interest loans.

8) Performance benefits: As T-Series gives importance to the performance of the

employees; it gives performance liked benefits to its employees like "Special

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Increment for Good Work", "Attendance Incentive", Production Incentive", Sales Incentive".

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DEPARTMENTS
There are various Departments in the Company Human Resource Department Marketing Department Maudling Department Maintenance Department Research and Development Department Finance Department Assembly Department Production Department Cutting Department Coating Department Quality Department Excise Department Security Department Insurance Department Audio Servicing Sales Tax

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HUMAN RESOURCE MANAGEMENT

"If you want 10 days of happiness, grow grain. If you want 10-years of happiness, grow a tree. If you want 100 years of happiness, grow people".

Harvey Mackay, CEO Mackay Envelop Company

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HIERARCHY OF HR DEPARTMENT

Head of Human Resource Department

Senior Manager Personnel

Deputy Manager

Labor Welfare Officer

Senior officers/Junior officers

Assistant/Personal Assistant/typist

Peon

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CONCEPT OF RECRUITMENT

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Recruitment is the process of identifying and attracting the right candidates for a job. It must follow the manpower planning process. Before starting the recruitment activity, we must consider Whether the vacancies should be filled up from within or outside the org. Whether recruitment should be done locally , nationally or internationally. The methods and media to be used for attracting applicants.

The recruitment activity is affected by the following factors:

1) Organizational policy If the org. have a policy of promotion from within , employee morale and retention is high. The org, also prefers people who look for a long-term association with the company. 2) The wage and compensation structure The company wages and compensation structure acts as a constraints in recruiting a suitable candidate who expects a higher pay packet. 3) Government policies Government rules regulations can affect recruitment. For e.g. quota for recruitment of person belonging to certain castes / classes.

RECRUITMENT PROCESS

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The process of recruitment consists of following steps:

1) Manpower planning It defines what resources the org. needs to meet

its objective. It must specify the quality and quantity of manpower needed at a particular date in future.

2) Job analysis: It consists of

a) Job description- It is a specification of the component tasks duties objective and standards of performances expected from the employee. b) Job specification It is specification of the skills , knowledge and qualities required to perform the job. c) Personnel specification A reworking of the job specification in term of the kind of person needed to perform the job.

3) Identification of vacancies It can be had from the requirement of the

manpower plan or by a job requisition from a department, branch , or office which has a vacancy.

4) Preparation of budget The company must decided the amount it wishes to

depend on recruitment. The method of recruitment would depend on the time available and budget allocation. a) Advertisement It is an effective way of seeking recruits . It must be clearly worded, mention all the requirements and must appear in the right newspaper that are likely to be read by the potential applicants . Job

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description and job specification must provide all information required to draft the advertisement for particular position.

5) Receipt of application form Once the application form are received ,

they must be screened for eligibility criterion . Those form , which do not meet the minimum , required standards of age ; qualification, experience etc. must be rejected. A formal interview must be conducted for remaining student by properly communicating to them the date, the day, time and place of the interview .These candidates will have to pass through the selection procedure before their final placement.

6) Other method of recruitment

a) Employment agencies and head hunters b) Campus recruitment c) Walk in interviews d) Employees referral

ASPECTS OF RECRUITMENT

A) Alternatives to recruitment a) Overtime

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b) Outsourcing c) Temporary employment

B) Cost effectiveness of recruitment a) Sources of recruits b) Method of recruitment C) Internal and External Recruitment There are a number of factors which determine whether to promote people from within or recruit from outside. Internal placement is desirable when There is a large talent pool.

Internal development is a key personnel issue.

Business condition are stable.

Building cross functional capabilities is strategic objective of the org.

Skill required to perform the job can developed 'in house.

External placement is desirable when

There is a limited talent pool.

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Perform one capability is key personnel issue.

Business condition is radically changing.

There is an urgent need to upgrade the managerial cadre.

THE CONCEPT OF SELECTION

Selection is the process by which an org. chooses from a list of applicants the person who best meets the criteria for the position available taking into account the current market conditions.

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Criteria for selection:

a) Education one of the most cost effective method of screening applications is to use educational standards. Candidate not fulfilling these requirements can be eliminated. b) Experience Experience is regarded as a good indicator of ability and work related attitudes. It is assumed that if a person has had experience in a similar job he would be able to perform well on the job under consideration.

c) Physical characteristics Physical attributes can be used as selection criteria only when the job involves tasks that require them. For e.g. good eye sight is essential for a pilot or high stamina is needed for those in manual jobs.

THE SELECTION PROCESS

1) Preliminary screening All applicants are asked to fill up an application blank. Application blanks provide information to check if the candidate is minimally qualified for the job and therefore is a useful initial screening tool.

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2) Interview The selection process is the interview. Interviews can be conducted in the following ways: a) Structured interviews- For such interviews a standardized list of question is asked to all the applicants. This type of interview is more reliable than the unstructured ones but if does not give the interviewer the flexibility to ask interesting or unusual questions. b) Unstructured interviews This type of interview is more original as different question are asked as the situation demands. But it lacks reliability as each candidate is asked a different series of questions. c) Situational interviews- Some org.conduct this type of interview where in the on the job for which they are interviewed. Respondents are asked to respond to a hypothetical situation they might face . d) Stress interviews- For jobs involving stress, stress interviews are conducted to find out how the interviewee responds to stress. 3) Assessment centers can also be used to assess a candidates potential.

4) Employment tests An employment test is a paper and pencil test or simulation exercise that attempts to measure certain characteristics of an individuals e.g. manual dexterity, intelligence or leadership style. 5) Reference checks Reference checks are conducted to obtain information about the employee to be hire from former employers or co workers.

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6) Medical examination- Medical examination normally conducted only after a conditional letter of offer is made.

Know Who You Want to Hire: An Interactive Hiring Tool

Hiring is one of the toughest elements of small business management. Determining what talent a business needs to succeed, then finding the time and knowhow to recruit these people, stymies many entrepreneurs. Successful hiring can be expensive and time consuming. Unsuccessful hiring can be disastrous to a company's health.

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What makes hiring even more challenging than bookkeeping, business planning, or many other business challenges is that help with the hiring process is difficult to find. Recruiters can be expensive, and may not always have the interests of your business at heart. Books can provide some guidance, but can't be customized. The key to helping yourself through the process of finding the right person is to develop a crystal clear idea of what you're looking for. This description must include both the duties the job entails and the type of person who is best suited to those tasks. Once you have a description, success hinges on asking the right questions during the interview process. Throughout the entire hiring process, you also need to evaluate candidates to determine how they will mesh with your company culture and the team members you have in place. They need to be in sync with your company's personality, standards, and vision. How this hiring tool works This hiring tool provides you with the elements you need to make a successful hire. Used properly, it will enable you to hire more quickly and with greater success.

This tool will: Help you develop an accurate job description Lead you through a series of work-related and personal character traits to help you determine what you want in an employee

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generate a customized worksheet that you can use to evaluate various candidates for the opening provide you with sample interview questions that can assist in determining whether a candidate meets the above job description

Revolution of Hiring Process

In most companies, hiring top talent is not yet a systematic business process. While everyone believes that hiring top people is vitally important, few companies have made it an integral part of their business operations. If hiring top people really was number one, this would be the most important part of every managers performance appraisal. If hiring top people was really number one, preparing a comprehensive workforce plan would be as common as a department budget, or require as rigorous an evaluation as any $100,000 expenditure. If hiring top people was really number one, every executive and hiring manager would demand that it become a business process. Why isnt hiring top people a systematic business process? The latest round of complaints are not new. Why is all of the talk about hiring top people number one still just hype? Thirty years ago when I started as a manager, everyone complained there werent enough top people to go around. The same complaints were heard 20 years ago. Then 10 years ago, the Internet promised to be the solution for the war for talent. It wasnt. When too many average candidates clogged up the system, applicant tracking was developed to solve this problem. They didnt. The dot com boom was the excuse for not finding enough talent. Then the recession came along and we still couldnt find enough top people. During this time in-sourcing of the recruiting department became the panacea. Internal corporate recruiters would save the day doing what headhunters did, but more expensively. This helped a little, but it wasnt a solution.

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Despite these past failed efforts, I believe that the tools are now available and the conditions right for make hiring top people a systematic business process. With more advanced candidate tracking systems becoming available, more practical hiring manager and recruiter training, and a stronger more centralized HR/Recruiting department, hiring top people can now become a systematic business process.

Human Resource Management

Definition:

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Human resources management is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of an organization's employees. Human resources management is particularly concerned with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that results in organizational success.

Concept and Nature

Human Resource Management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is the process of binding people and organizations together so that the objectives are achieved.

Points to deal with HRM

1) HRM is concerned with managing people at work 2) Every organization is made up of people 3) Acquiring new services 4) Developing new skills 5) Motivating them to high levels of performance 6) Ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives .

Objectives of the Human Resource Management in T Series:

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They are derived from the basis of the objectives of an organization. In order to achieve organizational objectives integration of employer's interest is necessary. In this light the objectives of HRM may be summarized as follows:

1) To help the organization to attain its goals by providing well-trained and wellmotivated employees. 2) To employ the skills and knowledge of employees efficiently and effectively, i.e., to utilize the human resources effectively.

3) To enhance job satisfaction and self-actualization of employees by encouraging and assisting every employee to realize his/ her full potential. 4) To establish and maintain productive, self-respective in and internally satisfying working relationships among all the members of the organization.

5) To bring out maximum individual development of members of the organization by providing opportunities for training and advancement.

6) To secure the integration of all the individuals and groups with the organization by reconciling individual/ group goals of the organization.

7) To develop and maintain a quality of work life which makes employment in the organization a desirable personal and social situation.

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8) To maintain a high morale and good human relations within the organization. 9) To help maintain ethical policies and behavior inside and outside the organization 10) To manage the mutual advantage of individuals, groups, the organization and the society.

Importance of HRM in T Series

1) Attracting and retaining the talent

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 HRD Recruitment Selection Placement Orientation Compensation Promotion policies

Developing the necessary skills and right attitudes among the employees through:

Training Development Performance Appraise

2. Securing willing cooperation of employees through:

Motivation Participation Grievance handling etc.

3. Utilizing effectively the available human resource.

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RECRUITMENT AND SELECTION

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's off hand knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a resume or to complete an application form to provide this evidence.

Three Main Functions

Attract a pool of suitable candidates Deter unsuitable candidates from applying Create a positive image of the organization

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How T-Series recruit manpower

It has 2 main sources 1) Internal Source 2) External source

Internal Sources
These refer to persons already in the organization. Vacancies at higher levels are filled up by promoting persons at lower levels. Promotion means shifting an employee to high post carrying greater salary, status and responsibility. And on the other hand, shortage of manpower in one branch is met by transferring surplus from another branch. Transfer refers to shifting an employee to a similar job with no change in salary, status and responsibility. Sometimes, ex-employees of the organization are re-employed.

Advantage:
Filing vacancies for higher jobs by promoting employees from within the organization helps to motivate and improve the levels of employees. This induces loyalty among them. Cheaper source of recruitment, as complete information about the employee is, already available. Therefore, saves time and cost on advertising, interviews, etc.

Drawbacks:
There may be inbreeding as fresh talent from outside is not obtained. Interval candidate may not give a new outlook and fresh ideas to business.

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Unsuitable candidates may be promoted to higher positions of higher responsibility because the choice is limited.

External Sources:
It refers to recruitment of employees from outside the organization. It provide wide choice of required number of employees having desired qualifications, and also provide people with new ideas and specialized skills required to cope with new challenges and to , ensure growth of the organization. T- Series recruit employees externally, in numerous states that involves summer placements, employment advertisements, e-recruitment, campus recruitment.

Methods of External Recruitment followed at T-Series

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Campus Recruitment
It offers the most common gateway to the job market for final year students, especially in technical or professional fields.

Companies jn.9 lot ofeffi&eo a=cr promising candidates and competition is intense.

SUMMER PLACEMENTS
Summer placements between three to six months are part of the curricula of business schools and engineering colleges students.

They are attached to companies to obtain real life work experience

EMPLOYMENT ADVERTISEMENTS
Taken out in newspapers, magazines, specialized journals, to reach out to a large target audience.

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Advertisements may be for various positions, from trainees to top management level professionals.

E-RECRUITMENT
It is the process of attracting and hiring applicants for positions within an organization through use of the Internet

Provides access to a worldwide databank of jobs, on line application and information resources through the Internet

A benefit of e-recruitment is the provision for swift feedback and follows up.

Internal sources

1) By exploring the potential of own individuals (by giving additional charge with promotion and up gradation) 2) By appointing personnel through the information or reference by the various executive or employees and the organization. 55

External sources
1) By e- recruitment process through various job portals like Naukari, Times job, Click jobs, Job a head and Monster. 2) Manpower consultants mainly from Delhi or Noida (NCR) and for regional vacancies Marketing, Retails, Channel sales, it is through various manpower agencies from the particular zone or state.

3) By appointing retainers or consultants or part time experts for the specific assignment or jobs.

SELECTION
SELECTION It is the process of examining the applicants with regard to their
suitability for the given job or jobs, and choosing the best from the suitable candidates and rejecting the others.

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The objective of the selection process to select from the pool of candidates the person/persons who will successfully perform the given job. Selection divides the candidates into two categories

Those who are selected

Those who are under consideration

It is called a negative process because unsuitable candidates are eliminated or rejected in order to identify suitable candidates. The numbers of candidates rejected are much more than that of those selected.

Its an important function of personnel management because if the selection process is faulty unsuitable candidates are selected. It is the process followed after recruitment. The basic purpose of selection is to choose the right type of candidates to fill various positions in the organization.

How T-Series select candidates

Preliminary screening- It is essential to check whether the candidates fulfill the minimum qualifications. Is aims at eliminating the unsuitable candidates based on certain specific criteria. Employment tests- Candidates are asked to appear for a written test. 57

Selection Interview- It involves face-to-face conversation between employer and t he candidate. It helps in finding candidates overall suitability for the job, and to cross check the information obtained through the application blank and tests. Interview with the HR head. Employment Interview-Interview with the departmental head. Final Approval-After the candidate goes through all the above mention steps and is considered suitable for the post he is appointed. The candidate is initially appointed on a probation period for 6 months after that if his job and behavior is found satisfactory is issued a letter for "confirmation of service" of the present job. Apart from this candidates are evaluated on the basis of interview assessment sheet.

TRAINING
It is the process of improving the knowledge and skills of the employees. It is an organized and a systematic activity wherein people acquire knowledge and skills for doing a specific job. It's a two way process because it requires someone to teach as well someone to learn. The purpose of training is to mould the behavior so that they can do their jobs in a better way. Training is a never ending process.

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T-Series provide training to Newly recruited employees without job experience, so that they can perform their job effectively. Also to existing employees for learning the new and better way of performing the job.

Methods of Training

On-the-iob-training

Under this method the employee is trained on the job at work place. The training is provided by the superior or a senior employee. It is based on the principle of learning by doing. It is simple, economical as no special place, equipment or instructor is required.

Off-the-job training

Under this, training is given outside the actual work place. Training is provided by experts. The employer or the external agency arranges the training program. The focus is, more on learning than doing. This training method enables trainees to concentrate better because they are free from job pressure. But it is more expensive and less practical.

TRAINING
Successful candidates placed on the job need training to perform their duties effectively Workers must be trained to operate machines, reduce scrap and avoid accidents It is not only workers but executives and supervisors who need training as well in order to enable 59

them to acquire maturity of thought and action Training and development constitute an ongoing process in any organization Training thus means to turn members into productive insiders It is the second step after recruitment, screening and selection The principles of learning make training work ,thus how a person learns should be the guiding principle in explaining how a person should be trained. Thus training requires Practice Feedback Motivation to learn

Thus training is systematic and intentional basically involving the felicitation of the learning process Further training enhances three broad classes of skills Motor skills: manipulation of physical environment based on certain patterns of bodily movements. Cognitive skills: acquisitioned of mental and attitudinal functions. Interpersonal skills: enhancing interactions with other people.

No organization has unlimited resources, so training has to be done on the basis of identified resources in three phases:

PRE TRAINING
Clear understanding of the situation that calls for more effective behavior

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TRAINING
Implementing the effectiveness in behavior

POST TRAINING
The management has to handle a person who is more confident, post training. A lot of adjustment is needed on both sides .

NATURE OF TRAINING
In simple terms training and development refer to imparting of specific skills abilities and knowledge to an employee A formal definition of training and development is 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 employees performance deficiency which is computed as under:

TRAINING VERSUS EDUCATION

According to Carnegie Training refers to the process of imparting specific skills Education on the other hand is confined to theoretical learning in class rooms

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TRAINING Application oriented Job experience Specific task Narrow perspective

EDUCATION Theoretical orientation Classroom learning General concepts Broad perspective

To conclude, in order to bring about a distinction, amongst training development and education in sharp focus it can be said that training is offered to operatives, whereas development programmers are meant for employees in higher position. Education however is common to all employees their grade not withstanding.

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RESEARCH METHODOLOGY

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Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on specific topic. It is an act of scientific investigation .the advanced learners dictionary of current English lays down the meaning of research as a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Every research must have a particular methodology, through which it is easy to define what the problem actually is and how can it be solved. Thus, Research Methodology is a way to systematically solve the research problem. The main steps involved in research process are: Defining the research problem Review of literature Formulate Hypothesis Research Design Collection of Data Analysis of Data Interpret and Report

RESEARCH DESIGN
Research design is the specification of method and procedures for acquiring the information needed. It is the frameworks, which determine the course of action toward

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the allocation and analysis of required data are collection accurately in the economic manner. The research design of my study will be : RESEARCH DESIGN: SAMPLE SIZE: SAMPLE UNIT: Descriptive and Exploratory 50 Noida T-Series

EXPLORATORY RESEARCH DESIGN The research design for the comparative study is of exploratory type and the focus is given to discover the possible measures, by detailed analysis, for the company which would be helpful up to some extent to retain a good position in the competitive market. The research design is not formal and rigid one as the focus. Depends upon the availability of new ideas and relationship among variables. CONCLUSIVE RESEARCH In contrast to the exploratory research which is systematic collection of the information needed its Analysis and finding as per the research objectives conclusive research follows exploratory research. A large no. of observations were possible to achieve. The res ult w as valid and reliab le. Th e stu d y is p rop erly s tru ctu red su ch th at n o mis in terp retation of data is allow ed .

Collection of Data

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The task of data collection begins after a research problem has been defined and research design/plan chalked out. The collection of data is done to support to findings and interpret the result whether the results you have found is according to your hypothesis or not . The data can be collected by this method.

PRIMARY METHOD:
Primary Method is the method, which uses primary data in other words when data are collected afresh and for the First Time and thus happens to be original in character. There are various methods by which data can be collected. The important ones are

Questionnaire Observation Interviews

SECONDARY METHOD:
Secondary data means data that are already available i.e. they refer to the data which have already been collected and analyzed by someone else. Secondary data may be published or unpublished data.

Books Internal websites

The sources used in this study are:

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Primary data source

Questionnaires and interaction with the company Employers.

Secondary data source

Company Website, Company Literature, and other methods like Internet.

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ANALYSIS
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Q1. What source is appropriate to recruit an applicant ?

Source to Recruit an Applicants

30%

External Internal

70%

Q2. What methods to be used for attracting applicants?

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Methods of attracting an applicants

10%

20% Advertisment E-recruitment Consultant Campus recruitment 40%

30%

Q3. What are the selection techniques of T-series comprises of?

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The Selection Techniques of T-series Comprises of...

10% Written Test 10% Group Discussion 10% 65% 5% Interview Attachment Verification All the Above

Q4. Do you think technique of interview should be changed?

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Technique of Interview Should be Changed

20%

Yes No

80%

72

Q5. Job specification should be disclosed at the time recruitment?

Job Specification Should be Disclosed at the Time of an Interview

10%

Yes No

90%

Q6. What criteria are used for selection of candidate?

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Criteria is Used for Selection of Candidate

10% Education 20% Experience Physical Characterstics All the Above 10%

60%

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Q7. Do you take any psychology examination?

Do You Take Any Psychology Examination

10%

Yes No

90%

75

Q8. In case of rehiring do you offer the same salary as to permanent ones?

In Case of Rehiring do you offer same salary as to permanent one's

20%

Yes No

80%

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Q9. Do you considered the cost to the company while hiring?

Do you considered the cost to company while hiring

5%

Yes No

95%

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Q10.Are you satisfied with the procedure and policies of the hiring followed here?

Are you satisfied with the procedure & policies of the hiring

10%

Yes No

90%

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FINDINGS
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1. T-Series recruit manpower mostly through internally Vacancies at higher levels is filled up by promoting persons at lower levels. 2. T- Series also recruit employees externally, in numerous states that involve summer placements, employment advertisements, e-recruitment, and campus recruitment. 3. The selection criteria of candidate in T-series are based mainly on Qualification, Experience and Physical Characteristics. 4. T-Series should not disclose Job specifications at the time of recruitment and selection. 5. T-series does not hire any specialized psychologist to carry out psychology test. 6. Most of the employees are satisfied with their acquiring policies and procedure in T-series. 7. The process of T-series to select the candidate: Preliminary screening Employment test Selection Interview

8. The company provides scope for employees on future growth, career planning, training and development. 80

9.

It maintains a high morale and good human relations within the organization.

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LIMITATIONS OF STUDY
The study on recruitment and selection practices at T- series involve the study Of all divisions of T- Series due to time constrain the study was not extended to The recruitment and selection of division T- Series outside Mumbai, Raipur Baddi etc.

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Also there is a lot of heavy bias attached with the responses because of personnel Experience. The people interview there is from GM's to executive directors to Head personnel. Hence the input would vary greatly amongst them due to the Difference in level of authority and experience.

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SUGGESTIONS
1) T-series should recruit the candidate for higher post through external source. There may be inbreeding as fresh talent from outside is not obtained. Internal candidate may not give a new outlook and fresh ideas to business. 2) The references given by the candidates at the time of selection should be brought into use and should be verified in order to avoid undesired candidates.

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3)

Job specifications should be disclosed at the time of recruitment and selection so that employees are well aware of the tasks to b performed by them and the expectations their seniors have from them.

4)

Company should undergo personality and test in order to judge the personality of the person applying for the job.

5)

Company should have a round of panel interview so that decision of selecting a candidate is not based on personal biasness of the interviewer, interviews should therefore be followed by group discussion.

6)

The company should compensate candidates applying for any position in the organization in case of external recruitment; this will give candidates a positive impression about the company.

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CONCLUSION
An organization's excellence depends upon its employee's performance, which has not only to be maintained on a consistent level, but also must be improved constantly. All this can be achieved if suitable employees are selected, through proper Recruitment and Selection procedure. Employee performance has to be constantly monitored and evaluated on a continuous basis to identify different levels of performance for reward and developmental decisions. Therefore, as a result recruitment and selection procedure plays the most vital role in the organization.

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As we all know that, in today's highly competitive age the biggest problem is of retention of its highly skilled employees in the organization. Recruitment plays a vital role in this regard. But it should be seen that no system is without any flaws. Every system has its strong and weak points and is open for change at any time. The main idea behind which should be seen is whether the system has been able to perform its role of taking organization to its desired position. And if the organization has been able to stabilize itself on the above said problem then the credit with the HR policies can also be given to its Recruitment System. T-SERIES a well-developed Selection System for its employee's development. Thus, the company provides scope for employees on future growth, career planning, training and development.

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QUESTIONNAIRE

Q1. What source is appropriate to recruit an applicants? a) External b) Internal

Q2. What methods to be used for attracting applicants? 88

a) Advertisement c) Consultant

b) E-Recruitment d) Campus Recruitment

Q3. What are the selection techniques of T-series comprises of? a) Written test c) Interview e) All the Above Q4. Do you think technique of interview should be changed? a) Yes b) No b) Group Discussion d) Attachment Verification

Q5. Job specification should be disclosed at the time recruitment? a) Yes b) No

Q6. What criteria are used for selection of candidate? a) Education c) Physical characteristics Q7. Do you take any psychology examination? b) Experience d) All the above

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a) Yes

b) No

Q8. In case of rehiring do you offer the same salary as to permanent ones? a) Yes b) No

Q9. Do you considered the cost to the company while hiring? a) Yes b) No

Q10. Are you satisfied with the procedure and policies of the hiring followed here? a) Yes b) No

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Bibliography
Book:

C .R.Kothari Research Methodology

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 Cooper Business Research Aswathappa Human Resource Management A.K.Singh Human Resource Management & Development

Websites:

www.google.com www.soople.com www.tseries.com www.ask.com

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ANNEXURE

Form 1- Interview Assessment Sheet Form 2- Check List of New Joining

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In terview As s es s men t Sh eet Date.. Pos ition : Name : Un it: ________________________ ________________________ ________________________

D ep artmen t: ________________________

Below Average Pers on ality Commu n ication Pos itive Attitu d e Job kn ow led ge R elated exp erien ce Over all ratin g

V ery A verage Good Good R emarks

MA JOR STR EN GTHS OF CA N DI D A TE

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FIN A L R EC OMMEN D A TI ON S : Su itab le:.. Not S u itab le:.. Un d er con s id eration : Prop os ed d es ign ation :.. Prop os ed CTC : Date of Join in g:.. Place of Work :. IN T E RV I EWER 1. 2. 3. C HEC K LI S T OF N EW JOIN I N G CA N DI D A TES S .N o D es crip tion 96 Tick

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19

Bio-D ata Employment Applicat ion F orm Joining Report F orm N o-16 F orm N o-2(P F N omination & D eclaration F orm) F orm N o-11 F orm N o-1 F orm-F (P ayment of Gratuity) F amily D eclaration F orm Reference F orm Appointmen t Letter 4 S elf P hotograph of P os tcard s ize 2 F amily P hotograph of P os tcard s ize Education Certific ate Age Proof Blood G roup of employee Relieving letter Employer P ay S lip of Las t Employer S ervice Certificate of Las t Employer

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