Project Report on ANALYTICAL STUDY OF RECRUITMENT, SELECTION AND EMPLOYEE ORIENTATION OF RINDER INDIA For RINDER GROUP By Anurag

Gupta Under Guidance of Prof Submitted to University of In partia fulfillment of the requirment for the award of the Deegree of Master of Business Adminstration(MBA)

through

Collegename

Acknowledgement

For me these few lines of expressing my gratitude are the most important section of my work, for if it wasnt for the co-operation, affection and friendliness of the people at, Rinder Ltd especially that of the HR

Department who whole-heartedly co-operated in the successful completion of my project. Towards this I would like to extend my heartfelt thanks to the management of Rinder Ltd. Mr. (Sr. vice president), Mr. (HR manager). Special thanks are to my Institute Institute of Management, Pune. Especially to Honorable Director Mr.& respected project guide Prof. Also, I extend my thanks to all those who have directly or indirectly helped me through their support and guidance in completing this project.

INDEX

SR.NO. 1 2 3 4 5 6 7 8 9

TOPICES EXECUTIVE SUMMERY COMPANY PROFILE OBJECTIVES OF STUDY RECRUITMENT,SELECTION & EMPLOYEE ORIENATION RESEARCH METHODOLOGY DATA ANALYSIS FINDINGS CONCLUSION LIMITATION OF STUDY

PAGE NO. 5-6 7-14 15-17 18-32 33-34 35-48 49-50 53-54 55-56

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BIBILIOGRAPHY

57-58

TABLE NO TABLE TITLE Effectiveness of Recruitment process in 1 Rinder 2 3 Sources of Recruitment Criteria of Selection Method of Selection Process

PAGE NO 16 28 30 31

The which are conducted

33

On which area judge candidate

34

Has a employee orientation programe help to 35 quickly setel down with working environment 36

Has Employee program increase moral

Is it helps to reduced employee turnover Has employee orientation program time consuming Employee orientation program help to reduced startup cost

37

10 11

38

39

List of figure

Sr no. 1

Name of figure Recruitment process in Rinder

Page No. 23

Selection process in Rinder

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1- INTRODUCTION

1. INTRODUCTION
For more than 50 years Rinder has been providing lighting solutions to the automotive industry. Rinder Corporation is the leading Spanish manufacturer of automotive lighting and signaling devices. Since 1997 it has been operating in India and now is established as one of the leading automotive lighting manufacturers for two-wheelers and commercial vehicles. At present Rinder is equipped with 3 state-of-the-art manufacturing facilities located at Pune and Delhi (Bahadurgarh - 30 km from Delhi), which cater the requirements of our domestic as well as overseas customers. This project was carried out in Rinder Ltd Pune. The area of project was Recruitment, selection and employee orientation of employee. The duration of my project was 60 days. In which I came to know the various recruitment as well as selection process which refers in Rinder along with also studied on new employee orientation policies of Rinder ltd. Process of identifying and hiring best-qualified candidates (from within or outside of an organization) for a job vacancy, in most timely and cost effective manner. The activity for employing workers to fill vacancies or enrolling new member. In this project we work on the study of recruitment and selection and employee orientation process in Rinder and importance of employee orientation process.

Research methodology Basically data was collected both form primary as well as secondary data was also collected. A structured questionnaire method was used to collect primary data. Secondary data was sourced from various staff member of Rinder Ltd. Like HR executive of various department, senior HR manger and the other management trainee. Data is analyzed with the help of computer software EXCEL, to make graph. Analysis The analysis done on the basis of the data gathered is firstly sorted and represented by the use of graphs as responses .There has been an attempt to give the findings and suggestions as per the set objectives.

2-

COMPANY PROFILE

For more than 50 years Rinder has been providing lighting solutions to the automotive industry. . Rinder Corporation is the leading Spanish manufacturer of automotive lighting and signaling devices. Since 1997 it has been operating in India and now is established as one of the leading automotive lighting manufacturers for two-wheelers and commercial vehicles. At present Rinder is equipped with 3 state-of-the-art manufacturing facilities located at Pune and Delhi (Bahadurgarh - 30 km from Delhi), which cater the requirements of our domestic as well as overseas customers.

Vision: It is the vision of the Rinder Corporation to acquire customer delight by pursuing excellence and innovation through committed team work in the field of automotive lighting and emerge as a global player.

Mission:

It is the Rinder Corporation's mission to design, manufacture and commercialize products that satisfy the expectations, requirements and needs of our customers by delivering sustainable value to the shareholders. At the
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same time we aim at encouraging our employees creativity, motivation, and team spirit within a continuously improving environment, providing fulfillment and prosperity to our employees and suppliers, being respectful with the environment, and developing those areas where there is presence of Rinder Corporation.

USP: Innovation & Technology Rinder India is a pioneer in introducing innovative technologies such as the commonly used HS1, H4 and H7 bulbs for 2-wheelers and 4 wheelers in India. Rinder has also designed and introduced trapezoidal multifocal reflectors, projector lamps, LED blinkers, LED license lamps, LED light guides for head lamps and tail lamps and is currently working on an affordable design of LED Head lamps for Indian OEM motorcycle. Special mention to Projector Lamps. Despite their small size, the Lux output (light intensity) of these lamps is almost twice as much as the light of a traditional lamp. All the design, development and manufacturing processes are carried out in-house. Rinder manufacturing units are equipped with injection molding machines, surface treatment machines (painting, hard coating, base coating & metalizing) & assembly process (sealing, welding etc.).

The Rinder Family

Rinder feels its most important asset is its human resources, which is dynamic, flexible, and well qualified to take up any challenge. Therefore, Rinder invests extensively in the training and development of its employees. We encourage their creative skills & motivate the staff in a continuously improving work environment.

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Rinder Group started its activity in 1952 by establishing the mother company Rinder Industrial in Guernica (Basque Country), Spain. Since then Rinder has become world leading company in designing and manufacturing of lighting products for automotive application.

As a result of Rinders Group growth, Rinder Corporation was established in September 2006. The aim was to create a central decision-making structure in order to optimize the various synergies and the potentialities of the companies of the Rinder Group In order to be next to our customers and be more competitive, Rinder Corporation has an ambitious expansion program all over the world

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Rinder product and services Rinder Corporation has a wide range of Products in Two Wheeler and Four Wheeler lamp segments Rinder manufactures headlights, tail lights, blinkers and other lamps for leading brands like TVS, Bajaj, Kawasaki Ninja, Royal Enfield etc Rinder also manufactures Headlights, back lights, Indicators and other lamps for leading Four Wheeler brands such as Volvo Bus and Trucks, Mitsubishi, Ashok Leyland, Swaraj Mazda, Nissan, Mahindra etc.

MANUFACTURING Rinder India manufacturing includes in-house processes such as plastic injection moulding, vaccum metalizing for reflectors, hard coating for head light lenses, painting on Reflector & Lens, Ultrasonic Welding, Robotic Sealing, Assembly etc. which are being extensively controlled to ensure a high product quality. A rigorous audit is done periodically in order to verify the processes. Moulding Rinder India is equipped with over 40 Injection Moulding machines, ranging from 60 T to 500 T capacities. Assembly Rinder India has streamlined conveyorized systems for the Assembly of Components, following a proper sequence of operations. The assembly lines are equipped with robotic sealing machines for Sealant Application, an Ultrasonic Welding machine, Vibration Wielding and a Hot Plate Welding machine.
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Base Coating A process required for PPS, PP reflectors to charge the surface before metalizing. Metalizing This process is the heart of the illumination and the key of Rinder?s light output performance. A layer of aluminum is deposited precisely on the plastic reflectors with the help of European vacuum chambers for all kinds of reflectors for headlamps, tail lamps and blinkers.

Hard Coating As per regulation, we have the facility to cover the lens surface with a uniform layer of silicon. This silicon layer enhances the wearing strength of the lens by protecting it against scratches and hence provides a better illumination for a longer period. Quality

The objective of the quality function is to ensure the compliance of our products, processes & quality management systems with the customer specifications..

We are an ISO/TS 16949:2009 certified company & will also achieve ISO 140001 & OHSAS 18000 by Oct 2012

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der management

Board of Directors Chairman Director : Ishaat Hussain : Nasser Munjee : Ravi Kant : N D Khurody : N N Tata : Jimmy Bilimoria : S N Menon : Nani Javeri Managing Director : Sanjay Johri

RINDER AWARDS Our Innovative designs of the product have played an important role in getting their products acknowledge in the market which helped them in getting several renowned awards.. Triumph-Daytona was awarded as 'International Bike of the Year ' in 2006 and Pulsar DTS-I 220 CC was awarded as ' Bike of the Year' in 2008.

Rinder has also won various awards from its Domestic as well as Overseas customers for the quality products it supplies. Some of these awards are:

BAL TPM Award 2011 BAL Quality Gold Award 2011 Received Status of Star Export House from the Office of The Joint Director General of Foreign Trade

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3-

OBJECTIVES OF STUDY

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OBJECTIVES OF STUDY

To study the process recruitment, selection and Employee orientation in Rinder To study the internal and external sources of recruitment in Rinder. To study the purpose of employee orientation program & identifying the various inputs that should go into any such program To study the Nature & Importance of employee orientation programs To know the employees opinion about the recruitment, selection as well as employee orientation program

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45MENT,SELECTION &EMPLOYEE ORIENATION

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RECRUITMENT POLICY. HR POLICY ON RECRUITMENT (Management staff)

1. Rinder is an equal opportunity employer. It is the policy of Rinder that all decisions regarding selection and hiring of employees are made solely on the basis of job-related criteria and merits and to recruit applicants who are suitably qualified or trainable for employment, in accordance with predetermined job-related criteria. Every effort will be made to place new employees in positions that best utilize their competencies and in which they will be able to achieve both success on the job as well as personal satisfaction and opportunities for growth.

Rinder will have an annual headcount plan for each division/function which will be approved by the CMG. The draft annual headcount plan for each division/department should be prepared and submitted to the CMG by February 15 each year by the Business Group Head and the Division Head, and for each department by the head of the function. This headcount plan should be in consonance with the Strategic Business Plan of the division/function. Vacancies should be filled up only as per the approved annual Headcount Plan for the division/function. Since the organization structure and manpower plans with numbers are approved during the budgeting process, out-of-plan recruitment should be kept at the bare minimum and will require the MDs approval.

3. The minimum age for employment at Rinder is 18 years.

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4. Graduation in Engineering, Science, Commerce or Arts is the minimum education qualification requirement for selection and appointment at Rinder in the Management cadre. Depending on the requirements of a position, post-graduate qualifications may also be a necessary criterion. Diploma holders in engineering or air-conditioning and refrigeration (with requisite nature and length of experience) may be acceptable qualification for the M3,M4,M5 and M6 cadre and this will be based on the requirements of each division.

5. Employment of all personnel is subject to receipt of satisfactory references including those from previous employers for candidates having previous work experience (except in case of campus recruitment).

6. All staff selected for employment at Rinder are required to undergo a preemployment medical examination before commencing employment. The objective would be to obtain information on the health status of the prospective employee in order to ensure that the prospective employee is medically fit for performing the required job functions. The HR department will issue an offer letter to the selected employee only after receiving confirmation of medical fitness from the Company Doctor. Details of the pre-employment medical examination are given in the procedure.

7. Applicants previously employed with Rinder and who have re-applied will be given favorable consideration, subject to their past work history and performance being satisfactory. However, they will normally not be re-hired unless approved by the concerned division/function head and the
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Vice President Human Resources. In such cases, wherever feasible, the candidate's earlier division/function head will be asked for a reference regarding his/her performance and other aspects of employment, before the re-hiring decision. An ex-employee's re-employment will be considered as a fresh appointment commencing as of the new date of employment. All re-hired employees, irrespective of the period of separation, will be required to undergo a pre-employment medical examination.

8. All recruitment must be initiated by the requisitioning division/function through a formal request to the concerned HR Manager to hire an employee. This request should include specifications. (Details are mentioned in the procedure). The process of recruitment and selection should be completed and the selected candidate given a written offer within two months of notification of vacancy.

9. All vacancies will be advertised internally within all divisions and at all locations to invite applications from within. Applications should be forwarded to the concerned HR Manager through the head of that division/function to which the applying employee belongs.

(Please refer Annexure 'B' for signing authorities for offer letters and appointment letters).

11. All campus recruitment at Rinder will be centrally co-ordinate by the DGM Talent Acquisition to present one common interface between the company and various engineering colleges and management institutes
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and to avoid duplication of efforts and costs. Each year, DGM Talent Acquisition will seek requirements from divisions/functions and form panels of interviewers from divisions. Campuses to be visited for placements shall be decided by DGM Talent Acquisition in consultation with the Divisional heads. Campus recruitment will be carried out as per the plan developed and shared by DGM Talent Acquisition. Each Business Group Head, in consultation with the VP-HR, will decide and announce each year for his/her Business Group, the stipends to be paid and the entry-level salary for Management Trainees and Management probationers.

12. Outstation candidates will be reimbursed three-tier A/C rail fare (nonRajdhani) if they have applied for vacancies in M3 to M6 grades. Candidates who have applied for M2, M1, SM grades and above would be reimbursed Check-fares/Apex fares air travel.

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RECRUIMENT PROCESS

PERSONAL PLANNING

JOB ANALYSIS

EMPLOYEE REQUISITION

IDENTIFY JOB VACCANCY

RECRUITMENT PLANNING -Number -Types

APPROVED HEADCAUNT T

STRATEGY DEVELOPMENT. -Where -How -When

SEARCHING -Consultancy -Campus

APPLICANT POOL

SOURCING APPLICATION

POOLPO OLPOOL

POTENTIAL HIRE

TO SELECTION PROCESS

EVALUTION AND CONTROL

RECRUITMENT PROCESS IN RINDER LTD

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IDENTIFY VACCANCY Identify the vacancy the word explains itself in which identify or find out the vacancy in the organization for required position. Identify vacancy its one of the important managerial as well as human resource department function. Ultimately we can say that its first step towards the recruitment, selection and further processes identify vacancy in the organization place potential candidate to fill that vacant position in organization with the help of internal and external sources of recruitment.

PERSONAL PLANNING Personal planning its process which help to determine personal needs in the future. Personal planning is the processes by which an organization ensure that it has right number and kind of people at right place , at right time , capable of effectively and efficiently completing those task that will help the organization achieve its overall objective. Personal planning translates the organizations objectives and plans in to the number of workers needed to meet those objectives. And its not possible without a clear cut planning of the human resources.

JOB ANALYSIS Job analysis its help determine the essential characteristics of a job in order to produce a job specification. A job specification is a written statement of the essential characteristics of a job including necessary qualifications, duties, responsibilities and degree of authority of the job holder. The purposes for which a job analysis is required in Rinder To establish criteria for Recruitment and selection process

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APROVED HEADCAUNT Vacancies should be filled up only as per the approved organization structure and annual headcount plan(which specific

designation/grade/location for each position) of division/ department. EMPLOYEE REQUISITION All recruitment must be initiated by requisitioning division/department through a formal request to the human resource department to hire an employee. This communication must incorporate the following information required to proceed recruitment and selection process. Designation Location Grade Reporting Relationship Position supervised by the incumbent Major responsibilities and Duties Extent of travel that the job entails

SEARCHING The searching method generally follows in Rinder through the consultancies, they contact with consultancies and search the potential applicant as per the job requirement in the organization. and if fresher requirement is needed in Rinder then generally they prefer the

campus recruitment process. Because through campus recruitment process organization get new talent.

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STRATEGY DEVELOPMENT This is also one of the essential function in recruitment process in this step its help to get answer of how to where to find like location vise and the second important question is how to find? which is the important question for recruitment. How to look refer two sources of recruitment internal recruitment and external recruitment. In Rinder also there are two sources of the recruitment.

SOURCING OF APPLICATION In Rinder refer the internal and external source of recruitment.

Internal source An internal advertisement for vacancy must be displayed on the notice board of all location and also trough Rinder board by email through the internal advertisement should mention a brief job summary. And also desire experience with Skills and Qualification. Internal advertisements are to encourage growth from within and also to encourage job rotation and location transfer. It also a boost to word of mouth publicity to get external application directly. The HR Department and/ or divisional Manager will evaluate the suitability of potential internal candidates. Internal source of recruitment

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Promotion- The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. Transfer- The employees are transferred from one department to another according to their efficiency and experience. Demotion.- Demotion will according to performance of the employee.

The advantage of internal sources - The time saving and economically too. No advertiertiement is

required to be given for the job in external media. Cost of selection is Reduced. - Its help to improve the moral and motivation Of employees of the organization and to develop loyalty towards the organization and sense of responsibility. - To encourage the employee to work hard, sincerely and put sincere efforts to get promotion. - As the management has the better knowledge of the strength and weakness of the employee, proper decisions can taken to promote or to transfer or to demote, the chance of making wrong decision are considerably reduced.

External source of Recruitment

External sources of recruitment have to be solicited from outside the organization

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In Rinder , the Human resource Department will maintain an application databank of all application that is received from time to time. If suitable candidate are not identified from either of above sources, The HR manger will initiated appropriate steps to sources candidates externally. Word of mouth publicity will be initiated. The search process , whether through headhunters, consultants and web based advertisement ,or news papers

advertisements etc. Will be decided by the HR Manager after doing a costbenefit analysis. The HR Manger will finalize the Advertisement or the position write-up. The external sources of recruitment -Placement agencies (Consultancy) Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach -Campus Recruitment Various management institutes, engineering colleges,etc. are a good source of external recruiting well qualified executives, engineers, They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. Advantage of external source of recruitment - Its help to attract and introduced the new blood in the organization. Makes the organization more dynamic through the inflow of innovative ideas, fresh thinking, etc - Best candidates can be selected. It offer wider scope for selection employee as there is possibilities that large number of candidates. with the requisite, qualification, and experiences may apply for the job
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- This source proves to be more economical if experiences, well trained candidates are required.

SELECTION PROCESS SELECTION PROCESS IN RINDER

SCREENING APPLICATION

APPOINMENT LETTER

INTERVIEW

OFFER LETTER

REFARANCE CHECK

MEDICAL TEST

WRITEN TEST

- Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the
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required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested SCREENING OF APPLICATION The human resource department will normally assist in initial screening of applications to determine if the applicant meets the requirement for the said position. The HR department will forward all screened application to the respective division/ function head for review and assessment. Interview The interview is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less REFERANCE CHECK Successful applicants should be informed in advance that their appointment would be subject to satisfactory reports being received form their referees and previous employer/s if any It is imperative that at least two reference check are conducted on a particular selected candidate. In the case of recruitment of senior management position(SM & above), at least three reference check should be
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conducted, of which one must be perfectly be a reference not given by the candidate himself. Reference check from a very important part of the recruitment process as they provide pertinent information about a selected employee. WRITEN TEST

Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

MEDICAL AND FITNESSOF SELECTED CANDIDATES Following a decision to hire the applicant, a medical examination should be arranged. This should be done as soon as possible after his selection is finalized and telephonic reference checks have been conducted and cleared.

OFFER LETTER The HR manger in consultation with requisitioning department will formulate a salary and benefit package in line with the companys policy and grade and compensation structure. An offer letter must be given to a selected candidates as soon as possible, after he/she has cleared the preemployment medical examination.

APPOINMENT LETTER30

After offer letter accepted by the applicant then he is appointed by giving a formal appointment letter

EMPLOYEE ORIENTATION Induction is a process meant to help the new employee to settle down quickly in to the job by becoming familiar with the people, the surrounding, the job, the firm and the industry. Employee orientation is the process of acquainting the new employee with the existing culture and practices of the new organization.

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Induction means introduction to the company as in the overall preview of company its more in the form of presentations while orientation is the practical overview of the company that is it includes introducing employee do different people of the organization making him more familiar with every one so that he get the idea that what kind of company he will be working for generating a level of comfort within the organization.

EMPLOYEE ORIENATOIN PROCESS IN RINDER The process of employee orientation at Rinder will be as per the following induction checklist MANAGERS CHECKLIST OR NEW EMPLOYEE INDUCTION The concerned HR manger or the location HR manger will be responsible for inducting new entrants in to the company. Every new employee will be inducted in to organization as per the comprehensive procedure outlined in this induction check-list; Before the employee arrives: Pre-arrival- before the date of joining: The new employee orientation process begins before the employee comes to work on the first day. Planning ahead for your new employees arrival will allow you to spend productive time on the first day and also create good first impression. So before the employee arrives,
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 Have the seating place organized, i.e. the table (with empty drawers), chair, stationary, diary, calendar, reminder board and telephone. Make sure the employees work-space is clean and organized, Arrange for PC with a LAN connection, if required. Prepare an induction folder containing: a copy of the description, the companys organization chart ,the induction manual (only till such times as the multi-media induction not develop) brochures on our company its business, activates , its product and services, annual reports, marketing material and newsletters that can give our new team member an insight in to our company Also include a writing pad, pens and other items of stationary, necessary forms, department procedure manual and important telephone numbers. Plan interesting task for the employees first day and week after induction. Identify a staff member to act as a mentor for the first two month. Mention about the new entrant and his/her date or joining to other team members inform them what the persons job will be. Request your team members to welcome the new employee and encourage their support.
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 The concerned HR manger will prepare an organization announcement to be circulate the day the new recruit joins(for SM and above or a corporate function where information to all is important.

PURPOSES OF EMPLOYEE ORIENTATION IN RINDER ,LTD 1. To Reduce Startup-Costs Proper orientation can help the employee get "up to speed" much more quickly, thereby reducing the costs associated with learning the job. 2. To Reduce Anxiety Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation, and helps provide guidelines for behavior and conduct, so the employee doesn't have to experience the stress of guessing.
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3. To Reduce Employee Turnover Employee turnover increases as employees feel they are not valued, or are put in positions where they can't possibly do their jobs. Orientation shows that the organization values the employee, and help provide tools necessary for succeeding in the job. 4. To Save Time For Supervisor & Co-Workers Simply put, the better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee. 5. To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction It is important that employees learn early on what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization. While people can learn from experience, they will make many mistakes that are unnecessary and potentially damaging

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6-

RESEARCH METHEDOLOGY

Research Methodology The methods used in the completion of project were questionnaire cum interview method. It is the process in which we can interview the person on the basis of questions available. It is a time saving process like maximum output with minimum input. The sources for collecting data were both
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primary as well as secondary sources. Secondary data was sourced from various staff members of Rinder ltd. Like HR executive of various department, senior HR manger and the other management trainee. Data is analyzed with the help of computer software EXCEL, to make graph. Data sources: Both primary & secondary data are taken into Consideration. Primary data are data gathered from field for specific Research project. ii) Research approach: I have mainly collected the primary data through interview & few cases by observations. iii) Research instrument: Questionnaire is used to collect most of the Primary data. SAMPLING: Sample is the small group taken under consideration from the total group. The small group represents the total group, in the project the segment which was asked to study was part of employees in Rinder ltd. Sampling unit: project was concentrated on employees as a sampling unit Sampling size: project consists of 15 respondents from Rinder Ltd. o Sampling Technique: Survey, study Personal Interviews, Observation, Predetermined set of questions
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7-

DATA ANALYSIS

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1. How effective is recruitment at Rinder limited? a. Excellent b. Good c. Average d. Below average e. Poor SR NO 1 2 3 4 5 OPTIONS Excellent Good Average bellow average Poor Total NO OF REPONSE 4 8 3 0 0 15 Table 6.1 PERCENTAGE 26.66 53.32 20 0 0 100

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60 50 40 30 20 10 0 Excellent 1 8 4 26.66

53.32

20 PERCENTAGE 3 0 0 0 poor 5 0

NO OF REPON

Good 2

Average 3

bellow average 4

ANALYSISIS The near about 54% people said that Rinder recruitment is good. 2. Which of the following sources are being used (reference to objective no 4) for recruitment at Rinder ltd?

SR.NO 1 2 3 4 5 6 7
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SOURCES INTERNAL SOURCES A-Data bank B-Promotion C-Internal Transfer EXTERNAL SOURCES A-Campus B-Consultancy

NO. OF RESPONSE 3 3 2 3 4

8 C-Advertisement Total 15

Table 6.3

No. of response

1 internal sources 2 A-Data Bank 3 B-Promotion 4 C-Internal Transfer 5 External Sources 6 A-Campus 7 B-consultancy 7 c-Advertiesment

ANALYSIS In Rinder almost the internal and external sources are being used near about equally. 3. Do you hire people a. with right skills and experience b. hire and then train them as per the needs c. Both

SR. NO 1
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OPTION With right skills

NO. OF RESPONSE PERCENTAGE 9 60

2 3

Hire them and then train as per the need both Total-15

3 3

20 20

60 60 50 40 30 20 20 9 10 0 With right skills 1 Hire &and train them as per need 2 Both 3 3 3 20 No. of Response Percentage

Table6. 4 ANALYSIS Here we found 60% people say that people with experience should be hired.

4. In selection process are there any tests conducted for the candidates? (reference to objective no 1) a. Yes b. No

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Sr. No. 1 2

OPTIONS Yes No Total

No. OF RESPONSE 12 3 15

PERCENTAGE 80 20

Table 6.5
80 80 70 60 50 40 30 20 10 0 No.OF RESPONSE PERCENTAGE 12 3 20 1 Yes 2 No

ANALYSIS The maximum number of people said yes there is test conducted for the recruitment process.

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5. If yes, then which tests are conducted in this organization?(with the reference no 3 a. Aptitude Test b. Psychometric Test c. Managerial ability d. Technical test Sr. No. 1 2 3 4 OPTIONS Aptitude Tests Psychometric Tests Managerial Ability Tests Technical test Total No. OF RESPONSE 10 0 3 2 15 PERCENTAGE 66.66 0 20 13.33

Table 6.6

70 60 50 40 30 20 10 0 Aptitude Tests 1 Psychometric Tests 2 Managerial Ability Tests 3 Technical test 4 No. OF RESPONSE PERCENTAGE

ANALYSIS
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Out of 15 people 10 people said that generally they are conducted aptitude test.

6. Which are the main areas you think where a person should be Judged? a. creativity & imaginative skills b. logical and critical thinking c. strengths d. roles for which they are most suited

Sr. No. 1 2 3 4

OPTIONS Creativity Logical & Critical Thinking Strengths Roles for which they are most suited Total Table 6.7

No.OF RESPONSE 4 5 4 2 15

PERCENTAGE 26 33 26 13

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35 30 25 20 15 10 5 0 creativity 1 4 5 26

33 26

13 4 no of Response 2 Roles themost playy are 4 percentage

logical& critical thinking 2

streinght 3

ANALYSIS We got feedback of people according to their perception.

7. Are this employee orientation program helpful to quickly settle down in organization? (With the reference objective no 3) a. Yes b. No Sr. No. 1 2 OPTIONS Yes No Total NO.OF RESPONSE 15 0 15 Table 6.9 PERCENTAGE 100 0

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100 100 90 80 70 60 50 40 30 20 10 0 No.OF RESPONSE PERCENTAGE 0 15 0 1 Yes 2 No

ANALYSIS

The 100% positive feedback we got.

8. Do you think these induction program help to increase employees moral? a. Yes b. No Sr. No. 1 2 OPTIONS Yes No Total NO. OF RESPONSE 15 0 15 Table 6.10
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PERCENTAGE 100 0

100 100 90 80 70 60 50 40 30 20 10 0 No.OF RESPONSE PERCENTAGE 15 0 0 1 Yes 2 No

ANALYSIS Out of 15 all 15 said yes employee orientation program help to increase moral of employee.

9. Do u think the employee orientation programs help to reduce employee turnover ? a. Yes b. No

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Sr. No. 1 2

OPTIONS Yes No Total

No.OF RESPONSE 8 7 15

PERCENTAGE 53.33 46.66

Table 6.11

60 50 40

53.33 46.66

1 Yes 30 20 10 0 No.OF RESPONSE PERCENTAGE 2 No 8

ANALYSIS: We got the feedback according to the persons perception regarding employee orientation.

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10. Is employee orientation programs are time consuming? a. Yes b. No Sr. No. 1 2 OPTIONS Yes No Total No. OF RESPONSE 5 10 15 Table 6.12 PERCENTAGE 33.33 66.66

66.66 70 60 50 40 30 20 5 10 0 No.OF RESPONSE PERCENTAGE 10 33.33 1 Yes 2 No

ANALYSIS Out of 15 the maximum no of people said no its not time consuming.
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11. Is the employee orientation programs are reduced start up cost? a. Yes b. b. No

Sr. No. 1 2 3

OPTIONS Yes No No Comments Total

No.OF RESPONSE 8 3 1 12

PERCENTAGE 66.66 25 8.33

Table 6.13

70 60 50 40 30 20 10 0 8

66.66

25 8.33 3 Yes 1 No 2 1 No Comments 3

No.OF RESPONSE PERCENTAGE

ANALYSIS Maximum no of employee says that yes its reduced start up cost.
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7-FINDING

FINDING

Rinder recruitment process are effective (With the reference Question no.1 feedback) It is found that proper selection process is followed. Once find out potential candidates for required job the various test are conducted during Various selection process. (with the reference of Question no.4,5,6) The internal and external sources are used for recruitment in Rinder. (With the Reference of question no.2) The employee orientation programs helps to the new employee quickly settle down with job responsibilities as well as with working environment ((With the Reference of question no.7) Employee orientation program help to increase moral and confidence of the employee. (With the Reference of question no.8) Employee orientation program reduced startup cost and employee turnover.
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((With the Reference of question no.10,11)

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8-CONCLUSION

During my training I have found out that the recruitment and selection process play vital role in Rinder to find out best candidate for the organization

Employee orientation programs are sometime time consuming as well as cost consuming.

Employee orientation programs help to reduced employee turnover.

RINDER follows their commitment

To ensure that every employee is treated with dignity and respect, and in a fair, consistent and equitable manner

To create a stimulating, enabling and supportive work atmosphere To aid and encourage employees in realizing their full potential Employee orientation program are compulsory for the new

employees.
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9- LIMITATION

Due to the large organization there is large number of employee so its quite difficult to interact with maximum member of department. In Rinder Due to the Companies norms & regulations some of the official data Couldnt be made available. Many times the officers were so busy with their works so that they couldnt answer the queries

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10- BIBLOGRAPHY

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To find out the information Follow given websites: www.Rinder.com 1 Jun 2013 to 10 Sep 2013 Daily 1 to 2 pm www.google.com 1 Jun 2013 to 10 Sep 2013 10 to 5 pm www.cthr.com 20 July 3pm to 5 pm

Reference Books Human resource management & Personnel management -By Aswathapa 15 June to 28 June Page no.93-107 Managing Human Resources - By R.S. Dwivedi 25 June Page no.103 to 109 Human Resources Management: Managing People at work -By Mrs. Y.L. Giri 2 July to 10 July 182 to 198
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