Research Report

on

Recruitment and Selection policies

Submitted in partial fulfillment of the requirements for the award of degree of

Bachelor of Business Administration

Session 2010-13

Submitted to: Mrs. Shweta sharma H.O.D (UIET, Lalru)

Submitted by: Monika Roll.No:105672467278 B.B.A 6th Sem.

Universal Institute of Engineering and Technology PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

Acknowledgment
I take immense pleasure in thanking Mr Jaswinder Singh, HR manager, and
D, P sir, our beloved Principal for having permitted us to carry out this project work. I wish to express my deep sense of gratitude to our Subject Instructor, Ms. Shweta Sharma, H.O.D Management Department of Universal group of institution, and Ms Davinder kaur associated teacher, for her able guidance and useful suggestions, Which helped us in completing the project Finally, yet importantly, I would like to Express my heartfelt thanks to my beloved parents for their blessings, my Friends/classmates for their help and wishes for the successful completion of this project.

Preface
I am a student of BBA of Universal group of institutions .Preparing report is an integral part of BBA course . It is meant to make the student familiar with the actual functioning of the real atmosphere of an organization . Apart from the theoretical knowledge , I get the practical participation knowledge .

DECLARATION
I Monika Roll no.105672467278 do hereby declare that, Research Report Submitted to Punjab Technical University, in partial fulfillment of B.B.A On Recruitment and selection policy , Is the result of my own work. I have not submitted this Research report to any other university for the award of degree.

Signature of Student

MONIKA

TABLE OF CONTENTS
Acknowledgement Preface Declaration List of tables List of Graphs

CHAPTER NO: Chapter-1 Chapter-2 Chapter-3

CHAPTER NAME PAGE NO: Introduction Review of literature Research Methodology

1.1 Research design 1.2 Objectives of the study 1.3 Scope of the study 1.4 Data collection 1.5 Limitations

1-17
18-20 21-24

Chapter-4 Chapter-5 Bibliography Annexure

Analysis & Interpretations Conclusion & Recommendations

25-40 41-44

List of table
SR NO.
1 2 3 4 5 6

TOPIC
What is your profession Do you know about the denims What recruitment sources are used
S

PAGE NO.
26 27 28
29 30 31

Textile company adopt internal source Qualities on the basis people is selected Scrutinization of application before interview. Qualification is consider while selection Test like personality, intelligency is consider while selection External source of recruitment used in selection Promotion &transfer is good source of recruitment Advertisement is the best source of recruitment of people Communication play important role in sales of person In your dept right person are placed on right job Interview methods Is recruitment procedure is appropriate or not

7 8 9

32 33 34

10 11

35 36

12

37

13 14 15

38 39 40

List of Graph
SR NO.
1 2 3 4 5 6

TOPIC
What is your profession Do you know about the denims What recruitment sources are used
S

PAGE NO.
26 27 28 29 30 31

Textile company adopt internal source Qualities on the basis people is selected Scrutinization of application before interview. Qualification is consider while selection Test like personality, intelligence is consider while selection External source of recruitment used in selection Promotion &transfer is good source of recruitment Advertisement is the best source of recruitment of people Communication play important role in sales of person In your dept right person are placed on right job Interview methods Is recruitment procedure is appropriate or not

7 8 9

32 33 34

10 11

35 36

12

37

13 14 15

38 39 40

1.1) INTRODUCTION TO TOPIC 1.2) COMPANY PROFILE

Introduction
Recruitment:
Recruitment is the process of location and encouraging potential to apply for existing or anticipated job opening. In simple Recruitment refers to the process of finding possible candidates for a job or function usually undertake by recruiters. It also may be undertaken by an employment agency or a member of staff at the business of organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online ,newspapers, using newspaper dedicated to job advertisement through professional publication, using advertisements placed I windows, through a job center, through campus graduate recruitment programs, etc. 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 of professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerize tests to assess an individuals off hand knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeric and literacy. Candidates may also be assessed on the basis of an interview. Sometimes candidate will be requested to provide a resume or to complete an application from to provide this evidence.

Recruitment policy:
Such a policy asserts the objective of the recruitment and provides a framework of implementation of the recruitments program in the form of procedure. As Yoder and the observe:such a policy may involves commitment to board principal such as filling vacancies with the best qualified individuals. It may embrace several issues such as extend of promotion for within, attitude of enterprise in recruiting its old employer, handicap, minority, and group woman employee. Part time employees, friends and relative of present employees. It may involve the organization system to develop for implementing recruitment program and procedures to employed. Therefore a well consider and preplan recruitment policy, based on corporate goals study of environment and the corporate needs may a long way to main the organization with the right type of personal.

A good recruitment policy must contain these elements:

recruiter Organization objective both in the short term and long term must be taken consideration as a basis parameter for recruitment decision and needs of personal area wise job family wise.

a)

b)

Identification of the recruitment needs to take decisions regarding the balance of the qualitative dimensions of the would be recruits i.e. they should prepare profile for each category of worker accordingly work out the man specification decide the section, department upper braches where they should be placed and identify the particular responsibilities which may be immediately assigned to them. Preferred source of recruitment , which would be tapped by the organization e.g. for skilled or annual worker internal sources and employment exchanged may be preferred for highly specialized categories and managerial personal, other sources besides the former, may be utilized.

There are several pre requisites of a good recruitment policy:

a) b) c) d) e) f)

Provide employees with job security and continuous employment. Integrated organizational needs and employee need. Provide each employee with freedom and opportunity to utilized and developed knowledge and skilled to the maximum possible extent. Treat all employees fairly and equitably in all employment relationship. Provide suitable jobs and protection to handicapped, minority groups. Encourage responsible trade union

Source of recruitment
There are two type of source of recruitment Internal source and External source

Internal source:

Internal source further divided into nine parts:

Transfer: whenever any vacancies occur somebody from within the organization is promoted transferred promoted of some time demoted. Campus recruitment : any organization conduct preliminary search of prospective
employees by conductive interview the campuses of various institute , universities and colleges Employee recommendations: the idea employee recommendation as a source of potential applicants is that the present employees may have a specific knowledge of the individuals who may be their friends, relative. If the present employees are reasonably satisfied with their jobs, they communicate these feelings give preference to local people in recruitment, particularly at lower and middle levels jobs.

 Labor contractor: Manual worker can be recruited through a contractor who maintains close links with source of such workers. This source is often used to recruit labor for construction jobs. The disadvantage of this source is that when the contractor leaves the organization people employed through him also go. Gate recruitment: Gate recruiting is quite useful and convenient method at the initial stage of the organization. When large number of such people may be required by the organization. In some industries like jute the large number of workers works as baddior substitute workers. A notice on the notice board of the company specifies the details of the job vacancies can be put. It is very economical. Similar organization: experienced employees can be recruited by offering better benefits to the people working in similar organization. Newly established organizations of wellknown houses often lure experience executives and technical experts from the public sectors. Deputation: Many organizations take people on deputation from other organization /department of the same corporate. Such people are given choice either to return to their original organization after a certain time or to opt for the present organization. Computer data banks: when a company desires a particular type of employee. Job specification and requirements are fed into a computer where they matched against the resume data stored therein. The output is a set of resumes for individuals who meet the requirements.

Advantage of internal source:

It improves the moral of employees. Provide greater motivation for good performance. It is a less costly source than going outside to recruit. Labor turnover reduce.

Disadvantage of external source:

Chance of favoritism. It discourages the flow of new blood in to the organization

External sources
It is further divided into two parts

Advertisement: advertisement is the most effective means to search potential

employees from outside the organization. Employment in journals, newspaper, bulletins etc is quite common in country. Employment agencies: in our country two types of employment agencies are operating. Which are as follows:

Advantages of external source:

It helps to brings new blood and new idea into the organization. Experience and expertise from other organization can be brought. It does not change the present organizational hierarchy that much This source more time consuming. More costly The orientation and training of new employees is necessary.

Disadvantage of external sources:

Method of recruitment:

Direct method: in this method organization sends traveling recruiters to educational and
professional institution. One of the most widely used methods is that of sending of recruiters to college and technical schools. Sometimes some organization opens their placement offices in the college and schools . other direct method includes sending recruiter to seminars and conventions and using mobile officers to go to desired centers.

Indirect method: this invoices mostly advertising in newspapers, on the radio, in trade and
professional journals, technical magazines and brochures. It is very useful for blue collar and hourly workers as well as scientific professionals and technical employees. Whenever necessary blind advertisement can be given in which only box no. is given, without identifying the company.

Third party method: various agencies can be used to recruit, personnel, public employment
exchange, management consulting firms, professional societies, temporary help societies, trade union, and labor contractors are the main agencies.

Selection

Selection is the process of choosing the most suitable persons out of all the application. In this process relevant information about applicants is collected through a series of step so as to evaluate their suitability for the job to be fined. Selection is a process of matching the qualifications of applicants with the job requirements. It is a process of weeding out unsuitable candidates and finally identifies the most suitable candidate

Selection procedure
Selection procedure is concerned with recruiting prevalent information about an application. The objective of it is to determine whether an applicant who is most likely to perform that in job. Steps in selection process: Preliminary interview: A special interview or a high caliber receptionist in the employment office usually conducts the initial screening. This interview is essentially a sorting process in which prospective applicant are given the necessary information about the nature of the in the organization. Necessary information is also elicited from the candidates about their education, skills, experience, salary expected etc. Application blank: Application banks is a traditional, widely accepted device for getting information from a prospective applicant. The application form should provide all the information relevant to selection . but reference to caste ,religion , birthplace may be avoided as it is regarded an evidence of discrimination. Selection test: Many organization hold different kinds of selection tests to know more about the candidates .a test is a sample of some aspect of an individuals attitudes behavior and performance .test are useful when the number of applicant is large. In India the use psychological and other tests in gaining popularity. Employment interview: it is face to face interaction between two person for particular purpose. selection test is normally followed by personal interview of the candidates Medical examination: it is carried out to ascertain the physical standards and fitness of prospective employees. Either companys physical or a medical officer approved for the purpose . it determines candidates fitness for job. Reference checks: Many organizations take the candidates to provide the names of two other persons who know him well the organization contacts them by

mail or telephone. In this way organization can get more information about the candidate lie character working etc. Short listing: On the basis of the above steps the selection committee or personal department recommends suitable candidates for selection. The candidate short listed by the department is finally approved by the executives of the concerned departments. Employment is offered in form of an appointment letter, mentioning the post, the rank , the salary grade, and the date by which the candidate should join and other terms and condition in brief . Placement: after all the formalities are completed the candidate are placed on their job.

Company profile

Oswal Woollen Mills Limited (OWM), is the parent company of the Nahar Group of Companies (the Nahar Group). OWM was incorporated in 1949 by Late Mr. Vidya Sagar Oswal, father of Mr. Jawahar Lal Oswal, the present Chairman and Managing Director. The Board comprises of ten directors including three promoters directors namely Sh. Jawahar Lal Oswal, Sh. Kamal Oswal, Sh. Dinesh Oswal, the renowned industrialists.

and seven other directors who are technocrats, professionals, legal, commercial and financial wizards. The Board is further assisted by a team of professionals who have rich experience in their respective fields. OWM is one of the pioneers of the organized Indian woollen hosiery industry. We believe in the philosophy 'Success is Tradition and Growth is imperative'. It made a modest beginning as a manufacturer of hosiery items, which was followed by setting up a worsted Woollen spinning plant of 800 spindles in 1954 to serve as a backward integration of the then existing manufacturing activities. It was one of the first worsted Woollen spinning plant in the Northern India.

Marching ahead in the journey and keeping pace with overall industrial development in India, the Company is now one of the biggest producers of worsted Woollen yarns in the country. In our Woollen hosiery segment, we start our operations with import of raw greasy wool mostly from Australia and our products include various types of specialty yarns, such as, worsted Woollen yarn, lamb wool yarn, acrylic yarn, various types of wool based blended yarn, fancy yarn, hand knitting yarn etc under the popular brand name 'OWM'. In March 2006 the company added manufacturing of indigo dyed specialty denim fabric to its existing vast range of product portfolios. In June 2007, a cotton spinning unit was set up as a backwards integration of Denim plant. The manufacturing facilities of the company are spread across various locations in and around Ludhiana in Punjab fully backed by the facilities for product development and efficient testing infrastructure to provide quality products to our customers. Our products particularly the

yarns have been exhibited as the best products by the International Wool Secretariat (IWS) (an international body for regulating the spinning and hosiery industry).

As a step towards clean environment and use of renewable energy sources the company has now entered into the field of solar and wind power generation and will be setting up a total capacity of approx 11.50 MW in the year 2010-11, with plans to enhance the same in the near future.

Quality Control and Policy

We have established a quality management system (QMS) and have implemented the same throughout our Company. A management review committee under the chairmanship of Mr. Sandeep Jain, our Executive Director has been constituted for conducting the review of our Company's quality management system, quality policy and objectives at least once in six months for ensuring its continuing suitability, adequacy and effeteness. We are committed to provide total customer satisfaction by meeting all requirements and continual improvement of quality management standards performance. The following are the objectives of our quality management system :o o o

To enhance customer satisfaction Regular review and Up gradation of technology Cost reduction in operations

Present Capacities

Worsted Spinning

36416 Spindles

Woollen/mohair tops

2.50 million lbs per annum

Cotton spinning

21348 spindles

Denim Cloth

26 Million Mtrs Per Annum

Nahar Spinning Mills Limited Started out as a tiny worsted Spinning & Hosiery unit in Ludhiana. It was incorporated as a Private Limited company in December, 1980 and became a Public Limited Company in 1983. The steady growth in manufacture and Export of woollen/cotton hosiery knitwears and woollen textiles enabled the company to earn the recognition as an "Export House" followed by a "Recognized Trading House" by the Government of India in a short span. Its turbo-charged performance brought them a host of fresh laurels.. They include the "National Export Trophy" by the Apparel Export Promotion Council. The latest is the Gold Trophy for highest Exports of Yarn 50s & below in Yarn Category by TEXPROCIL for the year 2010-2011 and 'AEPC Export Awards for Highest Exports in Cotton Garment in the year 2008-09 and 2009-10. In 1992, as a measure of backward integration, the company diversified into the Spinning Industry by putting up a Spinning Plant at Village Simrai, Mandideep, Distt. Bhopal. To produce high quality value added Yarn for exports, company also put up Spinning Units at Village Jalalpur, Distt. S.A.S. Nagar, Village Jodhan, Distt. Ludhiana and Village Jitwal Kalan, Distt. Sangrur, Punjab. The present spindlage capacity of the company is 4.42 lacs spindles and 1080 Rotors. Simultaneously the company also established an ultra modern facility to manufacture 12.5 million pieces of Hosiery Garments. Today, Company's products i.e. T-Shirts are being exported

to reputed international brands such as GAP, Arrow, Old Navy, Banana Republic, Chaps etc. As a measure of further value addition in the Company's product the Company has put up a Mercersing cum dyeing plant with a capacity of 4.5 M.T. per day at Village Lalru, S.A.S. Nagar, Punjab. The superfine quality Yarn produced by the unit is being used by the manufacturers of fine quality Garments for exports. The unit is catering to both, the domestic hosiery garment market as well as export markets. An ISO 9002 company, the Company has 7 multi location plants, a range of products, over 60% of which is aimed at export markets USA, UK, France, Brazil, Bangladesh, Mauritius, Hondurus, Argentina, Colombia, Peru, Chile, Netherlands, Japan, Canada, Korea, Taiwan, Hongkong, Singapore, Egypt and Russia. The Company's mantra "World is our markets" is truly reflected in its operations. The Company is one of the largest integrated textile player in India. The Management vision coupled with company's inherent strength in terms of cost and quality has enabled the company to become the second largest Cotton Yarn manufacturer in India.

Our work place and machinery:

ACHIEVEMENT OF NAHAR

The group has also achieved excellence in exports which has also been recognized by the export council as well as the govt. of India by bestowing several export rewards and trophies such as:- First gold trophy in global exports in 1989. First silver trophy in hosiery exports in 1990. Export award consecutively for five year (1989 to 1994) for exports of woolen hosiery garments. International award for excellence performance in exports in 1993. NAHAR EXPORTS LIMITED, is the recipient of best exporter for the year 2002-03 Also NIEL.GARMENT UNIT is the recipient of state level safety award. Get energy conservation award in 2008. ISO(IMS)-social accountability (8000-2001

REVIEW OF LITERATURE

2.1)Rao(JUL 1992)in his journal, the concept of recruitment has proposed ,in a survey conducted by rao on HRD practices in 34 private sector and 11public sector companies it was found that perceptions were not that significant among executives. The study indicated tat a large number of organizations appear to use recruitment and selection both for regularly as well as for development purposes. There was difference between the stated objectives and objectives in practice. Approaches in global companies, and there has four different approaches to managing and staffing their international subseries.

2.2)Siu chow (jan,1995) in his journal ,the chinese university of Hong Kong has
proposed this paper examines recruitment and selection as viewed by a a sample of 165 Chinese from Hong Kong and the people s republic of china .there was a higher tendency for the PRC Chinese to prefer a group orientation to recruitment and selection . The PRC sample also expressed a much greater willingness to consider non performance related factor and a stronger preference for open, honest, and direct relations between supervisors and subordinates .in term of performance attributions, there was no differences in the degree to which the group noted internal attributions of behavior ,but the PRC group espoused external attributes of performance. The Hong Kong group expressed less truth and confidence in subordinates ability to accomplish task and more likely to indicate that supervisors should know the precise answer to work related questions. The Hong Kong group also preferred less frequency recruitment and selection. Maral

2.3)Muratbekova-(jan 2008) in his journal recruitment and selectionhas proposed

,recruitment is one of the main functions on human resource management , reefer to international human resource management perspective, staffing will be more important an the managing by the headquartered company to their subsidiaries in order to gain more competitive advantage gor them. As a company want to achieve the mind of globalization, they must choose a suitable recruitment approach in order to doing business successfully not only in domestic also in the international environment . Maral Muratbekova stated that one of the main issues facing the development of the global companies has always been to find the right balance between the local autonomy between subsidiaries and the control of the corporate. It relates to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the internal recruitment. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries.

RESEARCH METHODOLOGY
This chapter contains the objective of the study, sources of data, research design, tools for data collection and sampling techniques.

3.1)Research design :
A descriptive research has been conducted to study recruitment and selection policy of Denims because it has gathered the data that described events and then organized, tabulated and described the data obtained from employees and other persons. We used Descriptive statistics to describe the basic features of data of our study. They provided us simple summaries about the samples and the measures of our study.

3.2)Objective of the study:

To know the process of recruiting in denims To know the source used for recruiting at various level To study the various issues involved in managerial recruiting process To analyses what are the requirement of organization for recruiting a employee. To identify the attitude of employees towards denims. To know the effective methods of recruitment & section. To identify the problem faced by employees as well as H.R dept. To identify the perception of employees towards Denims.

3.3)Scope of the study:

A detail study was conducted in Denims LTD ,lalru.a first hand data collected form a group consisting of over50 respondents. Care was taken to include to categories of consumer and retailer. The scope of this study is lies on denims.

3.4)Data collection: Primary data: means the data, which is collected by the research for the first time. It is also
called first hand data; in this project we are using this method by conducting a field survey. Literature available in the field of recruitment and selection was thoroughly studied. The sources of this Secondary source information were newspapers, journals, magazines and internet. And this source of information is called of data.

Selection of source of data:

The choice of the source of data should be according to the objective and suitability to the information required. There can be two main classifications of data sources. Primary data Secondary data

Sample size;
Our sample size was 50 respondents. From those I collect data.

Sampling technique :
We have selected the convenience sampling method for conducting survey. The sample size for the survey is 50.

Tools of data collection :

The data has been collected through questionnaire using Graphical techniques

Analysis of the data :

After organizing and presenting the data the researchers then have to proceed towards conclusion by logical inferences. The raw data is then analyzed: By bringing raw data to measured data.

 Summarizing the data.

3.5)Limitations
1. All the results and conclusion are drawn on the basis of whatever information has been provided by managers and employees of denims. So there are chance of personal biasness. 2. Another limitation is the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic is wide enough.

Result and discussions

5.1) what is your profession?

OPTION
EMPLOYEE STUDENTS TOTAL

NO OF RESPONDENT
10 40 50

PERCENTAGE (%)
20% 80% 100%

45 40 35 30 25 20 15 10 5 0 EMPLOYEES STUDENTS Series1

Profession Interpretation:
From the above graph it could be concluded that 20% of respondents are employees and 80% of respondents are students

Table 5.2:- Do you know about Denims? option

Yes No Total

No of respondents
48 2 50

Percentage(%)
96% 4% 100%

Knowledge about Denims

No 4%

Yes 96%

Interpretation:
From the above graph we found that 96% of people are know about denims and just 4% of people are not known denims.

5.3) Which recruitment sources are used. Option

Advertisement Employee references Consultants Portal All of these Total

No of respondent
10 6 10 4 20 50

Percentage (%)
20% 12% 20% 8% 40% 100

Sources of recruitment
Advertisement Portal Employee references All of these Consultants

20% 40% 12% 20%

8%

Interpretation:
From the above graph we found that 20% of people say that advertisement source is use and 12% person thinks that employee reference help in recruitment and other20% says consultants is important source, 8%portal is source used by recruiters and last 40% says other source are used .

4.4) Does textile company adopt internal recruitment sources i.e. transfer, promotion. Option
Yes No Total

No of respondents
40 10 50

Percentage (%)
80% 20% 100%

Use of internal sources

Yes No

20%

80%

Interpretation:
From the above graph we found that 80% of people say that internal source are used and 20% says internal source are not used.

4.5)Rank the qualities in the order of your preference on the basis of which you select candidate? Option
Qualification Experience Skilled Personality Depend on job Total

No of respondents
5 10 15 5 15 50

Percentage (%)
10% 20% 30% 10% 30% 100%

15

15

10

Qualification

Experience

Skilled

Personality

Depend on job

Quality on the basis candidate selected

Interpretation:
From the above graph we found that 10% of people say qualification is consider in selection and 20% say people says experience is consider and 30% person says skills are play important role in selection and another 10% persons says its depend on personality and remaining 30% person say its depend on job.

4.6) Should you there the scrutinization of application before interview?

Option
Agree Disagree Total

No of respondents
42 8 50

Percentage (%)
84% 16% 100%

Agree , 42 Total , 50

disagree , 8

Scrutinization of before interview Interpretation:

From the above graph we found that 84% of people are agree from the statement and 16% totally disagree from the statement .

4.7) Should qualification be consider while selecting? Option

Agree Disagree Total

No of respondents
48 2 50

Percentage (%)
96% 4% 100%

Consideration of qualification in selection

Total

Agree

Disagree

Interpretation:
From the above graph we found that 96% of people say that qualification is consider in selection process and 4% say qualification does not play important role in selection.

4.8) Should the test like personality, intelligence etc to be conducted while selection? Option
Agree Disagree Total

No of respondents
48 2 50

Percentage (%)
96% 4% 100%

Should Test conducted in selecting

Agree Disagree Total

50 2

48

Interpretation:
From the above graph we found that 96% of people say that test are consider in selection process and 4% say test does not play important role in selection

4.9) Should the external sources of recruitment like consultants, reference be considered while recruitment and selection? Option
Agree Disagree Total

No of respondents
28 22 50

Percentage (%)
56% 44% 100%

Yes

No

20%

80%

Use of external source in selection Interpretation:

From the above graph we found that 56% of people say that external source consider in recruitment and 44% says that external source are not as much important.

4.10) Do you think promotion and transfers among the present employee can be good source of recruitment? Option
Agree Disagree Total

No of respondents
30 20 50

Percentage(%)
60% 40% 100%

Is promotion &transfer is good source of recruitment

Disagree 40% Agree 60%

Interpretation:
From the above graph we found that 60% of people say that promotion and transfer is good source of recruitment and 40% says it is not a good source of recruitment.

4.11)Is advertisement the best method to recruit people for highest and experience job? Option
Agree Disagree Total

No of respondent
48 2 50

Percentage (%)
96% 4% 100%

Is advertisement is best source of recruitment

No 20%

Yes 80%

Interpretation:
From the above graph we found that 96% of people say that advertisement is good source for recruiting highest experienced person and remaining 4% says that advertisement is not good source for experienced persons recruitment . .

4.12) Do you think communication skill pay a major role in sale of a candidate ? Option
Agree Disagree Total

No of respondents
48 2 50

Percentage (%)
96% 4% 100%

Role of communication in selection

Yes No

20%

80%

Interpretation:

From the above graph we found that 96% of people say that communication play important role in sale of candidate and 4% person does not play important role.

4.13) Do you feel in your dept right person is placed at right place ?
Option Agree Disagree Total No of respondents 30 20 50 Percentage (%) 60% 40% 100%

Right person are selected for right job

Yes No

Interpretation:
From the above graph we found that 60% of people say that in their department right person are selected for right job and remaining 40% says right persons are not selected for right job.

4.14) Which type of interview methods company usually follows?

Option Structured 100% total N0 0f respondents 40 10 50 Percentage(%) 80% 20%

Use of interview method

Unstructured 20%

Structured 80%

Interpretation:
From the above graph we found that 80% of people say that structured interview method is used and 20% people says unstructured method not used.

4.15)Is the recruitment and selection procedure followed by company is appropriate? Option
Appropriate Satisfactory Inappropriate Total

No of respondents
25 20 5 50

Percentage(%)
50% 40% 10% 100%

Is recruitment procedure is appropriate or not

No of respondents 25 20

Appropriate

Satisfactory

Inappropriate

Interpretation:
From the above graph we found that 50% of people say that recruitment and selection in their company is appropriate and 40% people says its satisfactory and remaining 10% says the recruitment and selection in their company is not appropriate.

FINDINGS:
1. 76%respondents are agree that there company have clear stated policy about recruitment and selection 2. .Quality of recruitment and selection policy in this company is high because they also take help of other department for it . 3. Consultant and portals are main source in this company. 4. Qualification is not considered in selection of candidate . 5. Mostly this company selects their employees on the experience basis . 6. 80%respondents are agreeing that this company adopt transfer & promotion as internal recruitment.

RECOMMENDATIONS:
COMPANY has to consider qualification in their selection. Company has to not only select experience employees, because in todays time there are new technologies there, so thy have to select technical skilled candidates. Most company provide training to their candidate, for 1 to 2 week but they have to provide them, long time training like 1month training ,by that they will get experience and skills in there specialization. Most the company use advertisement help to recruit high ranks employees, but they have to give chance to their company employees, it will beneficial for the company. Mostly respondents answer that there is no right person at the right job, so the company have make changes in their recruitment process.

CONCLUSION:

The selection and recruitment process of industry is transparent. The selection of all the an employee is purely on the basis of the knowledge and the skills they have. Recruitment a critical function in the organization. In order to grow and sustain I competitive environment it is important for an organization to continuously develop and bring out innovations in all it activities. It is only when organization is recognized for its quality that it can build a stability with its customers. The first step in this direction is to ensure competitive people come in the organization. Therefore recruitment is this regard becomes an important function. The organization must constantly improve in its recruitment process so that it is able to attract best in the industry in order to serve the best. Thus the organization must lookout for methods that can enable it to adopt practices.

BIBLIOGRAPHY: BOOKS
Mirza s, saiyadain, publishers,2nd edition. Prasad. L.M, human resource management, Sultan chand and sons,2nd Edition. Gupta C.B., human resource management 8th edition. Aswathappa. K, human resource management and personnel management, Tata McGraw Hill publishers,4th edition. Internet portals: www.researchscholar.com www.hr.com www.goole.com

QUESTIONNAIRE:
5.1) what is your profession ? Student employee 5.2) Do you know about denims ? Yes No 5.3)what recruitment source are used ? Advertisement Employee reference Consultant Portal All of these 5.4) Does textile company adopt internal recruitment source i.e. transfer promotion ? Yes No 5.5) Rank the quality in the order of your frequency on the basis of which you select candidate. Qualification Experience Skills Depend upon job 5.6) should there the scrutinization of application before interview? Agree Disagree 5.7)Should qualification be considered while selection ?

Agree Disagree 5.8) Should the test like personality ,intelligence etc to be consider while selection? Agree Disagree 5.9) Should the external source of recruitment like consultant, reference be consider while recruitment and selection? Agree Disagree 5.10) Do you think promotion and transfer among the present employee can be a good source of recruitment? Agree Disagree 5.11) Are advertisement the best method of recruitment for highest experienced job? Agree Disagree 5.12) Do you think communication skill pay a major roll in sale of a candidate ? Agree Disagree 5.13) Do you feel in your department right persons are place at right job? Agree Disagree 5.14) which type of interview methods company usually follows? Structure Unstruc Appropriate