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ACKNOWLEDGEMENT

I am very much thankful to Professor Rupa


Bhattacharya( Head of the Department,
BBA(H),Asutosh college) who helped me with
proper guidelines to complete this project.
I would also like to thank Ms. C. Rodrigues(senior
manager HR,BIECCO LAWRIE LTD. KOLKATA)
who helped me with all the data and information
needed to complete this project.

CONTENTS

COMPANY PROFILE
INTRODUCTION
RECRUITMENT
OBJECTIVES OF RECRUITMENT
SELECTION
INTERVIEW
TYPES OF INTERVIEW
SWOT ANALYSIS
QUESTIONNAIRE
LEARNINGS AND
RECOMMENDATIONS
BIBLIOGRAPHY

COMPANY PROFILE
The company started in the year 1919,that is before
independence as a Tea Garden Machine manufacturer
and repairer.The name of the company was British
India Electric Construction Company Limited.In the
year 1924 the Electric repair shop was
eshtablished.BIECCO fans were lanched to aim the
mass market.in the year 1939 BIECCO pioneered the
manufacture of electric motors.BIECCO Motors
dominated Indian market.during the Second World
War BIECCO had to produce shell cases,food
containers,camouflage sets for the soldiers.After the
war,it was extensively reorganized with upgraded
facilities.In the early fifties,the company collaborated
with Johnson And Philips Limited,England and
started production of 11 KV switchboards in India.In
the year 1970,the name was changed to BIECCO
LAWRIE CO. LTD.In the year 1972,the company
became a Government Company due to chainholding
wid Balmer Lawrie and IBP Co. Ltd.It is now an
independent Government of India Undertaking under
the Ministry of Petroleum And Gas.

VISION
To become a state-of-the-art electrical equipments
and engineering company with nation wide presence.

MISSION
To be a leader in llow and medium voltage
electricity distribution business
To emerge as a significant player in small hydro
generation projects.
To undertake electrical engineering projects in
distribution,generation and process industry.

THE PRODUCTS ARE AS


FOLLOWS

SWITCHGEAR:

Medium voltage(upto 33 KV)


Indoor(11KV upto 40 KA)
Outdoor(33 KV)
Vaccum circuit breakers
Locohead breakers for AC traction vehicles
Oil circuit breakers

SPARES AND SERVICES:


Dedicated service team with all spare parts of
switchgears for overhauling and upgradation.
Installation and supervision of commissioning of
switchgears.
Retrofit of VCB trolleys for OCBs.

PROJECT EXECUTION:
Electrical turnkey projectssubstations/switchyards

Petroleum oil depot electrification


Instrumentation and automation
Repair and refurmishing of hydel power station
turbines
Small and micro hydel projects

ELECTRICAL REPAIR:
Repair/renovate/recondition HT and LT,AC and
DC electrical rotating machines
Repair and overhauling of transformers
Manufacture and supply of coils of HT AC
machines,armature and field coils of DC
machines

PETROLEUM PRODUCTS:
Lubricating oil blending and filling as per
customers specifications

WIRELESS VIDEO SURVEILANCE


SYSTEM:

Offers security solutions through video


transmission using WIMAX technology for
buildings,campuses, plants,pipelines and
important civil infrastructures within a 5 km
radius
An in tegrated system(communication
equipments,camera,computer system,video
analytic software)aimed at quick deployment and
highly flexible and scaleable
Provides complete installation with relevant
documents and user training

INTRODUCTION:
Human resource management is the process of
applicationof management principles to management
of people in an organization.This is too simple a
statement and fails to capture the essence of HRM.
HRM in its essence,comprises the following: HRM consists of people-related functions as
hiring,training,development,performance
review,etc.
More important functions of HRM is to make
human capital.Human capital refers to the stock
of employee skills,knowledge and capabilities
that may not show up in a balance sheet but have
significant impactnon a firms performance.
According to ARTHUR LEWIS: There are
great differences in development between

countries which seem to have roughly equal


resources, so it is necessary to enquire into the
difference in human behaviors.

One of the important functions of HRM is


recruitment and selection.Recruitment and
selection is the only way of incoming of human
resource.Due to recruitment and selection,the
manpower of an organization stays updated.

OBJECTIVES OF THE STUDY:


TO GATHER KNOWLEDGE ABOUT THE
RECRUITMENT PROCESS OF BIECCO
LAWRIE LTD.
TO STUDY THE METHODS ADOPTED IN
REAL FIELD.
TO UDERSTAND THE WORK CULTURE
OF THE ORGANISATION.
TO KNOW ABOUT THE VARIOUS
SOURCES OF RECRUITMENT OF THE
ORGANISATION.

RECRUITMENT
Recruitment is hiring of employees from
outside. Recruitment has been regarded as the most
important function of the HR department, because
unless the right type of people are hired, even the best
plans, organization chart and control system would
not do much good.
Recruitment is the discovering of potential
applicant for actual or anticipated organizational
vacancies. Accordingly the purpose of recruitment is
to locate sources of manpower to meet the job
requirements and job specification.
It is defined as a process to discover the
sources of manpower to meet the requirements of
staffing schedule and to apply effective measures for
attracting the manpower to adequate number of

facilitate effective selection of an effective


workforce
YODER Points out that recruitment is a
process to discover the sources of manpower to meet
the requirement of the staffing schedule and to
employee in adequate number to facilitate effective
selection of an effective workforce
EDWIN B FLIPPPO defines recruitment as
the process of searching for prospective employees
and stimulating them to apply for jobs in the
organization. It is the process of finding and
attracting capable applicants for employment. The
process begins when new recruits are sought and
ends when their application are submitted. The result
is a pool of applicants from which new employees are
selected.
Recruitment means the process of searching
out of better candidates for matching actual or
anticipated manpower requirement of the
organization.In simple sense,the term recruitment
stands for discovering the source or sources
wherefrom the prospective candidates will be
selected to cater to the needs of the organization.

OBJECTIVES OF RECRUITMENT:
To attract with multi dimensional skills and
experience that suite the present and future
organization strategies.
To induct outsider with new perspective to lead
the company.
To infuse fresh blood at all levels of
organization.
To develop an organizational culture that attracts
competent people to the company.
To search or head hunt people whose skill fit the
companys values?
To seek out non- conventional development
grounds of talent.
To devise methodology for assessing
psychological traits.
To search for talent globally not just within the
company.

To design entry pay that competes on quality but


not on quantum.
To anticipate and find people for position that
doesnt exists yet
Recruitment represents the first contact that a
company makes with potential employees. It is
through recruitment that many individuals come to
know about the company and eventually decide
whether they wish to work for it.
The recruitment process should inform qualified
individuals about the job so that applicant can make
comparison with their qualification and interest.

FEATURES OF RECRUITMENT:

Attract and encourage more and more candidates to


apply in the organization.
Create a talent pool of candidates to enable the
selector of best candidates for the organization.

Determine present and future requirements of the


organization in conjunction with its personnel
planning and job analysis activities.
Recruitment is the process which links the
employers with the employees.
Increase the pool of job candidates at minimum
cost.
Help increase the success rate of selection process
by decreasing number of visibly under qualified or
overqualified job applicants.
Help reduce the probability that job applicants once
recruited and selected will leave the organization
only after a short period of time.
Meet the organizations legal and social obligations
regarding the composition of its workforce.
Begin identifying and preparing potentials job
applicants who will be appropriate candidates.
Increase organization and individual effectiveness of
various recruiting techniques and sources for all types
of job applicants.

TYPES OF RECRUITMENT:

RECRUITMENT ARE OF THREE TYPES (On the


basis of needs):
PLANNED:
In this type of recruitment is done when needs of
recruitment arising from changes in organization
and recruitment policy.
ANTICIPATED:
Anticipated needs are those movements in
personnel which organization can predict by
studying tends in internal and external environment.
UNEXPECTED:
When recruitment needed due to resignation,
death, accident etc.
Dunn and Stephens summaries the possible
recruiting methods into three categories namely: Direct method
Indirect method
Third party method
DIRECT METHOD:
The direct method includes sending of the recruiters
to different educational and professional institutions,

employees contact with public and mannered


exhibits. One of the widely used methods is sending
the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of
the placement office
of the college. Sometimes,
firms directly solicit information from the concerned
professors about student with outstanding records.
Other direct methods include sending recruiters to
conventions and seminars, setting up exhibits at fairs,
and using mobile offices to go the desired centers.
INDIRECT METHOD:
Indirect method involves mainly advertising, in
newspapers, on the radios, in trade and professional
journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals
and magazines are the most frequently used methods.
Senior post is largely filled with such methods.
Advertising is a very useful for recruiting blue collar
and hourly worker, as well as scientific, professional,
and technical employees.

Local newspaper can be good sources of blue collar


workers, clerical employees, and lower level
administrative employees.
The main point is that the higher the position in the
organization the more dispersed advertisement is
likely to be. The search for the top executive might
include advertisement in a national periodical,
whereas the advertisement of the blue collar jobs
usually confine to the daily newspaper. According to
the advertisement tactic and strategy in personnel
recruitment, three main points need to be borne in the
mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying
to recruit.
Second, to write out a list of advantages the company
offers, or why should the reader join the company.
Third, to decide where to run the advertisement, not
only in which area, but also in which newspaper
having a local, state or a nation-wide circulation.
THIRD PARTY:
These include the use of commercial or private
employment agencies, state agencies, and placement

offices of schools colleges and professional


associations recruiting firms, management
consulting firms, indoctrination seminars for college
professors, and friends and relatives.
State or public employment agencies are also
known as the employment or labour exchanges are
the main agencies for the public employment.
Employers informs them of their personnel
requirement, while job seekers get information for
them about the type of job are referred by the
employer.
Schools and colleges offer opportunities for
recruiting their student. They operate placement
services where complete biodata and other particular
of the student are available.
Professional organization or recruiting firms
maintain complete information records about
employed executive. These firms maintain complete
information records about employed executives.
These firms are looked upon as the head hunters
raiders, and pirates by organization which lose
their personnel through their efforts.

The following are the evaluation of the recruitment


method
Number of initial enquires received which resulted
in completed application forms
Number of candidates recruited.
Number of candidates retained in the organization
after six months.
Number of candidates at various stages of the
recruitment and selection process, especially those
short list.

SOURCES OF RECRUITMENT
INTERNAL SOURCES OF RECRUITMENT
ADVANTAGES:
Economic-less costly.
Suitable- candidates already oriented towards
organization.

Reliable-organization has better knowledge about


internal candidates.
DISADVANTAGES:
Politics play greater role.
It limits the choice to a few employees only.
Old concept of doing things.

EXTERNAL SOURCES OF RECRUITMENT


ADVANTAGES:
Benefited of new skills and talents.
Recruiter has a wide range of candidates to
choose from.
New employees may be selected at least at the
least terms and conditions of the organization.
Improve morale.
It can result in succession of promotion.
DISADVANTAGES:
It is costly method.
It may cause morale problem for internal
candidates.

It requires longer orientation.

Recruitment process passes through the following


stages: Recruitment process being when the personnel
department receives requisition for recruitment from
any department of the company. The personnel
requisitions contain details about the position to be
filled, number of persons to be required, the duties
to be performed, qualifications expected from the
candidates, terms and conditions of employment and
the time by which the persons should be available
for appointment etc.
Location and development the source of required
number and type of employees.
Identifying the prospective employees with
required characteristics.
Developing the technique to attracts the desired
candidates. The goodwill of an organization in the
market may be one technique. The publicity about
the company being a good employer may also help
in stimulating candidates to apply.

Employing of techniques to attract candidates.


There may be others of attractive salaries, proper
facilities for development etc.
The next stage in the process is to stimulate as
many candidates as possible and ask them to apply
for jobs. In order to increase selection ratio, there is
a need to attract more candidates.
Evaluating the effectiveness of recruitment
process.

FACTORS AFFECTING
RECRUITMENT POLICY:
Organizational objectives.
Personnel policies of the organization and its
competitors.
Government policies on reservation.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

INTERNAL FACTORS:
RECRUITING POLICY
The recruitment policy of an organization
specifies the objectives of recruitment and provides a
framework for implementation of recruitment
programme. It may involve organizational system to
be developed for implementing recruitment
programmes and procedures by filling up vacancies
with best qualified people.
HUMAN RESOURCE PLANNING:
Effective human resource planning helps in
determining the gaps present in the existing
manpower of the organization. It also helps in
determining the number of employees to be recruited
and what qualification they must possess.
SIZE OF THE FIRM:
The size of the firm is an important factor in
recruitment process. If the organization is planning
to increase its operations and expand its business, it
will think of hiring more personnel, which will
handle its operation.

COST:
Recruitment incurs cost to the employer,
therefore organization try
to employ that source
of recruitment which will bear a lower cost of
recruitment to the organization for each candidate.
GROWTH AND EXPANSION:
Organization will employ or think of employing
more personnel if it is expanding its operations.

EXTERNAL FACTORS:
The external forces are the forces which cannot
be controlled by the organization. The major external
forces are:
SUPPLY AND DEMAND:
The availability of manpower both within
and outside the organization is an important
determinant in the recruitment process. If the
company has a demand for more professionals and
there is limited supply in the market for the
professionals demanded by the company, then the
company will have to demand upon internal sources

by providing them special training and development


programs.
LABOUR MARKET :
Employment conditions in the community
where the organization is located will influence the
recruiting efforts of the organization. If there is
surplus of manpower at the time of recruitment, even
informal attempts at the time of recruiting like notice
boards display of the requisition or announcement in
the meeting etc will attract more than enough
applicants.
IMAGE/GOODWILL:
Image of the employer can work as a potential
constraint for recruitment. An organization with
positive image and goodwill as an employer finds it
easier to attract and retain employees than an
organization with negative image. Image of a
company is based on what organization does and
affected by industry. For example finance was taken
up by fresher MBAs when many finance companies
were coming up.

POLITICAL-SOCIAL-LEGAL
ENVIRONMENT:
Various government regulations prohibiting
discrimination in hiring and employment have direct
impact on recruitment practices. For example,
Government of India has introduced legislation for
reservation in employment for scheduled castes,
scheduled tribes, physically handicapped etc. Also
trade unions play important role in recruitment. This
restricts management freedom to select those
individuals who it believes would be the best
performers. If the candidate cant meet the criteria
stipulated by the union but union regulations can
restrict recruitment sources.
UNEMPLOYMENT RATE:
One of the factors that influence the
availability of applicants is the growth of the
economy (whether economy is growing or not and
its rate). When the company is not creating new jobs,
there is often oversupply of qualified labour which
in turn leads to unemployment.
COMPETITORS:

The recruitment policies of the competitors


also affect the recruitment function of the
organizations. To face the competition many a times
the organizations have to change their recruitment
policies according to the policies being followed by
the competitors.

SELECTION
Selection is a negative process and involves the
elimination of candidates who do not have the
required skills and qualification for the job proposed.
Also it is a process of differentiating between
applicants in order to identify and hire those with
greater likelihood of success in job.
According to Yoder the hiring process is of one of
many go-to-go gauges. Candidates are screen by the
employers and the short listed applicants go on the
next hurdle while the unqualified ones are
eliminated.
The objective of selection decision is to choose the
individual who can most successfully perform the
job from the pool of quailed candidates. It is the
system of function and device adopted in a given
company to ascertain whether the candidates
specifications are matched with the job
specifications and recruitment or not.

Selection process or activities typically follow a


standard patter, beginning with an initial screening
interview and concluding with final employment
decision. The traditional selection process includes:
preliminary screening interview, completion of
application form, employment test, comprehensive
interview, background investigation, physical
examination and final employment decision to hire.
A selection procedure is concerned with securing
relevant information about the applicant. This
information is secured in a number of steps and
stages. The objective of selection process is to
determine whether an applicant needs the
qualification for a specific job and to choose the
applicant who is most likely to perform in that job.
The hiring procedure is not a single act but it is
essentially a series of methods or steps or stages by
which additional information is secured about the
applicant. At each stage facts may come to light,
which leads to rejection of the applicant. A
procedure may be considered to a series of
successive hurdle or barriers which an applicant
must cross.

There are intended as screens and they are


design to eliminate unqualified applicants at any
point in this process, this technique is known as
successive hurdle technique. Not all selection
process includes this entire hurdle. The complexity
of process usually increases with the level and
responsibility of the position to be filled.
A well organized selection procedure should be
design to select sustainable candidates for various
jobs. Each steps of selection process should help in
getting more and more information about the
candidate. There is no idle selection procedure
appropriate for all cases.

THE SELECTION
PROCESS
Screening of application :
Prospective employees have to fill up
some sort of application form. These forms have
variety of information about the applicants like their
personal bio- data, achievements, experience etc,
such information is used to screen the applicant who
is finding to be qualified for the consideration of
employment.
Selection test:
Many organizations holds different kinds of
selection test to know more about the candidates or
to reject the candidates who cannot be called for
interview etc.
Aptitude test:Widely used to measure the talent and ability
of a candidate to learn new job or skill.
Interest test:-

Find out three type of work in which


candidates has an interest. Useful for the students
considering many careers or employees deciding
upon career changes.
Intelligence test:Used to find out the candidates intelligence
and reveal their mental alertness and understanding
power.
Achievement test:Used to measure the candidates level of
knowledge and skills in a particular occupation.
Personality :Used to measure the characteristics that
constitute personality. E.g. MBTI, TAT, CPI etc
Graphology test:Used to analyses the handwriting of an
individual
Interview:
Selection test are normally followed by a
personal interview of the candidate. It is a powerful
technique in achieving accurate information. Its an

attempt to secure maximum amount of information


from the candidate.
Checking of preferences:
Many organizations asked the candidate to
provide the names of reference from whom more
information about the candidates can be solicited.
Such information may be related to character,
working etc. checking reference and backgroundpast records are checked for criminal records. This
information gives an insight about potential
employee from people who had previous
experience with him/her.

Physical examination:
Physical examination carried out to ascertain the
physical standards and fitness of prospective
employee. The practice of physical examination
varies a great deal both in terms of coverage and
timing.

Approval by appropriate authority:


On the basis of above steps, suitable candidates
are recommended for selection by the selection
committee or personnel department. Though such a
committee or personnel department may have
authority to select the candidates finally, often it
has staff authority to recommend the candidates for
selection for selection to the appropriate authority.
Placement :
After all the formalities are completed, the
candidates are placed on their jobs initially on
probation.

OBJECTIVES OF SELECTION
PROCESS:
The main objective of selection process is to hire
people having competence and commitment
towards the given job profile. But due to some
reason the main purpose of effectively selecting
candidates is defeated. These reasons are:

Perception or the hallo effect:


Many a times the interviewer selects a candidate
according to the perception he has or he made up
while talking or looking at the individual. The way
he does not see through the calibre or the efficiency
of the individual and many times it leads to the
selection of the wrong candidates.
Fairness:
During the selection process the interviewer does
not select the individual on the basis of his
knowledge and hence the right type of the
candidates is not selected.
Pressure:
The people from the HR department and also
have a lot of pressure from the top management and
from other top class people for selecting the
candidates they want. This ways the purpose of
effective selection process of effective selection
process is defeated as they have to select that
individual whether or not he is capable of the job
that is being offered.
Someone should have the authority to select.

There must be sufficient number of applicants


from whom the required number of employees to
be selected.
There must be some standards of personnel with
which a prospective employee may be compared.

INTERVIEW:
It includes:

Profile matching
Organization and social environment.
Multi correlation.
Successive hurdles

Interview is selection technique that enables the


interviewer to view the total individual and appraise
him and his behavior.

TYPES OF INTERVIEW:
Preliminary interview: - It is held to find out
whether the candidate is required to be
interviewed in more detailed.

Stress interview:- It is directed to create situation


of stress to find out whether the applicant can
perform well in condition of stress.
Patterned interview: - It is structured and
question asked decided in advance. This is done to
maintain uniformity in different boards of
interview.
Depth interview: - It is also known as nondirective interview. Covers the complete life
history of the applicant and includes such areas as
the candidates work experience, academic
qualification, health, interest, hobbies etc.

It is only method of different contact between the


candidates and the employer.
Many of the information can be sought through
the interview.
It can be used as the tool for giving information
about the organization
It can be used as a method to promote goodwill
among the candidates.

Swot Analysis
STRENGTH:
Good structured national network facilities the
boom employment and training opportunities in
the field of customer.
Low cost well-educated and skilled labour
force is now widely across the country.
Sufficient availability of raw material and
natural resources in the country is supportive for
the industry.
Of construction industry.
WEAKNESS:
Distance between construction projects reduces
business efficiency.
Improve in long term career prospects is highly
required to encouraging staff retention and new
entrants.
Political interference.
OPPORTUNITY:
The company has wide range of customers
like-Indian railways,metro railways etc.

Public sector projects through Public, Private,


and Partnerships will bring further opportunity.
Financial support like loan and insurance and
growth in income of people is in support of
Construction Company.
THREATHS:
Current economic condition may have an
adverse impact on construction industry.
Inefficient accessibility in planning and
concerning the infrastructure and signs.
Competitor Company like Simplex, AFCON
industries limited, Tantia Larsen& turbo limited
are biggest threats for the company.
Increase labour cost (market price)

QUESTIONNAIRE

1. Does the Human Resource Department clearly


define the job description and job specifications
in the recruitment process?

Agree
Disagree
Neutral
Strongly agree
Strongly disagree

It was seen that 9 out of 15 employees strongly


agreed to the point that the HR department defines job
specifications and job descriptions.
2. Does the human resource department provide an
adequate pool of applicants?
Yes
No
Dont know
It was seen that 7 out of the 15 employees say yes,3
say no and the remaining 5 say they dont know.

3. Does HR incorporate changes in the external


environment (eg:-technology) in order to access
future needs?

Agree
Disagree
Nuetral
Strongly agree
Strongly disagree

12 employees among 15 agreed that HR incorporates


changes in the external environment.The remaining
three were nuetral.
4. What source is adopted to source a candidate?

Advertisements
Job portals
Employee referals
Others

It was seen that in BIECCO LAWRIE LTD. 12% go


for employee referals,56 % go for advertisements,22%

from job portals,and the remaining go for other


sources such as some reliable sources or personal
contacts.
5. Do you follow different recruitment process for
different grades of employees?
Yes
No
Dont know
It was seen that 8 employees out of 15 in BIECCO
LAWRIE LTD. said that there is no different process
while the remaining 7 dont know about it.
6. What is the back out percentage after the job is
being offered?
1 10 %
10 15 %
15 20%

All the 15 employees agreed that the back out


percentage is between 1 10%.
7. Does the company recruit from the summer
interns?
Yes
No
Dont know
The 15 employees said no to this question in unision.
8. Which source of recruitment is preferred by the
organisation?
External sources
Internal sources
Both
It was seen that 9 out of 15 said that external sources
are preferred,4 said internal and 2 said both.

9. Are you satisfied with the recruitment process


through which you are selected?

Yes
No
Partly
Out of the 15 employees 12 said yes,2 said partly and
one said no.
10. Would you ask your formal colleagues or
friends to join this organisation?
Yes
No
May be
It was observed that 7 say yes,3 say no and 5 say may
be.
11. Do you feel that your colleagues have also
undergone the same recruitment process?
Yes

No
May be
In answer to the above question all the 15 employees
said yes.
12. Were you comfortable with the interviewer
during the interview?
Yes
No
Partly
To the above question 8 answered yes,3 said no
and 4 said partly.
13.

Do you feel secured about the job?


Yes
No
Partly

It was seen that 12 out of 15 employees said they felt


secure.Mostly the female employees emphasized that
they felt very secure in the job.

14.

Are you satisfied with your job?


Yes
No
Partly

It was found that 14 out of 15 employees were


satisfied with their job.Only one employee said that he
is partly satisfied with his job.
15. Does internal hiring help in motivating
existing employees?
Yes
No
Partly
All the 15 employees agreed that internal hiring does
motivate existing employees.
16.

What form of interview do you prefer?


Personal
Telephonic

Video conferencing
Out of the 15 employees of BIECCO LAWRIE LTD.
7 said that they prefer personal interview,2 supported
telephonic and 6 said video conferencing.
17. Are you satisfied with the recruitment and
selection process of the organisation?
Yes
No
Partly
Out of the 15 employees 12 said yes,2 said partly
and one employee said no regarding the above
question.

LEARNINGS
Firstly it was a very good experience to work
and learn with a world class organization for one
and a half month as it was my first step into the
corporate sector.
When I saw my senior people doing each and
every kind of work I came to know how much
important is each and every work. Maintaining
files in a systematic manner with each and every
details is very important, if not done it hinders
the work whenever these are required for
reference in medical claim formalities, appraisal
etc.
As I worked with the employees of HR
department in the organization during the project
they shared their experience and learnings with
me, which was very good opportunity which I
got during my project.
I learned different HR policies of the
organization which were unknown to me before
entering to the corporate world.
I have gained some learning from every
individual working here; it might be in terms of
knowledge, skills, behaviours, or personal traits.

I have learned many small, minute things by


observations, being in the HR department for one
and a half month, which could not be learnt
simply by reading books theoretically. The
practical experience was totally different.
I have also learnt that a HR person should be very
polite, soft spoken and good in handling people.
Coordination with all departments is very necessary
especially with finance department
Every company usually has two levels of
employees-executive and non executive level. I
have find out that in BIECCO LAWRIE LTD.,
executive are more aware of the companys
policies and various kinds of important
information about the company. But as far as the
non executives are concern they are not so aware
of company policies and other aspects of the
company. According to me there must be some
communication gaps between the company and
non executives of the company, all the
employees including executive and non
executives should aware of all aspect of the
company.

We all know that recruitment is the long time


process and it has lots of drawbacks also. So
instead of following traditional recruitment
process, company may adopt few innovative
alternatives that in turn minimize long time
consumption in recruitment process. The
probable alternatives are as follows.
Overtime- short term fluctuation could
best be solved through overtime
Sub contract- to meet a sudden increase in
the demand for its products and services
the firm may go for sub contracting
instead of increase the capacities
immediately
Temporary employees
Job enrichment
Employees leasing
As far as the external source of recruitment of
BIECCO LAWRIE LTD., try to follow only
advertisement mode. Though there are so many
other external sources are available, like
consultancy, recruiting from educational
institute, job portal and employment exchange.
Now if they follow advertisement as the source

of external recruitment then the company may


face a lots of problems as listed below Recruitment process become more time
consuming.
The company may have limited choice
of candidates.
Lacking of innovative ideas; i.e. lack of
fresh blood.
Number of female employees in BIECCO
LAWRIE LTD. as compared to male employees
is much lower. For the male employee transfer
rate is very high. They always search for better
opportunity. But as far as the female employee is
concern the transfer rate is very low. Generally
females like comfortable (office) and secure job.
By recruiting the well deserve female employee
that can add a value to the profitability and
productivity of the company, because now a days
females are equally efficient like male.
The company does not follow the physical
examination during the selection process. As
BIECCO LAWRIE LTD. belongs to a electrical
and engineering industry and involved in various
areas of the state, it requires both physically and

mentally healthy employees for the job. As


engneering company deals with laborious and on
field job, unhealthy employees may have an
adverse effect on the productivity of the
company. So it is mandatory to select appropriate
employees for appropriate job. To do so physical
examination is mandatory.
As far as my research is concern the company has
very few employees of age 20 to 30 tears in executive
level. But being a good engineering company it
should have young aged group. As engineering work
is very laborious in nature it needs employees who
have both physical and mental fitness. So the
management of BIECCO LAWRIE LTD. should look
at this matter soon as possible.

RECOMMENDATIONS:

Studying the recruitment procedure of BIECCO


LAWRIE LTD, analyzing the respondents
answers, opinion survey data analysis it came to
conclusion that BIECCO LAWRIE LTD. is a
growing company. It has a separate personal
department which is entrusted to the task of
carrying out its various roles efficiently. The
business of BIECCO is carried on in a very
scientific manner. In the saturation point of
business it need not waste the time to diversify into
another business. Management understands the
business game very well. At the time of difficulty it
takes necessary action to solve the problem. Now
the personnel department of BIECCO is in infancy
stage. It always tries to modernize the department.
It strongly believes in manpower position of the
organization because it knows in the absence of
M for man all Ms like money, material, money,
machines all things will not be properly utilized. So
it always recruits manpower in scientific manner.

As far as the external source of the


recruitment of BIECCO is concern they try
to follow only the advertisement mode.
The company does not follow the attitude
test, intelligent test, personality test, and
psychometric test during the selection
procedure.
Number of female employees in BIECCO as
compared to male employee is much lower.
The company has very few employees of
age group of 20- 30 years in both executive
and non executive level.
The interview process of BIECCO is cocordial approach
In BIECCO executives are aware of the
companys policies and various kinds of
important information about the company. But
as far as the non executives are concern, they
are not so aware of the company policies and
other aspects of the company.
I have studied BIECCO recruitment and
selection procedure deeply. After depth study I
have realized that there is lots of scope for
improvement. I have recommended some
points for their improvement. If they can adopt
those steps for their company they can
increase their productivity and profitability.

BIBLIOGRAPHY:
THE MATERIALS FOR THIS PROJECT WAS
OBTAINED FROM SURVEYS AND BOOKS.
THE BOOKS AND WEBSITES ARE:
BOOKS:
1. HUMAN RESOURCE MANAGEMENT BY
K. ASWATHAPPA
2. WBUT
ORGANISER
BY
WBUT
PROFESSORS
WEBSITES:
1. www.google.com
2. www.wikipedia.com