SUMMER TRAINING PROJECT REPORT

ON
“RECURITMENT AND SELECTION”
IN
SPERRY PLAST LIMITED

IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF DEGREE IN
MASTER OF BUSINESS ADMINISTRATION
(2008-2010)
FROM UTTAR PRADESH TECHNICAL UNIVERSITY,
LUCKNOW

Submitted to Submitted by
Prof. S.N.SHARAN VIKAS UPADHYAY
DIRECTOR ROLL. NO.- 0813270051
GNIT (Engg.Inst.)

GREATER NOIDA INSTITUTE OF

TECHNOLOGY(ENGG. INSTITUTE)
(Affiliated to U.P. Technical University)
PLOT NO. 7, KNOWLEDGE PARK II, GREATER NOİDA.
(U.P.)

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2
 CERTIFICATE

This is to certify that the project work done on “RECRUITMENT AND

SELECTION” is a bonafide work carried out by Mr. Vikas Updhyay Roll
No.0813270051 under the supervision and guidance. The project report is being
submitted towards the partial fulfillment of the recruitment for the award of the
degree in Master of Business Administration.
This work has not been submitted anywhere else for any other degree/diploma.
The original work is carried out during 1st June 2009 to 31st July 2009 in date:
Sperry plast limited

VIKAS UPADHYAY SATYENDRA SINGH

Roll.No.0813270051

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 DECLARATION

I, Vikas Upadhyay, MBA final year, Greater Noida Institute of Technology ,

declare that I have done my Summer Training from 01.06.2009 to 31.07.2009 and
the project work entitled on “Recruitment and Selection” in Sperry Plast Limited,
which is being assigned to me under the supervision and guidance of Mr.Ashok
Kumar Srivastava Manager - HR, Sperry Plast Limited, Greater Noida
This report has been submitted in partial fulfillment for the award of the degree of
MBA under the course curriculum of Greater Noida Institute of Technology.

Vikas Upadhyay
Roll.No. 0813270051

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 PREFACE

Summer Training is an essential part of any MBA course, playing an important

role in imparting practical knowledge to a management student. This report is
about the study of Recruitment and Selection conducted by Sperry Plast
Limited, Greater Noida.
Here all the relevant areas have been covered which directly or indirectly has an
impact on the recruitment and selection during my summer training job. I have
prepared this report in a lucid and interesting manner for better understanding
and complete grasp of the recruitment and selection. This report gives the
introduction, detailed description and explanations of each and every topic,
which is related to recruitment and selection. I hope this report will reflect the
efforts that I have made in conducting the study and that will extensively help the
Company in getting the clear idea concerning the object of the study. Further
suggestion for the improvement of the report is solicit.

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 ACKNOWLEDGEMENT

When a person is helped, guided and cooperated by others, his or her heart is
bound to pay gratitude to them and I am really happy that I am getting this
opportunity to thank all those who have in same way contributed in the making
of my project and without their help this would not have been possible.

It gives me immensely indebted my sincere thanks to Ms. Sunita Singhal HOD

Dept of Management for their mental and moral support and I would like to thank
all faculty members who provide wide guide line related to my summer training
report.

It give me immense pleasure and satisfaction on the completion of my Summer

Training Project Report on “Recruitment and Selection in Sperry Plast Limited .”
There is always a sense of gratitude which one expresses to others for helpful
service they have render during the period of the completion of my summer
project.

First of all I bow to the Almighty for giving me enough strength to do this report
with deep humanity and respect. Now I would like to thank to Mr. Ashok Kumar
Srivasatava - Sperry Plast Limited, Greater Noida Who gave me this opportunity.
My thanks to various department of Sperry Plast Limited who were very helpful
and co-operative with me during my training program while also helped me a lot in
completing my survey with the questionnaire. They were extremely responsive to
all my quarries, which helped me in the analysis. With there help and support the
project has come to be completed.

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I have received support and encouragement from many others during the course of
my project. Hence I express my sincere thanks from the core of my heart to all of
them individually.

Vikas Upadhyay

Roll .No. 0813270051

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 TABLE OF CONTENT

PARTICULERS PAGE NO.

• Certificate 3

• Declaration 4

• Preface 5

• Acknowledgment 6

• Executive Summary 10

• Objective Of the Study 11

• Introduction 16

• Culture of an Organization 28

• Product of Sperry 32

• Human Resources Management System 33

• Recruitment Policy 34

• Pre-requisites of good recruitment policy 36

• Centralized and Decentralized Recruitment Policy 37

• Sources of Recruitment 39

• Why do Organization prefer internal sources 41

• External source of Recruitment 43

• Selection and selection process 46

• Environment affecting Selection 49

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• Selection Test 50

• Types of Interview 53

• Approaches of Selection 59

• Policy of Training and Development 61

• Man power Requisition form 63

• Research Methodology 68

• Analysis and Findings 71

• Barriers of effective Selection 86

• Conclusion 88

• Recommendation 89

• Interview Assessment Sheet 92

• Questionnaire 95

• Bibliography 100

• Abbreviation 101

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 EXECUTIVE SUMMERY

 Project title Recruitment and Selection in Sperry Plast

Limited,Greater Noida

 Name of the Organization Sperry Plast Limited

 Time Duration 2 months (01.06.2009 to 31.07.2009)

 Place Greater Noida

This report has been completed at sperry plast limited towards partial fulfillment of
my course of MBA marketing as a part of summer training. the project was
undertaken to determine the “ Recruitment and Selection” in Sperry plast Ltd.
The project was in the form of marketing research which was to be conducted in
the form of questionnaire containing both qualitative and quantitative aspect.

The data was collected over 100 respondents in the form of personnel meeting.
The data was collected and then compile and interrupted using the technique, with
the detail analysis of individual question with a lot of complex data analysis tool.

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Objectives of study

1. To highlight the Recruitment and Selection process

2. The modification and measures that can make Recruitment
and Selection process in SPL more convenient and transparent.
3. To learn employees awareness about the process of
Recruitment and Selection in SPL.

Scope of study:

This project will further help in enhancing the Recruitment and Selection process.
It will also bring awareness to the employees.

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Methodology:

A research has been made on the topic “Recruitment and Selection in Sperry Plast
Limited ” which is one of the best topic in sperry plast limited . This study is
basically made through physical interaction. The following are the few steps that I
have undergone while processing my project.

1) At first I studied the various processes of recruitment and selection from

various books of HR and Labor Law and also the recruitment and selection done
under the Company Activities.
2) I made individual interaction with few employees and learned how they
have been selected after recruitment. The following are the processes they have
undergone, which they have discussed with me.

Way of recruitment and selection in Sperry Plast Limited :

i. Manpower requisition
ii. Advertisement
• Placement Agencies
• Internet/Website
• Departmental sources/Internal sources
• External sources

iii. Screening
a) Experience and Education

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b) Personality
c) Physical appearance
d) Personal manner
e) Personal grooming
f) Confidence
g) Expression of ideas
h) Voice quality
i) Mental alertness
j) Motivation and Ambition

iv. Preliminary by HRD

v. HOD (Head Of Department)

vi. HRD- Salary negotiation

vii. Offer letter

viii. Joining letter

ix. Appointment letter with other formalities

Induction
Induction Report
Induction Feedback

x. Interim Report/90 days

xi. Probationary Report/180 days

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xii. Confirmations
3) After collection of such information, I prepared the questionnaire with the help
of both

Primary data (Above mentioned data) and

Secondary data (Records of HRD, News paper, Internet)

4) After preparing the questionnaire, I made a pilot study in order to learn whether
the questions prepared by me are easily understood and answerable by the
employees or not.

5) Now finally the questionnaires have been distributed. The sample size taken was
100, although there were 154 employees all together in SPL. Individual records
containing name, designation, contact no. etc have also been collected separately
which is kept confidential.

6) The sample design was randomly made in all the various departments of Sperry
Plast Limited.

The various departments are:

• IMM Department
• Marketing Department
• Lab Department
• Mixing Department
• Rolling Department
• Maintenance Department
• HRD and Administration Department

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• Production Department
• Store Department
• IT Department
• Accounts and Finance Department

7) Now the analysis has been made with the help of statistical data. Towards the
end of the project, I found some limitations while fill upping the questionnaire.

(i) Shortage of time

(ii) Fear of being disclosed
(iii) Not interested
(iv) Absent

Comparisons with other Organizations:

“Vishal Mega Mart”:

• Inter-organizational politics occur which is one of the biggest drawback.
• Rivalry between HR department and marketing Department.

“Bank of America”:
• Lengthy recruitment process, which is more time consuming.

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 INTRODUCTION

Sperry Plast Limited is among the most successful consumer products companies
in the world, with annual average revenue of more than $ 30 billion and more than
480000 employees. It’s the 18th largest American Company.

Ever since 1973,Sperry has defined excellence and reliability for an ever growing
number of clients in the field of thermoplastics in India and the world.
The company has displayed exceptional expertise in understanding the
requirements of fastidious clients worldwide. It is this concern for quality
that has made Sperry the single most significant company of its genre.

Sperry Plast Limited has achieved a leadership position in each of these

businesses:
 They are the world leader in soft drink bottling.
 They are the world’s largest producer of snacks, chips and
 The franchise and company operated restaurant system is the largest in the
world in term of no. of units.

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Sperry Plast Limited has achieved a continuing record of growth. This record is
based on high standards of performance, distinctive comparative strategies-
superbly executed-and the personnel and professional integrity of the people,
business practices and products. Their strategy is to concentrate in the resources of
growing the business, both through internal growth and carefully selected

acquisitions within these businesses. These strategies are continually find tune to
address the opportunities and risks of the global market place.

Sperry Plast Limited has set up a fully integrated operation in India-manufacturing

research and development, marketing, distribution, covering fruit/vegetables
processing, exports snack foods, beverages for which beverages business and
restaurants. It has set up a holding company to further through new initiatives and
joint ventures.

Sperry Plast Limited started its operations in India in 1989 with the formation of
Pepsi Foods Limited. PepsiCo is fully committed to India and the national
objective of development of technology and accelerating exports and employment.
All of the Pepsi’s businesses are employment intensive.

Pepsi and its franchises have over 28 bottling plants and new projects are coming
up in West Bengal, Karnataka, Rajasthan, Gujarat, Bihar, and Maharastra. In
addition, the company has three food processing units in Punjab manufacturing-
snacks food, soft drinks concentrated and red chilly paste. The company also has a
modern rice processing unit in Sonopat.

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The companies export turnover has from 9.5 cores in 1989 to 300 cores in 1999.
The export basket includes food items such as basmati rice, chilly paste, tomato
paste, soft drinks concentrated, glass bottles pet performs, pet resins, plastic cracks
and packing materials required by the various PepsiCo system around the world.

The company since its operation has contributed significantly towards backward
linkage with the farmers and helped them to generate higher income by increased
productivity and quality raw material products required for food processing
industry. Recently the company has started a red chilly paste in Punjab which
sources chilly from 5500 farmers in over 250 villages in Punjab.

In the last 6 years, the company has brought together an excellent India
management, beverage and snack food business competently not in India but
abroad as well and as probably on of the best fulltime operating broad comprising
of experienced professionals.

Perhaps the main point in understanding Pepsi is simply that it is not coke. From
its early position as a price leader effort to find “new generation” of consumers,
Pepsi has found new markets by becoming highly diversified and therefore faces a
much more complicated set of management challenges. If needs innovative ideas
to identify market niches and the ability to move fast to exploit those niches.

Its people management system makes this possible. Pepsi hires employees with
experience and advance degrees and foster individual competition. The company
operates in decentralized fashion with each division given considerable autonomy
and performance is evaluated at the operating and individual level.

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A final correlation among the excellent companies is the extent to which their
leaders unleash excitement. At Pepsi managers are evaluated in terms of their
ability to create enthusiasm and is followed down the line right from the top to the
salesman and retailer (by decorating his workplace/shop) so that it is a better place
to work/ do businesses and perhaps this is the philosophy which has made Pepsi
“A Success Story”.

VISION

WHAT sets sperry apart from the rest is the sustained attention to quality
and service, both of which are backbone of an industry as precise and
exacting as thermoplastics. right from very beginning to the present high
end fitness and quality control technology, Sperry has focused on the
customers needs.
Upgrading quality and checking standards consistently has resulted in an
impeccable reputation.A judicious balance of experience and cutting edge
technology creates the right recipe for reliability that is our main stay.
To be second to none in the field of manufacture of thermoplastics fit for a
global market, develop and maintain high grade quality control and
implement global standard in the manufacturing process. Which these goals
in mind, all the endeavours of the company keeping the clients needs in the
center at every step.
The desire is to match the clients objectives and make them our own ,
move in step with the emerging markets adhere to national and
international regulation.

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For this our commitment to research and innovation is reflected in the best
machines, equipment and expertise .

COMPANY

For more than30 years, sperry group has excelled in the field of plastics in
India . Consistently relying on latest technology, upgration and highest
standard of quality control, the company has earned a formidable
reputation in the wide global network.
The activities of company include compounding solution thermoplastics,
injection modeling machinery adhesives and turn key project. The strictest
standard of solution are provided by adhering to SAP ERP system through
out the companies operations. Associated with china’s oldest and reputed
injection molding company – sound group Sperry sound has also set up a
manufacturing plant in India.
Our value based product of TPR and TPE range are exported in large
number of Asian and European countries and are used in some of the high
end finished products that are further exported to European and North
American markets.

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 COMPOUNDING DIVISION

The thermoplastic Division has made it's mark on the domestic and foreign
market with a team of dedicated leaders and more than 30 years of experience in
the field of Thermoplastic compounding.

We have with time understood the rapid changing demands of our customers in
Greater noida have adopted and formulated new polymers for our users. Our four
plants based at Greater noida, Jammu near Delhi have an annual production
capacity of over 40,000 tons.

All the plants are supported with high capacity twin screw extruders, kneaders
and a full Germany for testing and producing all the samples made from the raw
material produced in the plants.
This perfect balance of technology has given us an edge over other in this field
and pushed us to produce over a thousand fades of color. Wide ranges of new
products are develops every year for our clients, which are produced with the
latest and best machines available in the world today.

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 ADHERSIVE DIVISION

After consolidating our position in the compounding and engineering sector of

the plastics industry, Sperry plast is now coming up very fast in the high grade
adhesives sector for the shoe industry.
With technical assistance and support being given by Victor our efforts in
providing innovation, quality and service will bring about a change in the quality
of finished products manufactured in India.
With a strong presence in the shoe industry, we have added other vital
component- adhesives, widely used by all the shoe manufactures. Our mark of
quality is synonymous with our brands presence in the Indian footwear industry.

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ENGINEERING DIVISION

The engineering Division of Sperry Group entered into a collaboration with the
sound Group from China for the assembly of their top of the line range of
injection molding machines at Jammu to cater to the ever growing demand of
Indian market. The joint venture with China has vastly enhanced the range of
Sperry Group Compounding to Machines. Sound Group is one of the oldest and
most advanced manufacturers of injection molding machines in China.

Our all India service network is unique with a professional group of service
engineers always available at key strategic locations.
Injection molding machines are available in the range from 90ton to4000tons,
while the
Aluminum die cast machines are available in the range from 125ton to 3000tons.
The FTA & FTB series of machines are very energy efficient; we are the
pioneers for installing the biggest injection molding machine of 300ton capacity
on turnkey project in India.

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The aim is to provide efficient and maintenance free machines to all the users
Injection molding in ably range of size and capacity.

TECHNICAL ASSISTANCE & TOTAL QUALITY

Our line of technical assistance centre is active 24*7 with full support from our
commercial and technical experts with a vast experience and competence.

Sperry is committed to constant improvement in the production processes in

order to satisfy the requirement in the production processes in order of satisfy the
requirement of our customers and provide a technologically sound quality base.

Our quality management system for research, development production and

marketing in compliance with international standards is our key to success.

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 RESEARCH AND DEVELOPMENT

Research & Sustained 100% quality control in the company has resulted in the
steady faith of a growing list of international client in Sperry’s highly
sophisticated Sperry R&D unit undergoes constant technological up gradation to
keep in step with global development and trends.
A 24*7 to services and attention to clients need is the company’s motto.
Steady check and control of production process and fulfillment with commitment
is the company hallmark quality management technique and certified assurance
in place that ensures confidence best solution are provided to the customer under
SAP ERP system.
At Sperry group the fusion of experience and technology is the basis of its
growing reliability in the global competitive environment.

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 SOCIAL CARE & ENVIRONMENT

In an era one pollution, waste disposal and environment care make headlines,
Sperry, Group has worked silently and diligently to meet all the pollution control
norms. International safeguards are in place to maintain perfect environment and
coconsciousness at every step of the manufacturing process. For this the
company invests in technologically advanced resources and expertise.

The responsible and committed implementation of this undertaking is is

constantly monitors by the company’s internal ombudsmen, Emissions, waste
and safety guidelines are strictly adhered to by each individual in the hierarchy of
the organization.

Sperry Group’s commitment to the society is provided by its “People to People”

action program, be it an eye donation camp, providing free contract operations.
Organizing blood donations camps or distribution artificial limbs to the disabled.
Our rescue teams with the support of doctor and medical supplies were present at
the earthquakes sets within the shortest possible time in Gujarat and Uttaranchal.

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The annual tree plantation drive undertaken in rural India is also on of its kind.

LOGISTICS

Strategic locations of our productions plants spread across the country are the
key to our success products are available to our customers within the shortest
time after placing the orders.
The service centers spread across the country are always ready for any
situation with the support of our back-up teams. Satisfaction of the customers’
needs is our main motto and primary concern.

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CULTURE OF AN ORGANIZATION:
The culture of the organization is the foundation of any organization. So it has to
be very strong. Culture affects directly the behavior and attitude of the
employees, which affects their performance and ultimately affects the overall
productivity and profitability.
It consists of Values and Behavior:
• Values: At the deeper and less visible level, culture refers to values that
are shared by the people in a group and that tend to persist over time
even when group membership changes. People care deeply about
revenue / costs, in others about innovation or employee well-being.

• Behavior: At the more visible level, culture represents the behavior

patterns or style of an organization that new employees are
automatically encouraged to follow by their fellow employees. For
example, people in one group are “hard workers” and those in another
are “very friendly”. Behavior in this sense, is still tough to change, but
not nearly as hard as at the level of basic values.
VALUES Of Sperry Plast Limited :
•Team Spirit

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•Innovation
•Ethical
•Leadership
•Customer First
•Personal empowerment
•Responsible corporate citizen

Behavior includes:
•Respect & Trust for each other
•Respect Associates
•Continuous Improvement
•Business success
•Performance culture
•Quality
•Learning culture
Company should aim at Building a great place to work
The Goal is “To help organizations develop a positive, nurturing &
productive workplace that cultivates employee’s talents”

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 COMPONENTS

The following are the few essential components required in the company:

THE PLANT
Plant has production capacity of 45 tons per day. We have 17 extruder machines for
production it has individual line operation in Sperry plast limited .Basically It has a
three Line Operation.

WATER TREATMENT

For production there is a reverse osmosis system for individual line. Each machine
has to play individual role in making the product.

ROLLING
In the area of rolling there is a formulation of TPR ( thermo plastic rubber). This is
the stage where product starts to mix. This is known as pre stage

MIXING
The material is then mixed by a mixture of each machine for the moisture
evaporation so that the product can be mixed properly . This is basically for the
mixing of the product properly.

FEEDING
Mixed material is then fixed to the feeding section. Where the product is used to be
checked and coded properly. So that it is able to recognize about the product. Finally
after coding passed to final section.

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TRANSFERING
Ones the product is finally inspected they are passed through coding counter which
generate the number of product on this basis exercise is paid and goods are finally
transfer to the go down.

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 PRODUCTS OF SPERRY

• TPR ( THERMO PLASTIC RUBBER)

• TPE ( THERMO PLASTIC ELASTOMER)
• HIPS ( HIGH IMPACT POLYSTRINE)
• PP (POLY POPLINE)
• EP (ENGINEERING PLASTIC)

These products are available in the bags SPL use to keep this product in bags. It is
easy to carry to this product in bags. We send these products in bags

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 HUMAN RESOURCE MANAGEMENT SYSTEM

HRM is the scheme of planning. Organizing, directing and controlling human

resource for achieving the predetermined organizational objecting HRM is mainly
concerned with the people’s contribution in the organization. Since every
organization is made up of people, acquiring their services, developing their skills,
motivating them to higher levels of performance and ensuring that they continue to
maintain their commitment to the organizational objectives “HRM is planning,
organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of the human resources to
the end that individual, organizational and social objectives are accomplished.”

Those organization that are able to-

a) Acquire
b) Develop
c) Stimulate and
d) Keep outstanding workers

Will be effective and efficient .Organization not caring for this would either run
the risk stagnation or going out of business.

Here, specifically HRM, according to Robbins, “A process consisting of four

functions; acquisition, development motivation and maintenance of human
resources.”

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 RECRUITMENT POLICY

A recruitment policy may involve a commitment to broad principle such as filing

vacancies with the best qualified individuals. It may embrace several issues such as
extent of promotion from within, attitidudes of organization in recruiting old
,handicapped, minority group’s women employee, part time employees, friends and
relatives of present employees. It may involve the organization system to be developed
for implementing recruitment program procedures to the employed.

A good recruitment policy must contain these elements:

a) Organization’s objectives: Both in the short term and long term must be taken into
consideration as basic parameter for recruitment and needs of the personnel area wise,
job family wise.

b) Identification of the recruitment needs: to take decision regarding balance of the

qualitative dimensions of the would be recruits etc.The recruiters should prepares
profiles for each category of workers and accordingly work out main specifications,
decides the sections, departments or branches where they should be placed and identify
the particular responsibilities which may be immediately assigned to them.

c) Preferred sources of recruitment: which would be tapped by the organizations e.g. for
skilled or semi skilled manual workers, internal sources and employment exchanges
may be preferred; for highly specified categories and managerial personnel, other
sources besides the former may be utilized.

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d) Criteria of selection and preferences: these should be based on conscious thoughts
and serious deliberations .In some cases trade unions may be consulted in working out
the recruitment policy. In others, management may take unilateral decisions.

e) The cost of recruitment and financial implication of the same:

A recruitment policy in its broader sense,” involves commitment by the employer to
such general principles as:

1. To find and employs the best qualified person for the job.

2. To retain the best and most promising of those hired.

3. To offer promising opportunities for life-time working careers

4. To provide programs and facilities for personal growth on the job.

5. To provide individual employees with the maximum of employment security,

avoiding frequent lay-off or lost time.

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 PRE REQUISITES OF A GOOD RECRITMENT POLICY

The recruitment policy of an organization must satisfy the following conditions:

1. It should be in conformity with its general personnel policies.

2. It should be flexible enough to meet the changing need of an organization.
3. It should be so designed as to ensure employment opportunities for its employees on
a long term basis so that goals of the organization should be achievable and it should
develop the potentiality of employees.
4. It should match the qualities of employees with the requirements of the work for
which they are employed.
5. It should highlight the necessity of establishing job analysis.

The nature and the extent of the recruitment program depend on a number of
factors:
The skills required:
-The state of the labor market
-The general economic condition
-The image of the employers

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 CENTRALIZED RECRUITMENTAND SELECTION POLICY

This is the most commonly adopted practice which centralizes the recruitment and
selection function in a single office. All employment activities should be centralized if
the policies of the top management are to be implemented consistently and efficiently.

The advantages of centralization of recruitment and selection are:

A. It reduces the administration cost associated with selection by consolidating all the
activities in a single office.
B. It relieves line officers of the details involved in hiring workers, which are common
under a decentralized plan.
C. It tends to make the selection of workers scientific.
D. It makes possible the development of a centralized manpower pool in the company.
E. It tends to reduce favoritism as a basis of selection.

This centralized department consists of specialists to concentrate upon the recruitment

function, which consists of mainly:

- Establishing employment standard

- Making initial contact with prospective employees
- Conducting preliminary interviews
- Testing
- Conducting physical examinations
- Conducting final interviews

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 - Introducing the employees to his superior.
- Following up the employee

DECENTRALIZED RECRUITMENT POLICY

It may be noted that small organization’s recruitment procedure is informal and generally
the “line official” may be responsible to handle the function. The merits of this policy are:
1. The unit concerned concentrates only on those sources /place where it normally gets
the suitable candidates. As such the recruitment cost on recruitment would be relatively
less.
2. The unit gets most suitable candidates only on those sources / places where it normally
gets the requirements of the job regarding culture, traditional, family background aspects,
local factors, social factors etc.
3. Units can recruit candidates as and when they required without any delay.
4. The unit would relatively enjoy advantage about the availability of information, control
and feedback and various functions of recruitment.

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SOURCES OF RECRUITMENT

The sources of recruitment are broadly divided into internal sources and external sources.
Internal sources are the sources within the organizational pursuit. External sources are the
sources outside organizational pursuits.

INTERNAL SOURCES

The internal sources include:

• Present Permanent Employees: Organizations consider the candidates from
higher level jobs due to
(i) Availability of most suitable candidates for jobs relatively or equally to the
external source.
(ii) To meet the trade union demands
(iii) To the policy of the organization to motivate the present employees.
• Present Temporary or Casual employees: organizations fid these sources to
fill the vacancies relatively at the lower level owing to the availability of suitable
candidates or trade or pressure or in order to motivate them on the present job.
• Retrenched or retired employees: generally a particular organization
retrenches the employees due to lay off, the organization takes the candidates for
employment from the retrenched employees due to obligation, trade union pressure
and like. Sometimes the organization prefers to re-employ their retired employees
as a token of their loyalty to postpone some inter-personal conflicts for promotion
etc.

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Dependant of deceased, disabled, retired and present employees: some organization
with a view to developing the commitment and loyalty of not only the employees but

Also his family members to build up the image to provide employment to the
dependent (s) of deceased, disabled and present employees.

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 WHY DO ORGANISATIONS PREFER INTERNAL SOURCE

Organizations prefer this source of external source to some extent for the following
reasons:
1) Internal recruitment can be used as a technique of motivation.
2) Morale of the employees can be improved.
3) The unit would relatively enjoy better familiarity and control over the
employees it recruits rather than on employees selected by the central recruitment
agency.
4) The units would enjoy freedom in finding out, developing the sources, in
selecting and employing the techniques to stimulate the candidates.

5) Both the system of recruitment would suffer from their own demerits. Hence
the management has to weigh both the merits of each system before making a final
decision about centralizing or decentralizing the recruitment.

EXTERNAL SOURCES

Organizations do not exclusively rely on internal sources an excessive dependence

on this source results in in-breeding discourages new blood into the organizations,
organization would become dull and back number without innovations, new ideas
excellence and expertise. Organizations search for the required candidates from
these sources for the following reasons:
2. The suitable candidates with skill, knowledge, talent etc. are generally
available.
3. Candidates can be selected without any pre-conceived notion or
reservations.

41
4. Cost of employees can be minimized because employees selected from
these sources are generally placed in minimum pay scale.

5. Expertise, excellence and experience in other organizations can be easily

brought into the organization.

6. Human resource mix can be balanced with different background experience

skill etc.
7. Latest knowledge skills, innovative or creative talent can also be flowed
into the organization.
8. Long-run benefit to the organization in the sense that qualitative
9. Human resources can be brought.

42
AN EXTERNAL SOURCE OF RECRUITMENT

ADVERTISING:
For using advertising, as a source of recruitment to issues, have to be addressed- the
media to be used and the construction of the advertisement. The selection of the best
medium depends on the positions for which recruitment is being done. The local news-
paper is best source of blue collar help, clerical employees, the trade and professional
journals for professionals like bankers, administrators etc. Most firms use news-papers
ads but other medias are also used like business magazines, computer engineering
magazines etc. Some times radio and television can be useful in places where people are
illiterate or don’t have time or resources to buy or read news-papers or magazines.

EDUCATION AND TRAINING INSTITUTE: Organizations can get inexperienced

candidates of different types from various educational institutes like colleges and
universities and trained candidates in different disciplines from the training instituted like
vocational training institutes of the government in various trades,. National training
institutes for engineers etc. organizations seeking to recruit the candidates from this
sources from this source can directly contact the institutes either in person or bye post and
stimulate the candidates to apply for the job.

PRIVATE EMPLOYMENT AGENCIES/CONSULTANTS: Private employment

agencies or consultant in India perform recruitment functions on behalf of a client
company by charging a fee. Line managers are relived from recruitment functions. But
due to limitations oh high cost, ineffectiveness in performance confident nature of this
function, management’s sometimes do not depend on this source. However these agencies
function effectively in the recruitment of executive search agencies. Most of the

43
organizations depend on this source for highly specialized positions and executive
positions.

PROFESSIONAL ORGANISATIONS: These organizations maintain complete bio-

data of their members and provide the same to various organizations on requisition. They
also act as an exchange between their members and recruiting firms in exchanging
information, clarifying doubts etc. This source is more useful for any organization to
recruit the experienced and professional employee like executives, managers and
engineers.

SIMILAR ORGANISATIONS: Generally experienced candidates are available in

organizations producing similar products or are engaged in similar business. The
management can get most suitable candidates from this source. This would be the most
effective source for executive positions for newly established organizations of diversified
or expended organizations.

CASUAL APPLICATION: Depending upon the image of the organization, its prompt
response, participation of the organization in the local activities level of employment,
candidates apply casually for jobs through mail or hand over the applications in personnel
department. This would be a suitable source for temporary and lower levels jobs.

DATA BANK: The management can collect the bio-data of the candidates from different
sources like Employment exchange, Educational training institutes; candidates etc. and
feed them in the computer. It will become another source and the company can get the
particulars as and when it needs to recruit.

PUBLIC EMPLOYMENT EXCHANGES: This government organization provides

information about vacancies to the candidates and helps the companies in finding out
suitable candidates. The Employment exchange act, 1959 makes it obligatory for public

44
 Sector and private sector enterprises in India to fill certain vacancies through public
employment exchanges.

TRADE UNIONS: In order to satisfy the trade union leaders’ management, inquire trade
unions for suitable candidates as these trade union leaders are generally aware of the
availability of candidates.

45
 SELECTION

Selection is the process of picking individuals with requisition qualifications and

competence to fill jobs in the organization. A form definition of Selection is: “It is the
process of differentiating between applicants in order to identify and hair those with a
greater likelihood of success in a job.”

Recruitment and Selection are the two crucial steps in the HR process and are often
interchangeably. There is, however, a fine distinction between the two steps. While
recruitment refers to the process of identifying and encouraging prospective employees to
apply for jobs, selection is concerned with picking the right candidates from a pool of
applicants. Recruitment is said to be positive in its approach as it seeks to attract as many
candidate as possible. Selection, on the other hand, is negative in its application in as
much as it seeks to eliminate as many unqualified applicants as possible in order to
identify the right candidates.

Ideally selection process involves mutual decision-making. The organization decides

whether or not to make a job offer and how attractive the offer should be. The candidate
decides whether or not the organization and the job offer fit his or her needs and goals. In
reality the selection process is highly one sided. When the job market is extremely tight,
several candidates will be applying for a position, and the organization will use a series of
screening devices to hire the candidates it feels is most suitable. When there is a shortage
of qualified workers, or when the candidate is highly qualified executive or professional
who is being sought after by several organizations will have to sweeten its offer and come
to a quicker decision.

46
 THE SELECTION PROCESS

The selection procedure varies with the size of the organizations and the job to be filled.
The most selection procedures do not depend on just one selection techniques. This may
be done in any of the following ways.

1. Model based on single predictor:

- Preparation of job description
- Identification of the predictor
- Identification of the criterion variable
- Measurement of performance on the predictor and criterion variable.
2. Model based on multiple predictor:
- Profile matching
- Multiple cut of point method
- Multiple regression method
- Multiple hurdle method
Selection process is a long process, commencing from the preliminary interview of
the applicants and ending with the contract of employment. The process differs
among organizations and between two jobs within the same organization. Selection
procedure for senior managers will be long drawn and rigorous, but it is simple and
short while hiring shop-floor workers.
Environment factors affecting selection.
• Preliminary interview
• Selection test
• Choosing test
• Employment interview

47
• Selection decision
• Physical examination
• Job offer
• Contracts of employment
• Concluding the selection process
• Evaluation of selection program

48
 ENVIRONMENTAL FACTORS AFFECTING SELECETION

Selection is influenced by several factors. More prominent among them are supply and
demand of specific skills in the labor market, unemployment rate, labor market conditions,
legal and political considerations, company’s image, company’s policy, HRP and cost of
hiring. The last three constitute the internal environment and the remaining form the
external environment of the selection process.

PRILIMINARY INTERVIEW

Applications received from job seekers would be subject to scrutiny so as to eliminate

unqualified applicants. This is usually followed by a preliminary interview the process of
which is more or less the same as scrutiny of applications, that is, elimination of
unqualified applications. Scrutiny enables the HR specialist to eliminate unqualified job
seekers based on the information supplied in their application forms. Preliminary interview,
on the other hand, helps reject misfits for reasons, which did not appear in the application
forms. Besides preliminary interview, often called “courtesy interview”, is a good public
relations exercise.

49
 SELECTION TEST

Job seekers who pass the screening and the preliminary interview are called for test. Different
types of tests may be administered depending on the job and the company. Generally, tests are
used to determine the applicant’s ability, aptitude and personality. Ability test assist in
determining how well an individual can perform tasks related to the job. An aptitude test helps
determine a person’s to learn in a given area. Personality tests are given to measure a
prospective employee’s motivation to function a particular working environment. Aptitude
tests indicate the ability or fitness of an individual to engage successfully in any number of
specialized activities. They cover such areas as clerical aptitude, numerical aptitude,
mechanical aptitude, motor-coordination, finger dexterity and manual dexterity. Interest test
are used to measure an individual’s activity performances. There tests are particularly useful
for students considering many careers or employees deciding upon career changes. Geography
test is designed to analyze the handwriting of an individual. It has been said that an
individual’s handwriting can suggest the degree of energy, inhibitions and spontaneity, as well
as disclose the idiosyncrasies, and elements of balance and control.

50
 CHOOSING TEST

Tests must be chosen based on criteria of reliability, validity, objectivity and standardization.
Reliability refers to standardization of the procedure of administering and scoring the test
results. A person who takes a test one-day and makes a certain score should be able to take the
same test the next day or the next week and make more or less the same score.

Validity is a test, which helps predict whether a person whether a person will be successful in a
given job. A test that has been validated can be helpful in differentiating between prospective
employees who will be able to perform the job well and those who will not. Naturally, no test
will be 100% accurate in predicting job success. A validated test increases possibility of
success.

When two or more people can interrupt the results of the same tests and derive the same
conclusions, the test is said to be objective. Otherwise the test evaluators’ subjective opinions
may render the test useless. Subjectivity of this kind nullifies the purpose of objectivity and is
reason why some tests are not valid.

A test that is standardized is administered under standard conditions to a large group of persons
who are representatives or the individuals for whom it is intended. The purpose standardization
is to obtain norms or standards, so that a specific test score can be meaningful when compared
to other scores in the group. When a test is standardized, it is administered to a large number of
people who are performing similar tasks.

51
 EMPLOYMENT INTERVIEW

The next step in the selection process is employment interview. Interview is a formal, in depth
conversation conducted to evaluate the applicant’s acceptability. It is considered to be an
excellent selection device. Its popularity stems from its flexibility. Interview can be adopted
unskilled, skilled, managerial and professional employees. It allows a two-way exchange of
information, the interviewer learns about the applicant, and the applicant learns about the
employer. The employment interview can be

(i) One-to-one
(ii) Sequential
(iii) Panel

In the one-to-one interviews, there are only two participants- the interviewer and the
interviewee. This can be the same as the preliminary interview described earlier. The
sequential interview takes the one-to-one a step further and involves a series of interviews,
usually utilizing the strength and knowledge based of each interviewer, so that each
interviewer can ask questions in relation to his or her subjected area of each candidate, as the
candidate moves from room to room.

The panel interview consists of two or more interviewers and the figure may go up to as many
as 15. Any panel interview is less intimate and more formal than one-to-one, but if handled and
organized well, it can provide a wealth of information. If not handled carefully the panel
interview can make the candidate feel ill at ease and confused about whose question to answer

52
and whom to address. Interviewer themselves are likely to experience nightmare, not knowing
who will ask which question and in what order.

TYPES OF INTERVIEW

Interview can be of different types. These are:

Structured: A predetermined checklist of questions, usually ask to all applicants.
Unstructured: Few, if any, planned questions are made up during the interview.
Mixed: A combination of structured and unstructured questions, which resembles what, is
usually done in practice.
Behavioral: Questions limited to hypothetical situations. Evaluation is based on the solution
and approach of the applicant.
Stress: A series of harsh, rapid-fire questions intended to upset the applicant.

REFERENCES AND BACKGROUND CHECKS

Many employees request names, addresses and telephone numbers or references for the
purpose of verifying information and perhaps gaining additional background information on an
applicant. Although listed on the application form, references are not usually checked until an
applicant has successfully reached the 4th stage of a sequential selection process.

Previous employers, known public figures, university professors, neighbors, or friends can act
as references.

Organizations normally seek letters of reference or telephone references. The latter is

advantageous because of its accuracy and cost. The telephone reference also has the advantage

53
of soliciting immediate, relatively candid comments, and attitudes can sometimes be inferred
from hesitations and inflections in speech.

SELECTION DECISION

After obtaining information through the preceding steps, selection decision- the most critical of
all the steps must be made. The other stages in selection process have been used to narrow
down the number of candidates. The final decisions have to be made from the pool of
individuals who pass the tests, interviews and reference checks.

The views of the line manager will be generally considered in the final selection because it is
he/she who is responsible for the performance of the new employee. The HR manager plays a
crucial role in the final selection.

54
 PHYSICAL EXAMINATION

After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is often contingent upon the candidate been
declared fit after the physical examination. The results of the medical fitness test are recorded
in a statement and are preserver in the personnel records. There are several objectives behind a
physical test is to detect if the individual carries any infectious diseases.

Secondly, the test assists in determining whether an applicant is physically fit to perform the
work. Third, the physical examination information may be used to determine if there are
certain physical capabilities, which differentiate successful and less successful employees.
Forth, medical check-up protects applicants with health defects from undertaking work that
property finally, such an examination will protect the employer from workers’ compensation
claims that are not valid because the injuries or illness were present when the employee was
hired.

JOB OFFER

The next step in the selection process is job offer to those applicants who crossed all the
previous hurdles. Job offer is made through a letter of appointment. Such a letter generally
contains a date by which the appointee must be given reasonable time for reporting. This is
particularly necessary when he or she is already in employment, in which case the appointee is

55
required to obtain a relieving certificate from the previous employer. Again a new job may
require movement to another city, which means considerable preparation and movement of
property.

Decency demands that the rejected applicants be informed about their non-selection. Their
applications may be preserved for future use, if any. It needs no emphasis that the applications
of selected candidates must be preserved for future references.

CONTRACTS OF EMPLOYMENT

After the job offer has been made and the candidates accept the offer, certain documents need
to be executed by the employer and the candidate. One such document is the attestation form.
This form contains certain vital details about the candidate, which are authenticated and
attested by him or her. Attestation form will be a valid record for future reference.

There is also a need for preparing a contract of employment. This basic information that should
be included in a written contract of employment will vary according to the level of the job, but
the following checklist sets out the typical headings:
1. Job title
2. Duties, including a phrase such as “The employee will perform such duties
and will be responsible to such a person, as the company may from time to time
direct.”
3. Date when continuous employment starts and the basis for calculating
services.
4. Rate if pay, allowance, overtime and shift rates, method of payments.
5. Hours of work including lunch break and overtime and shift arrangements.
6. Holiday arrangement:

56
• Paid holidays per year
• Calculation of holiday pay
• Qualifying period
• Accrual of holidays and holiday pay
• Details of holiday year

• Dates when holidays can be taken

• Maximum holiday that can be taken at any one time
• Carry over of holiday entitlement
• Public holidays
7. Sickness:
• Pay for time lost
• Duration of sickness payments
• Deduction of National Insurance benefits
• Termination due to continued illness
• Notification of illness
8. Length of notice due to and from employee
9. Grievance procedure
10. Disciplinary procedure
11. Work rules
12. Arrangements for terminating employment
13. Arrangements for union membership
14. Special terms relating to rights to patents and design confidential
information and restraints on trade after termination of employment.
15. Employer’s right to vary terms of the contract subject to proper notification
being given.

57
CONCLUDING THE SELECTION PROCESS

The selection process will not end with executing the employment contract. There is
another step- a more sensitive one reassuring those candidates who have not been
selected. Such candidates must be told they were not selected, not because of any serious
deficiencies in their personalities, but because their profiles did not match the
requirements of the organization. They must be told that those who were selected were
done purely on relative merit.

58
EVALUATION OF SELECTED PROGRAMME

The broad test of the effectiveness of the selection process is the quality of the personnel
hired. An organization must have competent and committed personnel. The selection
process, if properly done, will ensure availability of such employees. By a periodic audit
the evaluation of the effectiveness of a selection program. Audit must be conducted by
people who work independent of the HR department.

FOUR APPROACHES TO SELECTION

While there is a tendency to prefer host country citizens to man overseas operations, it is
useful to know that there are FOUR approaches to selection. They are:
(i) Ethnocentric Selection
(ii) Polycentric Selection
(iii) Regiocentric Selection
(iv) Geocentric Selection

Ethnocentric Selection: In this approach, staffing decisions are made at the

organizations’ headquarters. Subsidiaries have limited autonomy, and key jobs at home
and abroad are filled by employees from the headquarters. Nationals from the parent
country dominate the organization at home and abroad.

59
Polycentric Selection: In this approach, each subsidiary is treated as a distinct national
entity with local control over operations. However, the headquarters control key financial
targets and investment decisions. Subsidiaries are managed by local citizens, but the key
jobs remain with staff from the parent country. This is the approach, which is largely
practiced in our country.

Regiocentric Selection: Here, control within the group and the movements of staff are
managed on a regional basis, reflecting the particular disposition of businesses and
operations within the group. Regional managers have greater discretion in decisions.
Movement of staff is largely restricted to specific geographical regions and promotions to
the top jobs continue to be dominated by manager from the parent company.

Geocentric Selection: In this case, business strategy is integrated thoroughly on global

basis. Staff development and promotion are based on ability, not nationality. The board
and other parts of the top management structure are thoroughly international in
composition. Needless to say, such organizations are uncommon.

60
POLICY ON TRAINING AND DEVELOPMENT OF
EMPLOYEES:

To organize and continually assess training needs and through a systematic and
planned Training and development process - help develop core competencies
(Knowledge, Skills and Attitudes) which will enable individuals and teams in
the organization to perform and contribute to Business Goals.

Objective of Training and Development :

• To Identify training needs, plan, organise and conduct training and

evaluate the training effectiveness for each employee through internal or
external sources.
• To develop core competencies, management skills and value
orientation in employees to facilitate achievement of corporate goals.
• To drive a culture of “Learning Organisation’ through out the
organization.

61
 • Add value to the employees by Multi Skilling so as to build a talent of
resource pool prepared to meet business requirements. TRAINING PLAN

Industry Business
trends Plans

Training
Plan
Cultural
Functional Foundatio
Requirements
n
Personal
Growth
Plan
is made keeping in mind the following:

TYPES OF TRAINING :
There are four types of training would be imparted to employees, which are as
follows:
• Functional Training.
• Personal Development Training
• Managerial/Behavioral Training
• Cultural or Corporate Value Training

CULTURAL/ TECHNICAL
CORPORATE TRAININGS
VALUE TRAINING

MANAGERIAL/ PERSONAL
BEHAVIORAL DEVELOPMENT
TRAININGS TRAININGS

62
 Managerial effectiveness Computer Skills,
Interpersonal Behavior etc. Presentation Skills, Time
Management etc.

Empowerment Relating to Polymers

. Collaboration: Team building ,Compounding and Plastics
etc.

SPERRY PLAST LIMITED

MANPOWER REQUISITION FORM

To:

Human Resource Department

Dated:…………

Type of Manpower Required: Temporary/Trainee/Permanent/Contractual

Position Definition:

• Designation :
…………………………………………………………..

63
 • Grade :
…………………………………………………………..
• Place Of Posting :
…………………………………………………………..
• Number Of Vacancies :
…………………………………………………………..

Specifications:
• Age :
…………………………………………………………..
• Sex :
…………………………………………………………..

• Qualification :
o Essential :
………………………………………………………
o Desirable :
………………………………………………………
• Experience (in Years) :
…………………………………………………………..

Position Profile:
Reporting To:
Roles and
Responsibilities:

64
Managerial Essential:
Attributes:
Desired:

• Current No. of employees in your Department:

• Current Output/Result of the Department (in terms of Targets met):

• Reason for Requirement of the new employee:

• Who was handling the task earlier, that would be allotted to the new
recruitee :

65
 • Expected Output/Results of the Overall Department (in terms of
targets to be met)

………………………..
…………………………………..
(Initiated By) (Approved By)
(This Form is to be Filled by the HOD and Sent to the HR Department)

ORGANISATIONAL PROCEDURE IN SPL

Way of recruitment and selection in Sperry Plast Limited Jai Drinks Private Limited:

1. Manpower requisition

2. Advertisement
• Placement Agencies
• Internet/Website
• Departmental sources/Internal sources
• External sources

Resumes / Bio data

3. Screening
a) Experience and Education
b) Personality

66
c) Physical appearance
d) Personal manner
e) Personal grooming
f) Confidence
g) Expression of ideas
h) Voice quality
i) Mental alertness
j) Motivation and Ambition

4. Preliminary by HRD

5. HOD (Head Of Department)

6. HRD- Salary negotiation

7. Offer letter

8. Joining letter

9. Appointment letter with other formalities

Induction
Induction Report
Induction Feedback

10. Interim Report/90 days

11. Probationary Report/180 days

67
12. Confirmations

METHODOLOGY

A research has been made on the topic “Recruitment and Selection in SPL” which
is one of the franchises of Sperry Plast Limited. This study is basically made
through physical interaction. The following are the few steps that I have undergone
while processing my project.

1) At first I studied the various processes of recruitment and selection from various
books of HR and Labor Law and also the recruitment and selection done under the
Company Activities.

2) I made individual interaction with few employees and learned how they have
been selected after recruitment.

3) After collection of such information, I prepared the questionnaire with the help
of both

Primary data (Above mentioned data) and

68
Secondary data (Records of HRD, News paper, Internet)

4) After preparing the questionnaire, I made a pilot study in order to learn whether
the questions prepared by me are easily understood and answerable by the
employees or not.

6) Now finally the questionnaires have been distributed. The sample size taken
was 100, although there were 154 employees all together in JDPL. Individual
records
7) Containing name, designation, contact no. etc have also been collected
separately which is kept confidential.

6) The sample design was randomly made in all the various departments of Sperry
Plast Limited
The various departments are:
• IMM Department
• Marketing Department
• Lab Department
• Mixing Department
• Rolling Department
• Maintenance Department
• HRD and Administration Department
• Production Department
• Store Department

69
• IT Department
• Accounts and Finance Department

7) Now the analysis has been made with the help of statistical data.

Towards the end of the project, I found some limitations while fill upping the
questionnaire.

• Shortage of time
• Fear of being disclosed
• Not interested
• Absent

Suggestions:

• Awareness of the process of recruitment and selection must be there

among the employees.
• Political interference should not be there.
• The process of recruitment and selection must be time consuming.
• Favoritisms must be avoided.

70
 Analysis and Findings

ANALYSIS 1:-

Company does its manpower planning in the month of December and January every year
as per Annual Operation Plan and on the basis of quarterly review of the work force.

It is observed that after collecting the questionnaire, 70 % of the employee remarks that
quality candidate has been appointed successfully in SPL 20% average candidate
remaining 10% does not match with quality

71
ANALYSIS 2:-

More than 4/5th of the employee thinks that hiring of newly appointed employees are fair.
While few newly appointed employees give their suggestion against it. Their suggestion:-
 The newly appointed employees’ problems must be notified.84% says yes
and remaining says No about recruitment new employees

72
ANALYSIS 3:-

In the Company, there is some work where physical labor is more necessary. Hence the
Company selects employees accordingly. About 3/4th of the employees say that the
selection process and procedures identify the most qualified candidates for the position.
While rest of the employees say that sometimes it is not done so, as physical labor is not
counted in qualification.

73
ANALYSIS 4:-

The Company SPL is successful in recruiting right person in the right job. Almost 70% of
the employee gave their positive view about selecting right person in right job and 20%
says no about the right person about the right job and remaining 10% says it happen some
times

74
ANALYSIS 5:-

The Company uses internal sources of recruitment mainly for middle level management.
But external sources are used for every level of management i.e. Lower level, middle
level and higher level.

75
Seeking through the views of the employees, it is found that some employees are there
who prefer internal source, advertisement and internet too. But nearly 46% says that they
prefer advertisement for recruitment of new employees.

50%
45%
40%
35%
Internal Source
30%
External source
25%
Placement Agency
20%
Advertisement
15%
10%
Internet

5%
0%
20% 6% 7% 46% 21%

ANALYSIS 6:-

Only about 70% of the employees are aware about the presence of Quality Management
System. Hence rest of the employees should also be aware of the Quality Management
System.
About 70% candidate are aware about Quality management system and remaining 30%
are still unaware about Quality management system

76
ANALYSIS 7 & 8:-

About 85% of the employees were interviewed individually while 46% of the employees
prefer group interview.

In a group interview generally 4 members should conduct it. They are: - President
(HRD), V. President (HRD), Department Manager and Training Manager.

77
ANALYSIS 7

ANALYSIS: 8

About 54% people like individual interview and remaining 46% likes group interview
in sperry plast ltd.

78
ANALYSIS :9
The company generally uses the following testing techniques:
 Ability test
 Aptitude test
 Personality test

79
 In some cases, the company also goes for Psychological test. Here the
responses are accurate.

70%
60% Ability Test

50% Aptitude Test

40%
Personality Test
30%
20% Interest Test

10% Psychological
0% Test
62% 38% 38% 0% 10%

ANALYSIS: 10

The Company generally asks for two references at the time of recruitment process from
the candidates. The references asked should be either Colleagues or Professionals but not
relatives.

80
Only 90% of the employees have answered it correctly. Rest 10% is least aware about the
no. of references asked in the Company, because these people would have entered the
Company through advertisement or through internet.

ANALYSIS:- 11

About 51% of the employees say that a selected candidate has been rejected due to certain
causes. The causes may be:-
 False entrance into the Company

81
  Not satisfactory package
And remaining 49% are rejected some other causes

ANALYSIS :12

The Company conducts a training program of 15days for every new employment. The
training period can be changed according to the recruitment of the candidate and the job.

82
Here all the employees have undergone the training period; hence all were aware of the
training program.
About 90% of candidate aware about the training program and remaining 10% are not
aware of it

ANALYSIS 13:-
The Probation period of the Company is 6month. Only 76% of the employee is aware of
it. And rest are not aware of probation period of the company of the sperry plast ltd

83
 80%
70%
60%
50%
1 Month
40%
3 Months
30% 6 Months
20%
10%
0%
16% 8% 76%

ANALYSIS 14:-

The Company conducts an Induction Program for the new employees. The Induction
period is of One week.

84
Here all the employees have undergone the Induction Program; hence all were aware of
the Induction period.

100%
90%
80%
70%
60%
7-10 Days
50%
11-15 Days
40%
16-20 Days
30%
20%
10%
0%
100% 0% 0%

ANALYSIS 15:-

More than about 60% of the employees have joined this organization for the Brand name.
Few have opted more than one choice, like they are attracted due to salary structure along

85
with Brand name. Few find Growth and Future scope along with brand name. The new
comers have joined to increase their Growth rate in the Corporate World.

70%
60%
50%
Brand Name
40% Salary
30% Future Scope
Job Security
20%
Growth
10%
0%
64% 24% 16% 10% 30%

BARRIERS OF EFFECTIVE SELECTION

The main objective of selection is to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments, which
check effectiveness of selection, are perception, fairness, validity, reliability and pressure.

86
PERCEPTION:
Our inability to understand others accurately is probably the most fundamental barrier to
selecting the right candidate.

Selection demands an individual or a group of people to assess and compare the

respective competencies of others, with the aim of choosing the right persons for the jobs.
But our views are highly personalized. We all perceive the world differently. Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of
people.

FAIRNESS:

Fairness is selection requires that no individual should be discriminated against on the

basis of religion, region, race or gender. But the low no. of women and other less-
privileged selections of the society in middle and senior management positions and open
discrimination on the basis of age in job advertisements and in the selection process
would suggest that all the efforts to minimize inequality have not been very effective.

VALIDITY:

Validity is a test that helps predict job performance of an incumbent. A test that has been
validated can differentiate between the employees who can perform well and those who

will not. However, a validated test does not predict job success accurately. It can only
increase possibility of success.

RELIABILITY:

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A reliability method is one, which will produce consistent results when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job performance
with precision.

PRESSURE:

Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and peers
to select particular candidates. Candidates selected because of compulsions are obviously
not the right ones. Appointments to public sector undertakings generally take place under
such pressures.

CONCLUSION

Selection and hiring process is an exhaustive, painstaking system designing not to fill
positions quickly, but to find the right people for those positions.

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What are we looking for?
First, these people must be able to think for themselves… be problem solvers… and
second, work in a team atmosphere. Simply put organizations need strong minds, not
strong backs.

Therefore, we should consider the selection of a team member as a long-term investment

decision. Why go to the trouble of hiring a questionable employee only to fire him later.

In Summery the organization should use Total value-Based Hiring Programs to select
employees whose values are compatible with those of the firm. It should commit the time
and effort of an exhaustive screening process. The screening process does not just identify
knowledge and technical skills. Instead the candidates’ values and skills are matched with
the needs of the firm. Value-Based Hiring always includes realistic job previous. It is
important to make sure that he candidates know what the working in the firm is going to
be like and even more important, what sort of values the company should cherish.

RECOMMENDATION AND SUGGESTIONS

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(1) It is right that Sperry Plast Limited has systematic and well structured recruitment and
selection practices which are based on its over all corporate policy and manpower
planning. For filling of vacancies, SPL depends on internal and external sources of
recruitment. But company does not have any estimate of the cost of recruitment.

To minimize the cost, I suggest that management should prefer to induce fresh blood into
the organization through campus recruitment. This is an important source of management
trainees as well as of professional and technical employees.

(2) Test should be conducted according to the different category of recruited candidates.

(a) Higher Level Management - Interview only.

(b) Middle Level Management - GD and Interview.
(c) Lower Level Management - Intelligence, Job knowledge,
Stimulation test, Interest test, GD
and Interview.
(d) Higher Level Tech. Position- GD and In-depth job-knowledge
Interview.
(e) Lower Level Tech. Position - Job knowledge, work sample,
Machine aptitude tests and
Interviews.
(f) Operators/Workers - Work sample, Skill, Machine
aptitude test.

(3) All Interviews will be held according to the following various levels

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 S.N. Level Preliminary/Secondary Final interviewed
interviewed

A. GM VP/ GM- Operations President

B. Asstt. Manager to GM- operation & HOD President

DGM

C. Officer Manager-HR HOD

D. Supervisor Manager-HR HOD

E. Staff Selection Head Manager-HR

F. Work Section Head Manager-HR

(4) For different levels, the following type of interview should be used:

CATEGORY TYPE OF INTERVIEW

(a) Higher Level Management Depth Interview

(b) Middle Level Management Depth Panel Interview
(c) Lower Level Management Patterned/Stress/Panel Interview
(d) Clerical Position Patterned Interview
(e) Higher Level Tech. Position Patterned Interview
(f) Lower Level Position Informal Interview

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(5) Maintain a DATA-BANK of potential candidates for future needs.

(6) The advertisement process must be given more importance, since most of the people
prefer it.

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 SPERRY PLAST LIMITED

INTERVIEW ASSESSMENT SHEET

NAME: MODE OF
RECRUITMENT:
{ Consultant/Employee Referrals /Others }

POSITION: DATE OF
INTERVIEW:

93
RATINGS Outstan Very Goo Averag Poor Remarks
ding Good d e

ATTRIBUTES
Attitude (open to
ideas)
Qualification
Leadership Skills
Knowledge
Focus on Quality
Orientation Towards
Technology
Team Orientation
Communication/Expre
ssion
Overall Personality
Confidence
Maturity
Relevance of Experience
(Please specify years of experience with
some specific roles handled by candidate)

Family Married/Bachelor Profession Parents Profession Children

Background of Spouse of Parents

Present Salary
Drawn

Salary Expected

Joining Time
Required 94
Reasons for Leaving the Job:
……………………………………………………………………………………
………….
Have a Conveyance:
……………………………………………………………………………………
…………
Reference Check : YES/ NO
……………………………………………………………………………………
………..

Name of the Interviewer Signature and Brief Comments about the

Date suitability of the candidate

Final Decision : Reject /Select/On Hold

QUESTIONNAIRE

Note- Fill in the blank in BLOCK LETTERS

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NAME: ………………………………………………………………………

AGE: …………………………………………………………………………

GENDER: MALE......................... FEMALE........................

STATE: ……………………………………………………………………...

MARITAL STATUS: MARRIED………… UNMARRIED…………

RELIGION: …………………………………………………………………

EDUCATION LEVEL: …………………………………………………….

DESIGNATION: ……………………………………………………………

ADDRESS: ………………………………………………………………….

…………………………………………………………………..

…………………………………………………………………..

CONTACT NUMBER: ……………………………………………………..

E-MAIL ADDRESS: ……………………………………………………….

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 Please Tick In The Right Option According To You

Q.1. Is the organization (Sperry Plast Limited) successful in recruiting quality

candidate?
(i) Yes __________
(ii) No __________
(iii) Average __________

Q.2. Is the process for hiring new employees fair?

(i) Yes __________
(ii) No __________
Any Suggestions: ………………………………………………………………………

Q.3. Do the selection processes and procedures identify the most qualified candidates
for the future?
(i) Yes __________
(ii) No __________
(iii) Sometimes __________

Q.4. Do you think in SPL, a right person is placed in the right job?
(i) Yes __________
(ii) No __________
(iii) Sometimes __________

Q.5. Which processes of recruitment do you prefer?

(i) Internal source __________
(ii) External source __________
(iii) Through placement agencies __________
(iv) Through advertisement __________

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 (v) Through internet __________

Q.6. Does your organization have a quality management system?

(i) Yes __________
(ii) No __________

Q.7. What is the process of interview in SPL?

(i) Individually __________
(ii) Group __________

Q.8. Which process do you prefer?

(i) Individually __________
(ii) Group __________

Q.9. According to your awareness, which testing technique/s among these given below is
used by your organization.
(i) Ability test __________
(ii) Aptitude test __________
(iii) Personality test __________
(iv) Interest test __________
(v) Psychological test __________

Q.10. How many references do the company SPL asks for?

(i) One __________
(ii) Two __________
(iii) More than two __________; Please refer in numbers: ……………

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Q.11. Does a selected candidate being rejected due to certain cause?
(i) Yes __________
(ii) No __________

Q.12. Is there any training programme?

(i) Yes __________
(ii) No __________

Q.13. What is the probationary period of the company?

(i) 1 month __________
(ii) 3 months __________
(iii) 6 months __________

Q.14. What is the duration of induction period of the company?

(i) 7 days - 10 days __________

(ii) 11 days – 15 days __________
(iii) 16 days – 20 days __________

Q.15. According to you what are the key factor/s that attract a candidate towards the
company?
(i) Brand name __________
(ii) Salary __________

99
(iii)Future scope __________
(iv)Job security __________
(v) Growth __________
(vi)Others __________

Refer Others: ……………………………………………………..

BIBLOGAPHY

Names of books:
 H.L KUMAR LABOUR MANAGAEMENT
(Forms and precedents)
 Cynthia.D.Fuihar HUMAR RESOURCE

100
 Lyle.F.Schoenfeldt MANAGEMENT
James.B.Shaw
 Susan J.Herman HIRING RIGHT: A practical
guide
 Casio MANAGING HUMAN
RESOURCES
 Michael Armstrong A HANDBOOK OF PERSONAL
MANAGEMENT PRACTICES
 C.B.Memoria PERSONNEL MANAGEMENT
 P.C.Tripathi PERSONNEL MANAGEMENT
 K.Ashwathapa HUMAN RESOURCE
MANAGEMENT

ABBREVIATION
HR Human Resource
GM General Manager
VP Vice President
HOD Head of Department

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 GD Group Discussion
IT Information technology
HRP Human Resource planning
SAP Software application program
ERP Entrepreneurship Resource Planning
SPL Sperry plast Limited

• TPR ( THERMO PLASTIC RUBBER)

• TPE ( THERMO PLASTIC ELASTOMER)
• HIPS ( HIGH IMPACT POLYSTRINE)
• PP (POLY POPLINE)
• EP (ENGINEERING PLASTIC)

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