Summer Training Report

On
“EVALUATION OF RECRUITMENT AND
SELECTION IN JATALIA GLOBAL
VENTURES LIMITED”
Submitted in partial fulfillment of the requirement for the
award of degree of
Bachelor of Business Administration
Session 2015-2018

Under the supervision of: Submitted by:

(SANGEETA) Shrishti Jain
(Designation) BBA 3rd Year
Roll No.

Panipat Institute of Engineering & Technology,

Samalkha
Affiliated to Kurukshetra University, Kurukshetra

DECLARATION

This is to certify that I Shrishti Jain student of Panipat Institute of Engineering & Technology
studying in BBA 5th Semester, Roll No.15105 has prepared a project report entitled
“EVALUATION OF RECRUITMENT AND SELECTION IN JATALIA GLOBAL
VENTURES LIMITED” for the partial fulfillment of degree of Bachelor of Business
Administration from Kurukshetra University, Kurukshetra.

I hereby declare that the project report submitted to the Kurukshetra University, Kurukshetra is a
record of an original work done by me under the guidance of Dr. Sangeeta (Assistant
Professor with BBA Department).

The matter presented in this project work has not been submitted by me for the award of any
Degree or diploma/ associate ship / fellowship and similar degree or any other institute

Signature of Candidate

Shrishti Jain

Roll No. 15105

ACKNOWLEDGEMENT

Gratitude of highest order is expressed to Dr. Yoginder Kataria (Head & Associate Professor) for
encouragement and support during my project. His care, endless support and trust motivate me
for oppurtunity to achieve. This project could not be completed without his insight and achieve.

I am neither expert nor a trend spotter. I am a management student with foundations of

management principles and theories who is keen in different industries, it's happening mainly in
Jatalia Global Ventures Limited.

I am highly obliged to DR. Sangeeta, my prime internal guide for his invaluable support;
guidance and knowledge that he has shared with me thereby aiding me in making this project a
success along with other employees who provided their utmost working knowledge, which has
broaden my area of interest and benefited mostly in completing the project.

I am highly grateful to my project guide Dr. Sangeeta (Assistant Professor with BBA
Department, PIET) for his/her inspiring guidance and blessings for fulfilling the project report.
I am very grateful to (Faculty Name) for his/her research advice, knowledge and many insighful
discussion and suggestions.

Lastly I thank faculty and staff members of P.I.E.T, Panipat which gave me an opportunity
regarding training purpose and helped me in building some experience in my career.

Student Name

Student Roll No= 15105

INDEX

Chapter number Topic Pages

CHAPTER 1 INTRODUCTION

1.1) Introduction to the Industry 5-6 Pages

15-20 Pages
1.2) Introduction to the Company
15-20 Pages
1.3) Introduction to the Topic

CHAPTER 2 LITERATURE REVIEW 4-5 Pages

CHAPTER 3 RESEARCH METHODOLOGY

10-12 Pages
3.0) Research methodology
3.1)Statement of the problem
3.2) Justification of the study
3.3) Objectives of the study
3.4) Scope of the study
3.5 ) Research design
3.6) Collection of data
3.7)Sources of data collection
3.8)Sampling technique
3.9)Analytical tool used in study
3.10) Limitations of study

CHAPTER 4 ANALYSIS & INTERPRETATION 30-35 Pages

CHAPTER 5 FINDINGS, SUGGESTION & CONCLUSION

5-6 Pages
5.1) Findings

5.2) Conclusion
5.3) Suggestion

BIBLIOGRAPHY/ REFERENCES

(ONLY SINGLE FORMAT APA OR HARVARD

ANNEXURE (IF-ANY)
CHAPTER 1

Introduction

INTRODUCTION TO INDUSTRY
Export sector
The export sector of Indian market made inclusive progress over the last
decade. The exponential expansion of the export sector of Indian economy can be
qualified to the liberal Government of India economic policy. Indian exports have an
determined target of US 160 billion in 2007-08. The success came to the Indian
exports in the last financial despite the odds against the exports, minimizing the
gains. In the first two months of 2007-08 exports grew by 20.3%, which was a little
lower than the previous year over the equivalent period a year ago.

The Government of India most modern export policy for the exporters will help in
stabilizing the export expansion levels attained in the 1st sector of 2007-2008. Ores
and minerals exports grew quite to 12.9% against 37.4% in 2005-06. Similar
development was also practical in the exports of manufacturing sector. The exports
of manufactured commodities from India grew moderately by 15% in the initial
quarter of 2007-2008 as compared to 21.2% in the last fiscal year. High value
commodities like commerce goods and rice registered very high expansion rate in
the 1st quarter of this fiscal against the same period last year. The overall exports
suggests that the Indian exports grew by far across all major exporting destinations.
The Indian exports to Pakistan, UAE and Italy showed outstanding expansion in the
first quarter of the recent fiscal year.

The astronomical expansion of the Indian export sector was led by the
following industry -
Information Skill
In Turn Technology Enabled Services
Telecommunications hardware
Electronics and hardware
Pharmaceutical and biotechnology harvest
Customer durables
Textiles
Assembly machinery
Authority equipment
Foodstuf grains
Flatten and steel
Chemicals and fertilizers
The robust on the whole expansion of export sector of Indian market led to
secondary expansion of the following economic parameter -
India's economy grew at 9.3% in quarter April-June and it was ambitious by
manufacturing, structure and services segment and agriculture sector
GDP aspect for the first quarter of 2007-08 was at ` 7,23,132 crore, registering a
expansion rate of 9.3% over the equivalent quarter of previous year
Exports grew by 18.11% through the 1st quarter of 2007-2008 and the imports
discharge up by 34.30% during the identical period
India's FOREX treasury (excluding Gold and SD` ) stood at $219.75 billion at the
finishing stages of July ' 07
The annual rise rate was 4.45% for the week ended July 28, 2007
India's stability of Payments is likely to remain comfortable
Merchandise Exports record strong expansion
According to reports, efficiency expansion rate of Indian economy is likely to be
around 8% and above pending 2020

At this surprising expansion of the export sector of Indian wealth, it is expected

that India will become the second major economy in the world after China.

IMPORT SECTOR
The import sector of Indian economy is one of the a good quantity of important
sector of India's economic health. The presentation of the import sector of Indian
economy determine the Export policy of India and most importantly the export
import policy of India. Further, it is one of the most important part of the India's
foreign deal policy. The current EXIM policy of India cover policy statement for the
period casing 2002 to 2007.

The basic laws that govern the import sector of Indian economy are as
follows -
Imports shall be free, apart from in cases where they are keeping pace by the
provisions of this Policy or any other law for the point in time being in force

The item wise introduce policy shall be, as specified in available and notified by
Director General of Foreign Trade, as amend from time to time

Every importer shall comply with the rations of the Foreign Trade (Development
and Regulation) Act, 1992, the Rules and Orders completed there under, the
provisions of this Policy and the stipulations and conditions of any license /
certificate / permission arranged to him, as well as provisions of any other law for
the time being in force

All imported goods shall also be topic to domestic Laws, Rules, Information,
Regulations, technical specifications, environmental and safety norms as applicable
to domestically shaped goods

No import of forceful diamonds shall be tolerable unless the batch parcel is

accompanied by Kimberley Process Certificate compulsory under the procedure
specific by the Gem & Jewelery Export Promotion Council.
Duty credit permissible for import of capital goods, spare parts, workplace
equipment, office furniture and consumables that are importable under ITC (HS).
Such imports covers all stuf of the service sector

The Customs Act of India governs the process of levy of tarifs on imports and
frames the rules and it also specifies the tarifs rates and provides for the
imposition of anti-dumping and compensation charges

Tarif rates, excise duties, authoritarian duties are revised in each once a year
budget of India

Total duties on imports now consist of basic duty which ranges from zero to 65%
plus supplementary or countervailing duties

On man-made "luxury" items, total import taxes may quantity to whooping 150%

Import duties are produce specific and can be revised in mid-year

The most modern export import policy of India have led to augmentation

of India's Import on the following lines-:

The Government of India latest export policy for the exporters will help in

stabilizing the export expansion levels attained in the 1st quarter of 2007-2008.

The Indian imports shoot up by 34.30% during the 1st quarter of 2007-2008. Today,

India ranks moment in the manufacture of tiny passenger car segment.

It is the worlds largest producer of generic pharmaceutical and its Information

Technology zone is registering three figure extension consistently. Moreover, it is

the most favored destination for business progression outsourcing. The world's

information process outsourcing business is valued at US$ 15 billion out of which

US$ 12.5 billion worth of business is probable to be outsourced to India alone by

2010. According to reports, productivity expansion velocity of Indian country is

likely to be around 8% and above until 2020.

FOREIGN TRADE POLICY OF INDIA

Introduction
The combination of the domestic economy through the twin channels of trade and capital flows has
accelerated in the past two decades which in rotate led to the Indian economy increasing from Rs 32
trillion (US$ 474.37 billion) in 2004 to about Rs 153 trillion (US$ 2.3 trillion) by 2016.
Simultaneously, the per capita income also nearly trebled during these years. India’s trade and external
sector had a significant impact on the GDP spreading out as well as expansion in per capita income.
Total merchandise exports from India grew by 17.48 per cent year-on-year to US$ 24.49 billion in
February 2017, while overall trade debit declined by 24 per cent year-on-year to US$ 41.8 billion in
April-February 2017, according to statistics from the Ministry of Commerce & Industry.
According to Ms Nirmala Sitharaman, Reverend of State (Independent Charge) for Commerce and
Industry, the Government of India is intense to grow exports and provide more jobs for the juvenile,
talented, well-educated and even semi-skilled and unskilled workforce of India.
Capital Inflows
According to data on the rampage by the Reserve Bank of India (RBI), India's foreign exchange
reserves were US$ 364.109 billion as on March 10, 2017.
Foreign Direct Investments (FDI)
During April 2000–December 2016, India usual total foreign investment (including equity inflows, re-
invested wages and other capital) worth US$ 472.199 billion. The country was one of the top
destinations for FDI inflows on or after Asian countries, with Mauritius contributing 34 per cent,
Singapore 16 per cent and Japan and UK contributing 8 per cent both of the overall foreign inflows.
Foreign Institutional Investors (FIIs)
FIIs net reserves in Indian equities and debt position at US$ 3.78 billion in 2016-17 (upto March 23,
2017).
External Sector
The Goods and Services Network (GSTN) has sign a memorandum of understanding (MOU) with Mr.
Ajay K Bhalla, Director General of Foreign Trade (DGFT), to share realised foreign exchange and
import-export code statistics, development export communication of tax payers underneath goods and
services tax (GST) more efficiently, boost transparency and diminish human interface.
In March 2017, the amalgamation Cabinet approved the signing of the customs conference on the
international transport of goods, Transports International Routiers (TIR) making India the 71st party to
the treaty, which will facilitate the society of goods throughout these countries in Asia and Europe and
will permit the country to take full benefit of the International North South Transportation Corridor
(INSTC).
Mr Richard Verma, the United States Ambassador to India, has confirmed that India-US relations
across trade, defence and community ties will be amongst the top priority of the recently designated US
President Mr Donald Trump's management.
The Union Cabinet has standard a MOU connecting India and the Russian Federation, meant at
expanding two-sided deal and economic collaboration between the two countries.
The Union Cabinet has standard a MOU between India and Uruguay concerning cooperation and help
in customs related issues, which is probable to promote trade and ease efficient clearance of goods
traded among the countries.
India and Japan are in search of to put up a complex to connect the Pacific and the Indian Ocean, aimed
at contributing to Asian stability by utilizing India's political complex in African and Japanese finances
in organize to finance and develop a selection of projects across the African continent.
The Government of India aims to strengthen its ties with Russia during Prime Minister Mr. Narendra
Modi's visit to Russia in June 2017, and fashion opportunities for increasing bilateral trade and savings.
India and Kenya have signed seven agreements, such as in the fields of double taxation avoidance and
defence cooperation, to strengthen the bilateral relations, which will also be boosted by the Indian
government extending the dispensation line of credit of US$ 44.95 million to Small and Medium
Enterprises (SMEs) and textile industry of Kenya.
Ministry of Commerce & Industry, outlined tactics of establishing logistic hubs close to sea ports,
which is likely to relieve issue around getting stocks on the docks and movement of goods inland, and
move towards boost double digit expansion in exports.
The Government of India has fruitfully completed the double taxation avoidance agreement (DTAA)
negotiations by way of the Government of Cyprus, which is probable to further develop the trade and
economic links among the two countries.
RBI has allowed start-ups, with a subsidiary out of the country, to unbolt foreign currency balance
sheet with a stock outside India for crediting foreign exchange earnings from exports and sales
completed by them.
The Ministry of Finance is planning to ease the method for importers by uniting and expanding the
scope of the qualified Clients Programme (ACP) and the Authorized Economic Operator (AEO)
scheme, which will extend direct port transfers, thereby allowing members to shift their cargo as it
arrives at a earth or sea port to a warehouse without checks.
The Government of India has bigger the validity of free transaction certificates, which are required by
domestic medical device manufacturers for selling their products abroad, to two years, thereby
encouraging exports of medical devices from India.
The Government of India campaign to build five new railway links with Nepal, which will enhance
India's economic links with its neighbouring country and encourage expansion, verify and prosperity in
the region.
The Union Cabinet has standard a proposal to offer US$ 150 million credit beginning Export Import
Bank of India (EXIM Bank) for the expansion of Chabahar Port in Iran.
India and China plan to undertake a joint study on the shock of regional trade agreements, to be
conduct by India’s NITI Aayog and China's Development Research Centre (DRC).
India and South Africa are considering outlook of setting up a joint venture (JV) for pulling out and
owning coal blocks in South Africa.
India and the United Arab Emirates (UAE) will set up a joint working group to forge stronger linkages
in the hydrocarbon, chemicals and fertiliser sectors.
India and Belarus set a trade target of US$ 1 billion by 2018 throughout the Seventh Session of the
India-Belarus Intergovernmental Commission on Trade, Economic, Scientific, Technological and
Cultural Cooperation.
India and Poland have set an striving target to increase two-sided trade from US$ 2.3 billion in 2014 to
US$ 5 billion by 2018 at the fourth meeting of the bilateral joint expenses on economic cooperation
held in Warsaw. India was praised by several member of the World Trade Organisation (WTO) for
following liberal and open macroeconomic policies while increasing its comprehensive presence at the
same time.

Foreign Trade Policy

All export and import-related behavior are governed by the Foreign Trade Policy (FTP), which is
aimed at attractive the country's exports and use trade expansion as an effective device of economic
expansion and employment creation.
The Department of Commerce has announced increased carry for export of various products and
included some supplementary items under the Merchandise Exports from India Scheme (MEIS) in
order to help exporters to trounce the challenges faced by them.
The Central Board of Excise and Customs (CBEC) has residential an 'integrated declaration' process
primary to the creation of a single skylight which will supply the importers and exporters a particular
point boundary for traditions clearance of import and export goods.
As part of the FTP approach of market expansion, India has signed a Comprehensive Economic
Partnership Agreement with South Korea which will offer enhanced market admission to Indian
exports. These trade agreements are in procession with India’s Look East Policy. To advance export
sector communications, ‘Towns of Export Excellence’ and unit located therein will be approved
additional paying attention maintain and incentive.
RBI has simplify the rules for credit to exporters, through which they can now get long-term move
ahead from banks for up to 10 years to examine their contracts. This calculate will help exporters get
into long-term contracts while aiding the largely export routine.
The Government of India is likely to declare an interest subsidy scheme for exporters in organize to
boost exports and explore new markets.
Road Ahead
India is presently acknowledged as one of the most imperative group of actors in the global economic
landscape. Its trade policies, supervision reforms and inherent economic strengths have recognized to
its position as one of the most required after destinations for native investments in the world. Also,
technological and infrastructural development being traditional out all through the country promise
well for the trade and economic sector in the years to come.
Boosted by the impending FTP, India's exports are expected reach US$ 750 billion by 2018-2019
according to Federation of India Export Organisation (FIEO). Also, with the administration of India
striking significant deals with the governments of Japan, Australia and China, the external sector is
increasing its contribution to the monetary development of the country and development in the global
markets. Moreover, by implementing the FTP 2014-19, by 2020, India's share in world trade is
expected to twice from the present level of three per cent.
Exchange Rate Used: INR 1 = US$ 0.01536 as on March 28, 2017

b.)INTRODUCTION
TO COMPANY
Induction to the company

JATALIA GLOBAL VENTURES LIMITED India Vision

Our vision is to provide world class talent with utmost satisfaction to all the customers and to
advocate the principles of business ethics and practice tenets of good governance.

JATALIA GLOBAL VENTURES LIMITED India Mission

Our mission is to provide excellence in human resource and to succeed by earning the
satisfaction of our clients, the respect and trust of those who govern us and do business with us;
and the pride of our employees.
About JATALIA

JATALIA GLOBAL VENTURES

LIMITED
NAME OF COMPANY JATALIA GLOBAL VENTURES LIMITED

HEAD OFFICE 307, Lusa Tower, Azadpur Delhi-110033

1010, Surya Kiran Building, 19 – K G Marg, New Delhi –

CORPORATE OFFICE
110 001.

ALLAHABAD BANK, SANSAD MARG, NEW DELHI,

PRESENT BANKERS KOTAK MAHINDRA BANK, MODEL TOWN, NEW
DELHI

DATE OF
29-12-1999
INCORPORATION

AUTHORISED CAPITAL 5,00,00,000/-

LINE OF ACTIVITY TRADING

PROFILE
Jatalia Global Ventures Limited (JGVL) is Delhi based ISO 9001:2008 certified closely held public
limited company occupied in trading business in domestic &international markets. JGVL is a leading
business multinational having diversified business interests. The company has in domestic market been
dealing with various miscellaneous items. In International market it has been mainly dealing in Polymers,
Glass, Metals etc. amongst others.

With the purpose to grow and to establish a foothold in overseas market as well as to have local presence
to facilitate existing operations of JGVL the Company has floated two wholly owned subsidiaries - Jatalia
Middle East and Jatalia Singapore PTE in years 2011.

With several years of practice in international trade, JGVL adds value throughout the supply and demand
chain, incorporating excellent trade practice in order to optimize returns for its cohorts and stakeholders.
With global path and pan India presence, JGVL offers its associates an matchless platform for dynamic
markets and products. By investing in excellence, JGVL delivers the best, whether goods or services.
SUBSIDIARIES:

Name of Subsidiary Country JGVL’s Shareholding

Jatalia Singapore Pte. Ltd Singapore 100%

Jatalia Middle East Fze. U.A.E 100%

STRATEGIC BUSINESS UNITS:

S. No. Business Unit Business

1 Indo Jatalia Securities Pvt. Ltd. Member NSE & BSE
2 Indo Jatalia Commodities Ltd. Member MCX & NCDEX
3 Jatalia Finance Co. Ltd. Registered NBFC

STRATEGIC ALLIANCE:

S. No. Business Unit Business

1 Brooklyn Fincon Pvt. Ltd. Financial Consultancy

CHANNEL ASSOCIATES:

S. Business Unit Address Website

No.
1 Nextgen General 502, NBQ Building, Bank www.nextgentrading.ae
Trading LLC Street, Bur Dubai, U.A.E
2 Next Gen Giti 1st Floor, No. 34, East www.ngg.ir
Nastaran., Arab Ali St.
Khoramshahrst. Tehran, Iran
3 Next Gen Raw No.7, Barmak Alley, Alvand www.next-gen.ir
Materials St, ArjantineSq, Tehran, Iran
MANANGEMENT:
The Board of Directors of the Company comprises of Directors having wide familiarity and proficiency in various
fields of business, law, finance and mutual management.

BOARD OF DIRECTORS

S. No. Name of the Promoters / Directors Qualification

1 Mr. Anil Kumar Jain Chartered Accountant
2 Mrs. Anshu Jain Company Secretary
3 Mr. Anand Prakash Sharma Company Secretary
4 Mr. Amrit Kumar Aggarwal (Independent) Chartered Accountant
5 Mr. Gaurav Garg MBA – Marketing
6 Mr. Umesh Garg (Independent) Chartered Accountant

Mr. Anil Kumar Jain

Mr. Anil Kumar Jain is a founder and advertiser director of the company. Mr. Jain is a associate
member of The Institute of Chartered Accountants of India (ICAI). He has vast experience of
over 30 years in the areas of Management Consultancy, Project formulation, economic re-
engineering, corporate restructuring and corporate law matters in India and abroad. He has an in-
depth knowledge and strong accepting of various workings of Securities Market and Financial
Services.

Mr. Jain is associated with JITO (Jain International Trade Organization) as one of the
founder chief sponsor. He is a person with unparalleled sharp calculative skills and an analytical
bent of mind. Mr. Jain’s entrepreneurial abilities are demonstrated by the emergence of Jatalia
Group in a very little span.

Mrs. Anshu Jain

Mrs. Anshu Jain having 20 years experience in investment management, Compliance &
Corporate associations. She is corporation Secretary and Graduate in Commerce. Mrs. Anshu
Jain has in-depth understanding of the process along with the risk and regulatory compliances
associated with the Securities Market in India.

Mr. Gaurav Garg

Mr. Gaurav Garg is a Commerce graduate from University of Delhi. With a rich and extensive
background in steel industry, in 2014, he decided to expand his track and venture into glass
industry. He joined the company as a full time director and head of Glass division and as a senior
advisor to the metal division. Today, he heads equally the divisions and is helping the company
achieve new and motivated targets year after year.

Mr. Umesh Garg

Mr. Umesh Garg is a beneficiary member of the Institute of Chartered Accountant of India. He
has vast experience of over 30 years in the areas of Project Funding, Working Capital Finance,
Trade Finance, Private Equity, Business Valuation, Merger & Acquisition, Business Advisory.

Mr. Amrit Aggarwal

Mr. Amrit Agarwal aged 45 years is a fellow member of ICAI & ICSI and possessing more than
20 years of experience in the part of Finance, Accounts & Secretarial matter. He was awarded
Gold Medal in recognition of the Academic Distinction by the ICAI-New Delhi. He is well
versed in the field of Merger, Demerger, Fund raising from Private Equities, Private Placement
and Debt Lenders and Acquisition of International entities. He is best identified of his boundless
energy, resourcefulness, practical and real world perspective that provides best practices and
useful outcomes to the Organization.

Mr. Anand Parkash Sharma

Mr. Anand Parkash Sharma is a Company Secretary and a fellow member of organization of
Company Secretaries of India (ICSI) and has over 25 years of experience in corporate laws,
Financial Services, Secretarial Services and personal equity. Mr. Sharma has been a guiding
force for a Financial Advisory Company having expertise in Corporate Debt Structuring to set up
a turnover Centre within the organization to undertake PE assignments.

Mr. Rajeev Jain

A commerce graduate from SRCC with over 40 years of occurrence in fields of Rubbers, Plastics
and Polymers, he brings unparalleled experience and in depth knowledge to the table as the head
of JGVL’s Petrochemical and Polymer Divisions. Under his management and leadership, the
company’s Petrochemical and Polymer divisions have seen exponential expansion to become the
company’s largest divisions both by Volumes and Profit.

Mr. Samar Gupta –

Chief Financial Officer
Mr. Samar Gupta is commerce graduate from Delhi University. He is post graduate with scale in
MBA Finance. He has more than 16 yrs of existence of experience in the Corporate Sector. He
has been connected with Manufacturing and Trading Company. Mr. Gupta’s Positive attitude and
leadership value has proven to be fruitful for organization. His competency in co-ordination,
handling and interacting brings out a positive conclusion for the benefit of organization as well
as his employee and colleagues.

LINE OF ACTIVITY– PRODUCTS:

At present the JGVL is largely mixed up in trading of Polymers like PVC resins, LDPE, LLDPE,
GPPS, Ferrous & Non Ferrous metals like lead, Stainless Steel Products, Zinc etc., computer
peripherals, Float Glass etc. The company started with a tactical decision to first create inroads in
supplier and customer stand with minimum risk and working capital and there past connect the
same.

The earnings of the JGVL has been consistently rising for last some years now. It is likely that
the same fashion would continue in the years to come. JGVL plans to enter into
collaborations/cooperative Ventures with a view to expand the business and to accommodate to
new customers around the globe. The main motive behind coming together and working as
partners is to enable the use of technology, skills, funds, human resource etc. in the most
effective and productive manner with the working experience of the partners.

Presently JGVL has been working / negotiating with various latent parties for
collaborations/joint ventures etc. In India and abroad to increase its business in the different
sectors which include import/export of products.

JGVL has obtained ISO Certificate to carry best quality products and services to all its
Customers first time, every time. In order to gather its commitment, the Company’s business
processes have been thoughtfully designed to develop solutions that fully meet customer
opportunity and are in accordance with trade and field specific standards.

Current Product List

Metals
S.No Product Suppliers/Customers
Stainless Steel Scrap Nextgen General Trading LLC, U.A.E.
Rathi Super Steels Ltd., India
1 Laxcon Steel Pvt. Ltd., India
 Stainless Steel Hot Rolled Jindal Stainless Steel Ltd., Indonesia
2 Nextgen General Trading LLC, U.A.E.
Nickel Nicomet Industries Ltd., India
3 Reza-Chashmak, Iran
Tin Traxys Europe SA
Nextgen General Trading LLC, U.A.E.
4 Ardhakan Float Glass Co., Iran
Copper Shilpi Cables Technologies Ltd., India
5 RCI Industries & Technologies Ltd., India
Polymers
S.No Product Suppliers/Customers

LLDPE Nextgen General Trading LLC, U.A.E.

1 Gaurishankar Polymers, India
J.J. Polyplast, India
LDPE Aris India, India
2
Al-Riyada General Trading, U.A.E.
HDPE Indorama Eleme Petrochemicals, Nigeria
3 AshirwadImpex, India
PP AdhunikNiryatIspat Ltd., India
4 Shivalik Enterprises, India
J.J. PolyImpex, India
PVC SalasarImpex, India
5
JAM Petrochemical, Iran
PCC, Iran
ABS
Laleh Petrochemicals, Iran
6

Glass
S.No Product Suppliers/Customers
Ardhakan Float Glass Ltd., Iran
Art N Glass, India
Antique Glass Gallery, India
Bangalore Safety Glass, India
1 Clear Float Glass
Birkan Engineering Indus. Pvt, India. Ltd.
Duratuff Glass Industries Pvt. Ltd., India
Ericson Cable Industries, India
Glass House, India
Ghazvin Glass Ltd., Iran
Gora Marine Pvt. Ltd., India
Longlasst Inc., India
Prolific Glasses Pvt Ltd, India
2 Automotive Glass Shiva Enterprises, India
Sunrise International, India
Tirupati Glass, India
Kaveh Float Glass Co., Iran
Petrochemicals, Oil and Gas
S.No Product Suppliers/Customers

Sipahan Oil Co., Iran

Amit PetrolubesPvt Ltd, India
BalajiUrjanixPvt Ltd, India
Diamond Paper Co, India
Hanuman Trading Corporation, India
1 Base Oil
Micolubes India Ltd., India
Rajkamal Industrial Pvt. Ltd., India
Ridhi Enterprises, India
VCRM Petrochemicals Pvt. Ltd., India
Vinayak Enterprises, India

Miscellaneous
S.No Product Suppliers/Customers
Kore International, India
1 Sesame Seeds
Reza-Chashmak, Iran

SpantexIndusries Ltd., India

2 Cotton Yarn
BehyanPadizFaniz, Iran
BINAS Energy, Iran
3 Bitumen
AdhunikNiryatIspat Ltd., India

Upcoming Product List

 Glass
o Value supplementary
o process

 Chemicals
o Methanol
o Acetic bitter
o DEG
o MEG
FUTURE APPROACH: KEY FINANCIAL INDICATORS:

(Rupees in Crores)

Audited
March 2016
Particulars
(Un-
Audited) March 2015 March 2014 March 2013
Revenue from
operations/Sales 450.71 439.36 433.91 424.94
Profit after Tax 2.73 2.65 2.24 1.73
Equity Share Capital 3.67 3.67 3.67 3.67
Tangible Net Worth 20.01 17.82 14.6 12.38

KEY RATIOS:

Operating Parameter 31-03-2016 31-03-2015 31-03-2014 31-03-2013

Current Ratio 1.46 1.52 1.53 1.81
TOL-TNW Ratio 1.75 1.54 1.42 1.13

PAT/Net Sales (%) 0.60% 0.60% 0.52% 0.41%

PAT/Capital Employed
(%) 15.06% 15.02% 14.93% 13.94%

EXTERNAL CREDIT RATING:

JGVL has been rated by Credit evaluation Agencies for long term credit. The agency and the
rating assign are given herein below:

Rating Agencies Rating Rating Value and Remarks

Brickworks (Bank Loan Rating) BBB+ Rs. 45 Crore

Dun & Bradstreet 3A3
 CORPORATE GOVERNANCE:

JGVL is loyal to adhere to the Code of Corporate Governance. A strong organization of

Corporate Governance is an essential pre-requisite in building time-consuming term shareholder
value. The Company has adopted best production practices and endeavors to become gradually
more investor gracious and build on the self-confidence that our investors have instilled in us,
more than the years.

The Company believes that crash Corporate Governance is critical for attractive and retaining
investor trust and the Company at all times seeks to ensure that its concert goals are met with
integrity.

JGVL believes in optimum utilization of the income and right behavior of the enterprise to
enhance the stakeholders' value with strong importance on transparency, answerability, integrity,
equity, fairness and commitment to values. The Corporate Governance practices go beyond
loyalty to the regulatory framework. The group Governance practices have not only assisted
JGVL to achieve its goals in most practical and sustainable method but also have helped in
maximizing the means of shareholders.

JGVL shall continue to center on expansion of International Trade with extraordinary emphasis
on harvest like Petro Chemical, polymer, Ferro Alloys & Metals & particle etc. and will continue
to do company with many countries across the globe i.e. Iran, Middle East, Singapore, Turkey,
Africa, Georgia, Thailand, Poland, Bangladesh, Sri Lanka, Indonesia, Vietnam & USA.

Further, JGVL has also undertaken a study on the export of various substance from India. It has
establish various opportunities related to export from India of Agro Products like Rice, Wheat
Floor etc. JGVL is already register with APEDA (Agricultural and Processed Food Products
Export Development Authority), SPICE Board, Rubber Board etc.

How JATALIA GLOBAL VENTURES LIMITED India Supports Your Job Hunt
1. Extensive market awareness and relationships based on over 17 years of recruitment
experience
2. Fast and efficient handling of your application and interviews
3. Strong interaction and exclusive roles with destiny 500 clients in 8 industry verticals.
 At JATALIA GLOBAL VENTURES LIMITED India, we believe in the following:

Teamwork – Team Efforts at its Best :

We understand the exclusivity of each individual team member. Our long-term victory derives
from a total obligation to exceptional standards of performance and efficiency We create this by
working together collaboratively and pleasantly. We share a motivation to squeeze new ideas,
unremitting learning, sharing our success, and creating new visions mutually.

Learning & Development – A Road to Organizational Effectiveness:

In our continuing hard work to meet JATALIA GLOBAL VENTURES LIMITED India’s internal
and exterior customers’ needs, our Learning & Development department continually observes
and assesses skills at entity, departmental and organizational levels, in order to augment customer
service, improve superiority, quantity and the efficiency of each employee.

Fun at Work – Work Should be Fun:

Through fun tricks and employee engagement program we strive to stimulate creativity and
originality among our employees, bring sizzle to spark imaginations and prompt our employees
to action and to adore what they do.

Employee Recognition – Cheers to Employee Efforts

A hearty employee gratitude program helps to beat a spirit of success and friendly competition
among our employees powerful our business success

JATALIA GLOBAL VENTURES LIMITED India Core Values

1. Respect
2. Honesty
3. Integrity
4. Teamwork

The Job Hunting Process

STEP 1: Apply
Registration is free and easy. To become a registered candidate, please sign up your profile by
clicking“Register Now”.

STEP 2: Consultant Interview

A consultant will contact you to arrange an interview at our office. During the interview, the
consultant will ask about your career plans, background, work experience & skills, language
ability and salary expectations. The consultant will be able to advise you on your career direction
and the current job market. They will also offer tips on writing a professional resume and how to
present yourself in an interview.

STEP 3: Introduction to Jobs

After analyzing your situation, interests and needs, we will determine if we are currently in a
position to recommend suitable jobs. Details of client companies and positions will then be
provided. If you are interested and agree to proceed, we will make a recommendation to the
client as to your suitability and send your resume.
STEP 4: Employer Interviews
After being introduced to the client, our consultants work hard to secure an interview for you. At
the client’s request we will set up a mutually convenient time for an interview. We will also help
prepare you for this initial interview and act as go-between and negotiator for the remainder of
the process. Our expertise is utilized by both candidates and clients on matters such as salary and
offer terms.

STEP 5: Job Offers

If you are successful in receiving an offer of employment, our consultant will assist you in
negotiating your package and starting date. Please be aware, many job offers from clients are
conditional upon providing satisfactory references.

STEP 6: Your New Job / After Care

JATALIA GLOBAL VENTURES LIMITED India takes great pride in the many relationships we
have helped establish between clients and candidates. To ensure continuing success, we
encourage you to contact us should you encounter any problems in your new position, especially
during the critical first few months. Besides acting as mediator, we can also provide you
with aftercare services in the form of career advice, market & industry information and
networking opportunities.
c.) INTRODUCTION TO
TOPIC
Recruitment:

Recruitment is defined as, “a process to determine the sources of manpower to meet the

requirements of the staffing schedule and to utilize effective measures for attracting that

manpower in adequate statistics to facilitate effective selection of an efficient workforce.” Edwin

B. Flippo defined recruitment as “the process of penetrating for prospective employees and

motivating them to apply for jobs in the organization.” In simple expressions recruitment can be

defined as a ‘linking function’-joining together those with jobs to fill and those looking for jobs.

Purpose and Importance of recruitment:

 Determine the in attendance and future requirements of the organization in

combination with its personnel-planning and job-analysis activities.

 Augment the pool of job candidates at lowest amount cost.
 Help enlarge the success rate of the selection process by reducing the number of

visibly, under qualified or overqualified job applicants.

 Help reduce the probability that job applicants, once recruited and elected, will

leave the group only after a short period of time.

 Begin identifying and prepare potential job applicants who will be suitable

candidates.

Develop an organizational traditions that attracts competent people to the

company.
 Search for talent globally and not just in the company.
Sources of recruitment:

RECRUITMENT

INTERNALSOURCES EXTERNAL SOURCES

RETIRED EMPLOYEES CONSULTANTS

INTERNET
PRESENT EMPLOYEES

JOB CENTERS

NEWSPAPER

Internal sources:

1) Present permanent employees

The company considers the candidates from their sources for telecom industry because,

 Availability of most appropriate candidates

 The policy of the institute to motivate the present employees.

2) Retired employees

Generally the organization takes the candidates for the service from the retired human
resources due to obligation. Sometimes the company re-employee the retired
employee’s as a token of their loyalty to the organization.
External sources

1. Job centers:

This is a network covering most city acting as agent for potential employers. They are
the private employee exchange; job centers help the candidate in knowing more about the
company throughout the country.

2. Outplacement consultants

These are the consultant just like the employment exchange. In this job consultants can
register their person's name and when there is a sent for conference. Actively seeking to
place and may provide guidance required. Available at what time recruitment needed.

3. Newspaper:

Whenever there is employment in the company it will be advertised in the newspaper. Since
only the newspaper is the source of attainment the information to all the people.

4. Internet:

Internet is the up to date mode of recruitment. If a company wants to place or fill a vacancy
within a short era of time through the external spring then internet is the best source.

Reasons for selecting the sources:

1. Referrals:

 Referrals are the existing employees functioning in the same organization. GE

Capital select referrals as their source since it are an reasonable way of recruiting.
 This is also a greatest means of recruitment.
  In case of urgent situation to place an employee in particular position can be done
easily through referrals. Since referrals they bring candidate for the job from outside.

2. Newspapers:

 Newspaper is a media during which information can be spread all over the
country.
 Job seekers are able to get in order about the vacancies throughout newspapers.
 Newspapers are outlay effective.

3. Internet:

 Internet is a modem source used for recruiting the candidate.

 The time addicted in giving the information and making it to reach the citizens is less.
Internet is selected as a source of recruitment for the following reason also.
 It is a fastest way of source.

4. Consultants:

 Consultants are a source through which more amount of candidates can be

recruited and selected.
 Consultants help institute at the when there is a emergency.
 It is also preferred for the following reasons.

SELECTION PROCESS

The Employee selection Process takes place in subsequent order-

1. Preliminary Interviw-

It is used to eliminate those candidates who do not meet the minimum eligibility criteria

laid along by the organization. The skills, academic and family background,

competencies and interests of the candidate are examined during preliminary interview.

Preliminary interviews are less formal and planned than the final interviews. The
 candidate are given a concise up about the company and the job profile; and it is also

examine how much the applicant knows about the company. Preliminary interviews are

also called program interviews.

2. Application blanks-

The candidates who clear the beginning interview are required to fill application blank. It

contains data record of the candidates such as details about age, training, reason for

leaving previous job, experience, etc.

3. Written Tests-

Different written tests conducted during selection procedure are aptitude test, intelligence

test, reasoning test, personality test, etc. These tests are used to neutrally assess the

potential applicant. They should not be unfair.

4. Employment Interviews-

It is a one to one interface between the interviewer and the potential candidate. It is used

to find whether the candidate is best well-matched for the required job or not. But such

interviews drink time and money both. Moreover the competencies of the nominee

cannot be judged. Such interview may be biased at times. Such interview should be

conducted properly. No distraction should be there in room. There should be an direct

communication between candidate and interviewer.

5. Medical examination-
 Medical tests are conducted to make sure physical fitness of the potential employee. It

will decrease probability of employee absenteeism.

6. Appointment Letter-

A reference check is made about the candidate preferred and then finally he is appointed by
giving a formal appointment letter
CHAPTER-3
LITERATURE REVIEW
LITECTURE REVIEW
Roberts (2005) claims there are two forms an discussion can take, a structured form which focus’
on clearly defined questions or an shapeless form which is effectively a chat or discussion which
could lead anywhere.
According to Barclay (1999) structured interviews have a upper level of winner than that of
unstructured interviews as the interview process is more focused and job specific, also the
information gathered can be compared against other applicants as all applicants are being
assessed the same way.
Taylor (2008) expresses idea that unstructured interviews are not as successful or easily used as
each individual is being asked unusual questions and thus comparison can be very difficult and it
will be hard to assess potential candidates fairly and so the perfect well for the job may be
overlooked. Where interviews are viewed as one of the main recruitment and selection tools,
organizations must ensure that their interviewer is as unbiased as possible as it is a common
belief that “interviewers have a tendency to make up their minds within the first few minutes of
the interview and the remains of the time is spent confirming these first impressions” (Pilbara &
Cambridge, 2006, p. 179). Some people believe it is essential to interview as “only by these
means can they find out whether the applicant is likely to fit in to the organization –whether
others like him or her and will employment well together” (Herriot, 1992, p. 435).
Taylor (2008) believes that the use of imaginary questions or scenarios can improve the
dependability of an interview as peoples attribute will be easier to see as they talk about doing a
certain part of the job.
Armstrong (2010) appears to disagree with this form of method ache claims the best way to
make judgements on a user is to ask them how they worked or would work, through a definite
location should it arise rather than using hypothetical situations. Throughout the years there have
been some criticisms expressed concerning how effective interviewing actually is, but result
from a survey accepted out by the CIPD have shown that it remains the most accepted
recruitment tool in a job by managers from all industries and sectors (as cited in Taylor 2008). It
is a recruitment practice which applicants generally be expecting to be put through, and it is a
technique organizations generally resembling to use as it is a relatively low cost to carry out one
to one interviews (Taylor, 2008).
Wood and Payne (1998) dispute that structured interviews have many advantages.
Jackson (2000) collaborates when he says that prepared interviews are a huge improvement on
unstructured interviews. This is because they ask and rate each interviewee using the same
questions and the same set of behavioral response makes them much more reliable and
comparable than the responses of conventional unstructured interviews. Ordered interviews also
allow the recruiter to build his conference around the necessities of the job having looked at the
job and/or being terms. Fletcher (1996) still questions the consistency of interviews as he claims
applicants can pre-rehearse interviews and get the model answers from many spaces (books or
the internet), thus coning the interviewer. Cottrell (2012) says that interviewing professionally
and effectively requires the
interviewers to know accurately what they are looking for, moving the candidate from topic to
topic until all parties are fulfilled that questions have been asked and answered completely. This
is the way in which a winning interviewer will try and manner an interview so that they have a
mean of comparing one candidate from the next. Cottrell (2012, p. 105) also points out that
organizations, and HR managers should “not be afraid to give up the appearance of power in
favour of the benefits brought by placing the interview facilitation duties in the hands of a person
with talents along this deposit will outcome in leaner operations”. The more able the interviewer,
the better ability the organization has of employing the best candidate as the recruiter knows
accurately what they are doing.
Pendlebury (1970) agrees with this, but adds that-trained interviewers are better at interviewing
than inexperienced interviewers as interviewing skills can be acquired. He also adds that a “good
interviewer needs to be disconnected and objective in his assessments and not allow himself to
be unduly swayed by possibly inappropriate factors”
(Pendlebury, 1970, p. 144). Poor interviewing techniques may reason the recruiters to select the
wrong candidate which can have many effects on the organization.

References
The third part of the classic trio is references. Suff (2008) believes employers are unsure when it
comes to references and their effectiveness. “As a predictor of job performance the reference
letter has low validity, and has often been found to say more about its author than about its
subject”
(Taylor, 2008, p. 281). Suff (2008) agrees with this when she says that employers believe
referencing to be of a low level of validity as former employers will very rarely give negative
feedback and a great deal of the information provided is opinion based and often has little to do
with the candidates actual suitability for the job.

Cooper et al (2003) also appear to agree with this as they suggest that referencing is highly
subjective. Their research showed that employers are inclined to give all former employees good
or fair references, regardless of how they actually performed. Their research also shows that
managers put very little thought or effort into referencing. However, Dunn (1995) disagrees and
believes that referencing can be useful as it gives a good insight into the character of the
candidate. Dunn believes that by using referees an organisation should be able to reduce their
staff turnover and increase productivity as you get a clear indication of the person from their
previous job.

Tahan and Kleiner (2001) claim there is a massive problem with pre-employment referencing as
the previous employer must be careful about what they say for legal reasons. It is their opinion
that the previous employer will not say anything which may be bad about their former employee
in fear that that person may not get the job because of what they have said and they may face
some form of legal action (e.g a slander claim). The previous employer is also afraid to over sell
the applicant as if they get the job and the person under preforms the prospective employer may
launch legal action claiming they supplied false information. Thus Tahan and Kleiner believe this
has led to a “no comment” culture, and so damaged the referencing tool.
Drysdale et al (2010) said that referencing is now an important tool for screening which is
available to the prospective employer; this is because referencing now contains things like
character references, educational and qualification verifications and criminal record checks via
Garda vetting. Thus through using referencing you can validate the applicant and reduce some
uncertainty from the recruitment and selection process. Currently the Manufacturing Company
don’t put a lot of regard on references, and had admitted that they will only check a reference if
something stage can up in the interview, other than this, they take each candidate at their word.

Work Samples
“Work samples present applicants with a set of tasks or exercises that are nearly identical to
those performed on the job” (Ployhart, 2006, p. 880). This will allow the prospective employer to
assess the applicants on an area relevant to the position they are applying for.

Callinan and Robertson (2000) have said that this is one of the best selection methods to predict
future job performance and it is one of the fairest recruitment and selection methods as each
person has an equal opportunity to impress.

Asher and Sciarrino (1984) have identified two types of work sample test-motor and verbal tests.
Motor tests refer to the physical manipulation of things. An example in relation to this
researchers study would be if the applicant was brought to the production floor and asked to
carry out a typical task which they would be required to do if they got the job. Verbal tests refer
to problem situations and explaining what you would do. In relation to a manufacturing plant you
could give a hypothetical situation the applicant may find themselves in and ask them what they
would do.

Robertson and Kandola (1987) have come up with their own four category system of work
sample tests. These consist of psychomotor, job related information, individual situational
decision making and group discussions/decision making. Psychomotor is similar to the motor
tests outlined by Asher and Sciarrino (1974) in that these tests also refer to the manipulation of
objects. Job related tests examine exactly what information a person knows about an area-these
are standard paper and pencil tests where the person will be able to show off their knowledge of
the area. Individual situational decision making tests are similar to the verbal tests outlined by
Asher and Sciarrino (1974) as they both present hypothetical situations and ask how you would
respond. The final test is group discussions/decision making test, this is where two or more
people are put together and told to discuss a particular topic-their performance in the discussion
is then evaluated. These tests would be used where a person’s contribution within a group setting
is seen as very important. Within work samples applicants are expected to perform the tasks
which they will meet in the position they have applied for-this will also help the recruiter to
assess if the applicants skills
match what they have claimed in their C.V. Worksamples give the recruiter the best insight into
how the applicant will perform in the future. Work samples also benefit the applicant as they too
can assess the job and see if it is all they imagined and give them a good indication as to whether
it will suit them or not. In the manufacturing industrythis could be a very worthwhile
assessment,as working on a production line does not suit everybody. Some people will find it too
repetitive or boring and may not be able to cope with the environment,so an assessment like this
may point that out to them before they start and thus allow them the opportunity to reject the job
rather than take it and leave soon after due to not liking the job-something which benefits no
body.

Assessment Centres
Winter (1995) describes assessment centres as an event where candidates can be evaluated based
on their skills and capabilities. However, he is quick to point out that the assessments conducted
in assessment centres can vary from country to country and that they are generally used in the
recruitment of managers, but may also be used in general recruitment. Some of the assessments
can include interviews, questionnaires, psychometric tests and job simulation-and each candidate
is assessed on how they performat each task by a team of managers from the organisation. It is
Winter’s (1995) belief that assessment centres are to be regarded as the most accurate way of
selecting prospective employees and measuring their potential.

Moses (2008) believes that assessment centres,or “assassination centres” can be a very useful
tool once they are conducted properly. Moses (2008) refers to them as assassination centres as
when they were first being introduced the people conducting all the tests were untrained and thus
the assessment centres were conducted poorly. A poorly conducted
assessment can leave the candidate feeling like they have failed in their attempt, and this
compiled with a lack of feedback did not bode well for a person’s morale. However, since
then, with
the introduction of feedback and trained assessors it is Moses’s (2008) belief that they have got
better. Lance (2008) believes that there are basic characteristics of assessment centres that are
universally applicable to all-however, Moses (2008) disagrees with this and cites it as one of the
main issues when conducting an assessment centre. Moses (2008) says there are unique
characteristics to all assessment centres and it is simply not possible to build a universal
framework-there can be commonalitieslike aptitude and personality tests, role play simulations
and case analyses-but no two assessment centres are alike. It is also advised
that the assessments are carried out by between three and five people and that no more than
twelve participants.
It is Lievens (2009) opinion that assessment centres are more successful than other recruitment
and selection methods as they focus on the cand
idate’s actual behaviour. Lievens (2009) believes that the most important factor of the whole
assessment centre is t
hat the candidates are evaluated by trained assessors-only with these is there a likelihood of
success.
Lievens (2009) also states that it is vital that the candidates are assessed over multiple job related
situations and not just the one or two as only in these circumstances can the assessment truly be
viewed as a realistic assessment.

Woodruffe (1993) identified human bias or human unconsciousness as a potential flaw in

assessment centres. He criticises the potential for the assessors to score candidates that make
good first impressions highly and following this, the participants actual performances could
occasionally have very little to do with the selection process.
Blume et al (2010) also identifies human flaws as a reason for failure in assessment centres.
Blume et al (2010) believe that there are a certain degree of people who experience a level of
fear and anxiety with either real or anticipated communication with another person. Their study
showed that people who experienced a difficulty interacting and/or communicating with new
people score a lot lower in assessment centres. Assessment centres are generally viewed as a
means for hiring managers, however it is the belief of this researcher that an assessment centre
could easily be adapted for the recruitment and selection of general operatives also. At this
moment in time the manufacturing company is using a minimum of two managers to interview
multiple people over a number of days when recruiting-therefore running assessment centres
may not be above their budget and if adapted correctly they may select candidates who are more
suitable for the general operative position and thus may reduce their staff turnover.
Exit Interviews
An exit interview is a one to one interview between the departing em
ployee and a manager or a HR representative where the individual’s reasons for leaving are
explored. Suff (2014) believes that exit interviews are a powerful tool which managers can use to
try and identify problems within the organisation which are causingpeople to leave. Following
the information obtained the organisation can then set about correcting the issue if it is something
within their powers-a job related reason rather than a personal. The organisation should try and
ensure it is not the person leavings direct line manager conducting the interview as this may have
an effect on the answers obtained. A person may not be as inclined to tell their direct manager
about the issues they have experienced-especially not if the line manager is responsible Suff
(2014) believes that exit interviews should be conducted in a sensitive and non-threatening way
to encourage employees to be frank about their reasons for leaving. The interviewer must also be
well trained at interviewing-they must be able to probegently to find all the information they can
from the departing employee. Taylor (2010) believes timing is a big issue when it comes to
conducting exit interviews-he points out the fact that if you wait until the employees final day the
employee may be nostalgic and almost regretting leaving so their answers may not be totally
honest, but also points out that if you do it too close to their resignation notice they may have a
feeling of resentment at this period which could cloud their reasoning also. Another issue can be
that if you wait until after they leave they may refuse to give you any feedback-although
feedback at this stage may be more beneficial as the person has moved on and may be more open
to telling you the real reasons for their departure. Pilbeam and Corbridge (2006) have a different
opinion-it is their belief that timing will not matter as the person has already decided to leave,
thus they will show little hesitance in providing feedback as they are leaving and you can’t
punish them for doing so.
It is the intention of this researcher to carry out exit interviews with people whom have left the
manufacturing company recently as this researcher may be able to find reasons other than that of
the recruitment and selection methods which are causing such a high turnover. It may also be
possible to find out information about the recruitment process when they went through it, and
how they found it-honest opinions from previous staff could help pin point a lot of the issues.
Suff (2014) identifies 5 points she believes are very important for the interviewer to follow;

Ask open-ended questions-this will allow the departing employee to speak and say
exactly what they want to say-thus encouraging them.

Give the person prior notice-this will allow them the opportunity to think about what they are
going to say.
Assure the interviewee that all information will be totally confidential-
this may also encourage them to open up and share everything with you.
Remember to always stay neutral-do not make any judgemental comments based on the
interviewees responses.

Look for positives-it’s all well and good collecting all the negatives, but surely they will have
some positives which will reassure the company of areas they are getting it right.

Literature Review Conclusion

The literature review then looked at the different recruitment and selection processes an
organisation could use, be it a classic trio, a work sample or an assessment centre and pointed out
the pros and cons of each. As regards the classic trio it looked at how beneficial an application
form can be rather than just taking in c.v.’s. It then looked at the advantages a structured
interview process can have over an unstructured one, and how interviewing is a skill people can
be taught, and that interview training is very beneficial. Following this it has looked at both the
advantages and disadvantages of references. It then looks at work samples and assessment
centres and looks at the advantages of actually getting the applicants to perform a task which is
representable of what the job will entail. Following this the literature review has looked at the
many advantages an organisation can obtain through conducting exit interviews. It points out
how through interviewing employees who are leaving the organisation a company can assess
why their staff are actually leaving and try and improve the business so they don’t lose their staff
to competitors or other industries.
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
Research methodologyis a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them. It is necessary for the researcher to know not only the research methods but
also the methodology. Researchers not only need to know how to perform certain calculations
but they also need to know which methods are relevant and which are not and what they would
mean and indicate and why. All this means that it is necessary for the researcher to design his
methodology for his problem as the same may differ from problem to problem.

STATEMENT OF RESEARCH PROBLEM

Research is a method through which we get best and suitable suggestion for expansion and

development of organization. Our objective is to analyze “comparative study in JATALIA

GLOBAL VENTURES LIMITEDwith other multinational companies”.While searching for the

company profile it was hard to get the accurate details, but was possible though the help of

seniors and questioners.

JUSTIFICATION OF STUDY

Recruitment and Selection is a very important process which all organisations, in every industry,

region and sector have to engage it. There are many different advantages to having a successful

recruitment and selection process-organisations will always want to keep their labour turnover as

low as possible, as the higher it is the more money which needs to be invested into recruitment

and possibly training and a successful recruitment and selection process could help reduce labour

turnover. It can also give an organisation an organisation a competitive advantage through

people-through having a fully functioning recruitment and selection process it is possible for an

organisation to identify the best candidate, and thus gain an advantage through having the best

staff possible. An accurate Job and/or person specification can assist recruiters when it comes to

recruiting staf. A clear job specification will allow the recruiter to know exactly what the job

they are hiring for entails, and thus screen candidates to see if they have the qualifications, or

skills necessary to do the job. A clear person specification will additionally allow the recruiter to

know exactly what type of person is ideal for the position, it will highlight characteristics which

the recruiter can then look out for in the applicants.

OBJECTIVES OF THE STUDY

 The objective of the study is to know the perception of employees regarding recruitment and
selection process.
 To analyze and evaluate selection process for JATALIA GLOBAL VENTURES LIMITED.
 To give suitable recommendation to streamline the hiring process.
 To understand the internal recruitment process of JATALIA GLOBAL VENTURES
LIMITED.
 To know about the role of recruiter in JATALIA GLOBAL VENTURES LIMITED.

SCOPE
Manpower is considered as the most important asset in JGVL. In
recent years there has been exponential expansion in the use of
personnel placement agencies for hiring the best possible talent
among all the Jatalia professionals across the globe. From the
beginning of the last decade, various specialized job placement
agencies have become more and more prominent to solve the
personnel placement problems faced by JATALIA Company. The work
addressed the recruitment problems which are typical of the type of
problem of practical importance in Jatalia Global Venture Limited,
where Decision Support System (DSS) has yet to make a full
contribution. This study can have a valuable input to the recruitment
process, while also acting as a building block for further DSS
development in this area. It will also fuel the expansion of Artificial
 Intelligence (AI) techniques like Fuzzy Logic in Information Technology
Industry. Fuzzy logic is the most
Suited technique among all the AI techniques for this work, since it
uses the language of our day to day life, and therefore, better
communication can be achieved between managers and researchers.
The scope of the work is confined to two leading IT industries only.
The researcher tries to compare the recruitment and selection
process of the two leading companies namely TCS & HCL, within the
multiple objective programming frameworks. Besides this various
other aspects relating to decision making process are also highlighted
and researcher listed the various good and bad things of these two
companies as per as decision making process is concerned.
Research Design
Descriptive: The present project is Descriptive in nature. It is done to poetry
accurately the characteristics of a particular individual situation or a group. The
major purpose of the descriptive research is the description of the state of the
affairs as it exists at resent. The main characteristics of this method are that the
researcher has no control over the variables; he can only report what has happened
or what is happening

Source of data collection

Primary data

a) Direct observation
b) Questionnaire.
c) Detail given by our senior.

Secondary data
a) Book

b) Magazines

c) Internet

d) Help from seniors.

No of respondents: 50

Sampling technique
Convenient sampling and statistical tools pie charts graphical representation are used.

Tools

 Pie Chart - Ms Excel 2007

 Bar Graph - Ms Excel 2007
 Table - Ms Excel 2007

LIMITATIONS OF THE STUDY

 The employees were busy with their daily schedule and it was very much difficult for
them to give time.

 Personal biasness of various employees may have supplied wrong data.

 Time and money was also an important constraint.

CHAPTER-4
DATA ANALYISIS &
INTERPRETAION
 STATISTICAL FORMULA

PERCENTAGE ANALYSIS

Percentage refers to a special kind of ratio. Percentages are used in making comparison between
two or more series of data. Percentages can also used to compare the relative terms, the
distribution of two or more series of data. The easy and simplicity of calculating, the general
understanding of its purpose and the universal applicability of the percent static have made it
most widely and standardized tool in researchers.

Percentage analysis formula:

Number of Respondents
Percentage = ------------------------------------ * 100
Total number of population

Average Rating

The term rating stands for giving the rate all of the factors on different scale.

The formula for computing average rating is

Average rating method = total rating value

Total no of respondents
CHI-SQUARE ANALYSIS

( O - E)
2
2
Chi-square () =
E
Where

O - The observed frequency

E - The expected frequency

Expected frequency formula

( Row total ) ( Column total )

E -
Grand total

Degree of freedom: (r – 1) (c – 1)

Where

r - Number of rows

c - Number of columns

Hypothesis

Pearson's chi-squared test is used to assess two types of comparison: tests of goodness of fit and
tests of independence.
 A test of goodness of fit establishes whether or not an observed frequency
distribution differs from a theoretical distribution.
 A test of independence assesses whether paired observations on two variables, expressed
in a contingency table, are independent of each other (e.g. polling responses from people of
different nationalities to see if one's nationality is related to the response).
GRAPHICAL TOOLS

PIE CHARTS
A pie chart (or a circle chart) is a circular statistical graphic, which is divided into slices to
illustrate numerical proportion. In a pie chart, the arc length of each slice (and consequently
its central angle and area), is proportional to the quantity it represents. While it is named for its
resemblance to a pie which has been sliced, there are variations on the way it can be presented.

BAR GRAPH
A bar graph is a chart that uses either horizontal or vertical bars to show comparisons among
categories. One axis of the chart shows the specific categories being compared, and the other
axis represents a discrete value. Some bar graphs present bars clustered in groups of more than
one (grouped bar graphs), and others show the bars divided into subparts to show cumulative
effect (stacked bar graphs).

SOURCES OF RECRUITMENT ARE USED IN GE CAPITAL

PIE CHART-1

SOURCES OF RECRUITMENT No OF RESPONDENTS PERCENTAGE

INTERNAL SOURCES 24 48

EXTERNAL SOURCES 26 52

TOTAL 50 100

Interpretation:

From the above table it is clear that 48% of the respondents are agreed with the internal sources
of recruitment and 52% of the respondents are agreed with the external sources of recruitment in
JATALIA GLOBAL VENTURES LIMITED.
THE EXTERNAL RECRUITMENT BRING IN THE DESIRABLE EMPLOYEES IN THE
ORGANIZTION.

PIE CHART-2

R E S P O N S E S NO OF RESPONDENTS P E R C E N TA G E

Y E S 4 0 8 0

N O 1 0 2 0

T O T A L 5 0 1 0 0

Interpretation:

From the above table it is clear that 80% of the respondents are satisfied and 20% of the respondents are not satisfied by the external recruitment bring in the desirable employees in the organization.
 TABLE-3

EXTERNAL SOURCES ARE USED FOR RECRUITMENT IN JATALIA

GLOBAL VENTURES LIMITED
PIE CHART-3

S O U R C E S NO. OF RESPONDENTS PERCENTAGE

Recommendation of existing employees 1 1 2 2
Employment exchanges 1 2
Educational institutions 4 8
A d v e r t i s e m e n t 1 2
A l l o f t h e a b o v e 3 3 6 6
T O T A L 5 0 1 0 0

Interpretation:
From the above table it is observed that 1 % of the respondents opinion are external sources of recruitment by Recommendation of existing employe s, 1% of respondents consider care r Employment exchangesas the most important factors which is used,4% of respondents said that Educational insti utions, 1% of respondent opinion is with Advertisement and the rest of the 3 % of respondents are considering al of the above sources are used for external sources are used for ecruitment in JATALIA GLOBALVENTURES LIMITED.

TABLE-4

COMPANY FOLLOW DIFFERENT RECUIRTMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYMENT

PIE CHART-4
 GRADES OF EMPLOYMENT NO. OF RESPONDENTS P E R C E N TA G E

Y e s 4 3 8 6

N o 7 1 4

T O T A L 5 0 1 0 0

Interpretation:

From the above table it is observed that 86% of respondents are opinion that to follow dif erent recruitment process for dif erent grades of employment 14% of respondent opinion are not to follow different recruitment process for dif erent grades of employment.

TABLE-5
SATISFACTION WITH THE RECRUITMENT PROCESS OF THE COMPANY
 S.NO F A C T O R S NO. OF RESPONDENTS RATING VALUE

1 Highly dissatisfied 1 6 1 2

2 dissatisfied 2 1 5 3 0

3 Neutral 3 1 8 5 4

4 Satisfied 4 6 1 2

5 Highly satisfied 5 5 1 0

T o t a l 5 0 1 0 0

Average rating method = Total rating value

Total no of respondents
=139/50

=2.78

Interpretation:

In this table, the average rating of the respondents is 2.78. By rounding off the value it wil be 3, which denotes as per the rating scale, the respondents have neutral to some extent i.e neither they have agreed nor disagreed about the adequate safety & precautionary measures provided in the organization.
TABLE-6
WHICH FORM OF SELECTION USED IN THE JATALIA GLOBAL VENTURES LIMITED

BAR GRAPH-1
Interpretation:

This graph predicts that 32% (major number of respondents) agree with all the above option, while 18%( a small number of respondents) agree with interview option.

TABLE-7

METHODS WHICH IS USED BY JATALIA GLOBAL VENTURES LIMITED DURING SELECTION

BAR GRAPH-2
Interpretation:

This graph predicts that major number of respondents agree with all the above option,
while some respondents agree with application forms and interview option.

TABLE-8
INNOVATIVE TECHNIQUES SHOULD BE USED DURING
SECLCTION
PIE CHART-5
 R E S P O N S E S NO OF RESPONDENTS PE RCE NTA G E

Y E S 3 0 6 0

N O 2 0 4 0

T O T A L 5 0 1 0 0

To test whether the employees accepts that the innovative techniques

like stress test, psychometric test and personality test should be used for selection, we use chi square test.

HYPOTHESIS
Ho : The innovative techniques helps in selection to superiors and peers

H1 : The innovative techniques does not helps in selection to superiors and peer

CHI SQUARE TABLE

 2
O E O - E ( O - E ) (O-E)2/E

30 2 5 5 2 5 1

20 2 5 - 5 2 5 1

Calculated 2 = (O-E) 2 / E = 2

Degrees of freedom = n – 1

=2–1

=1

The tabulated value for 2 for 1 degree of freedom at 5% level = 2.706

Since calculated 2 is lesser than the tabulated 2, we accept the null hypothesis.

Interpretation:

The innovative techniques helps in selection to superiors and peers

TABLE-9

COMPANY OFFERS ANY SAFETY MEASURES

PIE CHART-6
 R E S P O N S E S NO OF RESPONDENTS P E R C E N TA G E

Y e s 4 1 8 2

N o 9 1 8

T o t a l 5 0 1 0 0

Interpretation:

From the above table it is clear that 82% of the respondents said that their company offer social
security measures and 18% of the respondents does not agree with this.

TABLE -10

EMPLOYEES SATISFIED WITH SOCIAL SECURITY MEASURES

PIE CHART-7
 R E S P O N S E S NO OF RESPONDENTS P E R C E N TA G E

Y e s 4 1 8 2

N o 9 1 8

T o t a l 5 0 1 0 0

Interpretation:

From the above table it is clear that 82% of the respondents are satisfied with social security
measures and 18% of the respondents are not satisfied.

TABLE-11

EMPLOYEES ARE SATISFIED WITH THE RELATIONSHIP EXISTING WITH

SUBORDINATES AND SUPRIORS

BAR GRAPH-3
 FACTORS NO OF RESPONDENTS PERCENTAGE

Highly dissatisfied 6 1 2

dissatisfied 1 5 3 0

Neutral 1 6 3 2

Satisfied 7 1 4

Highly satisfied 6 1 2

T o t a l 5 0 1 0 0

Interpretation:

From the above table it is observed that 12% of respondents are highly satisfied with their job,
30% of respondents are satisfied, 32% of respondents are neutral,14% of respondents are
dissatisfied and 12% of respondents are highly dissatisfied from their current jobs.

TABLE -12

EMPLOYEES GET INTO PRESENT POSITION

PIE CHART-8
 P O S I T I O N S NO OF RESPONDENTS PERCENTAG E

P r o m o t i o n 1 5 3 0

Direct Appointmen t 3 2 6 4

T r a n s f e r 3 6

T O T A L 5 0 1 0 0

I n t e r p r e t a t i o n :

From the above table it is clear that 30% of the respondents get into this position through
promotion, 64% of respondents get in through direct appointment and 6% of the respondents are here by transfers.

T A B L E - 1 3

MOTIVATES EMPLOYEES TO WORK MORE EFFICENTLY AND HAPPIL Y

P I E C H A R T - 9

S O U R C E S NO OF RESPONDENTS PERCENTAG E

P r o m o t i o n 1 8 3 6

G o o d p a y 2 5 5 0

Less supervision 7 1 4

T O T A L 5 0 1 0 0
EMPLOYEES ARE SATISFIED WITH THEIR JOBS
PIE CHART-10

FA C T O R S NO OF RESPONDENTS PERCENTAGE

Highly dissatisfied 3 6

dissatisfied 1 1 2 2

N e u t r a l 1 9 3 8

Satisfied 1 1 2 2

Highly satisfied 6 1 2

T o t a l 5 0 1 0 0

Interpretation:
From the above table it is observed that 6% of respondents are highly satisfied with their job,
11% of respondents are satisfied, 20% of respondents are neutral,11% of respondents are
dissatisfied and 3% of respondents are highly dissatisfied from their current jobs.

TABLE-15

EMPLOYESS LIKE LEAST ABOUT THE COMPANY

PIE CHART-10
 F A C T O R S NO OF RESPONDENTS RATING VALUE

a t t i t u d e 1 0 2 0

salary 3 0 6 0
2

shifts 1 0 2 0

m a n a g e m e n t 0 0

T o t a l 5 0 1 0 0

Interpretation:

From the above table it is clear that 30% of employees did not like salary, 10% are not satisfied
with the shift, 10% are not satisfied with the attitude.

TABLE-16

MEDICAL FACILITIES PROVIDED BY THE ORGANIZATION IN CASE

OF MINOR INJURIES TO EMPLOYEES.

PIE CHART-11
 R E S P O N S E S NO OF RESPONDENTS P E R C E N TA G E

Y e s 4 4 8 8

N o 6 1 2

T o t a l 5 0 1 0 0

I n t e r p r e t a t i o n :

From the above table it is clear that 88% of the respondents are satisfied with proper medical facilities provided by the organization in case of minor injuries and 12% of the respondents are not satisfied.

T A B L E - 1 7
RATE OPINION ABOUT WORK PRESSURE LEVEL OF EMPLOYEES
 F A C T O R S NO OF RESPONDENTS RATING VALUE

Highly dissatisfied 1 7 7

Dissatisfied 1 0 2 0
2

Neutral 1 8 5 4

Satisfied 1 2 4 8

Highly satisfied 3 1 5

T o t a l 5 0 1 4 4

Average rating method = total rating value

Total no of respondents
=144/50

=2.88

Interpretation:
In this table, the average rating of the respondents is 2.88. By rounding off the value it will be 3,
which denotes as per the rating scale, the respondents have neutral to some extent i.eneither they
have agreed nor disagreed about the work pressure levelOf employees in the organization.
TABLE-18
EMPLOYEES OPINION ABOUT THEIR WAGE RELATED WORK

PIE CHART-12
 O P I N I O N NO OF RESPONDENTS P E R C E N TA G E

More than enough 2 4

S u f f i c i e n t 1 4 2 8

I n s u f f i c i e n t 3 4 6 8

T O T A L 5 0 1 0 0

Interpretation:

From the above table it is observed that 4% of respondents accept to more than enough regarding
wage related work of employees, 28% of respondents accept to sufficient wage related work and
68% of respondents thinking it is insufficient.

TABLE-19
FACTORS THAT TRIGGERED EMPLOYEES TO LEAVE THE
COMPANY.
PIE CHART-13
 F A C T O R S NO OF RESPONDENTS P E R C E N TA G E

T r a i n i n g 6 1 2

Friendly atmosphere 7 1 4

P r o j e c t 1 1

T e a m w o r k 1 3 2 6

T e c h n o l o g y 2 3 4 6

T o t a l 5 0 1 0 0

Interpretation:

From the above table it is clear that major section of employees 46% feel that technology is the
main problem, ,while on the other hand 26% feel that team work is the reason,14% feel that
friendly atmosphere, 12% feel that training and 1% feel that project is the factor.

TABLE-20
FACTORS THAT EMPLOYEES LIKE MOST ABOUT THERE JOB AT
JATALIA GLOBAL VENTURES LIMITED.
 PIE CHART-14

F A C T O R S NO OF RESPONDENTS P E R C E N TA G E

T r a i n i n g 7 1 4

Friendly atmosphere 3 1 6 2

P r o j e c t 0 0

T e a m w o r k 1 1 2 2

T e c h n o l o g y 1 2

T o t a l 5 0 1 0 0

Interpretation:From the above table it is clear that major section of employees 62% feel that friendly atmosphere,while on the other hand 22% feel that team work is the reason,14% feel that training, 2% feel that technology and 0% feel that project is the factor.
CHAPTER-5
FINDINGS AND
RECOMMENDATIONS
SUMMARY OF FINDINGS

o From the above table it is clear that 48% of the respondents are agreed with the
internal sources of recruitment and 52% of the respondents are agreed with the
external sources of recruitment in JATALIA GLOBAL VENTURES LIMITED.
o From the above table it is clear that 80% of the respondents are satisfied and 20%
of the respondents are not satisfied by the external recruitment bring in the
desirable employees in the organization.
o From the above table it is observed that 11% of the respondents opinion are
external sources of recruitment by Recommendation of existing employees, 1% of
respondents consider career Employment exchanges as the most important factors
which is used,4% of respondents said that Educational institutions, 1% of
respondent opinion is with Advertisement and the rest of the 33% of respondents
are considering all of the above sources are used for external sources are used for
recruitment in JATALIA GLOBAL VENTURES LIMITED.
o From the above table it is observed that 86% of respondents are opinion that to
follow different recruitment process for different grades of employment 14% of
respondent opinion are not to follow different recruitment process for different
grades of employment.
o In this table, the average rating of the respondents is 2.78. By rounding off the
value it will be 3, which denotes as per the rating scale, the respondents have
neutral to some extent ie, neither they have agreed nor disagreed about the
adequate safety & precautionary measures provided in the organization.
o The innovative techniques helps in selection to superiors and peers
o From the above table it is clear that 82% of the respondents are satisfied with
social security measures and 18% of the respondents are not satisfied.
o From the above table it is clear that 30% of the respondents get into this position
through promotion, 64% of respondents get in through direct appointment and 6%
of the respondents are here by transfers.
o From the above table it is clear that 36% of the employees get motivation by
promotion, 50% of employees get motivated through good pay and 14% of the
employees motivated by less supervision.
o From the above table it is observed that 6% of respondents are highly satisfied
with their job, 11% of respondents are satisfied, 20% of respondents are
neutral,11% of respondents are dissatisfied and 3% of respondents are highly
dissatisfied from their current jobs.
o From the above table it is clear that 88% of the respondents are satisfied with
proper medical facilities provided by the organization in case of minor injuries
and 12% of the respondents are not satisfied.
o In this table, the average rating of the respondents is 2.88. By rounding off the
value it will be 3, which denotes as per the rating scale, the respondents have
neutral to some extent ie, neither they have agreed nor disagreed about the work
pressure level of employees in the organization.
 o From the above table it is observed that 4% of respondents accept to more than
enough regarding wage related work of employees, 28% of respondents accept to
sufficient wage related work and 68% of respondents thinking it is insufficient.

CONCLUSION
Recruitment as being one of the major topics is required by most of the organization. Hence the
study helped in understanding the various aspects of recruitment and selection process. In the
JATALIA GLOBAL VENTURES LIMITED the sources of recruitment is effective, the internal
selection of the organization also in an economical means which also reduce costs, only after
looking the efficiency of the existing employee towards the company and his sincerity that
employee will be selected, in JATALIA GLOBAL VENTURES LIMITED the effective selection
process is adopted. It can be retained as such. Also the employees of JATALIA GLOBAL
VENTURES LIMITED are satisfied with the recruitment and selection process. Also they are
well aware about the various sources and methods of recruitment and selection

RECOMMENDATIONS AND SUGGESTIONS

From the findings I can suggest JATALIA GLOBAL VENTURES LIMITED, Nehru place
Branch following things for the more effectiveness of recruitment and selection process:

 More emphasis should be given on internet and advertisement so that more and
more candidates apply for the jobs and it will be easy to find the right employee
among them.
 In JATALIA GLOBAL VENTURES LIMITED the management can provide
transfer for the employees in which they can go to some other places and work
for a certain period.
 The organization can give training programmed in systematic programmed for
the employee to improve the productivity level in the concern.
 Interesting working environment can be created.
 Update the working knowledge through lecture classes and group discussion.
 In the organization the manager can encourage the employees to work
independently in which they can do their job well, and it will be
motivating aspects for them.
REFFERENCE

REFERENCE BOOKS:

1. K Ashwathapa, (1997) Human Resource and personnel Management, Tata McGraw Hill
131-176.
2. C.B.Gupta, (1996) Human Resource Management, Sultan Chand& Sons.
3. Dr. C.R Kothari,(2008) Research Methodology,
4. L.M. Prasad, (2004), Human Resource Management, Sultan chand& sons.

Websites:

1. www.google.com
2. www.en.wikipedia.org
3. www.scribd.com
ANNEXURE
ANNEXURE
Questionnaire:
The following questionnaire was made using goggle forms

(https://docs.google.com/forms/d/1ftBYcXmbgFOHN6ORhcSeickd1iuQeJa3sXbeIijL1qI/edit)

Hi.!!
This is a survey based questionnaire to check the job satisfaction level of employees
and also to determine the factors that motivates an employee the most.
Your cooperation is deeply solicited to provide the relevant information.
I assure you that information will be kept confidential.

* Required

GENERAL INFORMATION*

Name:

Department:

Designation :

Experience:

Less than 6 months

Less than 1 years
Between 1 to 5 years
More than 5 years
Research Information

1. Which of the sources of recruitment are used in JATALIA GLOBAL VENTURES

LIMITED?*

Internal sources
External sources

2. Does the external recruitment bring in the desirable employees in the organization?*

Yes
No

3. Which of the following external sources are used for recruitment in JATALIA GLOBAL
VENTURES LIMITED?*

Recommendation of existing employees

Employment exchanges
Educational institutions
Advertisement
All of the above

4. Does your company follow different recruitment process for different grades of
employment?*

Yes
No

5. Are you satisfied with the recruitment process?*

1 2 3 4 5

Highly dissatisfied Highly satisfied

6. Which form of selection is used in JATALIA GLOBAL VENTURES LIMITED?*

Candidate Pre-screening
Interview
 Reference Checks
Notify Human Resources of Hiring Decision
Initiate Pre-Employment Checks
Send Job Offer Letter
All of the above

7. Which of the following methods does JATALIA GLOBAL VENTURES LIMITED uses
during selection?*

Application forms and CVs

Online screening and short listing
Interviews
Psychometric testing
Ability and aptitude tests
Personality profiling
Presentations
References
All of the above

8. Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?*

Yes
No

9. Does your company offer any safety measures?*

Yes
No

10. Are you satisfied with social security measures?*ie, Provident fund, Pension, Gratuity

Yes
No
11. Are you satisfied with relationship existing with subordinates and superiors?*

1 2 3 4 5

Highly dissatisfied Highly satisfied

12.How did you get into present position?*

Promotion
Direct Appointment
Transfer

13. What motivates you to work more Efficiently and happily?*

Good pay
Promotion
Less supervision

14. Are you satisfied with your present job?*

1 2 3 4 5

Highly dissatisfied Highly satisfied

15. What did you like least about the company?*

Shifts
Salary
Attitude of supervisors
Management
16. Whether proper medical facilities provided by the organization in case of minor
injuries?*

Yes
No

17. Rate your opinion about your work pressure level?*

1 2 3 4 5

Highly dissatisfied Highly satisfied

18. What is your opinion about your wage related to work?*

More than enough

Sufficient
Insufficient

19. The main factor that triggered you to leave the company?*

Personal
Benefits-Salary, Incentives
Less expansion opportunity
Latitude of supervisors
Health

20. Any one factor that you like most about your job at JATALIA GLOBAL VENTURES
LIMITED?*
Training
Friendly atmosphere
Project
Team work
Technology