DECLARATION

I here by declare that the project report titled A Study on Recruitment and Selection Process in AMARARAJA BATTERIES LTD, KARAKAMBADI is

original and bonafied work of my own in the partial fulfillment of the requirements for the award of the degree of Master of Business Administration and submitted to post graduate department & of Management Studies in ROYAL under SCHOOL the guidance OF of The

INFORMATION

MANAGEMENT

SCIENCES

Miss.BHUVANISWARE and has not been copied from any earlier report.

empirical conclusions and findings in this report are based on the information collected by me.

Place: KARAKAMBADI Dt:

(S.M.JILAN)

ACKNOWLEDGEMENT
I would like to express my sincere gratitude to Sri GALLA

RAMACHANDHRANAIDU garu, Chairman & Managing Director/AMARARAJA BATTERIES LTD/KARAKAMBADI for making it convenient to under take the Project in ARBL. I extend my sincere thanks to Miss BHUVANISWARE LECTURER Dept. of Business Management, ROYAL SCHOOL OF INFORMATION & MANAGEMENT SCIENCES for giving valuable suggestions and encouragement throughout the Project. I wish to express my sincere thanks to Department of Business Administration, ROYAL SCHOOL OF INFORMATION & MANAGEMENT SCIENCES for

giving me an opportunity for pursuing the management course and complete the project work as a part of the programme. I convey my personal thanks to my family members for their unstinted cooperation during the preparation of my Project.

Finally, I would like to extend my gratitude to all the employees of Amararaja Batteries Ltd for their kind co-operation particularly Miss.SIREESHA.

(S.M.JILAN)

EXECUTIVE SUMMARY
INTRODUCTION: Human Resource Management (HRM) is the function within an organization that focuses on recruitment of management of and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration and training. INDUSTRY PROFILE: The Indian Starting, Lighting & Ignition (SLI) Lead Acid Battery Industry has seen tremendous changes in the last 2 to 3 years in the passenger cars, utility vehicles, light and heavy commercial vehicle segment with some commendable and bold steps being taken by some of the leading manufactures trying to alter the perception of he battery as a commodity to the batter as a brand. Factors driving this change could include the sluggishness of the Indian auto industry over the last 2 to 3 years, the entry of new battery manufacturers into the market and the increased knowledge base among the users. COMPANY PROFILE: Sri Ramachandra N.Galla, a non-resident Indian now settled in India is the main promoter. He is a post graduate engineer with over 16 years experience in power systems as an electrical engineer in Nuclear and conventional source power generating stations 3

across the USA. Mr. Galla went to USA after obtaining Bachelors and Masters Degree from S.V. University, Tirupati & Roorkee University U.S.A. He holds an M.S. Degree in system science from Michigan state university. After his return to India, he promoted along with Andhra Pradesh Electronics Development Corporation (APEDC). Rs.2 crores unit Amara Raja Power Systems Ltd. for the manufacture of uninterruptable power supply systems (UPS), Battery Chargers, D.C. power supplies & static inverters. For the year ending 31st March, 1990 this unit achieved a sales turnover of Rs. 192 lacks and earned cash profit of Rs. 14 lacks. OBJECTIVES:

To attract the people with multi-dimensional skills and experiences that suite the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of organization To devise methodologies for assessing psychological traits. To seek out non-conventional developments grounds of talent. To design entry pay that competes on quality but not on quantum. To anticipate and fine people for positions that does not exist yet.

LIMITATIONS:

This is restricted to ARBL only, so information drawn from this study is not applicable to any other organization. The response given by the respondents purely depended on their recent experience in their organization. The number of respondents is restricted to 100 due to time constraint. Because of the time constraint it is not possible to explain the depict in detail and recruitment and selection process. The Project is directly concerned/fully related to ARBL. SCOPE: The study is conducted in the organization at Tirupati for getting diversified views from different occupational groups of people with different age groups are surveyed. The study is primarily aimed to know the recruitment and selection process in ARBL, Tirupati is satisfactory or not. The results of this study will be useful to the organization for improving the recruitment and selection process in ARBL, Tirupati. The results will be very helpful for the organization to avoid the present problems and improve their standards.

RESEARCH METHODOLOGY: Type of Research bring here : To study the recruitment and selection process , the descriptive Research is adopted.

Data Sources:

Primary Data:

The primary data was collected from the different departments of employees of ARBL through structured questionnaires followed by personal interview.

Secondary Data :

The secondary data was collected manuals, journals and Internet. Data about the company profile and other details collected from company records, websites and through personal discussion with various executives and other employees of the company.

Type of sampling:

Proportionate Stratified Random Sampling: The sampling method used for the study is proportionate stratified random sampling. If the number of sampling units drawn from each stratum is in proportion to the relative population size of the stratum.

Sample Size: The study was conducted by taking sample of 100 employees.

Sample Unit: The sample unit is the different departments of employees of Amararaja batteries Ltd.

REVIEW OF LITERATURE: Once the required and kind of human resources are determined the management has to find the places where required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. It includes finding and developing the sources of prospective employees and attracting them to apply for the jobs in an organization.

FINDINGS: ARBL is displaying its vacancies mostly by using the media of news papers and through consultants. 78% of employees have agreed that they have selected in the organization based on the qualification and 18% have openined that they have selected based qualification and experience. 88% of employees opiened that while selecting a candidate both qualification and skills. ARBL is recruiting the candidates for a particular period of time based on the arising of number of vacancies.

52% employees have agreed that the ARBL is using internal candidates. 38% employees have agreed that the ARBL is using external sources. 42% have opiened that candidates recruited directly from education institutions are efficient 36% of respondents have opined that candidates recruited based on experience are efficient.

96% respondents have opiened that it is good to follow same recruitment procedures to select executives and regular staff in the organization

SUGGESTIONS:
Necessary induction programmes are to be conducted after selection of the candidates.

Amararaja Batteries Ltd successfully running its business. They are very few suggestions that can given/quoted basing on the acquired data from sPersonal.

There are should be more focus on proper training to the newly recruited officers. The Management must given promotions based on both merit and seniority. ARBL should provided traveling allowances to the candidates. who attends the test or interviews.

CONCLUSION

From the above findings the following conclusions can be drawn:

Most of the respondents responded on recruitments and selection process at Amararaja batteries Limited is good.

HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is the function within an organizationthat focuses on recruitment of management of and providing direction for the people who work in the organization. Human Resource Management can also be performed by line

managers.Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation,

communication, administration and training.

WHY IS HRM IMPORTATN TO AN ORGANIZATION ? The Strategic Nature HRM Must be A strategic business partner and represent employees. Forward thinking, support the business strategy, and assist the organization in maintaining competitive advantage. Concerned with the total cost of its function and for determining value added to the organization. HRM is the part of the organization concerned with the people dimension. HRM is both a staff, and support function that assists line employees, and a function of every managers job.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

MANAGERIAL FUCNTIONS

OPERATIVE FUNCTIONS

Planning
PROCUREMENT

DEVELOPMENT

COMPENSATION

INTEGRATION

Organising Directing
MAINTENANCE

Controlling

PROCUREMENT JOB ANALYSIS HUMAN RESOURCE PLANNING RECRUITMENT SELECTION INDUCTION PLACEMENT TRANSFER PROMOTION

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DEVELOPMENT PERFORMANE APPRAISAL TRAINING EXECUTIVE DEVELOPMENT CAREER PLANNING AND DEVELOPMENT

COMPENSATION JOB EVALUATION WAGE & SALARY ADMINISTRATION BONUS & INCENTIVES PAY ROLL

INTEGRATION MOTIVATION JOB SATISFACTION GREVANCE REDRESSAL COLLECTIVE BARGAINING CONFLICT MANAGEMENT DISCIPLINE

MAINTINANCE HELATH SAFETY WELFARE

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Completive challenges and HR: 1. Going global 2. Embracing new technology 3. Managing change and organization culture 4. developing human capital 5. Responding to the market 6. Containing costs Downsizing Outsourcing and employee leasing Enhancing productivity

Other challenges faced Demographic and Employee concerns Demographic changes Diversity of backgrounds Age distributions Gender distribution Rising level of education Cultural changes Concern for employee rights Changing attitude towards work Balancing work and family

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Translating HRM Functions into practice: Four Functions: Employment Training and development Compensation/ benefits Employee relations

Does HRM Really Matter ? Research has shown that a fully functioning HR department does make a difference. Organizations that spend money to have quality HR programs perform better than those who dont. Practices that are part of superior HR services include: Rewarding productive work Creating a flexible work-friendly environment Properly recruiting and retaining quality workers Effective communication HRM in an Entrepreneurial Enterprise General Managers may perform HRM functions, HRM activities may be outsourced, or a single generalist may handle all the HRM functions. Benefits include Freedom from many government regulations An absence of bureaucracy

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 An opportunity to share in the success of the business HRM in a Global Village HRM functions are more complex when employees are located around the world. Consideration must be given to such things as foreign language training, relocation and orientation processes, etc., HRM also involves considering the needs of employees families when they are sent overseas. HR and Corporate Ethics HRM must: Make sure employees know about corporate ethics policies Train employees and supervisors on how to act ethically HR and Corporate Ethics The Sarbanes-Oxley Act passed in 2002, establish procedures for public companies regarding how they handle and report their financial status. Establish penalties for noncompliance. Provides protection for employees who report executive wrong doing. Requires that companies have mechanisms in place where complaints can be received and investigated.

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INDUSTRY PROFILE
The Indian Starting, Lighting & Ignition (SLI) Lead Acid Battery Industry has seen tremendous changes in the last 2 to 3 years in the passenger cars, utility vehicles, light and heavy commercial vehicle segment with some commendable and bold steps being taken by some of the leading manufactures trying to alter the perception of he battery as a commodity to the batter as a brand. Factors driving this change could include the sluggishness of the Indian auto industry over the last 2 to 3 years, the entry of new battery manufacturers into the market and the increased knowledge base among the users.

This revolution is led by Amara Raja Batteries Ltd., a relatively new entrant to the automotive battery segment which has a Joint Venture (JV) with the leader in the automotive battery industry, i.e., Johnson Controls Inc. USA. Interestingly, the lead taken by this relatively unknown company of the industry has been lapped by all so as to capture a sizable share of the lucrative replacement Market due to the margins and the visibility of the brand.

Historically, the Indian automotive battery Market was original equipment (OE) driven by one dominant player, i.e., Exide Industries Ltd., in the organized segment followed by many manufacturers from the unorganized segment especially in the light and heavy commercial vehicle segment. Exide at a point of time controlled nearly 100 percent of the Indian auto OE market and was the biggest name in the Indian automotive battery industry.

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All this was changed in the late 1990s with the entry of battery manufacturers like Amara Raja Batteries Ltd. (ARBL)(JV with Johnson Controls Inc. USA) and Tudor India Ltd. (the Indian arm of Exide Technologies). Both entered the market with

technologically advanced products and ARBL became the first company to launch the Zero Maintenance Free Batteries for the automotive segment.

ARBL completely repositioned the product with innovative marketing and distribution strategies that have taken the industry by storm and are credited with creating a separate category for the product. This initiative of educating the consumer was quickly grasped by the other manufactures and a very aggressive marketing program was unleashed. This move saw the otherwise dull industry flush with a lot of acion and enthusiasm that generated a lot of interest among the consumers and the dealer distributor network which is an important link in the chain. Today, the battery is being spoken of in the industry in the same breath as the passenger car which exhibits the visibility and awareness that the strategy has created.

Industry Overview The total Indian storage battery market is approximately estimated at US$ 500 Million with the automotive battery segment contributing 60 to 65 percent of the overall market value. In terms of volumes, the overall comprising of automotive batteries could be around 6.3 million units with the OE segment comprising around 1.2 to 1.3 million units per annum, according to an interview with the Executive Vice President of ARBL that was published on the website chennaibest.com

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This being the case, the aftermarket is definitely with its sheer size and is lucrative due to better price and credit realization the late 1990s also saw a surge in the sales of the passenger car segment for around 2 years due to certain factors like the software boom, lowering of interest rates, etc.- which increased the overall sales of batteries. The automotive sector did not see any significant growth during the early part of the new millennium and is slowly showing signs of growth during this financial year. This factor also adds to the demand in the aftermarket as more number of cars were sold around 2 to 3 years back which is generally the life of a lead acid battery. The replacement automotive battery market is expected to grow at a healthy rate in the coming years.

The SLI market in the Indian subcontinent is a highly fragmented industry with a few manufacturers in the organized segment and a lot many belonging to the tier 2/ tier 3 categories which have a regional presence and thrive especially among the semi rural areas. These companies mainly cater to the replacement market of tractors/ farm equipment and heavy commercial vehicle segments which is a piece sensitive categories could be as high as 50 to 55 percent of the replacement market which is a significant share in volume terms. Also, this is a high growth market as the batteries and the vehicles generally will be abused and the rate of replacement in this category is generally high compared to passenger car segments.

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Role of Technology With the advent technologies, the consumer is getting the best of both worlds a superior product at an affordable price. ARBL sells its automotive battery under the brand name Araon which is the countrys first Zero Maintenance Free Automotive battery while the competitors has only maintenance free batteries that needed topping up of distilled water. Today, all the leading m manufacturers are also offering a similar product with focus shifting towards offering a technologically superior product. Amaron was also the first to talk about what goes into making a great product. It spoke of having silver inside which is used as an alloy mix that actually increases the battery life this was the attempt by any batter manufacturer to educate the consumers.

Fudy Duddy Category to Creative Advertisement of the year The interest level shown by any car owner to a battery revolves around only when the car fails to start. Amaron therefore realized the need to make the consumer think about automotive batteries, because thinking before a purchase will definitely lead to a comparison among the brands available in the market.

Amaron thus went ahead with its Chicken Led media campaign that created a storm in the advertising industry and made people look to this relatively new player in the battery industry. Over the years, the creative bent of al its campaigns starting from the media blitz, to below-line campaigns have been towards educating the consumer about a battery.

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The lead shown by ARBL was quickly followed by the others, with Exide Industries sponsoring a cricket series in India for the first time with the campaign India moves on Exide becoming a major success. All this action in the automotive battery industry did not go unnoticed. In automotive battery manufacturer (Amaron) for the first was in the same league as mega ad spender like Coca Cola. Times of India, and others and won the Creative Advertiser of the year, which was a shot in the arm for the entire automotive battery industry. Distribution For the success of any aftermarket product, availability of the same is as important as the product quality and competitive pricing which go a long way in increasing the visibility and creating a network across markets. Here again, the leading automotive battery manufacturers became aggressive in extending their reach to the nooks and corners of the country and also moved away from the traditional distribution network and instead appointed dealers and distributors who were the first timers to the battery business like service outlets of some of the automobile majors like Maruti, Hyundai, Telco, Ashok Leyland, Hindustan Motors etc, roadside mechanics and lube shops etc., which went a long way in increasing the reach and visibility.

There has been certain uniqueness that has been brought into the business by establishing exclusive outlets with some flashy names like Pitstops and Terminals which was never seen earlier in this industry. All this, resulted in taking the smaller / regional manufacturers head on and helped in building better recall and awareness among the end users.

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Warranty Support The consumer has always been familiar with the usual 12 month warranty on the automotive batteries, extended either by the automotive OE or the battery dealer down the road. Today, the scenario is not same as battery majors have realized the potential of the aftermarket and are offering pro rata warranties of up to 3 years which has been the normal life of any lead acid automotive battery. There are a few takeaways from his interesting move by the battery manufactures. One, the consumer is being made to realize that he / she is getting a better bargain by luring him / her to go for a replacement from the organized sector and two, the battery manufacturers want to retain the customer from the moment he / she makes the first purchase, forcing some manufacturers to offer a life time warranty with some caveats thrown in which can spoil the market in the long run.

As an extension to the warranty being extended, after sale service has become an important differentiating factor with respect to providing excellent after sales support to the customer. This has resulted in the manufacturers launching new service program with some interesting terminology to capture the attention of the customer. Conclusion All these strategies have only resulted in the consumer becoming educated enough to make intelligent comparisons among products to get a better bargain which in turn, has led to the erosion in the market share of the unorganized sector and cheaper imports. This move towards branding a low interest product, will go a long way in setting some standards for the industry, increasing the entry barriers and making quality products available at affordable prices.

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The results are there for all to see. Exide industries have more or less doubled its dealer network and has also increased its share with the acquisition of standard batteries some time and a slew of new products thus making it the number one in the replacement market. Amaron is the second largest selling brand in the country today with Prestolite or Tudor India following it really close. In the coming months, there is bound to be more action in the battery industry with an increase in the number of cars filling-the Indian highways and with the upturn in the economy.

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COMPANY PROFILE
Brief about the Promoters of Amara Raja Group of Companies: Sri Ramachandra N.Galla, a non-resident Indian now settled in India is the main promoter. He is a post graduate engineer with over 16 years experience in power systems as an electrical engineer in Nuclear and conventional source power generating stations across the USA. Mr. Galla went to USA after obtaining Bachelors and Masters Degree from S.V. University, Tirupati & Roorkee University U.S.A. He holds an M.S. Degree in system science from Michigan state university. After his return to India, he promoted along with Andhra Pradesh Electronics Development Corporation (APEDC). Rs.2 crores unit Amara Raja Power Systems Ltd. for the manufacture of uninterruptable power supply systems (UPS), Battery Chargers, D.C. power supplies & static inverters. For the year ending 31st March, 1990 this unit achieved a sales turnover of Rs. 192 lacks and earned cash profit of Rs. 14 lacks. History of the Company: Amara Raja Batteries Limited was established in the year 1985 as private limited and then converted into public limited in the year 1990. The company is currently poised on a healthy growth curve and ended the financial year 2008 09 with a turnover of Rs.>1500 crores Amara Raja Batteries has a strategic tie up with Johnson Control Inc. of the USA who owns 26% stake in this company. Johnson Controls is a Fortune 500 company and also the largest manufacturer of lead acid batteries in North America and a leading global supplier to major automobile manufacturers and industrial customers.

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Amara Raja has demonstrated its commitment to offer optimum system solutions of the highest quality. And has become the largest supplier of standby power systems to core Indian utilities such as the Indian Railways, Department of Telecommunications, Electricity Boards and power generation stations. Extensive plans have been charted out for the future, wherein the company undertakes to become the most preferred supplier for power back-up systems. Amara Raja has always offered time tested world-class technology and processes developed on international standards be it high integrity VRLA systems like Power Stack and Power Plus or the recently launched high performance UPS battery QUANTA and Amaron hi-life automotive batteries that are products of the collaborative efforts of engineers at Johnson Controls Inc. and Amara Raja. Amara Raja Batteries Limited comprises of two major divisions viz., Industrial Battery Division [IBD], Automotive Battery Division [ABD] and Small Battery Division [SBD]. AMARA RAJA GROUP- CORE PURPOSE To transform our spheres of influence and to improve the quality of life by building institutions that provide better access to better opportunities, goods and services to more peopleall the time The Group Companies are: Amara Raja Batteries Ltd., Karakambadi Industrial VRLA batteries & Automobile batteries

Amara Raja Power Systems Ltd., Karakambadi Industrial Power Electronic Products

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Mangal Precision Products Ltd., Petamitta and Karakambadi Fasteners and connectors and sheet metal fabrication

Amara Raja Electronics Ltd., Diguvamagham chargers Printed Circuit boards, Battery chargers, Digital home Inverters, Trickle

Galla Foods Ltd., Rangampet Fresh Processed fruits and concentrate

Amara Raja Infra Pvt. Ltd, Karakambadi Infra & Civil Constructions

Amara Raja Industrial Services Pvt. Ltd., Karakambadi Facility Management and other Services

AMARA RAJA BATTERIES LIMITED (ARBL): Overview Amara Raja Batteries Limited, an Amara Raja-Johnson Controls Company with 26% equity from Johnson Controls is the technology leader in the Indian storage battery industry, manufacturing batteries for both Industrial and Automotive applications.

Johnson Controls Inc is a Fortune 500 US$ 31 bn corporation and worlds largest manufacturer of Automotive Batteries. This alliance Supplies batteries to every major auto manufacturer in the world including General Motors, Ford, DaimlerChrysler, Toyota,Volvo,Hyundai, Nissan, Honda, Volkswagen and Fiat among others. Amara Raja Batteries Ltd, (ARBL) is also the largest manufacturer of Stand by Valve Regulated Lead Acid (VRLA) batteries in the Indian Ocean Rim comprising the area ranging from Africa and the Middle East to South East Asia .Based in Chennai, with

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a fully integrated manufacturing unit for its industrial batteries at Tirupati, Amara Raja has reached a position of leadership in a very short span. ARBL is the largest supplier of stand-by batteries to core Indian utilities such as Indian Railways, BSNL, and Power Generating stations, MTNL, VSNL, ITI and HTL. Major MNCs like ABB, Alcatel, Ericsson, Fujitsu, Lucent, Motorola, Nokia, APC and Siemens are among ARBL's clientele. Industrial Batteries Division [IBD]: Amara Raja has become the benchmark in the manufacture of industrial batteries. India is one of the largest and fastest growing markets for industrial batteries in the world and Amara Raja is leading front, with maximum market share for standby VRLA batteries. It is also having the facility for producing plastic components required for Industrial & Automotive batteries. Amara Raja pioneered the application of VRLA battery technology in India with the launch of Power stack and Improved Power stack a high integrity, long life battery designed to take care of Critical standby applications for sectors such as tele communications, railways, power generation and distribution, defense, and the oil and gas offshore. The success of this technology led to its Application in new areas such as motive power, UPS and solar energy. Amara Raja's brands in the industrial segment include Quanta - the long life UPS battery. Incorporation: ARBL is the first company in India to manufacture VRLA Batteries (Sealed Maintenance Free). The company has set up Rs. 1920 Lakhs Plant in 18 acres in Karakambadi Village, Renigunta Mandal.

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Amara Raja Batteries Limited was established in the year 1985 as Private Limited and then it has been shaped into Limited Company with the advent of GNB Industrial Battery Co. U.S.A. for manufacturing sealed Valve Regulated Lead Acid Storage Batteries (VRLA). Products: Types of VRLA batteries manufactured in the Industrial Battery Division and their applications are as follows: Power Stack: Applications: The major application areas for power stack can be summed up as follows: Power Plants Process & Service industry Railways Telecommunications Uninterruptible power supply systems Electronic Private Automatic Branch Exchange [EPABX] Defense [Onshore & Offshore Wireless Communications, Cellular Radios] Motive Power BRUTE Applications: Forklifts Pallet trucks Stackers Platform trucks

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QUANTA (UPS battery) Applications: Various critical applications in UPS Sector and become role model in INDIA. Banks, Insurance, Finance, Healthcare, Education, Software, IT enabled services, Corporate, Industry, Government etc. Customers: Amara Raja Batteries being the first entrant in this industry had the privilege of pioneering the VRLA technology in India. With the requisite approvals and

manufacturing facilities, Amara Raja has established itself as a reliable supplier of highquality products to the major segments like Telecom, Railways and Power control. Automotive Battery Division (ABD): Amara Raja Batteries Limited has prestigious OE clients like Ford, Daimler Chrysler, General Motors, Ashok Leyland, Hindustan Motors, Tata Motors, Mahindra & Mahindra, Fiat, Honda, Maruti and Hyundai. The company entered the replacement battery segment with the launch of Amaron brand of automotive batteries in January 2000.These are the first zero-maintenance, high performance and long life batteries, with long term warranty periods in these categories and have become the benchmark for quality and reliability in their respective fields. The company has recently entered into the upcountry markets with Power Zone brand of economy batteries. Power Zone is a chain of formatted retail stores offering power solutions for automobile and household applications. Batteries are made to the specific standards of ISO 9001, QS 9000 and ISO 14001and TS 16949 certificates using world- class Technology and quality- controlled parameters

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Incorporation: Amara Raja batteries Limited inaugurated its new automotive plant at Karakambadi in Tirupati on September 24th, 2001. This plant is part of the most completely integrated battery manufacturing facility in India with all critical components, including plastics sourced in-house from existing facilities on-site. This gives Amara Raja complete control over inventory and product quality. In this project, Amara Rajas strategic alliance partners Johnson Controls, USA have closely worked with their Indian counterparts to put together the latest advances in manufacturing technology and plant engineering. Products: 1. Amaron Fresh batteries 2. Amaron Hi-way truck batteries 3. Amaron Harvest tractor batteries 4. Amaron PRO 5. Amaron Hi-life batteries for Automobiles 6. Amaron Shield for Inverters 7. Amaron GO batteries 8. Power Zone Amara Raja Power Systems Ltd [ARPSL] Amara Raja Power Systems Ltd was incorporated in 1984 and was co-promoted by AP ELECTRONIC DEVELOPMENT CORPORATION [APEDC]. By virtue of APEDCs equity participation, ARPSL has become a deemed Public Limited company as per section 43(A) of the Companies Act. ARPSL is engaged in the manufacture of

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Uninterruptible Power Systems (UPS), Battery Chargers (BC) and Inverters. The company had a technical collaboration with HDR Power System Inc. USA. The operations of the firm are highly satisfactory. The present credit rating of the company is A. Product(s): Conventional Chargers, Switch Mode Rectifiers (SMR) & Integrated Power Supply System (IPS). Customers: Telecom, Railways, Power Control segment and offshore platforms. MANGAL PRECISION PRODUCTS LTD (MPPL1) Mangal Precision Products Limited was incorporated in 1990 for manufacture of MS Battery charger Cabinets, trays, and racks for batteries, UPS-cabinets, etc. It is having all the sheet metal processing machinery starting from sheet cutting to final painting with punching, bending, welding, phosphating, and powder coating processes. The plant is located in same campus of ARBL plant in KARAKAMBADI and is registered as an ancillary unit to ARBL and ARPSL. The operations of the company are satisfactory. MANGAL PRECISION PRODUCTS LTD (MPPL2) Mangal Precision Products Private Limited -2 was started in the year 1996-97 to produce battery components like copper connectors, copper inserts, hardware required by ARBL & ARPSPL and other customers as required. The unit is located at Petamitta Village, Puthalapattu mandal, Chittor District, AP at a distance of 65 kms from Amara Raja Group of Companies, Karakambadi. To develop backward villages, ARBL, EC located the unit in Petamitta and provided an employment to 100s of people. The unit is having required machinery and equipment like power press break, mechanical press, cold

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forging machine, thread forming machine, lathe, drilling, trapping machine etc to produce the above components. These components are electroplated and dispatched to ARBL and ARPSL. AMARA RAJA ELECTRONICS LIMITED (AREPL) PRODUCTS: Manufacturing home inverters in the name of XENON. Also manufacturing the Printed circuit Boards (PCB) assembly on job work basis for M/s Amara Raja Power Systems Pvt Ltd., Tirupati. Printed Circuit Board assembly for sale to original Equipment Manufacturers. [OEM] GALLA FOODS LIMITED GFL was inaugurated on May 4th 2005 and is located in the Agri Export Zone in Chittoor, which is the second largest producer of fruits in India, with mango, being the largest produced fruit. Products: 1. Fruits pulp and Puree 2. Mango pulp and concentrate 3. Papaya pulp 4. Tomato puree/paste 5. Guava pulp Amara Raja Infra Private Limited (ARIPL) Amara raja group entered into a new business venture like Infra & Civil construction and it was established on 29th May ,2008.ARIPL is a part Amara Raja Group

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of companies & taking responsibility of Internal Civil constructions, Electrical projects and infra development across the Amara Raja Group. Amara Raja Industrial Services Pvt.Ltd (ARISPL) After a recent launch of Infrastructure Company ARIPL by Amara raja last year (2008), this year (2009) Amara raja ventured into another business of industrial services. This company will focus on facility management, property management and other hospitality related services. KEY MILESTONES OF AMARA RAJA GROUP Designed and implemented the most advanced battery manufacturing facility in India in1991-92 Received the ISO-9001 Certification in February1997 Crossed 100 crore turnover mark in March 1997 Commissioned in-house plastics and tool room section in August 1997 Installed latest air pollution control equipment April 1999. Received the QS-9000 Certification in May 1999 Launched Amaron Hi-Life (automotive batteries for the replacement market) in January 2000. Implemented the ERP system in March 2000 for enhanced operational efficiencies and closer integration of expanding operations and spread of business I. Launched Amaron Pit shops- exclusive state-of-the-art showrooms for Amaron batteries in July 2000 Launched Amaron Shield inverter batteries in July 2001 31

Launched Brute motive power batteries in September 2001 Launched new corporate logo in September 2001 Commissioned Phase-1 of fully integrated automotive battery plant in Tirupati, September 2001

Received the ISO 14001 Certification for EMS in May 2002 Received the ISO/TS 16949:2002 in the year 2004 for ARBL Received theISO/TS 16949:2002 in the year 2006 for MPPL Commissioned SMT (Surface Mount Technology) Machine at Diguvamagham in the year 2006. AREL

Commissioned extruder plant at MPPL, Petamitta in the year 2007. Commissioned VHT project in GFL with a view to export the Fruits and vegetables to Japan in April 2007.

Laid foundation stone for establishing Two wheeler battery plant on 10th April 2007

Launched Power Zone Batteries brand on May 2007 Established Amara Raja Infra Pvt. Ltd. On 29th May, 2008. Established Amara Raja Industrial Services Pvt.Ltd. 2009.

AWARDS RECEIVED BY AMARA RAJA GROUP Best Industry all round Performance award in 1998 by FAPCCI Entrepreneur of the Year' awarded to Mr. R. N. Galla, Chairman & Managing Director in 1998 by HMA 'Business Excellence Award' in 1999 by Industrial Economist 'Udyog Rattan Award' in 1999 by the Institute of Economic Studies 32

'Most Significant Automotive Product of the Year 'in December 2000 by Overdrive (India's leading auto magazine). This honor is in recognition of Amaron's technological superiority and innovative product features, which have created a new standard for automotive batteries in India.

'Excellence in Environmental Management' in June 2002 by Andhra Pradesh Pollution Control Board

Amara Raja received 5 Awards at the Mumbai Advertising Club Awards 2003 for the Amaron Hi-Life advertising campaign including Campaign of the Year Award, Advertiser of the Year Award and 2 Silver and 1 Gold Abby in other categories.

Amara Raja received Best 5S Practices Implementation award from CII, Southern Region

MPPL Received award in recognition of excellence in Cleaner Production Technologies and adoption of climate change mitigation measures from AP Pollution control Board.

Employee Branding Awards: Award for best HR Strategy in line with Business" and"Award for continuous innovation in HR Strategy at Work".

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OBJECTIVES
To attract the people with multi-dimensional skills and experiences that suite the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of organization To devise methodologies for assessing psychological traits. To seek out non-conventional developments grounds of talent. To design entry pay that competes on quality but not on quantum. To anticipate and fine people for positions that does not exist yet.

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LIMITATIONS
This is restricted to ARBL only, so information drawn from this study is not applicable to any other organization. The response given by the respondents purely depended on their recent experience in their organization. The number of respondents is restricted to 100 due to time constraint. Because of the time constraint it is not possible to explain the depict in detail and recruitment and selection process. The Project is directly concerned/fully related to ARBL.

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SCOPE
The study is conducted in the organization at Tirupati for getting diversified views from different occupational groups of people with different age groups are surveyed. The study is primarily aimed to know the recruitment and selection process in ARBL, Tirupati is satisfactory or not. The results of this study will be useful to the organization for improving the recruitment and selection process in ARBL, Tirupati. The results will be very helpful for the organization to avoid the present problems and improve their standards.

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REVIEW OF LITERATURE
RECRUITMENT Once the required and kind of human resources are determined the management has to find the places where required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. It includes finding and developing the sources of prospective employees and attracting them to apply for the jobs in an organization.

DEFINITION:
Recruitment can be defined as a process to discover the sources of man power to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient work force. The process of searching for prospective employees and stimulating them to apply for jobs in the organization.

OBJECTIVES OF RECRUITMENT: 1. To attract the people with multi-dimensional skills and experiences that suite the present and future organizational strategies.

2. To induct outsiders with a new perspective to lead the company.

3. To infuse fresh blood at all levels of organization

4. To devise methodologies for assessing psychological traits. 37

5. To seek out non-conventional developments grounds of talent.

6. To design entry pay that competes on quality but not on quantum.

7. To anticipate and fine people for positions that does not exist yet.

FACTORS AFFECTING RECRUITMENT: Performing the function of recruitment i.e., increasing the selection ration is not as easy it seems to be. This is because of hurdles created by internal and external factors, which influence an organization. The activity of recruitment that is searching for prospective employees is affected by man factors.Organization policy pc all candidates Influence of vacancies of candidates based on community, sex, caste, recommendations etc. The following are the Internal factors and External factors which effects the Recruitment. The Internal Factors:

1. Company policy 2. Company size 3. Quality of work life, cultur 4. Companys name and fame 5. Company growth rate 6. Cost of recruitment

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The external factors:

1. Socio economic factors 2. Supply and demand rate 3. Labour market conditions 4. Unemployment rate 5. Employment exchanges

SOURCES OF RECRUITMENT:
Sources are those where prospective employees available like employment exchanges. Management has to fine and develop the sources for Recruitment as early as possible because of high rate of time-lapse. The sources of recruitment are broadly divided into.

I. II.

Internal sources External sources Internal Sources:

The organization prefers this internal source to external source to some extent for the following reasons.

1. Internal recruitment can be used as technique for motivation. 2. Morale of the employee can be increased 3. Suitability of internal candidates can judged easily when compared to external candidates. 4. Cost of selection can be minimized. 5. Trade unions can be satisfied 39

The following are the Internal source of the recruitment: 6. Present employees: Organization considers this internal source for higher-level

jobs because organization can select a prospective candidate suitable that job. The candidate already knows the policies of the organization and he/she easily follows policies and it minimizes the period of adoptability to the organization. 7. Former employees: Former employees mean retired persons. Organization shows

interest in accepting the references or recommendations from retired people because they have got lot of experience and they know what kind of candidate it is looking for. 8. Employee referrals: these employees act as representatives and simulate the

candidate to apply for the jobs in the organization. 9. Former applicants: Former applicants are those who already applied for a job in

an organization and that organization considers these former applicants with the present applicants for recruitment. EXTERNAL SOURCE: External sources are those which are out the organization. Organization search for the required candidates from these sources for the following reasons.

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SOURCES OF RECRUITMENT Present Permanent Employee Casual Employees Internal Sources Retaired Employee Depends on Deceased Disabled Retrenche Internal source of Recruitment: Campus Recruitment

Private Employee Agencies

Public Employee Exchange

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External Sources Professional Organisation

Data Bank Casual Applicant Similar Organization Trade Unions

Selection: selection is a process of choosing right candidate among all applicants, at right place at right time and right job.

STEPS IN SELECTION PROCESS; External Environment Internal Environment Reception Preliminary Interview

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Blank Application form Selection Interview Checking References Final Selection Physical Examination Job offer Contract of Employment Evaluation

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RESEARCH METHODOLOGY

Type of Research bring here : To study the recruitment and selection process , the descriptive Research is adopted.

Data Sources:

Primary Data: The primary data was collected from the different departments of employees of Lanco Industries Ltd through structured questionnaires followed by personal interview.

Secondary Data : The secondary data was collected manuals, journals and Internet. Data about the company profile and other details collected from company records, websites and through personal discussion with various executives and other employees of the company.

Type of sampling: Proportionate Stratified Random Sampling: The sampling method used for the study is proportionate stratified random sampling. If the number of sampling units drawn from each stratum is in proportion to the relative population size of the stratum.

Sample Size: The study was conducted by taking sample of 100 employees. 44

Sample Unit: The sample unit is the different departments of employees of Amararaja batteries Ltd. Types of Research: There are four types of research: Exploratory Research: Exploratory research studies are also termed as formulated research studies. The main purpose of such studies is that of formulating a problem for more precise investigation

of developing the working hypothesis from an operational point of view. Descriptive Research: Descriptive research studies, which are concerned with describing the characteristics of particulars individual, or of a group. The main characteristics of this method are researcher has no control over the variable, he can only report what has happened or what is happening. The methods of research utilized in described research are survey methods of all kinds, including comparative and correction method.

Experimental Research: The most scientifically valid research is experimental research. The purpose of experimental research is to capture cause-and-effective relationships by eliminating competing Panel Research: Longitudinal studies are based on panel data methods. A panel is a sample of respondents who are interviewed and then reinterviewed from time to time. Generally, panel data relate to the repeated measurements of the same variables. Each family explanations of the observed findings.

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included in the panel, records its purchases of a number of products at regular intervals, say, weekly, or quarterly. Over a period of time, such data will reflect change in the buying behavior of families.

7 Research Instrument: The data collected from questionnaire is utilized for having interaction with the respondents. The free interaction which took 15-20 min with every respondent, facilitated a better understanding of the issues and also helps verify the responses by the respondents. 8 Type of Questionnaire: The data was collected with the help of a questionnaire. The time required for filling the questionnaire is approximately 10-15 minutes 9. Tools of Analysis: Simple percentage method: Percentage method is used to calculate the opinions of the respondents on recruitment and selection process.

NUMBER OF RESPONDENTS FORMULA = ____________________________ * 100

TOTAL NO. OF RESPONDENTS

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1.

Trough which media you know that the Amara Raja group of industries

having vacancies. Sl. No. 1 2 3 4 5 Opinion News Papers Employment Exchange Educational Institutions Trough consultants Any others specify Total Respondent 42 8 10 32 8 100 Percentage 42 8 10 32 8 100

Table - 1
45 40 35 30 25 20 15 10 5 0 42 32

10

Inference : From the above table, it is revealed that Amara Raja group of Industries is displaying its vacancies mostly by using the media of News papers and through

consultants for recruitment of their employees. It is also seen that it also seen that they are displaying the list of vacancies in employment exchanges and educational institutions.

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2. On what basis you are selected by this company .

Sl. No. 1 2 3 4

Opinion Qualification Experience Qualification & Experience As a local Total

Respondent 78 4 18 0 100

Percentage 78 4 18 0 100%

Table - 2
90 80 70 60 50 40 30 20 10 0 78

18 4 1 2 3 0 4

Inference : From the above table, it is revealed that 78% of employees have agreed that they have selected in the organization based on the Qualifications only. Little bit of employees i.e. 18% have opiened that they have selected based on qualification and experience.

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3.

In your point of view which of the following should be considered while selecting a candidate.

Sl. No. 1 2 3 4

Opinion Qualification & Skills Experience & Qualification Efficiency of management Any other specify Total

Respondent 88 10 2 0 100

Percentage 88 10 2 0 100%

Table - 3
100 80 60 40 20 0 1 2 3 4 10 2 88

Inference : From the above table, it is revealed that from the employees point of view they have (88%) opiened that while selecting a candidate both Qualification and Skills are to be considered. So, it is revealed that different Skills are also to be developed along with their qualifications to perform the job in a better way.

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4.

Do you feel that your organization follows definite recruitment procedure. Sl. No. 1 2 3 4 5 Strongly Agree Agree Neutral Disagree Strongly disagree Total 24 60 16 0 0 100 24 60 16 0 0 100% Opinion Respondent Percentage

Table - 5
70 60 50 40 30 20 10 0 1 2 3 4 5 24 16 0 0 60

Inference : From the above table, it is revealed that most of the employees have agreed that the Amara Raja Group of Industries is following a definite procedure for recruitment of their employees.

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5.If so, the recruitment is

Sl. No. 1 2 Regular

Opinion

Respondent 86 14 Total 100

Percentage 86 14 100%

Periodical

Table - 6

14

86

Inference : From the above table, it is revealed that 86% of employees have opiened that the Amara Raja Group of Industries is recruiting their employees from time to time after arising of vacancies.

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6.If Regular, How often

Sl. No. 1 2 3 4 Half year Yearly

Opinion

Respondent 24 22 24 30 Total 100

Percentage 24 22 24 30 100%

Once in two years Above two years

Table - 7
35 30 25 20 15 10 5 0 1 2 3 4 24 24 30 22

Inference : From the above table, it is revealed that Amara Raja group of Industries is recruiting the candidates against the vacancies over a particular period of time based on number of vacancies i.e. half yearly/yearly/two years.

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7. If periodical , how often

Sl. No. 1 2 3

Opinion Need based Random based Other methods Total

Respondent 52 12 36 100

Percentage 52 12 36 100%

Table - 8

36

52

12

Inference : From the above table, it is revealed that Amara Raja group of Industries is recruiting the candidates for a particular period of time based on the arising of number of vacancies.

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8. What are the sources of recruitment in your organization.

Sl. No. 1 2 3 Internal External Both

Opinion

Respondent 52 12 36 Total 100

Percentage 52 12 36 100%

Table - 9

36

52

12

Inference : From the above table, it is revealed that 52% of employees have agreed that the Amara Raja Group of Industries is using Internal candidates as a source for recruitment of the candidates.

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9.

If internal

Sl. No. 1 2 3 4

Opinion Employee referrals Internal promotions Transfer All the above Total

Respondent 50 32 4 14 100

Percentage 50 32 4 14 100

Table - 10
60 50 40 30 20 10 0 1 2 3 4 4 14 32

50

Inference : From the above table, it is revealed that 50% of respondents have opiened that Amara Raja group of Industries is recruiting the candidates from internal source as per employees referrals.

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10. If external

Sl. No. 1 2 3 4 5

Opinion Advertising Employment exchange Campus placement Walk-ins All the above Total

Respondent 18 38 34 0 10 100

Percentage 18 38 34 0 10 100%

Table - 11
40 35 30 25 20 15 10 5 0 1 2 3 4 5 0 18 10 38 34

Inference : From the above table, it is revealed that 38% of employees have opiened that while recruiting the candidates through external sources the Amara Raja group of Industries is recruiting through employment, 34% have opiened that through Campus placement and 18% have opiened that through Advertisement.

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11.

Which interview method you have been selected / recruited in the

organization

Sl. No. 1 2 3 4

Opinion Walk-in-interview Face to face interview Telephone Interview Other methods of interview Total

Respondent 16 80 4 0 100

Percentage 16 80 4 0 100%

Table - 12
90 80 70 60 50 40 30 20 10 0 80

16 4 1 2 3 0 4

Inference : From the above table, it is revealed that 80% respondents have agreed that face to face interview method is used in selection/recruitment of the candidates in the organization.

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12.

Which sources of recruitment do you find is more efficient

Sl. No. 1 2 3 Internal External Both

Opinion

Respondent 12 66 22 Total 100

Percentage 12 66 22 100%

Table - 13

22

12

66

Inference : From the above table, it is revealed that 66% of respondents have opiened that external sources of recruitment is more efficient.

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13.Is it right procedure to select / recruit the persons at all the levels of the management

Sl. No. 1 2 Yes No

Opinion

Respondent 100 0 Total 100

Percentage 100 0 100%

Table - 15
120 100 80 60 40 20 0 1 2 0

100

Inference : From the above table, it is revealed that 100% of respondents have agreed that the right procedure is to select/recruit the persons at all the levels of the management.

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14.

Sons of Soil are given importance in your organization

Sl. No. 1 2 3 4 5

Opinion Strongly Agree Agree Neutral Disagree Strongly disagree Total

Respondent 38 52 6 0 4 100

Percentage 38 52 6 0 4 100%

Table - 16
60 50 40 30 20 10 0 1 2 3 4 5 6 0 4 38 52

Inference : From the above table, it is revealed that 38% of respondents and 52% of respondents have agreed that Sons of Soil are given importance in your organization.

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15. Are you satisfied by the recruitment procedure in your organization

Sl. No. 1 2 Yes No

Opinion

Respondent 98 2 Total 100

Percentage 98 2 100%

Table - 17

98

Inference : From the above table, it is revealed that 98% have agreed that they have satisfied with the existing recruitment procedure in your organization.

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16.

If yes, what is the satisfactory rate

Sl. No. 1 2 3 4 Very good Good Fail Not good

Opinion

Respondent 38 62 0 0 Total 100

Percentage 38 62 0 0 100

Table - 18
70 60 50 40 30 20 10 0 1 2 3 4 0 0 38 62

Inference : From the above table, it is revealed that 100% of agreed that their satisfaction is very good/good with the existing recruitment procedure in your organization.

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17.

Recruiting candidates through internal sources is benefit to organization

Sl. No. 1 2 3 4 5 Agree Disagree

Opinion

Respondent 76 2 12 0 10 Total 100

Percentage 76 2 12 0 10 100%

Strongly Agree Strongly disagree Cant Say

Table - 20
80 70 60 50 40 30 20 10 0 1 2 3 4 5 2 12 0 10 76

Inference : From the above table, it is revealed that 88% of respondents have agreed that recruiting candidates through internal sources is benefit to organization. From the above it is found that internal source of recruitment is better than the external source.

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18.

Getting more applications for a job shows efficiency of the Management.

Sl. No. 1 2 3 4 5 Agree Disagree

Opinion

Respondent 72 2 22 2 2 Total 100

Percentage 72 2 22 2 2 100%

Strongly Agree Strongly disagree Cant Say

Table - 21
80 70 60 50 40 30 20 10 0 1 2 3 4 5 2 2 2 22 72

Inference : From the above table, it is revealed that 94% of respondents have strongly agreed/agreed that getting more applications for a job shows efficiency of the Management. So it is found that based on the efficiency of the management more number of applicants will apply for the jobs.

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19.Personnel preparation of a candidate is essential after selection.

Sl. No. 1 2 3 4 5 Agree Disagree

Opinion

Respondent 66 8 20 2 4 Total 100

Percentage 66 8 20 2 4 100%

Strongly Agree Strongly disagree Cant Say

Table - 24
70 60 50 40 30 20 10 0 1 2 3 4 5 8 2 20 4 66

Inference : From the above table, it is revealed that 86% of respondents have agreed that Personnel preparation of a candidate is essential after selection.

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20.

It is good to follow same recruitment procedures to select executives and

regular staff in your organization.

Sl. No. 1 2 3 4 5 Agree Disagree

Opinion

Respondent 64 2 32 0 2 Total 100

Percentage 64 2 32 0 2 100%

Strongly Agree Strongly disagree Cant Say

Table - 22
70 60 50 40 30 20 10 0 1 2 3 4 5 2 0 2 32 64

. Inference : From the above table, it is revealed that 96% respondents have opiened that it is good to follow same recruitment procedures to select executives and regular staff in your organization.

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FINDINGS
ARBL is displaying its vacancies mostly by using the media of news papers and through consultants. 78% of employees have agreed that they have selected in the organization based on the qualification and 18% have openined that they have selected based qualification and experience. 88% of employees opiened that while selecting a candidate both qualification and skills. ARBL is recruiting the candidates for a particular period of time based on the arising of number of vacancies. 52% employees have agreed that the ARBL is using internal candidates. 38% employees have agreed that the ARBL is using external sources. 42% have opiened that candidates recruited directly from education institutions are efficient 36% of respondents have opined that candidates recruited based on experience are efficient. 96% respondents have opiened that it is good to follow same recruitment procedures to select executives and regular staff in the organization

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SUGGESTIONS
Necessary induction programmes are to be conducted after selection of the candidates. Amararaja Batteries Ltd successfully running its business. They are very few suggestions that can given/quoted basing on the acquired data from Personal.

There are should be more focus on proper training to the newly recruited officers. The Management must given promotions based on both merit and seniority. ARBL should provided traveling allowances to the candidates. who attends the test or interviews.

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CONCLUSION

From the above findings the following conclusions can be drawn:

Most of the respondents responded on recruitments and selection process at Amararaja batteries Limited is good.

The company has to focus on sources and methods of recruitment, communication to short listed candidates, type of tests, interview processes.

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QUESTIONARIES ON RECRUITMENT & SELECTION PROCEDURE IN AMARAJA BATTERIES LTD, KARAKAMBADI.

1. Trough which media you know that the Amara Raja group of industries having vacancies. 1.News Papers 2.Employment Exchange 3.Educational Institutions 4. Trough consultants 5. Any others specify 2. On what basis you are selected by this company . 1.Qualification 2. Experience 3. Qualification & Experience 4.As a local 3. In your point of view which of the following should be

considered while selecting a candidate 1.Qualification & Skills 2. Experience & Qualification 3. Efficiency of management 4. Any other specify

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4.

Do you feel that your organization follows definite recruitment procedure.

1. Strongly Agree 2. Agree 3. Neutral 4. Disagree 5. Strongly disagree 5.If so, the recruitment is 1. Regular 2. Periodical 6.If Regular, How often 1. Half year 2. Yearly 3. Once in two years 4. Above two years 7. If periodical , how often 1. Need based 2.Random based 3.Other methods 8. What are the sources of recruitment in your organization. 1.Internal 2.External 3.Both 71

9. If internal 1.Employee referrals 2.Internal promotions 3.Transfer 4.All the above 10. If external 1. Advertising 2. Employment exchange 3. Campus placement 4. Walk-ins 5. All the above 11.Which interview method you have been selected / recruited in the organization 1.Walk-in-interview 2.Face to face interview 3.Telephone Interview 4.Other methods of interviews

12.

Which sources of recruitment do you find is more efficient

1. Internal 2. External 3. Both 72

13. Is it right procedure to select / recruit the persons at all the levels of the management 1. Yes 2. No 14. Sons of Soil are given importance in your organization

1. Strongly Agree 2. Agree 3. Neutral 4. Disagree 5. Strongly disagree 15. Are you satisfied by the recruitment procedure in your organization 1. Yes 2. No 16. If yes, what is the satisfactory rate

1. Very good 2. Good 3. Fail 4. Not good

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17.

Recruiting candidates through internal sources is benefit to organization

1. Agree 2. Disagree 3. Strongly Agree 4. Strongly disagree 5. Cant Say 18. Getting more applications for a job shows efficiency of the Management. 1. Agree 2. Disagree 3. Strongly Agree 4. Strongly disagree 5. Cant Say 19.Personnel preparation of a candidate is essential after selection. 1. Agree 2. Disagree 3. Strongly Agree 4. Strongly disagree 5. Cant Say

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20.

It is good to follow same recruitment procedures to select

executives and regular staff in your organization.

1. Agree 2. Disagree 3. Strongly Agree 4. Strongly disagree 5. Cant Say

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BIBLIOGRAPHY

Human resource management

-by Subbarao

Human resource and Persomal management

-by Aswathappa

Websites:

www.google.com www.amaraja.co.in

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