Professional Documents
Culture Documents
M/s Diplast is one of those few successful ventures which have carved niche for themselves in the global market. They have also managed to establish themselves proficiently in today's competitive world of industrialization. It is the foremost company in Northern India engaged in the manufacturing of rigid UPVC pipes and fittings, Water storage tanks, Dust bins, Planters PP- R Pipes & fittings and other allied items. Diplast Plastic Ltd. is considered to be one of the top ten companies of India due to its quality, technology, turnover, production capacity and various types of quality products. Many new innovations in plastics are being brought to India by Diplast Plastics Ltd. The Unit was set up in the year 1972 and was inaugurated by none other than the Honourable ex-president of India - Mr.Giani Zail Singh Ji. The company is well renowned for its remarkable range of products that have been manufactured adhering to the quality standards. Apart from this they have their own complete testing laboratory, R&D where dozen proficient Engineers/Technicians work without getting exasperated and exhausted. There is an annual growth of about 30% in the turnover. And recently, the company has successfully completed its 40 years in the plastic industry.
a) Mr. A.S.Parmar b) Mr. Satbir Singh Dhanoa c) Mr. Partap Sharma d) Mr. Balbir Singh e) Mr. Rajesh Thakur f) Mr. SubashChander
(Manager) (Accounts Manager) (Marketing Manager) (Purchase Manager) (Maintenance officer) (Work Supervisor)
INTRODUCTION
ABOUT
THE
PLASTIC
INDUSTRY
INDUSTRY PROFILE
Plastics one of the fastest growing industries in India has very vital role to play in Indian economy. The next two decades will witness an unprecedented, explosive growth in all sectors of plastic industry the demands clear, long term constructive goals and a time bound action programme.
- 1957
Polystyrene
- 1959
LDPE
- 1961
PVC
- 1968
HDPE
- 1978
Polypropylene
The potential Indian market has motivated Indian entrepreneurs to acquire technical expertise, achieve high quality standards and build capacities in various facets of the booming plastic industry. Phenomenal developments in the plastic machinery sector coupled with matching developments in the petrochemical sector, both of which support the plastic processing sector, have facilitated the plastic processors to build capacities to service both the domestic market and the markets in the overseas.
Plastic Statistics
The Plastic Sector is considered as Sunrise Industry and has been exhibiting a consistent export Growth rate in the past. Exports of Plastics during the past few years as under:-
VALUE YEAR 97-98 98-99 99-2000 Rs. In Crores 2338.75 2141.21 99.00 In US$ Mln. 620.35 514.48 2570.00 % of growth 7.28% (-)17.07% 16.17%
Major export products include the Plastic Molded Extruded goods, Polyester Film, Raw materials, Laminates, Moulded/ Soft Luggage items, Writing Instruments, Plastic Woven Sacks and bags, PVC Leather Cloth and Sheeting.
PRODUCTS: PVC CONDUITS PIPES WATER STORAGE TAN PVC PLUMBING PIPES PVC PRESSURE PIPES SWR PIPES PLANTERS DUSTBINS TROLLEYS
the fusion welding at joints ensures perfect seal even under the hardest conditions of use. The complete range of products has been further improved with DIPLAST fittings which have been designed to meet all possible needs. These pipes are resistance to high temperature (95 degree Celsius) and have a service life of 50 years. PP-R products being physically superior,
hygienically safe and non-carcinogenic have been approved by the health institutes, CBRIRoorkee (India) and many other recognized international institutes for its superior product qualities. Potable Water Pipe Networks for Cold and Hot installations i.e. In Residential Buildings, Hospitals, Hotels, Office and School Buildings, Solar Plants etc.
Acheivements
Diplast Plastic Limited has won the prize in Techno Fair, Mohali by Mohali Industrial Association. The Company has been regularly awarded Productivity Award from the last five years. Today company posses about 8 to 10 twin-screw extruders, 2 injection molding machines, 3 rotational molding machines and the employment of around 200 workers. Company is also certified for ISO 9002 for quality and systematic by bureau overeats quality
international.
Strengths
Tremendous growth by about 30% in spite of the tough competition. Maintaining a friendly customer relation by improving on the quality constantly and prompt supply. Always improving upon product by innovative ideas as per customer needs. Company has got ISO-9001 from leading accrediting agency BVQI. Company has got ISI marks for its four main products i.e. Rigid PVC Pipe and water storage tanks Diplast group has got a network of 400 dealers throughout northern states, Punjab, Himachal Pradesh, Uttar Pradesh, Jammu & Kashmir, Haryana, and Rajasthan. Diplast Group has a standing of about 38 years in the field of PVC PIPES and water storage tanks.
Theoretical Background
Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that man power in adequate numbers to facilitate selection of an efficient working force:
Recruitment needs are of three types: 1. Planned needs 2. Anticipated needs 3. Unexpected needs
Be it a production unit or a service organization, different factors of production are required to be deployed even in operating most sophisticated computer driven machines, human resources are required to be deployed so human resources is the most important factors whose best use could put the organization ahead of all. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not Exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
Recruitment is linking activity as it brings together those with jobs and those seeking jobs it attract a large number of qualified persons who will take the jobs if it is offered. The sole aim of any recruitment process is to discover potential applicants for actual or anticipated organizational vacancies
A post hiring goals can be to develop such a recruitment process, which yields workers
who are good performers and who will stay with the organization for a reasonable length of time.
Another additional goal is that recruiting efforts should have beneficial spillover effects,
that is, the organizations general image should be enhanced and even success
applicants should develop positive attitude the company and its products.
Methods of recruitment
Recruitment methods or techniques are the means by which an organization establishes contact with potential candidates provides their necessary information and encourages them to apply for jobs.
1. Direct methods
Under direct recruitment and counting, employees contacts, manned exhibits and waiting lists are used.
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2. Indirect methods
Advertisements in newspaper, journals, on the radio and television are to publicize vacancies.
Sources of recruitment
Internal Sources of Recruitment Internal sources of recruitment refer to obtaining people for job from inside the company. There are different methods of internal recruitment: 1. Promotion Companies can give promotion to existing employees. This method of recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers. 2. Departmental examination This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality. 3. Transfer Many companies adopt transfer as a method of recruitment. The idea is to select talented personnel from other branches of the company and transfer them to branches where there is shortage of people.
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4. Retirement Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment selection and training cost. 5. Internal advertisement In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply for the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch. 6. Employee recommendation In this method employees are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation. The company is benefited because it will obtain.
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employees. The employees can look for promotion and transfer with hope and thereby do their jobs well so as to earn the desired promotion/transfer. Morale- When you promote from within or fill new positions with internal candidates, there is a positive effect on staff morale, notes the HR Cap website. Employees feel that the company rewards hard work by offering an opportunity to take on new responsibilities or move to a department in which an employee has an interest. Internal recruiting also can inspire employees to perform at peak productivity. When the reward is an opportunity to move into a better position, the staff will work hard to maintain a high level of productivity. Cost-Internal recruiting has a lower cost to the company than looking outside the company, according to the HRM Notes website. To advertise a job to the existing staff, the human resources department only needs to post the job on a company bulletin board and circulate the opening on the company intranet. Recruiting external candidates requires the cost of advertising in external media such as newspapers, magazines and websites. There is also the cost of the human resources professional's time to screen candidates and the departmental manager's time to do initial interviews. Revitalization-When new positions open within the company, managers have the opportunity to bring in new candidates who offer a different point of view from the existing staff. When you recruit internally, you are working with the same set of ideas that you had when the process started. Internal recruiting has a way of limiting the flow of new ideas into a company that can help to spur growth and development. Competition-Internal recruitment can offer incentive for employees to perform well, but it also can create an atmosphere of competition that can be counterproductive. Employees may feel pressured to compete with each other to be considered for a position during an internal recruitment process, and this can create conflict. While the potential is there to improve morale with internal recruitment, it could turn the other way and help to lower morale because employees become focused on competing for jobs rather than trying to become proficient at their current positions.
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3. Campus recruitment When companies are in search of fresh graduates or new talent they opt for campus recruitment. Companies approach colleges, management, technical institutes, make a presentation about the company and the job and invite applications. Interested candidates who have applied are made to go through a series of selection test and interview before final selection. 4. News paper advertisement This is one of the oldest and most popular methods of recruitment. Advertisements for the job are given in leading news papers; the details of the job and salary are also mentioned. Candidates are given a contact address where their applications must be sent and are asked to send their applications within a specified time limit. The method has maximum reach and most preferred among all other methods of recruitment. 5. Internet advertisement With increasing importance to internet, companies and candidates have started using the internet as medium of advertisement and search for jobs. There are various job sites like naukri.com and monster.com etc. candidates can also post their profiles on these sites. This method is growing in popularity. 6. Walk in interview Another method of recruitment which is gaining importance is the walk in interview method. An advertisement about the location and time of walk in interview is given in the news paper. Candidates require to directly appearing for the interview and have to bring a copy of their C.V. with them. This method is very popular among B.P.O and call centers.
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Advantages of external recruitment 1. Wide Choice: The organization has the freedom to select candidates from a large pool.
Persons with requisite qualifications could be picked up.
2. Infection of fresh blood: People with special skills and knowledge could be hired to stir
up the existing employees and pave the way for innovative ways of working.
3. Motivational force: It helps in motivating internal employees to work hard and compete
with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities.
4. Long term benefits: Talented people could join the ranks, new ideas could find
meaningful expression, a competitive atmosphere would compel people to give out their
3.De-motivating:Existing employees who have put in considerable service may resist the process of filling up vacancies from outside. The feeling that their services have not been recognized by the organization, forces then to work with less enthusiasm and motivation. 4.Uncertainty: There is no guarantee that the organization ultimately will be able to hire the services of suitable candidates. It may end up hiring someone who does not fit and who may not be able to adjust in the new setup.
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RECRUITMENT PROCESS
1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7.Conducting interview and decision making
Abide by the relevant public policy legislation on hiring and employment relationship. Provide employees with job security and continuous employment. Integrate organizational needs and employee needs. Provide each employee with freedom and opportunity to utilized and developed knowledge
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SELECTION
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. There must be some standard or personnel with which a prospective employee may be compared. A sufficient number of applicants are also necessary. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
Selection procedure
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The selection procedure is concerned with recruiting prevalent information about an application. The objective of it is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform that in job. According to Yoder - "the living process is a one or many 'go no-go' gauge. Candidates are screened by the application) of their tools. Qualified applicants go on to the next hurdle while the unqualified are eliminated.
Preliminary Interview
Application Blank
Selection Test
Employement interview
Medical Examination
Reference checks
Final approval
Placement
Appointment letter
Induction
Follow Up
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Steps in selection process:1. Preliminary Interview: A special interviewer or a high caliber receptionist in the employment office usually conducts the initial screening. This interview is essentially a sorting process in which prospective applicant are given the necessary information about the nature of the in the organization. Necessary information is also elicited from the candidates about their education, skills, experience, salary expected etc.
2. Application Blank: An application blank is a traditional, widely accepted device for getting information from a prospective applicant. The application form should provide all the information relevant to selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence of discrimination. Generally' an application form contains the following information. The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. Application blanks can either be done by hand or electronically, depending on the company. a. Identifying information: Name, Address, Telephone no. b. Personal information:Name, Age, Sex, Marital Status, and Dependents. c. Physical Characteristics:Height, Weight, and Eyesight. d. Education: Academic education, Professional Degree, work experience, references etc.
3. Selection Test: Many organization hold different kinds of selection tests to know more about the candidates. A test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are useful when the number of applicant is large. In India the use of psychological and other tests is gaining popularity
4. Employment interview: It is face-to-face interaction between two persons for a particular purpose. Selection test is normally followed by personal interview of the candidate. It consists of interaction between
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interviewer and applicant. It helps in obtaining information about the background, 'education training, work history and interest of the candidate and giving Information to him about the company and policies. As well as it is also helpful to establishing friendly relationship between the employer and the candidate. It can be different types like information, formal, structured, unstructured, depth, group and stress interview
5. Medical Examination: It is carried out to ascertain the physical standards and fitness of prospective employee. Either company's physician or a medical officer approved for the purpose. It determines candidate's physical fitness for the job. It prevents the employment of people suffering from contingencies disease. It provides a record of the employee's health at the time of selection. This record wills .help in setting company's liability under the workmen compensation act for claim for an injury.
6. Reference checks: Many organizations ask the candidates to provide the names of two or three persons who know him well. The organization contacts them by mail or telephone. In this way organization can get more information about the candidate like character, working etc.
7. Final Approval: On the basis of the above steps the selection committee or personal department recommends suitable candidates for selection. The candidate short-listed by the department is finally approved by the executives of the concerned departments. Employment is offered in the form of an appointment letter, mentioning the post, the rank, the salary grade, and the date by which the candidate should join and other terms and conditions in brief. 8. Placement: After all the formalities are completed the candidate are placed on their jobs, initially on
probation basis. The probation period may range from 3 months to 2 years. During this period they are observed keenly and when they complete this period successfully they become the permanent employment of the organization
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9.Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter. 10.Inductionis the task of introducing the new employees to the organization and its policies, procedures and rules. A typical formal orientation programme may last a day or less in most organizations. During this time, the new employee is provided with information about the company, its history its current position the benefits for which he is eligible, leave rules, rest periods, etc. .Selection methods Different types of positions require different kinds of selection techniques. Choosing the right techniques will help you to recruit the best person for the position. The selection techniques you choose will depend on the particular skills, attributes and knowledge required for the position. Care must be taken to ensure that the selection criteria can be assessed by the techniques you have chosen. The most commonly used selection techniques include assessing written applications, conducting panel interviews and checking referee reports. Recruitment decisions should not be based on the results of one selection method alone. Very often you need to combine two or more techniques to assess a range of skills, knowledge and qualities in candidates. For example, work samples are an excellent way to assess what a candidate is capable of (ie their maximum performance), but they do not provide information on what the candidate does daily (ie their typical performance). Reference checks must also be used to obtain this information. The methods described here are:
1.Applications
The traditional approach to applying for jobs in the public sector is to complete a fairly lengthy application form. This may be off-putting for some candidates. Therefore, application forms, if used, should only address the really important areas to allow shortlisting to take place. The benefit of using an application form from the organizations perspective is that it ensures that the
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same information is gained from candidates which helps to achieve a level of consistency in the short-listing process. The use of CVs is more common in the private sector than the public sector. The benefit to the applicant is clear - an existing CV can be updated and tailored in a fraction of the time that it takes to fill out a traditional application form. The problem for the employer though, is that information will be presented how the applicant sees fit and may make short-listing less consistent and certainly more difficult if information is presented in a variety of ways through different CV formats. There are also equal opportunities considerations as the consistency produced by the use of application forms is more likely to engender fairness in the recruitment process. However, if certain jobs are hard to recruit to and competitors generally ask for CVs rather than application forms, organizations may consider accepting CVs. If this is the case other safeguards may be used, for example, deleting indications of sex and race before the CVs are passed to shortlists and more careful evaluation of decisions made in the recruitment process. Organizations should ensure that shortlists understand the need to not directly discriminate and that awareness training is put in place to help shortlistsrecognize and challenge their own prejudices and beliefs. Recruitment processes must ensure that decisions about shortlisting are made on the basis of the applicant's ability to undertake the job. For example, shortlists may be asked to provide information on the reasons why certain decisions were made, in order to demonstrate that the decision was not related to irrelevant personal characteristics.
approach requires that all applications are received online and therefore links with the use of the Internet as a recruitment tool. It may be difficult to ensure that the key words used in the search do not overlook any applications which could potentially match the person specification. Some organisations that use this approach have had to develop long application forms in order to ensure that the candidate includes all appropriate information in sufficient detail for their application to be selected through the word search. Other organizations only use this approach as a first step in attempting to select candidates and then go through the applications again manually to double check that all appropriate applications have been selected. If such a method is the only one used, organizations should be aware of the implications of the Data Protection Act.
3.Interviews
Structured interviews are the most effective type of interview. The interview process is formed through identification of the key requirements of the job and a list of questions is drawn up. A panel of interviewers works through each set of questions with each candidate and scores them on their answers. At the end of the interview process the overall scores are considered and the best candidate chosen. If additional selection methods are chosen this is fed into the overall process at the end and again the best-fit candidate is offered the appointment. Even where the interview is structured, this does not mean that follow up questions cannot be asked to probe more deeply into a candidate's skills and experience. An interview which does not do this, but instead sticks to a rigid list of questions, will not allow the interviewer to obtain the information required to make a proper decision. Members involved in the interview process should be trained in interviewing skills and the sorts of questions they should or should not ask.
4.Psychometric testing
A range of attributes are best tested through psychometric testing. This term is often confusing but in essence, means that a 'mental measure' is used. Therefore, psychometric testing covers ability testing, aptitude testing and personality profiling. Proper psychometric testing can only be carried out by appropriately qualified staff. The British Psychological Society (BPS),
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www.bps.org.uk, has two levels of qualifications - Level A, which covers ability and aptitude testing and Level B, which covers personality profiling. Organizations should always check qualifications when using external consultants to carry out this type of testing. It is essential that applicants are offered feedback on their performance and that applicants understand how the test information is used during decision-making processes. Personality tests are usually considered in conjunction with other information, as the results can be unreliable. Ability tests can also be used in this way, but many organizations use cut-off marks so that all candidates who achieve less than a certain mark are rejected while the rest progress to the next stage.
General intelligence; Verbal ability; Numerical ability; Spatial ability; Clerical ability; Diagrammatical ability; Mechanical ability; Sensory and motor abilities.
6.Personality profiling
An individual's personality may affect their suitability for some posts. However, personality profiling does not have a 'right' or 'wrong' answer and individuals may be sifted through identifying particular behaviours that are better suited to the job than others. It is therefore important for those undertaking the selection process to be clear on the characteristics required to perform well in the job.
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7.Presentations
Presentations are frequently used as a selection tool, particularly in senior jobs. The applicant is provided with a topic and given a timeframe to deliver a presentation on that topic. In some organisations the presentation topic is sent with the interview letter. It is now often given to applicants on the day of the interview and the applicant has a set period to prepare the presentation before the interview.
8.Group exercises
Candidates are given a topic or a role-play exercise and are invited to discuss the topic or roleplay in a group. During the discussion/role play, observers who are looking for specific attributes award marks to each candidate. This of course means that you may need four or more candidates to make this a meaningful exercise and enough people to mark the candidates properly.
9.Assessment
Assessment center techniques date back to the Second World War where they were used to select officers.
Assessment methods are based on the principle of multiple testing processes. This may include ability and aptitude testing, group exercises, in-tray exercises, presentations as well as personality profiling. The important issue for all testing is to ensure that there is clarity about what is to be tested and that the test is appropriate. An assessment centre should be devised to specifically examine important aspects of the job and measure how well individuals are likely to perform in the job. An assessment center should be fair and unbiased. It should also give individuals without a 'traditional' academic background the opportunity to demonstrate their skills and abilities. Good practice indicates that individuals attending assessment centers should have practical equalities support. For example, assessors should be of mixed gender and where possible of mixed ethnic origins if this is appropriate.
10.References
References are also used as a selection method. Occasionally, unsatisfactory references may affect decisions to appoint individuals.
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MANPOWER PLANNING THE JOB DESCRIPTION /PERSON SPECIFICATION SOURCING APPLICATIONS THROUGH VARIOUS CHANNELS THE SHORT LISTING PROCESS INTERVIEW PLAN THE INTERVIEW PROCESS REFEREE REPORTS MAKING THE JOB OFFER ADVISING UNSUCCESSFUL CANDIDATES POST INTERVIEW ACTIVATES
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MANPOWER PLANNING
Personnel management is productive exploitation of manpower resources .this is also termed as manpower management , manpower management is choosing the proper types of people as and when required .it also takes into account the upgrading in existing people . manpower management starts with manpower planning .planning is nothing but using the available assets for the effective implementation of production plans.
Employees :- Head of each department used to provide the manpower requisition to HR department according to working of company. Workers:head of each department used to provide the manpower requisition to HR
department according to workload of company. Head of each department use to fill the manpower requirement from as below annexure:ANNEXUREL: Diplast plastic limited Manpower resource requirement S.NO Particular Date Department Position No.of vacancies Reason for req. Job description Job specification Vacancy to be filled by date
.
Department head
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.
HRD department
2. Job description
A job description is broad statement of the purpose, scope , duties , and responsibilities of particular job Content of job description Proper job title Job summary Job location Duties and responsibilities Machines , tools , and materials Working conditions To other jobs Nature of supervision
Relation to other jobs 3. Job specification Job specification is a statement of the minimum acceptable human qualities
proper performance of a job Physical and demographic characteristics Mental aptitudes Personal characteristics Emotional characteristics Social characteristics required for the
5.Shotlisting process
1.First level of short listing:it is based on qualification, knowledge ,Job description& job specification as per the manpower requirement form. 2.Second level of shortlisting :candidates shortlisted in first level of short listing undergoes next level of listing by telephone interview, for judgment of communication skills ,confidence level ,gathering information related to cvs. accordingly shortlisted candidates are invited for final round of interview.
6.Interview plan
In diplast , shortlisted candidates are called up by HRdepartment for final interview for one to one interview with panel on specific date& time in diplast. The question on selection criteria as specified in the job description ,see interview assessment sheet at appendix c. Focus on the knowledge ,skills , attainments , competencies and behavior required for the job. Ensure questions are sufficiently rigorous and searching to assess ability and differentiate between candidates.
Step 2: Panel interview:after filling application form candidates have to go by panel interview consists of technical and non technical interview.
Technical interview:
Consists of technical questions based on the to judge their personal characteristics , requirement of job. behavioral aspects etc:
Interview panel in Diplast consists of following: Director Manager Head of department Head of HR department
Candidates selected in final interview as per the marks in assessment sheet/evaluation sheet are eligible for final offer. 3.Reference checks Before making final offer to selected candidates in final interview hr department undergoes reference checks of candidates based on reference given by candidates in their application form and as per their previous employment mentioned in their cv. 4.Making job offer:-Candidates with positive backward check are eligible for offer and get letter of intent for joining .letter includes their designation ,date of joining , place of posting documents to be submitted at the time of joining etc as per annexure.
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Annexure LETTER ON INTENT Mr________________ Dear____________ Further to your applications and subsequent and interviews you had with us ,we are pleased to offer u the position of _________ with the organization. your place of posting will be in Chandigarh and you are required to join a duty of before _________ at 8:45 am failing which this offer may be withdrawn. We request you to report to the human resource department and must submit the following documents on or before your date of joining. Proof of date of birth Proof of residence 4 passport size photographs Last salary slip Medical fitness certificate from a medical practitioner Experience certificate of last employment date______
Your appointment letter will be issued after completion of joining formalities which will be include signing of joining report and an employment contract. This offer letter is contingent upon signing of joining report. And an employment contract. This offer is contingent upon positive reference cheek and submission of documents listed above. Failing to submit the documents on the date of joining may cause hindrance in ur joining. For diplast plastics ltd. ________________________ {name} Sr.manager-HR
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After joining of candidate, HR department compiles their documents with below check list.
CHECK LIST
Documents 1 2 3 Resume Candidate application form Interview assessment sheet Interviewed byInterviewers remarksHr comments Status
Offer letter
Sr.no
DOCUMENTS
1 2 3 4 5
2passport size pictures Residence proof(ration card, Voter card and Bill) Photocopy of passport(if applicable) Educational documents Previous employment details in term of resignation Acceptance/relieving letter(if applicable)
6 7 8
.
Joining employee
..
HR department
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Every task is undertaken with an objective. Without any objective a task isrendered meaningless. The main objectives for undertaking this project are:
1. To study the Recruitment and Selection Process at Diplast Limited. 2. To examine the effective method of recruitment and selection in this company. 3. To give suitable recommendations to streamline the hiring process.
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REVIEW OF LITERATURE
1. Rao (jul,1992)in his journal, The concept of recruitmenthas proposed,In a survey conducted by Rao on HRD practices in 34 private sector & 11 public sector companies it was found that perceptions were not that significant among executives. The study indicated that a large number of organizations appear to use recruitment and Selection both for regularly as well as for development purposes. There was difference between the stated objectives & the objectives in practice. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company. In the present paper will
concentrate on the international Recruitment. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries, it related to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the international Recruitment. Rao felt an urgent need to pay attention to assessing potential of executives which was given less potential. 2. Irene hau- siu chow(Jan, 1995)in his journal, The Chinese University of Hong Konghas proposed this paper examines recruitment and Selection as viewed by a sample of 164 Chinese from Hong Kong and the People's Republic of China (PRC). There was a higher tendency for the PRC Chinese to prefer a group orientation to recruitment and Selection. The PRC sample also expressed a much greater willingness to consider non-performance-related factors and a stronger preference for open, honest, and direct relations between supervisors and subordinates. In terms of performance attributions, there was no difference in the degree to which the two groups noted internal attributions of behaveior, but the PRC group espoused external attributions of performance. The Hong Kong group expressed less trust and confidence in subordinates' ability to accomplish task and more likely to indicate that supervisors should know the precise answer to work-related questions. The Hong Kong group also preferred less frequent recruitment and Selection.
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3..Beaugh ,j.a and m,starke,(2000)...This research paper offers a theoretical framework of recruitment .model linking various stages of recruitment (eg ,recruitment objective ,strategy development ,recruitment activites,)is proposed. 4.Langan (2000) another article advocates the strategies of the united states military in recruitment and retention efforts included using outstanding recruiters ,hiring for character above skill.offering training ,caring for employees, offering rewards,and promoting from within..
5.Bu-chan2002 &de-mers(2002) states in the research paper that recruitment and retention are problems that pervade many industries and exist across the region examples of industries dealing with these problem include health care TRB began to publish research on this topic in 1985 and more recently in 1990 ,published a synthesis , in novative strategies for upgrading personnel in state.
6,.Jardine and aming(2003) according to research ,those in the transportation and automotive industries were most likely to indicate an area wide retention problem.these same industries also had the highest turnover rate of employees who had been employed for 6 months or less. 7.Kin faiellickwong, jessicay.y. kwong (jan, 2007)in his journal, Effectiveness ofrecruitment and Selection has proposed, this study revealed that the rater goals effect the rating patterns. This is found by experimental field study in this paper. Research shows that these are rating errors and these may due to either people are not able to make perfect evaluation or the evaluation tools are not designed good enough. Apart from this, managers may intentionally create these errors in order to achieve different goals. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company. It related to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the international Recruitment. Approaches in global companies. 8. MARAL MURATBEKOVA-TOURON (JAN,2008)in his journal, recruitment and Selectionhas proposed, Recruitment is one of the main functions on Human Resource
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Management, refer to International Human Resource Management perspective, staffing will be more important on the managing by the headquartered company to their subsidiaries in order to gain more competitive advantage for them. As a company want to achieve the mind of globalization, they must choose a suitable Recruitment approach in order to doing business successfully not only in the domestic also in the international environment. MaralMuratbekovaTouron (JAN,2008) stated that One of the main issues facing the development of the global companies has always been to find the right balance between the local autonomy between subsidiaries and the control of the corporate headquarters., it related to how the company recruit and select their staffs in their subsidiaries . In the present paper will concentrate on the international Recruitment. Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company. 9.Arvindsudarsan (mar,2009)in his journal, Impact of recruitment and Selection has proposed, In this article, findings of a study on performance Recruitment is one of the main functions on Human Resource Management criteria used by organizations in India is shown. A survey type methodology was used in this article to obtain the appraisal forms used by different organizations. The sample covered a wide range of organizations classified on different basis Approaches in global companies, and there has four different approaches to managing and staffing their international subsidiaries. The following literature reviews will attempt to explain that four approaches and point out what is the advantage and disadvantage of each approach in the internationalization process of the company. The results indicate that the most important factor appraised by organizations is achievement of results or work output, it related to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the international Recruitment. Various other factors are also used by organizations to assess performance, like teamwork, work quality, people management and so on.
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Sampling design
1.Sampling unit: employees. 2.Sampling size:The sample size is of 50 employees. 3.Samplingdesign:Convenience sampling was used in research. The research work is in Chandigarh, and sample would include the
Data collection
Both the primary and secondary will be the sources of data collection but in this study the data was collected mainly through primary sources. In primary sources and Secondary sources we include:
1. Secondary data
The required data were collected from following sources 1.Journals 2.Books 3.Various websites
2.Primary data
Following is the main method of collecting primary data 1. Questionnaires Data analysis The data has been collected ,tabulated ,and interpreted and analyzed with a view to get some useful information. In order to make study more comprehensive responses have been presented with the help of various tables and diagrams.
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ANALYSIS AND INTERPETATION Q 1:- In your opinion how was the whole recruitment process at the time of your recruitment?
SEGMENT Transparent & Impartial Partial Cant say Total FREQUENCY 35 10 5 50 PERCENTAGE 70 20 10 100
RECRUITMENT SYSTEM
1 2 3
10%
20%
70%
INTERPRETATION: ,the first question asked from the respondents was that In your opinion how was the whole recruitment process at the time of your recruitment Out of total respondent 50 the 70% agree for transparent and Impartial & 20%agree for partial , 10%agree for cant say.
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FREQUENCY 20 10 5 6 9 50
PERCENTAGE 40 20 10 12 18 100
Chart Title
1 2 3 4 5
INTERPRETATION: ,the second question asked from the respondents was about the source of recruitment used. Out of total respondent 50 the 40% agree for the advertisement,20% agree for employee reference,10% agree for consultants,12%agree for the portals,18% agree for all of this.
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Q3. Does training in your opinion help to eliminate the fear in attempting new task?
SEGMENT Yes No Cant say Total FREQUENCY 40 6 4 50 PERCENTAGE 80 12 8 100
8% 12%
80%
INTERPRETATION: ,the third question asked from the respondents was about the Does training in your opinion help to eliminate the fear in attempting new task . Out of total respondent 50 the 80% agree to yes . 12% agree to no . 8% to cant say.
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SEGMENT Only qualification Only experience Experiences & qualification Performance basis Total
FREQUENCY 8 7 15 20 50
PERCENTAGE 16 14 30 40 100
30%
INTERPRETATION: , the fourth question asked from the respondents was about the What should be the eligibility criteria for internal promotions Out of total respondent 50 the 16% agree for the only qualification,14% agree for only experience,30% agree for experience and qualification,40%agree for the performance basis.
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Q5:-What parameters should be used to screen the perceptive candidates for selection in the organization?
SEGMENT Only interview Written exam&interview Writtenexam&group discussion ,interview total 50 100 FREQUENCY 5 5 40 PERCENTAGE 10 10 80
10% 10%
80%
INTERPRETATION: ,the fifth question asked from the respondents was What parameters should be used to screen the perceptive candidates for selection in the organization? Out of total respondent 50 the 10% agree for the only interview ,10% agree for interview and written exams ,80% agree for written exam , group discussion and interview.
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Q6:-According to you, what is the percentage contribution of the following to fill up the vacancy in Diplast?
FREQUENCY 6 5 7 32 50
PERCENTAGE 12 10 14 64 100
12% 10%
14% 64%
INTERPRETATION: ,the sixth question asked from the respondents was about the According to you, what is the percentage contribution of the following to fill up the vacancy in diplast . Out of total respondent 50 the 12% agree for the internal promotions ,10% agree for transfer,14% agree for employee referees ,64%agree for the fresh recruitment.
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FREQUENCY 5 5 5 5 30 50
PERCENTAGE 10 10 10 10 60 100
10% 10%
INTERPRETATION: ,the seventh question asked from respondent was According to you what should be the preferred method of recruitment in Diplast?. Out of total respondent 50 the 10% agree for the employee referrals ,10% agree for campus e,10% agree for interview ,10%agree for the advertisement,60%agree to combined.
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Q8:-According to you what should be done by the organization to increase the number of recruits and make Diplast to be choice of employee?
SEGMENT Satisfy existing employee Friendly environment Health policies Employee view Proper channel communication Better package total 25 50 50 100 FREQUENCEY 5 5 5 5 5 PERCENTAGE 10 10 10 10 10
10% 10%
50%
10%
10% 10%
INTERPRETATION: ,the 8th question asked from the respondents was about According to you what should be done by the organization to increase the number of recruits and make diplast to be choice of employee? . Out of total respondent 50 the 40% agree to Satisfy existing employee.10% agree to Friendly environment.10% agree to health policies.10% agree to employee view.10% agree to proper channel communication,50% agree to better packages.
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Q9. Should the tests like personality, intelligence etc be conducted while selection?
SEGMENT Yes No Cant say Total FREQUENCY 40 5 5 50 PERCENTAGE 80 10 10 100
10% 10%
80%
INTERPRETATION: ,the 9th question asked from the respondents was about the Should the tests like personality, intelligence etc be conducted while selection? . Out of total respondent 50 the 80 % agree to yes,10% agree to no,10% agree to cant say.
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Q.10Are advertisements the best method of recruiting persons for higher and experienced jobs?
SEGMENT Yes No Cantt say Total FREQUENCY 35 5 10 50 PERCENTAGE 70 10 20 100
20%
10%
70%
INTERPRETATION: ,the second question asked from the respondents was about the Are advertisements the best method of recruiting persons for higher and experienced jobs? Out of total respondent 50 the 70% agree to yes.10% agree to no,20% agree to cant say.
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FINDINGS
1.Most of the employees are satisfied from the recruitment process by Diplast. 2. Employees want working friendly environment and some employs want better pay package. 3.70% of the employees agree to the quick response recruitment system of Diplast. 4.40% of the employees agree to use the advertisement as the source of recruitment and 20% 0f employees agrees to employee references. 5.50% of employees agree that training helps to eliminate the fear in doing new task. 6.40% of the employees agree that performance should be the eligibility criteria for internal promotions. 7.80% of the employees agree that written exam ,group and interview should be the parameter used to screen the perceptive candidates for selection in the organization and 10% agree to written exams and interview. 8.64% of employees agree that to fill up vacancy in Diplast should be filled by fresh recruitments ND 10% agree to the transfers. 9.60% of employees agree that employee referrals, campus, advertisements and interview all these methods should be preferred in recruitment system in Diplast. 10.80% employees agree that tests like personality ,intelligence test should be there during selection. 11.10% of the people not agree to the point that advertisement is the better source for the recruitment for high job. 12. 16% agree for the only qualification because qualification is good way for the internal promotions. 13.10% agree for consultants because it is also one of the better source of recruitment. 14.10% agree to health policies as if health of the employees will be good then there will be the proper working of the company.
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RECOMMENDATIONS
1. Company has to consider qualification in their selection process. 2. Company has to not only select experience employees, because in todays time there are new technologies there, so they have to select technical skilled candidates. 3. Mostly respondents answer that there is no right person at the right job, so the company have to make changes in their recruitment process. 4. Most company provide training to their candidate , for 1 to 2 week but they have to provide them, long time training like 1 month training, by that , they will get experience and skills in there specialization. 5. Most the company use advertisement help to recruit high ranks employees, but they have to give chance to their company employees, it will beneficial for the company.
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LIMITATIONS
Although serious efforts were made to collect the authentic and maximum information from respondents. Few of the limitations are enlisted as under: First of all, the scope of sample size was confined to recruitment department only, which would have otherwise made study and observations more effective. Secondly, all the results and conclusions are drawn on the basis of whatever information has been provided by managers and other employees working in diplast, so there are chances of personal biasness as well. Thirdly, the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic is wide enough. The researcher had to visit a number of times to all the managers and other working staff for collecting the information. the managers were not able to give all the data at one particular time One of the limitation of the present study is that the information have been collected from the questionnaire filled by the respondent himself, so the chance of biasness and wrong information is there,
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CONCLUSION
The selection and Recruitment process of industry is transparent. The selection of all the employees is purely on the basis of the knowledge and the skills they have. Recruitment a critical function in the organization. In order to grow and sustain in the competitive environment it is important for an organization to continuously develop and bring out innovations in all it activities. It is only when organization is recognized for its quality that it can build a stability with its customers. Thus an organization must be able to stand out in the crowd. The first step in this direction is to ensure competitive people come in the organization. Therefore recruitment in this regard becomes an important function. The organization must constantly improvise in its recruitment process so that it is able to attract best in the industry in order to serve the best. Thus the organization must look out for methods that can enable it to adopt best recruitment practices. . After the induction of employees into the organization the training is provided at regular intervals. The company attaches great importance to training and development and it leads to establishing motivated and harmonious work environment. It has been exposing all its
executives and worker to various external training programmes in different disciplines to upgrade their knowledge and skills. Besides, the corporation has established a training institute of its own, where training imparted to its employees on a continuous, basis throughout the year. For the effective discharge of allocated duties the employee require training, which help to eliminate the fear in attempting new tasks resulting in achieving self-confidence and selfdevelopment.
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Aswathappa. K, Human Resource and Personnel Management, Tata McGraw-Hill Publishers, 4thEdition.
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ANNEXURE
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Q 1:- In your opinion how was the whole recruitment process at the time of your recruitment?
SEGMENT Transparent & Impartial Partial Cant say Total FREQUENCY PERCENTAGE
FREQUENCY
PERCENTAGE
Q3. Does training in your opinion help to eliminate the fear in attempting new task?
SEGMENT Yes No Cant say Total FREQUENCY PERCENTAGE
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FREQUENCY
PERCENTAGE
Q5:-What parameters should be used to screen the perceptive candidates for selection in the organization?
SEGMENT Only interview Written exam&interview Writtenexam&group discussion ,interview Total FREQUENCY PERCENTAGE
Q6:-According to you, what is the percentage contribution of the following to fill up the vacancy in diplast?
SEGMENT Internal promotions Transfer Employee referrals Fresh recruitment Total FREQUENCY PERCENTAGE
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Q8:-According to you what should be done by the organization to increase the number of recruits and make Diplast to be choice of employee?
SEGMENT Satisfy existing employee Friendly environment Health policies Employee view Properchannelcommunication Better package Total FREQUENCEY PERCENTAGE
Q.9Should the tests like personality, intelligence etc be conducted while selection?
SEGMENT Yes No Cant say Total FREQUENCY PERCENTAGE
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Q.10Are advertisements the best method of recruiting persons for higher and experienced jobs?
SEGMENT Yes No Cantt say Total FREQUENCY PERCENTAGE
:
Date of birth Gender male/female Passport no
Permanentaddress ,phone no of
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members.
Emergency contact
Medical history of the Permanent illness: family Spouse yes/no Spouse yes/no children yes/no
onging treatment
Please put yes/no of your source of candidates;-{wherever application} 1.consultant;-{ } 2.call from Diplast{HR} 3.walk in/direct;-{ } 4.advertisement;-{ } 5.employee referrals please mention the name:-{ }-------------------Details of family members {please write the names in full,father s name is mandatory. Name 1 2 3 4 Age Relationship Occupation
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Current /last work experience Present employee Address,Phone Date of joining Present designation Key responsibilities Designation on joining Gross annual CTC Whom are you reporting to
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Details of past employment{most recent } Period Organization Nature work/key responsibilities of Annual CTC Reason leaving for
From/to
Do you know anyone working at Diplast ?if yes ,please give details: Name Relation Do you a Diplast client? Have you or any of your family member applied for immigration to any other country?{if yes ,please give details position location
Have you been interviewed at Diplastbefore ?if yes , please give detail: Position interviewed for: date: location:
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Current salary & time required joining: Current salary: Salary expectation: Job references:-
Mandatory:-{please provide details of 3 reference { excluding relatives} who have knowledge of your past employment and professional competence. Name occupation Address and phone Nature of association
Manatory :- would you want your buddy to be a part ofDiplast? Name Contact details Present employees
Declaration I hereby declare that: I the particulars furnished above are true to be best of my knowledge and belief and I have not knowingly withheld any information that may effect my candidature unfavorably. 2I shall be declarations above are false in any respect and in that case my service with the company will be termination without notice or payment in lieu of it. Signature:---------------place: date:..
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