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CHAPTER-1

INDUSTRY PROFILE

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1.1 HISTORY OF ELECTRICAL INDUSTRY:


Electricity is one of the most necessary items of living. Today we cannot
imagine anything without electricity. It is required to perform day-today
activities.

Electricity is useful in lighting, fan, computers, train etc. It is

important and so important are the conductors. The Conductors are those
which allow current to pass through them. These are the points which regulate
the flow of electricity. These are also called electrical equipments and
accessories or electrical products.
ORIGIN OF ELECTRICAL INDUSTRY:
The starting point of electrical industries is the great invention of electrical
bulb in 1876 by Thomas Alva Edison. This invention made the world to know
the power of electricity, and these helped for the invention of many other
electrical items like fans, lightings, wires and cables, meters and so on.
Electrical industry is one of the most developed industry and many new
inventions are yet in the induction stage. General Electrical (GE) is the largest
manufacturer of electrical items and Anchor is the largest manufacturer of
switches in the world.
1.2 ELECTRICAL INDUSTRY IN INDIA:
First electric industry in India was KIRLOSKAR ELECTRIC COMPANY
PVT.LTD. Electricity is one of the most necessary items of living. Today we
cannot imagine anything without electricity. It is required to perform daytoday activities. Electricity is useful in lighting, fan, computers, train etc. It is
important and so important are the conductors. The Conductors are those
which allow current to pass through them. These are the points which regulate
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the flow of electricity. These are also called electrical equipments and
accessories or electrical products. Electrical industry has the history of more
than 50 years in India. In 1950s the distribution of electricity was confined to
a limited area. Only big cities have the power plants and the level of electrical
markets. In 1956 seeing big opportunities in this market, Finolex group started
the wire coil production and gained market by introducing multi stand cables
for house wiring. At the beginning only single copper wire was used for
transmission of current which was changed in modern stage to leaded copper
wire.
Now there are different varieties of wire coils and other materials available
relating to electricity and more than 300 firms and companies producing wire
coils with different names.
When electricity was first introduced in India, the black coloured tumbler
switch with porcelain base dominated the Indian premises. This was during
1950s and 1960s when electricity was reaching different parts of the country.
There existed a high degree of dissatisfaction about these switches, as they
were hard to operate and lacked in aesthetics. These tumbler switches were
installed on wooden surface mounting box and wiring was done with the help
of batten strips (Patti).It also offers you the flexibility of adding or removing
functions to adapt to your changing needs. For example, you could easily
replace a 6A with a 16A switch or replace one two modular socket with two
single modular switches.
The latest trend in modular switches is that of a smooth scoreless appearance.
Some companies are even offering a complete range of wiring solutions that
include switches; trucking and VDI (Voice Data Image) structured cabling
system. Gradually the Indian switch market is upgrading to modular switches.
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In additions to switches and wire coils, there are a number of items which
helps in the smooth running and efficient usage of electricity and power. The
big names in Indian market if electrical products manufacturer are:Finolex - Specialist in wire and cables.
Havels - energy meters.
MDS - Miniature circuit breakers
Philips - Manufacturer of lighting and luminary items.
Anchor - manufacturer in switches and accessories.
These are serving Indian Electrical Industry for more than four decades and
their markets are enlarged to foreign countries also.
GROWTH OF INDUSTRY IN INDIA:
Indian electrical industry has registered about 30% growth in the year 2011
from Jan mar. It has registered a growth of 15 percent in 2010-2011 (5.73
percent in 2009-2010). As compared to the same period for the year 2005-06.
The well conceived APDRP programme and passing of Electricity Act 2003
have provided a ray of hope to the industry. Almost all sectors of electrical
industry are indicating growth. Product like meter shows technology shift, as
there is more demand for static meter than conventional electromagnetic meter.
The general buoyancy in the Indian Economy would then create a demand for
electrical products through growth of general industrial and economic
development. From the experiences of the past few years, it can be confidently
said that the Indian industry has faced the critical challenges well and survived
in the most difficult times. In current favourable market scenario today, the
electrical industry can certainly look forward for growth.
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GROWTH OF ELECTRICAL INDUSTRY IN A.P :


After the evolution of electrical industry in Andhra Pradesh, the business of
electrical goods has increased at a very fast pace. The electrical market has
developed a lot in the past 15 years. Previously there were no advertisements
and promotion media available. The only media then available was personal
selling. The sales representative of the company used to go to the firms in
cities and villages and collect the payments and orders. But now with the
advent of modern technology, distribution of electrical goods has become
easier. Today companies
Invest a fair amount of time and money on advertisement and thus this
promotes the growth of electrical industry.
Industrial sector registered a growth of 9.6% in the first eight months of the
current year (April-November) 2009-10, against 5.3% in the corresponding
period of last year. Manufacturing sector recorded a growth of 8.7% in AprilNovember 2009-10, against 4.2% in the corresponding period of last year. The
mining and electricity sector posted growth rates of 8.3% and 6.1%
respectively during (April-November) 2009-10 compared to 3.4% and 2.8%
register during the corresponding period last year.
1.3 PRESENT POSITION OF ELECTRICAL INDUSTRY:
The domestic market in India is itself large, and one must firstly satisfy this
market with products that meet international quality standards. With increasing
globalization, every international player is now operating in India, providing
goods and services complying with international quality. Once we deliver high
quality products and services within the domestic market, accessing the
international market for exports should not pose a serious challenge. The
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Electrical/Electronics Industry in India is growing to its full potential in the


coming years and no doubt that India will soon come to be recognized for
quality products and services which in turn, will bring this industry to a
position of true leadership.
Indian electrical industry has grown because of government's thrust on it and
also due to overall economic growth. It has also reached a stage where the
industry has demonstrated its capabilities. The industry has seen a growth of
20% and should continue at the same level for the next few years.
1.4 PROBLEMS FACED BY THE ELECTRICAL INDUSTRIES :
Increase in price due to entry of new players in market.
Increase in manufacturing capacity by some original manufactures.
Profitability and margin of the companies are adversely affected.
Poor distribution network in rural and semi urban areas.
Low awareness of consumer electronics products in rural India.
Increases in access to internet information.
Availability of wide range of choices.
Consumers have become quite smart.
They want the products which are easy to handle.
Good in quality and low price.
They want guarantee for the product they buy.
They want the product which can be used for long years.
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They does not end on the sale of the product but continues till the end of
guarantee period.
1.5 GOVERNMENT POLICY TOWARDS ELECTRICAL INDUSTRY :
The sentiment of the industry is generally measured in terms of research
intensity, export & import capacity, expertise development, infrastructure
enhancement, and etc. The entire structure of the industry is determined by
the government policies & provisions which should be conducive & optimal
Indian government has envisioned augmentation in the capacity of power
generation would be 86,500 MW in 12th plan period. A blueprint for
investment is drafted for the distribution & transmission segments with an
eye to domestic electricity plan and the Integrated Energy Policy.
Enforcement of Electricity Act 2003, National Electricity Policy-2005 and
proposal of schemes like the APDRP (Accelerated Power Development and
Reform Program) & RGGVY (Rajiv Gandhi Grameen Vidyutikaran Yojana)
are
Meant for reducing loss that takes place in transmission and distribution
annually owing to traditional & degraded lines, overloading of the 11 KV
systems,
Distribution transformers and low tension lines and understanding the
intricacy of the various factors and its impact on the demand for electrical
equipment. IEEMA (Indian Electrical and Electronics Manufacturers
Association) opted private company (PWC) Price water house Coopers for
evaluating the power sector development program and its impact on electrical
device & equipment industry.

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Government of India offers central support for strengthening and elevation of


transmission and distribution network. 25% of the project cost is provided as
Additional central plan assistance in form of Grant to the state utilities.
Indian Government keeps on pursuing the policy of self-reliance, laying
emphasis on building up indigenous ability, is also dedicated to development
and utilization of indigenous capabilities. It follows the strong policy
including encouragement of entrepreneurship, expansion of domestic
technology by virtue of significant investment in R&D, taking in new
technology, and scraping the regulatory system. Government is also liberal to
foreign investment and technology collaboration in order to acquire higher
technology, maximize exports, and expand the production base.
1.6 FUTURE PROSPECT OF ELECTRICAL INDUSTRY:
The domestic market in India is itself large, and one must firstly satisfy this
market with products that meet international quality standards. With
increasing globalization, every international player is now operating in India,
providing goods and services complying with international quality. Once we
deliver high quality products and services within the domestic market,
accessing the international market for exports should not pose a serious
challenge. The Electrical/Electronics Industry in India is growing to its full
potential in the coming years and no doubt that India will soon come to be
recognized for quality products and services which in turn, will bring this
industry to a position of true leadership. Indian electrical industry has grown
because of government's thrust on it and also due to overall economic growth.
It has also reached a stage where the industry has demonstrated its

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capabilities. The industry has seen a growth of 20% and should continue at
the same level for the next few years.
1.7 MAJOR COMPANIES WITH THE MARKET SHARES:
Finolex

Specialist in wire and cables. It holds


35% of market share.

Honey well

Electric is a leading manufacturer and


Supplier of wiring it holds 81.24% of
Market share.

Havel

Energy meters. It holds 61.56% of


Market Share.

Phillips

Manufacturer of lightning and luminary


Items. It holds 93.34 of market share.

Crompton

leader of FANS in India over a


Decade. It holds 40.92 of market share.

Anchor

Manufacturer in switches and


Accessories. It holds 57% of market
Share.

LEADING ELECTRICAL COMPANIES:


United States, Japan and Korea are the top three electrical and electronic
goods manufacturing country in the world. The United States of America is
the largest producer of electronic product in the world, contributing a total
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share of around 21%. Furthermore, it occupies the largest market share with
about 29% in the global market.
The worlds electrical & electronics market size was $1038.8 billion in 2006,
an increase in 10.6% from last year. The industrial electronics industry size
was $651.3 billion, contributing around 62.7% of the total with regard to
electronics parts and components sector, the total market share was $282.7
billion i.e. 27.2% while home electronics was 104.7 billion.
Sony Corporation, Apple Inc., Sharp Corporation, Toshiba Corporation,
Matsushita Electric Industrial co. Ltd., LG Electronics Inc., Royal Philips
Electronics N.V, SANYO Electro co., Ltd. And Samsung Electronics co.
Limited are the key players of electrical and electronic products in the world
market.
1.8 SWOT ANALYSIS OF ELECTRICAL INDUSTRY:
Strengths:
A large area is of farmers who require specific electrical product
For irrigation and agriculture
Continuous growth development and innovation of technology
Core sector electrical industry enjoys monopoly for its market demand,
since there exists no other substitute for electricity.
Seasons effect is not same all over India.

Each electrical product is

compensated by other product. For example, fans and coolers are used
summer while heaters are used in winter

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Boom in distribution of electricity.


Weakness:
No uniform distribution of electricity in far end villages.
Increase in the cost of metals and raw materials
Consumers dont want to take risk to adopt new technology.
High transportation cost.
Power intensive projects
Most of the industries are located in the areas where raw material is easily
available. So there is no development of backward areas.
Opportunities:
Large potentials to distribute market within India, all parts to the country.
Unsaturated demand for infrastructure.
Liberalization, privatization and globalization of many sectors in the
economy.
Boom in the market for electrical products.
Threats:
High input cost might blunt competitive edges.
Uneven demand factor.
China factor for global markets.
Decontrol on the prices of metals.
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CHAPTER-2
COMPANY PROFILE

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2.1 HISTORY OF VIMAL MARKETING COMPANY:


Enduringly reliable, a combination of style, elegance and beauty, consistently
bench marked to the most stringent standards, aesthetically crafted, and yet
created with lasting values in mind. These are a few essential hallmarks that
distinguish Vimal in electric field.
Since 1977, Vimal Marketing Company has been a standard bearer in its field,
capturing the competent and prominent market share in India and henceforth
reaching new heights.
2.2 BOARD OF MANAGEMENT:
Founder: Mr.Saremal Genaji.
In 1977, Mr.Saremal Genaji along with his two brothers - Mr.Ricabchand Jain
and Shantilal Jain established an electrical company with the brand name
VIMAL. It was their visionary zeal that triggered off a major revolution that
transformed an ordinary firm into one of the leading manufacturer of electrical
products.
Proprietor: Mr.Ramesh Solanki
Mr.Ramesh Solanki is the proprietor of Vimal Marketing Company. Under his
leadership, Vimal products were diversified from south base to all over the
country.
Director: Mr.Sambhav Solanki
Marketing Executives:
1. Mr. Ramesh Solanki
2. Mr. Suresh Solanki

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Corporate Philosophy:
Vimal switches and accessories are known for its functionality, elegance and
durability. Customer care is their core philosophy. Dealer satisfaction is also
given equal importance.
2.3 MISSION:
Increase the distributor base by at least 2 new distributors in the current
financial year.
Reduction in customer complaints by 30% from previous year.
To increase turn over by 40% from previous year.
Supplier performance must be at least 12 marks in the current financial year.
2.4 COMPANY OBJECTIVES & POLICY:
Companys motto is to produce safe & secure electrical accessories for
industrial & domestic purposes. We are also committed to enhance the
customer satisfaction by continually improving effectiveness of the Quality
Management System and its processes. Importance requirements and meeting
customer, statutory and regulatory requirements is communicated within the
organisation.
2.5 MARKETING MIX OF THE COMPANY:
PRODUCT:
Products produced by Vimal Marketing Company
1.

Switches
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Conventional Switches
Mini modular type Switches
Image plate series
Modular Switches
2. Wires and cables
House wiring
Service Wire
Flexible multi core for domestic appliances
3. Lighting and luminaries
4. MCBs (Miniature Circuit Breakers) and distribution boxes
5. Musical door chimes and buzzers
6. Transformers and extension cords
7. Fuses and main switches
PRICING STRATEGY:
ECONOMIST DEFINES "Price as the exchange value of a product or services
always expressed in money." To the buyers price is a package of expectation
and satisfaction.
Price is not only the objective criteria for the consumers for comparing
alternative items and making the final choice.
Vimal Marketing Company adopts competitive pricing strategy i.e. uses
competitors retail (or wholesale) prices as a benchmark for fixing their
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prices.It collects competitors pricing information by observation rather than


by asking them.
PROMOTION STRATEGY:
PROMOTIONAL ACTIVITES PERCENTAGE
Advertising

45%

Personal selling

3%

Sales promotion

30%

Publicity

22%

THE PROMOTIONAL EFFORTS UNDERTAKEN ARE:


1. Placing billboards on the roadsides and wall paintings.
2. placing stalls in the exhibition in order to attract customers
3. Giving gift items like bags, caps, t-shirts, key chains etc to dealers to
encourage them to increase their performance in distributing the goods. The
gifts are also given to consumers to increase their buying.
4. Other methods are discounts, cash discounts, schemes and free samples
to customers.
5. Some more methods like advertising the brand during the meeting of
builders, electricians and contractors are also taken.
DISTRIBUTION CHANNEL (PLACE) :

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A distribution channel consists of the set of people and firms involved in the
transfer title; product moves from producer to ultimate consumer or business
use.
CHANNELS & MODE
Company has appointed distributors in south Kerala, Andhra Pradesh,
Orissa, Madhya Pradesh, and Tamil Nadu.
CHANNELS OF DISTRIBUTION:
TRADE:
Small (retail) Dealers.
Company Depot.
Consignment sales.
NON-TRADE DIRECT CONSUMERS:
Institutions.
Builders.
Government.
MODES FOR DELIVERY:
Delivery from the Plant at Delhi.
Delivery from the depot.
TYPES OF DISTRIBUTION CHANNELS:

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Authorized dealer network.


Casual dealers.
Consignment sales.
Builders and institutions.
Government.
NEW DEVELOPMENT:
There are further new plans and new development of exporting their products
to China and Sri Lanka.
2.6 QUALITY CERTIFICATIONS:

1.

ISO 9001:2008, BVQI-London


(Bureau Vertias Quality International)

2.

NABCB (National Accreditation Board for certification


Bodies)

3.

CE (European Standards)

4.

ISI (Bureau of Indian Standards)

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2.7 ORGANISATIONAL STRUCTURE:


CHAIR MAN

MANAGING DIRECTOR

DIRECTOR

FINANCE
DEPARTMENT

FINANCE
MANAGER

PURCHASE
DEPARTMENT

PRODUCTON
DEPARTMENT

PURCHASE
MANAGER

PRODUCTION
MANAGER

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HUMAN
RESOURCE
DEPARTMENT

HUMAN
RESOURCE
MANAGER

ADMINISTRATIV
E DEPARTMENT

ADMINISTRATIVE
MANAGER

CHAPTER 3
RESEARCH
METHODOLOGY

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3.1 NEED FOR THE STUDY


Human Resource is a basic need of any work to be done. According to
ARTHUR LEWIS:
There are great differences in development between countries which
seem to have roughly equal resources, so it is necessary to enquire into the
difference in human behaviors.
Recruitment is the process of generating a pool of capable people to
apply for employment to an organisation. Selection is the process by which
managers and others use specific instruments to choose from a pool of
applicants a person or persons more likely to succeed in the job(s), given
management goals and legal requirements.
Selection means a process by which the qualified personnel can be
chosen from the applicants who have offered their services to the organisation
for employment. The Selection process divides the candidates for
employment into two classesthose who will be offered employment and
those who will be rejected.
Recruitment and selection are the most critical and significant
human resources functions. Unless the organization has the best available
employees, it will not be able to grow and flourish in the market. The drive and
motivational levels of the employees need to be high to enable the company to
attain its goals. All the steps of the recruitment and selection processes are
equally important in attracting and retaining the right talent. Hence there Is an
utter need to study recruitment and selection process and its impact on the
employees.
3.2 OBJECTIVES OF THE STUDY

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1. To study the recruitment and selection procedure followed in Vimal


marketing company.
2. To determine how the practices affect organizational outcomes.
3. To identify different methods in selection process.
4. To know the selection process of employees and its impact on job
satisfaction
5. To know the job satisfaction levels of the employees recruited.
3.3Research methodology:
Research is diligent and systematic inquiry or investigation into a subject in
order to discover or revise facts, theories, applications etc. Methodology is the
system of methods followed by particular discipline.
Thus, research methodology is the way how we conduct our
research. It is the systematic way to solve the research problem. It gives an
idea about various steps adopted by the researcher.
3.3.1 Sources of data:
Primary Data:
Primary data was collected by me from the management of the
company by two sources. The primary data was collected by me through direct
contact and interaction with the management of the firm.For this purpose, I
have used Questionnaire as an instrument to collect the primary data.
Secondary Data:
The secondary data was collected by me through various sources
such as company records, company journals, business weeklies, magazines,
internet, etc.
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3.3.2 Methods of data collection:


The method of the data collection was called STRUCTURED PERSONAL
INTERVIEW. The tool of the data collection is Questionnaire.
Questionnaire:
A series of question were prepared with due consideration to all relevant
aspects keeping in mind the respondents time and efforts. All care was given to
see that question were simple, brief and to the point. The questionnaire was
designed with multiple choices and Simple checklists for facilitating easy
selection of options by respondents.
Interview:
Being aware of the facts that the accuracy of the desired data will depend on
fair and honest response by the respondents, efforts were made to see that the
respondents were at ease when answering the questionnaire. As far as possible
they were not premised by other activities. It is hoped that their answers are
free from pressure and fully reliable.
3.3.3 Research unit:
The research unit is comprised of the managers of different departments of
Vimal marketing company, Vijayawada branch
3.3.4 Data analysis techniques:
Percentage analysis
Graphical analysis
Percentage analysis:
It refers to a special kind of ratio; Percentages are used in making
comparison between two or more series of data. Percentages are used to
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determine relationship between the series of data. Finding the relative


difference becomes easier through percentage. It is expressed as:Percentage = no. of respondents/total no. of respondent*100
Graphical analysis:
It refers to presentation of data in the form of graphs. It helps in easy
understanding and comparison of series of data.
3.4 IMPORTANCE AND SCOPE OF THE STUDY
1. To analyze the recruitment policy and selection process of the
organization.
2. This project will help to get practical knowledge in employee recruitment and
selection in the organization.
3.5 PERIOD OF STUDY
The study was carried on for 45 days i.e. from 23 rd April, 2013to 7th June,
2013.
3.6 LIMITATIONS OF THE STUDY
1. The time was very limited for conducting the research activities.
2. The area of my study was restricted up to Vijayawada city only.
3. Confidentiality maintained by the management is another limitation
4. This study was based on the information provided by the dealers, which is
assumed as correct.
5. The respondents are reluctant in expressing their feelings and thoughts in
questionnaire and tend to be biased.

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CHAPTER -4
RECRUITMENT AND
SELECTION PROCESS IN
VIMAL MARKETING
COMPANY

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4.1 RECRUITMENT:
Recruitment is hiring of employees .Recruitment has been regarded as the
most important function of the HR department , because unless the right type
of people are hired, even the best plans, organization chart and control system
would not do much good.
Recruitment

refers

to the process of

qualified candidate (from

within

or

finding and
outside

of

hiring the

an organization)

bestfor

a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that
job, screening and selecting applicants, hiring, and integrating the new
employee to the organization.
Edwin B Flippo defines recruitment as the process of searching for
prospective employees and stimulating them to apply for the jobs in the
organization.
Methods of Recruitment in Vimal marketing company:
In Vimal marketing company, both internal and external sources of
recruitment are used.
Internal sources used:
The employee referrals are given importance in recruitment i.e.
friends and relatives of the employees working in the company are used as
internal sources of recruitment. Besides this, the company also considers
retired employees of the organization for recruitment.
External sources used:
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Advertisements in newspapers and magazines are the most frequently used


methods. The organization sometimes recruits the employees based on
recommendations. Senior post is largely filled with such methods.
Recruitment process in Vimal marketing company.
Recruitment process is carried by HR dept in Vimal marketing
company. Firstly the applicants are shortlisted from the ones who have applied
for the job. Then the selected candidates are made to undergo preliminary
assessment which is followed by final interview.
Factors affecting Recruitment in Vimal marketing company :
Merit and experience are the factors mostly considered in recruitment
in this company.
4.2 SELECTION:
Selection is the process of choosing the most suitable person out of all
applicants. It is a negative process since it involves elimination of unsuitable
candidates. According to Thomas Selection is the process of differentiating
between applicants in order to identify those with greater likelihood of success
in the job.
Selection is the process of find out the right candidate (out of the pool of job
candidates) to fill the job in organization.
According to Dale Yoder, Selection is the process in which candidates for
employment are divided into two classes those who are to be offered
employment and those who are not. Selection means a process by which
qualified personnel may be chosen from the applicants offering their services to
the organization for employment.
SELECTION PROCESS IN VIMAL MARKETING COMPANY:

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Selection process is also carried by HR dept .In Vimal marketing company,


selection process involves the following steps:
Scrutiny of applications.
Preliminary screening interview.
Completion of application form.
Selection test.
Employment interview.
Reference test
Final approval.
FACTORS CONSIDERD IN SELECTION PROCESS :
Knowledge, past experience , team work and ability are the factors
considered in selection process in Vimal marketing company.

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CHAPTER 5
DATA ANALYSIS
&
INTERPRETATION

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CHAPTER 6
FINDINGS
&
SUGGESTIONS

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FINDINGS
1. SOURCES OF RECRUITMENT:
It is known from finance, administrative and purchase managers that
organization uses only internal source of recruitment because these managers
feel that the internal sources are apt while production manager opts only
external sources of recruitment. The HR manager uses both internal and
external source of recruitment because he opts both the sources as per the
situation.
2. WHETHER INTERNAL SOURCE OF RECRUITMENT IS
ECONOMICAL:
It is found that most of the managers find internal source of
recruitment economical because it is carried out within the organization and
do not incur much expenses while the purchase manager does not find it
economical.
3. RESTRICTED CHOICE IN INTERNAL SOURCE OF
RECRUITMENT :
It is found that administrative and production manager feel that no
wide range of choice in internal source of recruitment while all the other
managers feel that there is enough choice in internal source of recruitment.

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4. INTERNAL SOURCE OF RECRUITMENT IS TIME SAVING:


It is found that administrative, finance and production managers feel
that internal source of recruitment does not consume much time while the
other managers feel that it consumes more time.
5. CONSIDERATION OF PREVIOUS APPLICANTS:
It is found that administrative, purchase, production managers
considers previous applicant because the managers feel that the previous
applicant should be given a chance while the other managers do not consider
previous applicants to be apt.
6. CONSIDERATION OF PRESENT EMPLOYEES REFERRAL:
It is found that finance and HR manager consider present employees
referral because they have better idea about the working of the organization
and they can refer the employees accordingly while the other feel that present
employee referral might be on personal bias.
7. UNLIMITED CHOICE IN EXTERNAL SOURCE OF
RECRUITMENT:
Most of the managers feel that external source of recruitment
provides unlimited choice such as advertisements, ex-employees, labour
unions etc. while the finance manager does not agree with the other managers
as he only recruits through application/advertisements.
8. EXTERNAL SOURCE OF RECRUITMENT IS EXPENSIVE:
It is found that all the managers find that external source of
recruitment is expensive because a lot of expenses have to be incurred.

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9. EXTERNAL SOURCE OF RECRUITMENT IS TIME CONSUMING:


It is found that administrative, production and finance managers feel
that external recruitment takes more time than the internal recruitment since
the enterprise has to publicise about the vacancies, or otherwise contact the
sources and wait for their response while the other managers feel that it does
not consume much time.
10. RECRUITMENT OF FRESH CANDIDATES FROM UNIVERSITIES:
It is found that all the managers do not recruit fresh candidates from
universities because the organizational policy does not support this kind of
recruitment.
11. CONTRACT WITH EMPLOYMENT EXCHANGES:
It is found that only the purchase manager has contracts with
employment exchanges while all the other managers do not prefer to recruit
employees through employment exchanges because it becomes very
expensive for the organization.
12. ENTER INTO CONTRACT WITH JOB POSITIONS:
It is found that all the manager enter into contract with job position
except the administrative manager that he must depend on job contractors as
it must be time saving.
13. MEDIA USED FOR ADVERTISING JOB VACANCY:
It is found that production, HR and finance managers uses news
paper, administrative manager uses magazines, while purchase manager uses
internet for advertising job vacancy as per their convenience.

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14. PART TIME JOBS:


It is found that only purchase manager recruits employees for part
time jobs while the others do not recruit because they feel that the company
does not need employees as per present situation.
15. SATISFACTION WITH PRESENT PROCESS OF RECRUITMENT:
It is found that administrative, production and HR managers are
satisfied with the present process of recruitment as they are able to recruit and
select efficient and capable employees as required by them and the company
while the other managers feel that the present recruitment process is not up to
the mark.
16. PROPER JOB ANALYSIS BEFORE SELECTION PROCESS
BEGINS:
Most of the managers agree that proper job analysis is done before
selection process begins because the analysis made help in selecting the
appropriate employees and makes the process easier while the finance
manager does not agree.
17. JOB PROFILE CLEARLY DEFINED TO THE CANDIDATES
APPEARING FOR SELECTION PROCESS:
It is found that most of the managers feel that job profile are clearly
defined by the company to the candidates appearing foe selection process so
that candidates can get to know about the company facts ,their duties and
responsibilities beforehand.

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18. CANDIDATES CONSIDERED AS ELIGIBLE APPLICATION:


It was found that experience is considered by purchase manager,
qualification is considered by production and administrative manager, while
skill set is considered by HR and finance manager as they are the most
important qualities the company looks for in a candidate because the job
positions of the company require these qualities for its effective functioning.
19. KIND OF SELECTION INTERVIEW:
It is found that the most of the managers use only structured interview
among all the interviews as structured interviews are simply more effective in
terms of both quality of information obtained and the efficiency of the
interview process while the purchase manager prefers unstructured interview.
20. REFERENCE FROM JOB APPLICANT DURING SELECTION
PROCESS:
Most of the managers ask for reference from job applicants during
selection process because it helps them in getting the idea about the candidate
while the HR manager does not feel that it is not necessary.
21. SELECTION METHODS USED BY COMPANY ARE RELIABLE:
It is found that that production and HR managers agree that they are
satisfied with the methods used by the company for evaluating the candidates
as the employees evaluated and selected by using these methods are very
efficient and capable to perform their duties efficiently while the other
managers feel that the methods are not reliable.

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22. PRFERENCE OF EXPERIENCED EMPLOYEES:


It was found that purchase and HR managers feel that experienced
employees are given importance in the company during selection process
because experienced employees are more efficient and it will be easy for
them to perform their duties as they have experience while the other
managers feel that qualification and skill set are more important than
experience.
23. RATING OF SELECTION PROCESS:
It is found that most of the managers are satisfied with selection process
followed by the company because the selection procedure followed by the
company satisfies them. Only finance manager is not satisfied as he feels
there should be improvement in selection process.
24. AVAILABILITY OF TRAINING PROGRAMS FOR NEW
APPLICANTS:
All the managers provide training programs for new applicants because
they feel that it helps the employees in learning and performing the duties
more efficiently.
25. SELECTION PROCESS HELPS IN BETTER PLACEMENT:
It is found that production, finance and HR manager feel that it helps in
better placement while the other managers feel that there are many
improvements to be made in selection process so that it helps better
placement.

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SUGGESTIONS

1. SOURCES OF RECRUITMENT:
It is suggested that finance, administrative and purchase managers can
also opt external source of recruitment because external source provides
wide range of choice and new candidates with new ideas can be adopted.
Production manager can also opt internal source as these sources are more
economical, reliable and time saving.
2.

WHETHER INTERNAL SOURCE OF RECRUITMENT IS


ECONOMICAL:
It is suggested that though the internal source are economical, the
manager should also opt for external sources because they provide a wider
range of choice.

3. RESTRICTED CHOICE IN INTERNAL SOURCE OF


RECRUITMENT:
It is suggested that the administrative and production manager should
refer internal source also as their may be good qualification required for the
recruitment.
4. INTERNAL SOURCE OF RECRUITMENT IS TIME SAVING:
It is suggested that the company uses internal source of recruitment for
high level job positions because it is time saving. The company need not
allocate much of its time on recruitment, as internal sources do not consume
as much time as external.

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5. CONSIDERATION OF PREVIOUS APPLICANTS:


It is suggested that other managers who does not consider previous
applicant should consider them because the previous unselected applicants
will also get a chance to prove themselves.
6. CONSIDERATION OF PRESENT EMPLOYEES REFERRAL:
It is suggested that finance and HR managers should continue the same
practice and all other managers should also consider the present employees
referral because this motivate the present employees as they are given
importance.
7. UNLIMITED CHOICE IN EXTERNAL SOURCE OF
RECRUITMENT:
It is suggested that finance manager can also use employment
exchanges, man power consultancies, campus recruitment etc because it
provides unlimited choice.
8. EXTERNAL SOURCE OF RECRUITMENT IS EXPENSIVE:
It is suggested that the company should opt external source of
recruitment only when it requires wide range of choice and to overcome
unbraiding of ideas as it is very expensive.
9. EXTERNAL SOURCE OF RECRUITMENT IS TIME CONSUMING:
It is suggested that as most of the managers consider external source of
recruitment time consuming, it should opt external source of recruitment
when it want new candidates and want wide range of choice.

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10. RECRUITMENT OF FRESH CANDIDATES FROM UNIVERSITIES:


It is suggested that the managers should include recruitment of fresh
candidates from universities as it will help to recruit the youth and young
candidates who may have more potential and who will work with zeal.
11. CONTRACT WITH EMPLOYMENT EXCHANGES:
It is suggested that as employment exchange are very expensive, the
purchase manager can use other sources like advertisements, trade unions,
gate recruitment etc which are less expensive when compared to employment
exchange and can recruit potential employees.
12. ENTER INTO CONTRACT WITH JOB POSITIONS:
It is suggested that the administrative manager should enter into
contract with job positions as job position can also give wide range of choice
for selection and recruitment process.
13. MEDIA USED FOR ADVERTISING JOB VACANCY:
It is suggested that HR and finance managers can also use magazines
and internet as these are more widely referred by todays youth in search of
jobs. So, these media may provide wide range of choice.
14. PART TIME JOBS:
It is suggested that whenever there is requirement of more number of
employees during certain situations such as peak seasons or during clearance
sales, the company can go for part time jobs.
15. SATISFACTION WITH PRESENT PROCESS OF RECRUITMENT:
It is suggested that to make the recruitment procedure up to mark both
the internal and external sources can be used by all the other managers as per
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situations availability of time and funds so that efficient employees can be


recruited.
16. PROPER JOB ANALYSIS BEFORE SELECTION PROCESS
BEGINS:
It is suggested that like the other managers even finance manager
should do proper job analysis as proper job analysis helps in selecting
appropriate employee for the job.
17. JOB PROFILE CLEARLY DEFINED TO THE CANDIDATES
APPEARING FOR SELECTION PROCESS:
It is suggested that the managers should continue the same practice of
clearly defining the job profile to the candidates as this helps the employees
to know about their job and responsibility before joining the post.
18. CANDIDATES CONSIDERED AS ELIGIBLE APPLICATION:
It is suggested that even HR and finance managers should consider
qualification and experience because it helps in getting qualified and
capable /potential employees.
19. KIND OF SELECTION INTERVIEW:
It is suggested that HR and administrative manager can also use
unstructured interview because while conducting interview in these
departments various aspects are to be touched and using structured interview
with specific design of questions may not be suitable.

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20. REFERENCE FROM JOB APPLICANT DURING SELECTION


PROCESS:
It is suggested that even HR manager should ask for reference from
job applicants because job reference helps in sourcing out third parties
opinion on candidates character and personality.
21. SELECTION METHODS USED BY COMPANY ARE RELIABLE:
As most of the managers are not satisfied with the selection method
used the company should make its selection policy more effective i.e.
multiple interview methods and tests should be used. So that all employees
evaluated and selected by using these methods are more efficient and perform
their duties efficiently.
22. PRFERENCE OF EXPERIENCED EMPLOYEES:
It is suggested that all the other managers also should consider
experienced employees because if the candidates have experience, they can
handle their duties more efficiently.
23. RATING OF SELECTION PROCESS:
It is suggested that as most of the managers are satisfied with the
selection process, the company can continue the same practice. It can slightly
make changes/improve the selection process by including suitable methods of
evaluating and selection tests.

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24. AVAILABILITY OF TRAINING PROGRAMS FOR NEW


APPLICANTS:
It is suggested that the company can continue the same practice of
providing training to new applicants because it helps in the candidates to gain
knowledge and learn about the jobs and duties properly there by benefiting
the organization.
25. SELECTION PROCESS HELPS IN BETTER PLACEMENT:
It is suggested that improvements are to be made in selection process
such as using both structured and unstructured interview, using appropriate
selection tests (aptitude, psychometric, reference test etc) so that it helps in
better placement.

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