Professional Documents
Culture Documents
ON
RECRUITMENT AND SELECTION
AT
SEL MANUFACTURING COMPANY LIMITED
Submitted for the fulfillment for award of degree of
MASTERS OF BUSINESS ADMINISTRATION
Affiliated to
Submitted to:
Submitted by:
Bhavna Arora
MBA (4th Sem)
Univ Roll No.1405006368
SESSION: 2015-16
A
Final Project Report
On
RECRUITMENT & SELECTION
AT
SEL MANUFACTURING LTD.
Submitted to
SIKKIM MANIPAL UNIVERSITY
In partial fulfillment of the requirement for
the Award of degree of
Submitted By
Project Guide
Bhavna Arora
1405006368
Area specialization
MBA-Marketing
Session (2015-2016)
SIKKIM MANIPAL UNIVERSITY
ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is not
different behind this successful undertaking is the blessing and guidance of
many. This formal piece of acknowledgement may not be sufficient to
express my feeling of gratitude and deep respect that have been experienced
during my learning process at Recruitment and Selection. This endeavour
would not have been successful without the help and encouragement of lot
of people with whom I had good fortunate of interacting during course of
journey.
Bhavna Arora
PREFACE
MBA is a stepping stone to management career. In order to achieve
practical, positive and concrete results, the classroom learning needs to
be effectively fed to realities of situation existing outside classroom.
This is practical time for management.
To develop healthy managerial and administrative skills in the
potential managers it is necessary that theoretical knowledge must be
supplemented with exposure of real environment. Actually it is very
vital for the management and it is practical training that the measuring
of management it itself realized.
I took guidance under Ms. Leena Madan and was too fortunate to get
a good exposure in this project report an attempt has been to cover
aspects.
Bhavna Arora
STUDENT DECLARATION
I hereby declare that the Project entitled Recruitment and Selection
at SEL Manufacturing Company Limited submitted for the
practical fulfillment of degree of Masters of Business Administration
affiliated to Sikkim Manipal University is original work and not
submitted for award of any other degree, fellowship or other similar
titled or Prize.
BHAVNA ARORA
CERTIFICATE OF ORIGINALITY
____________________
Leena Madan
Project Guide
CONTENTS
Ch. No.
1.
2.
COMPANY PROFILE
INTRODUCTION TO RECRUITMENT AND
Page No.
1-26
27-55
3.
SELECTION
RECRUITMENT AND SELECTION IN SEL
57-72
73-74
75-79
80-90
91-93
94-95
96-97
98-99
100-101
102-104
4.
5.
6.
7.
8.
9.
10.
Topics
CHAPTER-1
COMPANY PROFILE
SEL Manufacturing Company Limited has been ranked as the 10th largest
in analysis of the Europes top 100 Yarn & Thread Suppliers. The Company
has been ranked 8th as per Total Income in the textiles sector in Dun &
Bradstreets Indias Top 500 Companies 2014. The Company is also ranked
amongst the top 400 mid-cap companies in India by Dalal Street Limited.
The Company has been ranked 249 in Fortune Indias top 500 companies in
December, 2014.
SEL is driven by the vision of building a sustainable, profitable, growth
oriented and socially responsible corporate through strong and effective
systems, committed teams and satisfied stakeholders. Today SEL group is
recognised as a System Oriented Management Supported corporate.
Mr.
Neeraj
Mr. R. S. Saluja Saluja
Chairman
Managing
Industry
Director
Experience:
Industry
49 years
Experience:
25 years
Mr.
Dhiraj Mr.V.K. Goyal
Saluja
Executive
Joint Managing Director
&
Director
C.E.O
Industry
Industry
Experience:
Experience:
21 years
35 years
Mr.
Navneet
Gupta
Executive
Director
&
C.F.O
Industry
Experience:
25 years
The top management consists of The Chairman Mr. R.S. Saluja, Managing
Director Mr. Neeraj Saluja, Joint MD Mr. Dhiraj Saluja, Executive Director
& CEO Mr. V.K. Goyal and Executive Director & CFO Mr. Navneet Gupta
The top management through its functions provides strong leadership;
visible and active support; and demonstrated commitment which is
fundamental to the success of the business. It creates and articulates a vision
of what the organization could achieve in the long run. It tends to move the
organization in new directions and empowers people at all levels to utilize
their full potential to achieve the objectives. It stresses relationships with
peers, values and commitment the emotional and spiritual aspects of the
organization.
socially
strong
responsible
and
effective
corporate
systems,
Supported corporate
VISION AND MISSION
2013
SEL commissions Greenfield Mega Integrated Textile Park located at
village Panjava, Distt. Muktsar, Punjab.
2012
Setting-up of the second bio-mass based captive power generation plant at
Rahon, District Nawanshahr, Punjab.
Doubling of capacities of the spinning units at Neemrana, Rajasthan and
Hansi, Haryana.
SEL ranked 16th as per total income in the textiles sector in the Dun &
We work to make the world a better and happier place to live in.
SEL outlook
Certification
Infrastructure
Infrastructure Facilities
Spinning
1.
2.
Shekhan
Majara,
P.O.
Rahon,
Rahon
3.
5.
6.
Dyeing
Village
1.
Shekhan
Majara,
P.O.
Rahon,
Rahon
Knitted Fabrics
1.
Village
Shekhan
Majara,
P.O.
Rahon,
Rahon
Terry Towel
Village
1.
Shekhan
Majara,
P.O.
Rahon,
Rahon
2.
Ready-Made Garments
1.
2.
3.
4.
5.
6.
7.
Power Plant
1.
Village
Shekhan
Majara,
P.O.
Rahon,
Rahon
CAREER
At SEL, our core focus is to give a sense of belongingness to the
employees, since we believe that involvement leads to initiatives and hence
success of the employees and the organization.
At the bottom of our cultural pyramid is the vision and ethos of the
management. We work to tag all human behavior and activities with the
objective of the management which is sustainable success and happiness of
the organization and its people who are its kernel
As is any sphere of life or office, culture flows from top to bottom. Giving
life and boundaries to this abstract idea is furthered by our deep and long
sighted human resource policy which puts human resources/people at the
top of strategic assets. Right recruitment, introduction to work culture,
training & development, retention, recognition, sustainable development
and cohabitation are the primal functions towards which all our human
resource policies are geared.
Recruitment
Central to the success of any organization, is the recruitment, training &
development and retention of quality talent pool. Considering its
importance,
the
recruitment
process
assumes
significance.
Recruitment Schemes
SEL group recruits people in different verticals like production, planning,
procurement, Engineering, Marketing, Finance & Accounts, R & D, IT ,
MT
ET
TG T
TD T
DE T
Time management
Newly recruited TDTs and TGTs are put on the training program, during
this period they are exposed to practical work culture, functioning of the
organization, departmental workings and objectives and organization goals.
PRODUCT
Yarn:
Product Range
Terry Towels
Our new venture into towel manufacturing caters to the need of a wide
range of customers. In a span of two years, our towel product has gained
significant foothold globally.
We strive to provide the style and comfort to all kinds of toweling needs.
Towels are made from varied range of cottons from basic to super fine
like Bamboo, Soya, Supima and Egyptian. India Gold range, our
patented specialty towel is made from long staple Indian cotton which is
remarkably soft and absorbent. Towels made from special technique
yarns like Zero twist and Air rich cater to varied high end needs.
Recognizing the need of environmental sustainability, we encourage the
use of towels from organic and other such eco friendly fibers. We are one
of the first Carbon Credit Companies in India.
Manufacturing set up for Terry Towels
We have one of the most modern units based in South East Asia
equipped with the best of machines.
We started with 30 looms giving a production of 10 tons a day. Within a
span of 2 years, our current production stands at 40 tons a day on 136
looms, which is further slated to increase to 100 tons a day by the year
2011.
In South East Asia, we are the first to have Soft flow dyeing machine
named Sclavos from Greece which gives one of the best pile orientation
with improved hand feel ,bulk and better shelf appeal on the towels. Our
finishing section is totally automatic which is backed by cutting and
stitching machines from Texpa and Barudan.
Factory has been in compliance with various independent agencies, to
name a few, Omega, Intertek, Bureau veritas. We have been certified by
Oekotex and Gots. We are also a member of Sedex. The whole
at
every
stage
of
towel
manufacturing.
Our design range encompasses a wide range in both Piece dyed and Yarn
dyed qualities across Dobbies and Jacquards:
BEACH TOWELS:
Our designer beach towels are the true paradigm of genuine work and
elegance.
BATH TOWELS
A stunning range of Bath towels that we manufacture is available in an
assortment of trendy styles. In addition, bath towels offered by us are
simply unique and generous in size.
KITCHEN TOWELS
Our range of kitchen towels is characterized by its soft texture and high
absorbing quality. This premium range of towels is manufactured from
high quality raw material.
CHRISTMAS TOWELS
Christmas towel range is a blend of festive colors, art work, designs and
embellished to provide an evergreen combination of timeless tradition
and panache.
EMROIDERED/EMBELLISHED TOWELS
To give an attractive look and cater to specific details, we make
embroidered and embellished towels which are available in varied colors
and are also easy to wash and handle. We have in-house embroidery
facility, which allows us to not only produce high quality but also
enhances our capability to match the best speed in the industry.
TERRY MADE UPS
Bathrobes, Slippers, Hair Wrap, Terry Beach Bags. Terry beach chair
cover, Infants and Kids hooded towels, etc. comprise of the other terry
made ups.
One of the most modern units based in South East Asia equipped
with the best of machines.
READYMADE GARMENT
SEL GROUP started its journey in the year 1969 as a Garment
Manufacturing unit with few hundred pieces a day. The group expanded
into Garment Exports significantly in the 1990's. The current in-house
capacity is 60,000 pieces of garments a day. Our manufacturing units are
located in the industrial cities of Ludhiana (Punjab) and Baddi (Himachal
Pradesh). Ludhiana, which is also known as Manchester of India, produces
90 % of woolen products for the country. Baddi, a special economic zone, is
an industrial hub with excellent infrastructure for manufacturing. Both the
cities are located in the Northern India.
Our products include T-shirts, Tops, Inner wears, Night suits, Boxers and
Sweaters etc. Our specific range of knitted garments includes Polo, Crew
Neck, Henley, Raglan, Hoody, V-Neck, Fleece Jacket, Track Suit, boxers for
men and boys. For women and girls, the range offers Tee, Camisole,
Embellished Top, Cap Sleeve Top, Strap Tank Top, Vest, Skirts. We also
cater to infants, toddlers and kids segments.
Our buyers include clients like Auchan, Brooklyn Express, , Synergies
International, Max to name a few. Our brands are Lyon, No Problem, His
180, Her, Too Good, His.
The Garment division has successfully created a market niche in the knitted
garment segment. We craft the finest knit garments supported by state of the
art sewing facilities. Our production functions are further actively supported
by Product Development & Design department. The Representative offices
are based in Dubai, Russia & USA which comprehensively understands the
markets' tastes and ever changing requirements.
The entire fabric requirement for Garment manufacturing is sourced inhouse. The group has state of the art yarn and fabric manufacturing
technology. Since the basic raw material for Garment manufacturing is
produced in-house, it enables us to apply strict quality controls and
flexibility, thereby being a decisive factor in our success and our endeavor
for sustainable quality.
To achieve best quality, advanced washing and finishing processes are
involved thereby facilitating high quality washing. The in-house washing
capacity is one million pieces per month. The laundry division is well
equipped with automatic washers, extractors, PERK and dryers. It features
state of the art facilities like Enzyme, Stone, Sandblasting, Pigment Dying,
Over Dying and Vertical Garment Processing with Auto Tilting etc. Pressing
machines and heat transferring machines ensure improvement in high
functional performance of the garment through specialty finishing.
Different washings like Enzyme wash, Acid wash, Potassium permanganate
wash, Aged wash, Vintage wash, Rubber ball wash, Tea stain wash are
available for fabric and garment form. The process also features varied
Garment dyeing such as, Garment pigment dying, Sulpher dying, Garment
dyed over print, Tie & Dye and Dip Dye.
KNITTED FABRICS
We are having brands like Mayer & Cie Knitting Machines covering the
fine spectrum of knits - jersey, interlock, auto striper, lycra, rib & collar
knitting. SEL GROUP is investing in high-end fabric manufacture in
knitted fabrics. The company has hundreds of knitting machines & is
augmenting its knitting capacity by procuring more latest machines to
meet the future requirements of garment capacity in-house. We are having
worlds best available circular knitting machines which can knit the finest
and most intricate of designs.
All Cotton & Cotton Blended Fabrics Will Be Manufactured Inhouse. We Also Import Various Blended Fabrics Suiting To Our Buyer
Requirements.
Single Jersey
Pique
Sheer Jersey
Interlock
Waffle
Ottoman
Mini-Jacquard
Electronic Jacquard
Velour
Pointel
Suede
Variegated Rib
Cotton Fleece
Polyester Fleece
Machinery
CHAPTER-2
INTRODUCTION TO
RECRUITMENT AND
SELECTION
A well planned and well managed recruitment will result in high quality
applicants for the company. The recruitment process should inform
qualified individuals about employment opportunities, create a positive
image of the company, provide enough information of the jobs so that
applicants can make comparison with their qualifications and interests and
generate enthusiasm among the best candidates so that they will apply for
vacant positions.
What distinguishes a successful company from unsuccessful one is the
quality of manpower. The role of management is to optimize the use of
resource available to it. The role of HR is to incorporate the planning and
control of manpower resource into the corporate level plans so that all
resources are used together in the best possible combination.
Managing people at work and control of human activities in employment is
a function that must be performed in all societies. It is essential in every
type of employment for every occupation and every type of employed
manpower. Manpower management is essential in government as well as
private employment under socialism or communication in small business
and in large.
Recruitment, as a human resource management function, is one of the
activities that impact most critically on the performance of an organization.
While it is understood and accepted that poor recruitment decisions
continue to affect organizational performance and limit goal achievement, it
is taking a long time for public service agencies in many jurisdictions to
identify and implement new, effective hiring strategies.
2.1 RECRUITMENT
Recruitment is an important part of an organizations human resource
planning and their competitive strength. Competent human resources at the
right positions in the organization are a vital resource and can be a core
competency or a strategic advantage for it. Recruiting the top talent for a
job takes time and attracting the quality candidates who have the knowledge
and skills needed to help the companys growth.
Recruitment and selection are two of the most important functions of
personnel management. Recruitment precedes selection and helps in
selecting a right candidate. Right person for the right job is the basic
principle in recruitment and selection. Every organization should give
attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower
for carrying different business activities smoothly and efficiently and for
this recruitment and selection of suitable candidates is essential. Human
resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.
1. Identify vacancy
2. Prepare job description and
person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
interview and
Recruitment 7.isConducting
a continuous
decision making
To anticipate and find people for positions that does not exist
yet.
Internal Factors:
Recruitment policy of the organization
Human resource planning strategy of the company
Size of the organization and number of people employed
Cost involved in recruiting employees
Growth and expansion plans of the organization
Company pay package
Career planning and growth
Quality of work life
External Factors:
Supply and demand of specific skills in the labor market.
Political and legal factors like reservations of jobs for specific sections
of society etc
The job seekers image perception of the company.
is read avidly by all staff thus ensuring that everyone is aware of the job
opportunity advertised in it. Unfortunately this is not always so, because
it is sometimes not circulated widely enough and employees may find it
boring and choose not to read it. Newsletter can be utilized as the source
of recruitment if it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write
all employees perhaps enclosing memoranda in wage packets if
appropriate. However it can be a time consuming process to contact staff
individually, especially if there is a large work force. It should also be
kept in mind as to in which way the memorandum is phrased out so that
the job appeals to likely applicants.
8. Television
1) Word of Mouth
Existing employees may have friends and relatives who would like to
apply for this job. Recruiting in this way appears to be simple,
inexpensive and convenient. Never use word of mouth as a sole or initial
source of recruitment if the work force is wholly or predominantly of
one sex or racial group. Also employing friends and relatives of present
employees may be imprudent because it is not certain that they are as
competent as the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often
overlooked method of advertising a job vacancy. They should be seen by
a large number of passerby, some actively looking for work. It can also
be inexpensive with a notice varying from a carefully hand written post
card up to a professionally produced poster. Pay attention to the
appearance and contents of the notice if it is intended that it is applied by
the right people.
3) Job Centers
Most large towns have a job center which offers employers a free
recruitment service, trying to match their vacancies to job seekers. Staff
will note information about a post and the types of person sought and
then advertise the vacancy o notice boards within their premises. Job
center employees can further help if requested to do so by issuing and
assessing application forms and thus weeding out those applicants who
are obviously unsuitable for the position. Short listed candidates are then
sent out for the employer to interview on his business premises.
6) The Press
Advertising for the new staff through the press has proved successful for
many
companies.
Choose
between
local
newspapers,
national
newspapers and the magazines. All will put in touch with different
audience. Local newspapers, read by a large cross-section of the
immediate population, may be most suitable if there is sufficient talent in
the area.
National newspapers, with their mass circulations and differing attitudes
to news coverage appealing to various tastes, could be better when
looking out to fill the senior position.
Trade Magazines often under estimated as useful source of recruitment
might be worth considering if looking out to recruit someone for a
specialized job which possibly requires previous experience of the
particular industry.
7) Radio
Many radio stations broadcast special job finders advertisements
throughout the day for companies looking for new recruits. Advertising
through the radio has got many advantages as it will be transmitted to
over a wide geographical area to potentially large audience. Variety of
age groups listens thus making it a suitable medium for different types
and levels of jobs. Advertisements can be broadcast very quickly
8) Television
You can advertise on a regional or national basis. Recruiting staff
through the Television is still widely regarded as a new and innovative
approach. Companies which use this medium may therefore be seen as
go-ahead and dynamic. Thus, this medium may not be an immediate
choice if there is only just one vacancy to be filled, although shorter and
expensive one month contracts could be negotiable and worth
considering.
2.3 SELECTION
The selection procedure is concerned with securing relevant information
about the applicant. This information is secured in number of steps. The
objective of selection process is to determine whether an applicant meets
the qualifications for a specific job and to choose the applicant who is most
likely to perform well in that job.
PROCESS OF SELECTION
Selection
Employment tests
Comprehensive interview
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge
which is acquired as a result of a training program and on the job
experience they determine the admission feasibility of a candidate
and measure what he/she is capable of doing.
a) Tests for measuring job knowledge this type of test may be oral or
written. These tests are administered to determine proficiency in
C. Personality tests
These tests aim at measuring those basic make up or characteristics of
an individual which are non-intellectual in their nature. In other
words they probe deeply to discover clues to an individuals value
system, his emotional reactions and maturity and motivation interest
his ability to adjust himself to the illness of the everyday life and his
capacity for interpersonal relations and self image.
a) Objective tests it measures neurotic tendencies self-sufficiency
dominance submission and self-confidence. These are scored objectively.
They are paper and pencil tests or personality inventors.
b) Projective tests it is a test in which a candidate is asked to project his
own interpretation into certain standard stimulus situation. The way in
which he/she responds to these stimuli depends on his own values,
motives and personality.
c) Situation tests these tests measures an applicants reaction when he is
placed in a peculiar situation his ability to undergo stress and his
demonstration of ingenuinity under pressure. Such tests usually relate to
leaderless group situations, in which some problem is posed to a group
and its members are asked to reach some conclusion without the help of a
leader.
d) Interest tests these tests aim at finding out the types of work in which a
candidate is interested. They are inventories of the likes and dislikes of
the people of some occupation hobbies and recreational activities. They
are useful in vocational guidance and are assessed in the form of answers
to a well prepared questionnaire.
Interviews
Interviews are a crucial part of the recruitment process for most
organizations. Their purpose is to give the selector a chance to assess the
candidate and to demonstrate their abilities and personality. Its also an
opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an
attempt to secure maximum amount of information from candidate
concerning his suitability for the job under consideration.
The recruitment process for most organizations follows a common theme:
Applications/CVs are received, either online or by post; and candidates are
short-listed and invited for interview. The interview format can vary
considerably and may include an assessment centre and/or tests. The
number of interviews also varies. Some companies are satisfied after one
interview, whereas others will want to recall a further shortlist of candidates
for more. If successful at the final interview stage, an official job offer is
sent to the candidate. Interview format is determined by the nature of the
organization, but there are various standard formats.
Chronological Interviews -These work chronologically through the
candidates life to date and are usually based on the CV or a completed
application form.
Kinds of Interviews:
1. One to one interview: in this type of interview one selector
interviews one candidate alone.
2. Informal interview: in this type there are discussions between the
candidate and two or more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging
overall aspects of the job are asked. They focus directly on elements
of person specification.
4. Direct planned interview: this interview is straight forward, face to
face, question and answer situation intended to measure the
candidates knowledge and background.
5. Indirect and direct interview: in this type of interview the
interviewer refrains from asking direct and specific questions but
creates an atmosphere in which the interviewee feels free to talk and
CHAPTER-3
RECRUITMENT AND SELECTION
IN
SEL MANUFACTURING
COMPANY LIMITED
CHAPTER-3
RECRUITMENT AND SELECTION IN SEL
MANUFACTURING COMPANY LIMITED
3.1
RECRUITMENT:
SEL Manufacturing Company Limited s provide in the
SELECTION:
The selection process starts immediately, after recruitment.
TRAINING:
Training is provided to improve performance of employees on
specific job. Practical training for 3 months is provided like on the job
training, off the job-training, apprenticeship training, vestibule training
are provided.
3.4
DEVELOPMENT:
After providing the training for improving the performance next
Approving
recruitment
authorities
VC and MD
for
This policy is applicable to all full time associates (except the recruitment
related associates of HPD/ P&A department and concerned Head of the
Department) of the company at all locations.
The aim of the program is to make the recruiting process more effective and
to create a talent pool of high potential people in the organization and to
identify and engage performing people known to the company associates
for their contribution in the industry.
30% of the reward money will be paid soon after the candidate joins
the organization. In case the candidate leaves the organization before
6 months of his joining, the same will be removed from the referring
associate.
Balance 70% of the amount will be given after the 1 st performance
review of the candidate is over and on candidate getting at least
GOOD or equivalent rating in the review.
3) Recruitment agency:
The company is having written agreements with some of the
agencies for manpower recruitment.
Details of the position required, will be intimated to the agency
through email/phone by the HPD.
Based on the required, the agency will send the suitable profiles to
HPD.
The agency must guarantee the candidate for at least 3 months, if
within 3 months the candidate resigns the agency must provide
alternate source with free of cost.
4) Advertising :
5) Relatives of associates:
Relatives of associates can work in the organization, the associate needs to
declare in case of referring a relative for a particular job position.
6) Re-joining of ex-employees:
In general the organization does not encourage joining of ex-employees
who have voluntarily left the organization left the organizations to join
back. However, in case an associate possesses exceptional skills and if the
organization feels that by joining, the associate would be adding
tremendous value to the organization, the organization may consider the
associate for the required position upon approval of the VC & MD.
Step 2:
Once the short-list is completed it will be return to HPD. HPD will
intimate all the short-list candidate by phone or email advising them
of their interview date, venue, time etc.
Step 3:
The company is having a full-fledged Talent Engagement Form
which should be filled by all the candidates at the time of interview.
This form contains all the details of the candidate i.e. his/ her family
background, qualification, experience details, references, salary
particulars etc.
The short-listed candidates will go through a selection process
consists of all/ one combination of the following based on the need.
Written-test
GD (in case of campus selection)
Interview
Interview panel will consist of:
Functional experts from within/outside the organization
Department/ division head
Representative from HPD/ P & A
Step 4:
After 1st round interview, the interview panel short lists the candidates
(if the no. Of candidates attended are high compare to the available
positions) for the final round interview.
Step 5:
HPD will conduct the referral verification of the selected candidate by
consulting the references given by the candidate at the time of the
interview. If any complaints received against the candidate during
referral verification, that candidate will be deleted from the selected
list. If the candidate found good in referral verification also, offer will
be sent to the candidate.
Offer Letters will be sent to the selected candidates by HPD. After
getting the letter the candidate has to confirm his joining and
accordingly confirmation must be sent to the HPD.
Step 6 (on the day of joining)
On the day of joining the candidates will be sent for Medical checkup,
based on the cadre they have selected.
The candidate must submit the following documents to HPD. HPD
will verify these documents and will be filed in the individual fie of
the candidate.
Acceptance of the offer of the appointment duly signed.
Original education certificate along with one photocopy set for file
copy( the original certificates will be return immediately to the
Fitment of Trainees:
The company recruits various categories of trainees from different
educational backgrounds for pre- defined training period. The company
shall have no obligation to regularize the trainee in the regular roles of the
company after completion of the training period. The performance/ progress
of the trainee will be evaluated every 3 months during his/ her training.
Work life policy: This policy explains the associates working days, time,
attendance, dress code, personnel data, and facilities to the employees at
work place.
Working days: All days except 2nd and 4th Saturday, weekly holiday
Benefits:
Employees PF and pension schemes
Group insurance scheme in lien of EDLT
Gratuity (for employees who completed 5 years of continuous service)
Superannuation scheme for management cadres(NG1-NG8)
Long service awards on founders day (28 November)
Leaves policy:
Compulsory paid holidays-9 Days
Types of leaves
Days
Casual leaves
7 days
Sick leaves
11 days
Annual leaves
21 days
Birthday leaves
days
Maternity leaves
Paternity leaves
Travel policy:
Travel claim: All bills enclosed with travel plan, all expense mentioned
in that enclosures, and send to respective department for further process.
Intradepartmental transfer
Interdepartmental transfer
From one location to other
Process:
Transfer request by associates
To fill Transfer form
Relocation expenses
DESIGN
Business requirements
DELIVERY
Internal program
External
program/seminars/long term
courses
E-learning
EVALUTION
Post program
Pre and Post program
On the job
Return on investment
Separation
Resignation is a voluntary separation initiated by associate if he/she is
desirous leaving the service of the organization. All associates are required
to give a notice in writing if they wish to discontinue their employment
relationship with the organization. Process, notice period cadre wise,
retirement, termination, death benevolent assistance, final settlement.
Retirement 58 years
Post facilities after retirement are- hospitalization scheme, pension etc
Death benevolent assistance funeral expense i.e. Rs. 3500/Discrimination and harassment policy: Through grievance resolution
committee
Technology used: Applicability to information Technology infrastructure
available at work location.
Ease of work
Optimization of performance
Ease of maintenance
CHAPTER-4
OBJECTIVES OF THE STUDY
To get right person at right place and in right time, the organization should
have the specific and clear policies and recruitment and selection methods
which are essential for the growth of the organization.
To analyze the actual recruitment process in SEL Manufacturing
Company Limited
To review the importance and needs of recruitment and selection
process.
To analyze various sources of recruitment.
To explain the importance of recruitment.
To evaluate various tools and techniques.
To identify appropriate recruitment sources.
To analyze role and techniques of selection.
To explain outsourcing.
To discuss e-recruitment services.
To search or headhunt people whose skills fit into the companys
values.
CHAPTER-5
RESEARCH METHODOLOGY
CHAPTER-5
RESEARCH METHODOLOGY
5.1
INTRODUCTION
The research was done in order to understand the Recruitment and Selection
Process followed at SEL Manufacturing Company Limited and the
perception of the employees from all the cadres regarding it. To know how
an organization performs in terms of productivity and this should be directly
proportional to quality and quantity of its human resource. In order to get
the right kind of people in right place in the right time the organization
should have the specific and clear personnel, policies and recruitment
methods which are essential for the growth of the organization. Hence it
was necessary to conduct a research on the process.
5.2
Sample Size:
5.4
Research Design
Sampling Design
5.5.1 Sampling
An integral component of a research design will be the sampling plan.
Specifically, it addresses three questions
Whom to survey (The Sample Unit)
How many to Survey (The Sample Size)
How to select them (The Sampling Procedure)
5.5.2 Sample Size
A Sample size of 51 employees will be considered from SEL Manufacturing
Company Limited
5.5.3 Sampling Technique
Non-probability convenience sampling technique will be used to select the
respondents.
Primary Data:
Secondary Data:
Research Design:
Descriptive research
Research Instrument:
Questionnaire
Sampling Plan
i) Sample Method :
Non-Probability Sampling
(Convenience Sampling Technique)
51
5.9
CHAPTER-6
DATA ANALYSIS
AND
INTERPRETATION
Strongly Agree
10
19
Agree
30
59
No opinion
14
Disagree
Strongly disagree
51
100
Total
Fig No.6.1
Strongly Agree
strongly disagree
Agree
4% 4% 20%
14%
no opinion
disagree
59%
Interpretation:
Near about 19% of the respondents strongly agree with the statement that
recruitment and selection process of company meets the current legal
requirement and 59% are agree only so, total 78% of the respondent are in
favor that the process of recruitment & selection meets the current legal
requirement.
Table No.6.2
Response
Percentage
Strongly Agree
13
25
Agree
30
59
No opinion
10
Disagree
Strongly disagree
Total
51
100
Fig No.6.2
10%
4% 2%
25%
Strongly Agree
Agree
no opinion
59%
disagree
strongly disagree
Interpretation:
The question was raised to know that employees are aware about the
companys recruitment & selection policy or not. Near about 59% are
agreed that the recruitment & selection policy is clearly stated and only 4%
are disagree.
Table No.6.3
Percentage
Strongly Agree
18
35
Agree
19
37
No opinion
11
22
Disagree
Strongly disagree
51
100
Response
Total
Fig. No.6.3
4% 2%
22%
35%
Strongly Agree
Agree
no opinion
37%
disagree
strongly disagree
Interpretation:
As per the respondent response near about 37% are agree with the statement
that internal source is better for company, 22% having no response and 4%
are disagree with the statement.
Table No.6.4
External source is better for company
Response
No. of
Respondents
Percentage
15
30
20
40
18
51
100
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Total
Fig. No.6.4
18%
4%
30%
Strongly Agree
Agree
40%
8%
no opinion
disagree
strongly disagree
Interpretation:
Near about 40% are disagree with the statement that external source is
better for companys recruitment process and about 30% are in favor of this
statement.
Table No.6.5
Scarcity of manpower at the working place.
No. of
Respondents
Response
Percentage
Strongly Agree
10
Agree
10
No opinion
13
25
Disagree
22
43
Strongly disagree
12
51
100
Total
12%
10%
10%
Strongly Agree
Agree
43%
25%
no opinion
disagree
strongly disagree
Interpretation:
Near about 43% are disagree with this statement, means they are not feeling
scarcity of manpower and Only 10% are agree with this statement.
Table No.6.6
Right person at the right job
No. of
Respondents
Response
Percentage
Strongly Agree
17
Agree
22
43
No opinion
18
Disagree
14
Strongly disagree
Total
51
Fig. No.6.6
14%
18%
8% 18%
43%
100
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Interpretation:
It is very important for any organization to recruit skilled manpower, to
achieve its business target. The question was raised to know the opinion that
right job is performed by right person. So 43 % are agree and near about
14% are disagree.
Table 6.7
Employees competency match with the job specification.
No. of
Respondents
Response
Percentage
Strongly Agree
Agree
20
39
No opinion
21
41
Disagree
10
Strongly disagree
Total
51
No.6.7
10%
8% 2%
39%
Fig.
100
Strongly Agree
Agree
no opinion
41%
disagree
strongly disagree
Interpretation:
Nearly 39% are agree with this statement and 10% are disagree but
surprisingly 41% gave no opinion this means they are not aware about other
competencies.
Table No.6.8
Satisfaction with the external source (job portals) for
recruitment process.
Response
No. of Respondents
percentage
Strongly Agree
Agree
No opinion
22
49
Disagree
15
33
Strongly disagree
51
100
Total
Fig No.6.8
2% 7%
9%
33%
Strongly Agree
Agree
49%
no opinion
disagree
strongly disagree
Interpretation:
Some respondent are satisfied with the external source of recruitment ,It is
observed that most of the candidates are recruited through Reference or
other internal source and about 49% have no opinion the external sources
like job portals, consultancies.
Table No.6.9
To what extent employee satisfaction reference for recruitment process.
No. of
Respondents
Response
Percentage
Strongly Agree
10
20
Agree
20
40
No opinion
Disagree
11
22
Strongly disagree
14
51
Fig No.6.9
100
Total
14%
20%
Strongly Agree
22%
Agree
4%
40%
no opinion
disagree
strongly disagree
Interpretation:
40% of respondent are in favor of the statement that they are satisfied with
the employees referral, this helps in getting known candidates as company
knows the skill and behavior of the recruitee. But near about 22% are
disagree with the statement so, recruitment process need good external
sources for recruitment process.
Table No.6.10
Response pattern
percentage
Strongly Agree
14
28
Agree
20
40
No opinion
Disagree
10
20
Strongly disagree
Total
51
Fig No.6.10
8%
100
28%
20%
Strongly Agree
Agree
4%
no opinion
40%
disagree
strongly disagree
Interpretation:
Near about 28% of the candidates are strongly satisfied with the selection
procedure and 8% strongly disagree. This shows right person in right job.
CHAPTER-7
FINDINGS
FINDINGS
It is founded that:
Near about 19% of the respondents strongly agree with the statement
that recruitment and selection process of company meets the current
legal requirements, and 59% are agree only so, total 78% of the
respondent are in favor that the process of recruitment & selection
meets the current legal requirement.
The question was raised to know that employees are aware about the
companys recruitment & selection policy or not. Near about 59% are
agreed that the recruitment & selection policy is clearly stated and
only 4% are disagree.
As per the respondent response near about 37% agree with the
statement that internal source is better for company, 22% having no
response and 4% are disagree with the statement.
Near about 40% are disagree with the statement that external source is
better for companys recruitment process and about 30% are in favor
of this statement.
Near about 43% are disagree with this statement, means they are not
feeling scarcity of manpower and Only 10% are agree with this
statement.
It is very important for any organization to recruit skilled manpower,
to achieve its business target. The question was raised to know the
opinion that right job is performed by right person. So 43 % are agree
and near about 14% are disagree.
Nearly 39% are agree with this statement and 10% are disagree but
surprisingly 41% gave no opinion this means they are not aware about
other competencies,
CHAPTER-8
LIMITATIONS
LIMITATIONS
The following are the limitations faced during the course of the study:
Chance of biased responses especially on the part of workers could
not be eliminated though necessary steps were taken for the same.
Less duration of study
The questionnaire contained mostly multiple-choice questions ;
therefore many respondents may not have given a proper thought
before answering the questions.
Sample size was quite small to come to exact conclusion.
The research sample was limited to one tenth of the total employees
hence the information gathered could be limited.
The conclusions are derived from the response of the employees
which are expected to be unbiased.
CHAPTER-9
SUGGESTIONS
CHAPTER-9
SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction
with some of the recruitment manager, company associates and based on the
responses received from the associates the following suggests are made to
the company for further improvement of the policy.
1. Recruitment feedback should be taken by the candidates to improve
the recruitment process.
2. The employees should be called for the interview only after checking
their educational qualifications and job experience in a proper way so
as to save the time and cost involved in the recruitment process.
3. Internal job posting to be preferred to reduce cost of recruitment.
4. Organization should use social networking sites for creating pool of
good candidates.
CHAPTER-10
CONCLUSION
CONCLUSION
Workforce planning is vital if a business is to meet its future demands for
staff. It allows a business time to train existing staff to take on new
responsibilities and to recruit new staff to fill vacancies or to meet skill
shortages.
SEL Manufacturing Company Limited is a company with many job
opportunities, including management, graduate, school leaver and
apprentice posts. SEL Manufacturing Company Limited needs to have
people with the right skills and behaviours to support its growth and
development.
SEL Manufacturing Company Limited has clear organisational structures,
detailed job descriptions and person specifications. It provides user-friendly
ways of applying for jobs and a consistent approach to recruitment and
selection. This means it can manage its changing demand for staff.
BIBLIOGRAPHY
BIBLIOGRAPHY
H. John Bernardin Human Resource Management, Fourth
Edition, Mc Graw Hill, 2000.
Angelo S Denisi, Human Resource Management ,Second
Edition, Biztantra, 2005.
Gary Dessler, Human Resource Management Tenth Edition,
Pearson Education, 2007,pg. no.423-530.
C.R. Kothari, Research Methodology Methods and Techniques,
Second Edition, New Age International Publishers, 2004.
Information from Company Policy Manual
Recruitment
and
Selection
by
Websites:
www.selindia.in/
www.management.org
http://www.ssa.vic.gov.au
Duncan
Brodie-
QUESTIONNAIRE
QUESTIONNAIRES
I, Sunil Kumar, student of ACIIT, Ludhiana, am doing project on
RECRUITMENT AND SELECTION in the field of Human Resource
Department. I would be grateful if you could spare few minutes and
answer the questions below. The answer will be kept confidential and
used for academic purpose only.
[Kindly tick ( ) the options you think are right ]
1) The recruitment and selection process of company meets the
current legal requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree
b) 25% c) 50%
d) 75%
e) 100%
b) 25% c) 50%
d) 75%
e) 100%
10)
b) 25% c) 50%
d) 75%
e) 100%