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ABOUT NKG INFRASTUCTURE

NKG Infrastructure is a construction company in India, with expertise in the execution and
construction of infrastructure projects. Governed by a highly qualified Board of Directors, the
company deploys over 1,456 employees including 412 professionals across its network of
branches and work-sites. The company has strong construction capabilities and is empanelled
with leading developmental organisations including National Highway Authority of India.

The company has capabilities in construction of roads, bridges, electrification network including
erection of power substations, institutional and residential buildings, and potable water and
drainage lines. Certain major projects successfully completed by us since our inception include
widening of the Noida-Greater Noida Highway, Noida, Uttar Pradesh and strengthening of the
Raj Nagar Zonal Road, under the ‘Raj Nagar Scheme’, Ghaziabad, Uttar Pradesh. NKG
Infrastructure takes pride in executing challenging projects that involve special skills, personnel,
equipments and material. A dedicated and competent team of planners, designers and
construction engineers enables it to optimise resources and deliver quality infrastructure to its
customers with cost and time advantages.

MANAGEMENT

Mr. Naresh Kumar Garg; Chairman

Having incepted NKG Infrastructure in 1989, Mr. N.K. Garg is the key architect of its evolution
as a professionally run company . He has over 30 years of experience in construction business
and has been responsible for strategic direction and development of our Company in relation to
major construction projects of our Company.

Mr. Pradeep Kumar Garg; Managing Director

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A law graduate and a fellow member of Institute of Chartered Accountants of India, Mr. Pradeep
Kumar Garg has 19 years of experience in the construction business. As a key financial expert,
his participation in arrangement of funds/working capital, cost analysis of the projects together
with the exploration of newer avenues of investment is instrumental in the growth of the
company.

Mr. Rakesh Kumar; Executive Director

Mr. Kumar has over 22 years of experience in corporate finance, budgeting, system
implementation and administration with various corporations such as the Gujarat Co-operative
Milk Federation Ltd. (Amul), Paradeep Phosphate Ltd. and Triveni Structures Ltd. Mr. Kumar is
a commerce graduate and associate member of the Institute of Cost & Works Accountants of
India.

MACHINERY

At NKG Infrastructure, we strongly believe that the use of latest equipment is key to timely
deliverance and success of projects. That’s why we have updated state-of-art machinery that can
be easily customised depending upon the challenges and deadlines involved.

NKG has spanned its presence across the nation with its Hot Mix and wet mix plants, located at
different sites in northern India. Keeping pace with contemporary technological headways, the
Company has employed Tippers, Pavers, Vibratory Rollers, Concrete Pump, Rollers, JCB &
other machines required to carry out construction.

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 Recognitions & Awards

NKG Infrastructure’s technical and project execution capabilities have been well recognized by various
Governmental Bodies, Global Institutions and leading Infrastructure Developers of India which is reflected
in form of awards, empanelment and certifications. Some of them are:

 Registered ‘Grade A’ Contractor with various State Governments & Departments etc.

 Chairman of the Company, Mr. N. K. Garg being conferred ‘UDYOG RATTAN’ award by ‘Institute of
Economic Studies’ in September, 2007.
 3rd CIDC Vishwakarma Award 2011 for the Best Professionally Managed Company, having turnover
exceeding Rs. 1000 Crores from Construction Industry Development Council – the apex body established
by the Planning Commission of India and the Construction Industry.
 Accreditation of ISO 9001:2008, ISO 14001:2004 and OHSAS 18001:2007.
 Registration of NKG Infrastructure’s Logo under Trade Mark Act and Copyright Act.

CSR

CONTRIBUTING THROUGH CSR PROGRAMS

We, at NKG Infrastructure Limited, believe corporate social responsibility is the buzzing words
in every sphere of the corporate sector and CSR has its ethos in the business self regulation, We
equally believe that our business is built around strong social relevance of inclusive growth by
supporting the common man in meeting their financial needs which is considered as integrated
and inseparable part of the business models. The company is committing to serve the society’s
ensuring environment protection. In its commitment to be engaged in meaningful and business
aligned CSR activities, The Company has undertaken this activity in consign to the activities
referred to in Schedule VII of the Companies Act, 2013. Further protection of environment is a
wide activity and it can be included Ensuring environmental sustainability, ecological balance,
protection of flora and fauna, animal welfare, agro forestry, conservation of natural resources and
maintaining quality of soil, air and water; it may includes horticulture, plantation, agro farms
forestry, reducing the environment pollution , afforestation, projects on non-conventional energy
(biogas), animal husbandry programs, forest conservation projects, water resource management
and soil conservation, promoting micro-irrigation etc. The environment, protection of the
indigenous people and other similar social responsibilities are also annexed with the environment
and the corporate social responsibility Further the Company may take up all or any projects,
programs if activities falling under Schedule VII of the Companies Act, 2013. The basic aim or
object of the corporate social responsibility is to give the responsibility on the companies to give
positive impact on environment, consumers, employees, communities, etc through their
business.

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 POWER PROJECTS

Solar Power

Foray Into Solar Energy: Our Company did envisage entering into solar power and had been exploring
various possibilities and opportunities. It was allotted a Solar Power Project of 10MW capacity at Soar Park,
Village Charanka, Taulka Santalpur, District Patan, Gujarat by 'Energy & Petrochemicals Department' –
Government of Gujarat on 14th October 2010 in accordance with the provisions of the Solar Power Policy
of Government of Gujarat. For this purpose, the company has already signed the Power Purchase Agreement
(PPA) with Gujarat Uttar Vij Nigam Limited (GUVNL).

We executed the solar power plant in record time and the 10 MW plant was commissioned well ahead of
scheduled time in the Charanka Solar Park in Gujrat. Our plant has the highest generation in the Solar Park,
Charanka. This is due to superior quality of solar modules and inverters installed, technologically sound and
efficient design and focus on quality operations and maintenance. A team of well qualified engineers and
staff looks after the daily operations & maintenance of the plant. Some of the salient features of the plant
are:

 Amongst the highest generating Solar plants in Gujarat

 Spread over 66 acres of land
 Use of Crystalline silicon modules technology imported from Germany
 One of the largest string inverters plant in Asia(Only plant to use string inverters at Charanka Solar Park)
 Aesthetically pleasing technological sound design
 Weather-proof motor-able roads in the plant for routine O&M
Thermal Power

Further, our subsidiary company, NKG Infrapower Limited has also entered into the Memorandum of
Understanding (MOU) with the Government of Madhya Pradesh for setting up of Thermal Power Project of
capacity of 660 MW at Rajgarh District, Madhya Pradesh. This Project is at an early stage of development
and our subsidiary company has already started to acquire the land and take other necessary steps in this
regard.

BRIDGES

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 Construction of four lanes Bridge over the meandering river Assan at Dehradun, Uttarakhand.

 Construction of two lanes approaches of the ROB at Taraori at level crossing No. 78 in Km. 135/6-4 on
Delhi Ambala Railway Line crossing at District Karnal, Haryana.
 Construction of ROB at railway crossing No. 143 at Rewari –Bhatinda railway line on NH-10 at Sirsa town,
Rohtak.
 Construction of approaches of two lanes ROB in lieu of level crossing No. 19-C on Subana Kosli Nahar
Kanina Road, near Kosli Railway Station on Rewari Hisar Bhatinda Railway Line (in Km. 28.1/2) in
District Rewari, Haryana.
 Construction of two lanes ROB over Railway crossing No. 57B over Delhi-Rewari Railway Line crossing
no. NH-71 (in Km. 436) in Rewari.
 Construction of four lanes ROB along with its approaches at Lachiwala (Km. 174.360 to Km. 175.100) on
NH-72.
 Construction of four lanes flyover in District Varanasi on Varanasi Cantonment, Mugalsari Road, near
Chaukaghat crossing, Uttar Pradesh.

Roads and Highway s

 Up-gradation, renovation and new construction in the Jawaharlal Nehru Stadium complex, New
Delhi.

 Procurement of civil works in relation to SH-22 under ‘MPSRSP-II’ scheme – Hoshangabad

(Budhni) – Nasrullaganj – Khategaon.
 Construction of the balance work of a segment of the Lucknow-bypass connecting NH-25 and
NH-28 via NH-56, passing through Lucknow, Uttar Pradesh.
 Rehabilitation of a segment of SH-13, from Barabanki to Haidergarh Bachhrawan (from Km.
96.750 to Km. 175.000) and Asandra Ramasanehighat MDR -03 (from Km. 0.000 to Km.
17.250).
 Widening and Strengthening of Laharpur Road (Km. 0.000 to Km. 25.00) at Sitapur, Uttar
Pradesh.
 Widening and Strengthening of Draman (Shahpur) – Sihunta - Chowari - Jot Chamba –
Bharmpour road section (Km. 0.000 to Km. 24.000) at Shimla, Himachal Pradesh.
 Strengthening of a segment of NH – 235 in the Meerut – Hapur section (Km. 0.410 to Km.

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 34.00).
 Construction of Approach Road from SH-127 Junction to Solar Park Phase –I at District Patan,
Gujarat.
 Widening, Strengthening and Footpath Work from Mohan Nagar to Meerut Tiraha and Dabur
Tiraha to Mohan Nagar Road from 6 lane to 8 lane at Ghaziabad.

Buildings, Hospitals & Medical Colleges

 Construction of 528 units of ‘Low Income Group’ houses at Noida, Uttar Pradesh.

 Construction of 512 units of ‘Low Income Group’ houses at Noida, Uttar Pradesh.
 Construction of ESIC Medical College and Staff Housing at Faridabad, Haryana.
 Expansion of New Block, New Staff Quarters and Face Lifting/Interiors for ESIC Hospital at Sector-24,
Noida
 Construction of ESIC Medical College and Staff Housing at Basai Darapur, New Delhi.
 Modernization of existing hospital and construction of buildings for the Dental College, Auditorium,
Residential Buildings, Hostels, Site Development and other allied works in Kanpur, Uttar Pradesh.
 Construction of Dwelling Units including allied services for Director General Married Accommodation
Project (DGMAP) at various places in Goa, Rajasthan and Punjab.
 Construction of Dwelling Units and allied services for Military Engineering Services (MES) at Leh and BB
Cantt Srinagar.
 Construction of Four Storeyed (G+3) & Residential Flats at Greater Noida.

OTHERS

Hydro Projects:

 We have been sub-contracted for construction of ‘adit-cum-spillway tunnel’, ‘cut and cover section’ and
‘division and care’ of river Satluj and head raise tunnel (“H.R.T”) hydro-electric (“H.E.”) project,
Himachal Pradesh;
 Similarly, we have been awarded a contract for the construction of Kasauli adit-cum-H.R.T (Km. 4.00) at

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 Rampur H.E. Project, Himachal Pradesh.
Airport Projects:

 We have concluded construction works at the Chatrapati Shivaji International Airport, Mumbai,
Maharastra, pursuant to contract in the past;
 Further, we have been granted a contract for re-surfacing of the Air Force Station, Bhisiana, Bhatinda,
Punjab.

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 WORDS OF RESPECTED CHAIMAN

Our People - Our Pride

At NKG Infrastructure ltd., we believe that our employees are real pillars of strength who enable us
to execute complex projects in time and costs and deliver quality projects to exceed customer
expectations. We believe in empowering our people and creating a people centric culture. Our mission
is to develop customer centered values in our employees and facilitate them to excel in their
professional, personal and social life.

At NKG Infrastructure, the rein of the company is in the hands of highly motivated and qualified
professionals from premier institutes of India like IITs, NITs etc. as well as experienced employees
having worked in numerous companies across India. Bright, talented, enterprising and ambitious
people interested in establishing a successful career in construction industry work and grow with us.

The art of construction and project management is no doubt a team effort where the skill, competence
and dedication of every member are required right from the labours at site to the board of directors.
We actively take steps to foster unity in our employees and create a collective high performance
environment.

Some of our work ethics include:

 To provide a steep learning curve and exposure to different areas for continual development
 To empower employees to take independent decisions
 To ensure a good work-life balance for overall well-being
 To enable performance, constant feedback and mentoring is provided
 To work diligently with honesty, dignity and self-esteem
 To encourage risk-taking and new innovative ideas
 To work as a team and create a cohesive atmosphere
 To constantly challenge, excite and motivate one another to create a performance driven culture
 To encourage meritocracy and transparency in awards and recognitions
At NKG Infrastructure we believe, your future is our future. So come, let’s shape it together!!

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 INTRODUCTION TO TOPIC

Definition of Human resource

Human resources is a term used to describe the individuals who comprise the workforce of an
organization, although it is also applied in labor economics to, for example, business sectors or
even whole nation

Definition of Human resource management

Human Resource Management (HRM) is the term used to describe formal systems devised
for the management of people within an organization. The responsibilities of a human
resource manager fall into three major areas: staffing, employee compensation and benefits,
and defining/designing work.

WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT

An organization is nothing without human resources. What is IBM without its employees? Same
is in a hotel industry. It is totally based on managing people or manpower in an efficient way.

When we think about the million of organization that provide us with goods and services, any
one of more of which will employ us during our lifetime, often do we explicitly consider that
these organization depend on people to make them operate? It is only under unusual
circumstances, such as when clerks go on strike at our local supermarket, or the teachers
walkout from our schools, colleges or employees working in an hotel industry, that we recognize
the important role play in making organization work.

There are some question which are listed down in order to know how important HRM is are :

 How did these people come to be employees in an organization?

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 How were they found and selected?

 Why do they come to work on a regular basis?

 How do they know what to do on their jobs?

 How does management know if the employees are performing adequately? If they are not,
what can be done about it?

 Will today’s employees be prepared for the work the organization will require of them in ten,
twenty - thirty years?

Management : It is the process of efficiently getting activities completed with and through other
people. The management process includes the planning, organizing, leading, and controlling
activities that take place to accomplish objectives.

With reference to our definition, Goals are the “activities completed”. Limited resources are
implied in “efficiently”. People are those in “through other people”.

 First goals are necessary because activities must be directed toward some end. There is a
considerable truth in the observation that “if you don’t know where you are going, any road
will take you there”. The established goals may not so explicit, but where there are no goals,
there may be a need for a new managers or no need for managers at all.

 Second, there are limited sources. Economic resources are scarce therefore, the manager is
responsible for their allocation. This requires not only that managers be effective in
achieving goals that are established but they be efficient in relating output to input. They
must seek a given output with a lower input that is now being used or, for a given input,
strive for a greater output. It again depends how much the manager knows about his
capacity and how he designs his planning structure and how efficiently he gives a better
picture and utilizes it accordingly.

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 Managers , then are concerned with the attainment of goals, which makes them effective,
andThe need for two or more people is third and last requisite for management. It is with and
through people that managers perform their work.

Managers are those who work with and through other people, allocating scarce resources, to
achieve goals.

with the best allocation of scarce resources, which makes them efficient.

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RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment, selection, placement,

induction, compensation, maintenance, development, welfare etc. of Human Resources of any
organisation to enable the organization to meet its objective while also enabling the human
resources to attain their individual goals.

As is evident from the definition of the concept the entire theme revolves centrally around
human resource and its role in enabling simultaneous satisfaction of individual and
organizational goals.

The immediate conclusion that follows from this is that the prime movers of the organisation are
the individuals. The process of bringing employees into the folds of organisation is termed as
recruitment and can be unambiguously treated as the central pillar for foundation stone of the
entire concept of human resource management.

It is easy to see why recruitment has accorded such a high position out of the various facets of
human resource management. The reason is simply that unless one has human resource in the
organisation whom will the human resource managers manage or whose energy will they
channalise productively and usefully.

Keeping this idea into mind this Projects is an attempt to study various options that are available
both theoretically as well as practically for an organisation to launch itself into the task of
recruitment.

The entire report is divided into various sub-sections which appear in a chronology of events that
are steps in the process.

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DEFINITION

The success of and organisation largely depends upon the Team of the skilled and qualified
human resources who are chosen out of number of applicants for the job. It is the primary duty of
the HRD department to procure and maintain an adequate qualified working force of various
personnel necessary for manning the organisation.

Procurement function of personnel Department includes three major sub-functions- (A)

Recruitment; (B) Selection: and (C) Placement on the job.

Recruitment is the positive process of employment. The process of Recruitment is to identify the
prospective employees, attract, encourage and stimulate them to apply for the job, Interview the
eligible and select them for a particular job in the organisation.

Recruitment is a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting selection of an efficient
working force.

------------Yoder

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RECRUITMENT PROCEDURE IN NKG INFRASTRUCTURE

Human resource is a most valuable asset in the Organisation. Profitability of the Organisation
depends on its utilisation. If their utilisation is done properly Organisation will make profit
otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a
Company, he may not run the business. So right man should be procured at right place in right
time, otherwise their proper utilization may not be done. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. These information
are obtained through Job Analysis, Job Descriptions, Job Specifications. NKG procure
manpower in a very scientific manner . It gets information by use of these important documents
like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be
unsuccess. Before recruit a person all information regarding job, working conditions, duties and
responsibilities of job doer, Skills experiences qualifications of an employee to do the particular
job is highly essential. To obtain the pertinent information regarding job, duties, responsibilities,
working conditions, skill efficiency, education and experience of the employee, NKG, gets the
help of Job analysis, job description and job specifications.

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HRM MODEL

Training and Development

- Focus is on identifying and

assessing

Union/labour Relation  Organization

Focus : Assessing healthy Development

union/organization Focus : assessing

relationship. healthy inter
relationship as bell as
intra

 

Employee Assistance - Quality of work life Organization/Job

Focus : Providing - Productivity Design.
personal problem  - Readiness to change  Focus : defining how
solving, canceling to tasks, authority and
individual employees system will be organized

 

Compensation and Human Resource Planning

Benefit : Determining the origins

Focus : Assessing major HRM needs

compensation and strategies and policies


benefits



Personnel research Selection and Staffing :

and information Focus : Matching people and
systems their career needs and
Focus : assuring a capabilities with join and
personnel information career path
base

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From the above introduction about Human Resource management, it has been pretty clear
that how important is human resource and its allocation. Again it depends on human resource
planning. So the next question which arises is what is Human Resource Planning?

HUMAN RESOURCE PLANNING

It is one of the most important and essential programme of Human Resource Management.

Human Resource Planning is the process by which an organization ensures that it has right
number of people, right kind of people, at the right places, at the right time, capable of the
right places, at the right time, capable of effectively and efficiently completing those tasks
which will help the organization to achieve its overall objectives as well as goals. Human
Resource Planning then, translation the organization’s objectives and plans into the number of
workers needed to meet those objectives. Without clear-cut planning, estimation of
organization's human resource need is reduced to more guesswork.

Of all the “MS” in management (the management of materials, machines, methods, money,
motive power), the most important is “M” for men or manpower. Manpower is a primary
resource without which other resources like money, machines materials can not be put to use.
Even in the age of computer and Robert it requires human resources to execute it and plan
further improvement. It is the most valuable asset of an organisation.

If people of poor caliber are hired, nothing much can be accomplished and Grasism’s law will
work the bad people will drive out the good car cause them to deteriorate.

Organisation of men for managing a purpose is age-old, even though, this science of
management is yet in a developing stage especially in developing countries.

Effective utilisation of manpower resources is the key note of manpower management. Ever
since the factory system, production managers have devoted a great deal of time and effort to the
physical organisations of the industry. During the nineteenth Century the average employer in
their efforts to reduce costs centralised their attention upon management of men and machines.

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Man management is basically concerned with having right type of people available as and when
required and improving the performance of the existing people to make them more productive on
their job.

Recruitment forms the first stage in the process which continues with selection and ceases with
the placement of the candidates. It is the next step in the procurement function, the first being the
manpower planning. Recruitment makes it possible to acquire the number and types of people
necessary to ensure the continued operation of the organisation. Recruiting is the discovering of
potential applicants for actual or anticipated organisational vacancies. In other words, it is a
linking activity bringing together those with jobs and those seeking jobs.

It’s purpose is to pave the way for the selection procedures by producing, ideally the smallest
number of candidates who appear to be capable either of performing the required tasks of the job
from the outset, or of developing the ability to do so within a period of time acceptable to the
employing organisation. The smallest number of potentially suitable candidates can in theory, of
course, be any number. The main point that needs to be made about the recruitment task is that
the employing organisation should not waste time and money examining the credentials of
people whose qualification do not match the requirements of the job. A primary task of the
recruitment phase is to help would be applicants to decide whether they are likely to be suitable
to fill the job vacancy. This is clearly in the interest of both the employing organisation and the
applicants.

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RESEARCH AND METHODOLOGY :

The study is carried on in a proper planned and systematic manner. This methodology includes
(i) Familiarization with the organisation.
(ii) Observation and collection of data.
(iii) Analysis of data.
(iv) Conclusion and suggestion based on analysis.

SCOPE OF THE STUDY

At this point we are nor concerned with desirability of recruitment process since it can not be
avoided. Instead our concern is focussed of those questions like recruitment for what purpose.
On what basis should it be written down and saved or not? If saved for ever or for a year or two?
These are issue to be argued and these are the elements that make manpower planning ground or
bad, effective or ineffective.

OBJECTIVE OF THE STUDY :

 Analyses the actual recruitment process in NKG
 The need of recruitment in NKG INFRASTRUCTURE
 The operational aspects of the industry. How far the process is accepted by it
 To find out the problem of employees

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Meaning of research

the systematic investigation into and study of materials and sources in order to establish facts and
reach new conclusions
Researchdesign

The term “researchdesign” can be defined as, The systematic study plan used to turn a research
question or research questions into a “testing project” or “experimental study”.

Types of Research Design

Exploratory Research

Exploratory research is an important part of any marketing or business strategy. Its focus is on
the discovery of ideas and insights as opposed to collecting statistically accurate data. That is
why exploratory research is best suited as the beginning of your total research plan. It is most
commonly used for further defining company issues, areas for potential growth, alternative
courses of action, and prioritizing areas that require statistical research.

When it comes to online surveys, the most common example of exploratory research takes place
in the form of open-ended questions. Think of the exploratory questions in your survey as
expanding your understanding of the people you are surveying. Text responses may not be
statistically measureable, but they will give you richer quality information that can lead to the
discovery of new initiatives or problems that should be addressed.

Descriptive Research

Descriptive research takes up the bulk of online surveying and is considered conclusive in nature
due to its quantitative nature. Unlike exploratory research, descriptive research is preplanned and
structured in design so the information collected can be statistically inferred on a population.

The main idea behind using this type of research is to better define an opinion, attitude, or
behavior held by a group of people on a given subject. Consider your everyday multiple choice

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question. Since there are predefined categories a respondent must choose from, it is considered
descriptive research. These questions will not give the unique insights on the issues like
exploratory research would. Instead, grouping the responses into predetermined choices will
provide statistically inferable data. This allows you to measure the significance of your results on
the overall population you are studying, as well as the changes of your respondent’s opinions,
attitudes, and behaviours over time.

I used descriptive research

SAMPLE SIZE

EMPLOYEE – 20 AND HR EXECUTIVE - 15

SAMPLE TECNIQUE

I have used simple random sampling..SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data. In primary source
of data collection the interview schedule and questionnaire and opinion survey were used and in
secondary source of data collection relevant records, books, diary and magazines were used.
Thus the source of data collection were as follows:

SOURCE OF DATA COLLECTION

PRIMARY SECONDARY
1. Interview schedule 1. Diary
2. Questionnaire 2. Books
3. Opinion Survey 3. Other records
4. Magazines

The investigator used structural interview schedule, questionnaire and opinion survey for
collection of data from primary source. Interview schedules were used for workers clerical,

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category and questionnaires were used for supervisory and executive cadre and opinion survey
was used to know the technology, perceptions, thoughts and reactions of the executives,
employees/workers and trade union members of the organisation.

The investigator used the secondary source like diary, books, magazines and other relevant
records for collection of data to know about the industry as well as the respondents.

LIMITATIONS:

Every scientific study has certain limitations and the present study is no more exception. These
are: -

1. Interviewing of the executive of top echelon position who are making recruitment is busy in
the Organisation State of affair. So it is not possible to contact all of those every busy
executives.

2. The terminology used in the subject is highly technical in nature and creates a lot of
ambiguity.

3. Confidentiality of the management is the strongest hindrance to the collection of data and
scientific analysis of the study.

4. All the secondary data are required were not available.

5. Respondents were found hesitant in revealing opinion about supervisors and management.

In spite of all these limitations, the investigator has made an humble attempt to present an
analytical picture of the study with some suggestion for the long run implementation

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 DATA ANALYSIS AND INTERPRETATION

Analysis of questionnaires from employee’s perspective about recruitment and selection

procedure in NKG infrastructure

1 .What is the reasons of the candidate to join the company

 Salary package
 Growth phase
 Working environment
 Job prospects
 Location of the company
 Career growth opportunity

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 salary
18%
22%
• Growth phase

• Working environment

8%
• Job prospects
22%

· Location of the company

20% · Career growth

12% opportunity

Interpretation-

From the above data we can see that most of the candidate are join the
Company for growth phase and for Career growth opportunity

2. How candidate recruited in the company

 Written exam
 Written exam and interview
 Written exam ,GD and interview

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 30%
• Written exam
40%

• Written exam and interview

• Written exam ,GD and

interview

30%

Interpretation-

As we see most number of candidate are recruited by written exam which is related to the
labor class of the company. Written exam, interview GD is use for recruiting the candidate
for middle level and higher level of management.

3. If a vacancy arises in ascertain department then which of the following two option
does the company adopt first and why
 Internal Recruitment
 External Recruitment

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 Preferred sources of recruitment used by the company

48% internal

52% external

Interpretation-

As we can see that HCL Company used internal source of recruitment more than the external source of
recruitment because of some because internal source of recruitment motivates the employees

4. Is the organization doing anything to reduce the employee turnover ratio?

(Tick whichever is applicable)

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  Better salary package

 More benefits

 Changes / Improving working condition

 Better promotion / career development opportunity

22% • Better salary package

10% • More benefits

60%
8%

Interpretation-

According to the above data organization reduce the employee turnover ratio by giving
them better promotion and carrer development opportunity more than other things

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 5. Is the company providing better working condition, promotion / career growth
opportunities for an employee?

 YES
 NOT RESPONDIND

2%

yes
not responding

98%

Interpretation-

From above data we analyze that company providing better working condition,
promotion / career growth opportunities to employees 98% of Employees says yes and
remaining 2% are not responding

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6. Does the company consider graduates with experience equivalent to postgraduates
without experience?

 YES
 NO
 NOT RESPOND

5%

YES
45%
NO
50% NOT RESPOND

Interpretation-

According to the data 45%employees says yes company consider graduates with experience
equivalent to postgraduates without experience and 50% of employees says

No and remaining are not responding

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 7. How would you rate the HR department’s performance in recruitment and selection?

 Not respond
 Adequate
 Excellent

20%

NOT RESPOND
adequate
10%
excellent

70%

Interpretation-

From the analyse of data we find 70% of employees rate the HR department performance
in recruitment and selection excellent

10% employees says adequate and remaining 20% are not responding

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8. Is the organization doing timeliness recruitment and Selection process?

 YES
 NOT RESPONDING

2%

YES

NOT
RESPONDING
98%

Interpretation-

From analyse the above data we find 98% of employees says that The organization doing
timeliness recruitment and Selection process And remaining 2% of employees are not
responding

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9. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

 YES
 NO

8%

YES
NO

92%

Interpretation-

From the above data we find that 92% employees says organization clearly define the
position objectives, requirements and candidate specifications in the recruitment process
and remaining 8% says no

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10. Does the policy of recruitment of company work efficiently?

 YES
 NO
 NOT RESPOND

20%

50%

30%
YES

Interpretation-

Form the above data we can analyse that the 50% of employee’ssays the policy of
recruitment of company work efficiently and 30%of employees say no and remaining 20%
are not responding

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11. Do you satisfied with your job?
 YES
 NO
 NOT RESPOND

10%

20%
YES
NO
NOT RESPOND

70%

Interpretation-

From above data we can see that 70% of employees are satisfied with their job and
20% says no and remaining 10% are not responding

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12. Do you feel that motivation is main factor for optimum utilization of existing
manpower?
 YES
 NO
 NOT RESPOND

10%

15% YES
NO
NOT RESPOND
75%

Interpretation-

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 75% of employee says that they feel that motivation is main factor for optimum
utilization of existing manpower and 15% say no and remaining 10% are not
responding

13. Do you feel that training imported by your organisation helps in performance?
 YES
 NO
 NOT RESPOND

10%

20% YES
NO
NOT RESPOND
70%

Interpretation-

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 70% of employees feels that training imported by organisation helps in
performance and 20% of employees not feel the same and remaining 10% are not
responding

14. Do you feel work load in your department?

 YES
 NO
 NOT RESPOND

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 10%
20%

YES
NO
NOT RESPOND

70%

Interpretation-

From above data we found that 70% of employees not feel any work load in their department
20% say that they feel work load and 10% of employee are not responding

15. Do you think job rotation will affect the recruitment policy?

 YES

 NO

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 NOT RESPONDIND

10%

YES
25%
NO
NOT RESPONDING

65%

Interpretation-

65% of employees think job rotation will affect the recruitment policy 25% of employees
say they don’t feel the same and 10% are not responding.

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 FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the replacement does
not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting less surely then
new employee.

6. Salary fixation has a halo effect.

7. Recruitment procedure is not fully computerized.

8. Manpower’s are recruited from private placement consultancy, who are demanding high
amount of fees, where as HRD Department is not fully utilized to recruit manpower by
advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus
which makes loss in the industry.

10. Manpower is recruited from reliable source however efficiency does not recognize.

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 Suggestions

1. Recruitment process should be fully computerized.

2. External source should be given equal importance with internal source. By which new brain
will be inducted in the company with skill, talent, efficiency etc.

3. Salary of labours should be increased

4. Proper inquiry should be done regarding previous employment of a candidate before

recruitment to avoid industrial disputes.

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42
 CONCLUSION

Studying the recruitment procedures of NKG, analyzing the respondents answers, opinion survey
and date analysis the researcher came to a conclusion that NKG is a growing Company. It has a
separate personnel department which is entrusted with the task of carrying out the various
policies, programme like recruitment selection, training etc. effectively and efficiently. The
business of NKG is carried on in a very scientific manner. In the saturation point of business it
need not waste the time to diversify into the another business. Management understands the
business game very well. At the time of difficulty it takes necessary action to solve the problem.
Now the personnel department of NKG is in infancy stage. It always try to modernize the
department. It strongly believes in manpower position of the organization because it knows in
the absence of ‘M’ for man all ‘Ms’ like money, material, machines, methods and motivation are
failure. It always tries to develop the human resources. In the absence of right man, material,
money, machines all things will not be properly utilized. So it always recruits manpower in a
scientific manner.

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BIBLIOGRAPHY

 Principles of Management - by koontz o’ Donel.

 Principles and practice of Management –by C.B. Gupta
 Principle and practice of Management –by L. M. Prasad.
 Personnel Management –by C.B. Mamoria
 www.nkginfra.com

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