1

ACKNOWLEDGEMENT

As I write this acknowledgement, I must clarify that this is not just a formal

acknowledgement but also a sincere note of thanks and regard from my side. I feel a deep

sense of gratitude and affection for those who were associated with the project and

without whose cooperation and guidance this project could not have been conducted

properly. It was a great privilege to work as summer trainee in Maharani of India.

Words fail me to express my regard towards Mr. SANJAY KUMAR (HR

MANAGER), who was not only my coordinator during the training but also a good

companion from whom I learnt a number of virtues of business and of life.

A note of thanks to my colleagues who have always encouraged, motivated and

given expert guidance to me.

In the end, I dedicate this effort of my to those persons who are lights of my life:

My respected teachers, My Parents and My friends who have been behind every

successful endeavor in my life.

RAVINDRA KUMAR
 2

PREFACE

The present era is of business and trade, without which probably the world

would not survive for even the second day. Amongst increasing competition, quick

thinking, faster decision making based on a complete knowledge and proper

implementation of the decisions taken has become a must.

Keeping all this into mind, MBA course has been designed to make the

students learn the virtues of how business is to be managed efficiently and

effectively, keeping into mind the long-term objectives of growth as well as

profitability.

A part of the completion of the course involves summer training in the

industry, which helps the students get complete practical exposure to the ways in

which business is done and also get an insight into management practices followed

by the industry. My summer training gained more significance as I did my training

at one of the most professionally and efficiently managed corporate in India

MAHARANI OF INDIA. This was a tremendous learning experience for me.

The project assigned is under the guidance of Mr. SANJAY KUMAR (HR

MANAGER). I learned a lot regarding administration of business during my

tenure, an experience that will probably help me a lot when I will join the

corporate world.

RAVINDRA KUMAR
 3

CONTENTS

1. RECRUITMENT & SELECTION

2. PROCEDURE OF RECRUITMENT & SELECTION IN

MAHARANI OF INDIA (GARMENT DIVISION)

3. INTRODUCTION TO THE COMPANY

 History of the Company

 Corporate Profile

 Product Range

4. RESEARCH METHODLOGY

 Objectives of The Study

 Research Design

 Data Collection Method

 Limitations of The Study

5. ANALYSIS AND INTERPRETATION

 FINDINGS & SUGGESTIONS

 CONCLUSION

 BIBLIOGRAPHY

 ANNEXURE
 4

CHAPTER-1
RECRUITMENT
AND
SELECTION
 5

INTRODUCTION

Having determined the human resources requirements the recruitment and hiring process'
begins. Recruitment is the process of searching for prospective employees and
stimulating them to apply for the jobs in the organization. Recruitment is a linkage
activity bringing together those with jobs and those seeking jobs.
"Recruitment is the process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate number to facilitate effective relation of an efficient workforce",
Dale Yoder.
Flippo has also expressed similar views about recruitment. In his words "it is a process of
searching for prospective employees and stimulating and encouraging them to apply for
the jobs in the organization. It is often termed positive in that it stimulates people to apply
for jobs to increase the hiring ratio, i.e. the number of applicants for a job".
According to Dalton E. Me Farland, "The term recruitment applies to the process of
attracting potential employees to the company".
When we think of recruitment, our mind says read news paper but each and every
organization may not be applying the same method of giving advertisement in news paper
for recruitment. This company has its own recruitment policy. It uses both external and
internal methods of recruitment. Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization. When most people
apply for jobs then there will be a scope for recruiting better persons.

SOURCES OF RECRUITMENT
 6

In general the sources of recruitment of employees can be classified in to two type’s i.e.
A) Internal Sources
B) External Sources

SOURCES OF RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

Transfer Advertisement
Promotion Employment Exchange
Employee Referrals Unsolicited Applicants
Former Employees Professional Org.
Previous Applicants Data Banks
Absorption of Trainees Similar Org.
Casual Callers
Labours Contractors
Campus Recruitment
Trade Unions

A. INTERNAL SOURCES
Fill a job opening from within the organization has the advantages of stimulating
preparation for possible transfer or promotion, increasing the general level of morale and
providing more information about job to candidates through analysis of work histories
 7

within the organization. Such a system is more compatible with adopting the
organization, to the needs of individuals, for the employer. It should result in better
matching employee and job in addition to meeting requirements for equal opportunity for
advancement of all employees. Internal applications are often restricted to certain
employees with the following guidelines:-
(i) Good or better on most recent performance review.
(ii) Dependable attendance record.
(iii) Not under probationary sanction
(iv) Having been in present position for one year.
There are number of internal sources which are as follows:
a) Present Employees:
Promotion and transfer from among the present employees can be a good source of
recruitment.
(i) Promotion: - It refers to shifting of persons to positions, carrying better prestige,
higher responsibilities and more salaries.
(ii) Transfer: - It involves shifting of persons from present jobs to other similar
places. These don't involve any change in rank, responsibility, prestige, status and
pay of the employee.
b) Employee Referrals:
In an organization with a large number of employees this approach can provide a
large pool of potential organizational members. Most employees know from their own
experience about the requirements of the job and what sort of persons the company is
looking for. Often employees have friends to meet these requirements.
c) Former Employees:
Some retired employees may be willing to come back to work which is a good internal
source of recruitment.
d) Previous Applicants:
Those who have previously applied for jobs can be contacted by mail or by phone.
This is a quick and inexpensive way to filling an unexpected vacancy.
e)Absorption of Trainees:
The Trainees are the persons who are provided training in specialized trade in the
 8

enterprise. So they also form a source of recruitment.

B. EXTERNAL SOURCES:
a) Advertisement: - This is the best method of recruiting persons for higher and
experienced jobs. The advertisements are given in local or national press, trade or
professional journals. The requirements are given in the advertisement management
gets a wider range of candidates for selection.
b) Exchange: - unemployed persons get themselves registered with the exchanges
run by the government. The vacancies may be notified with the exchanges whenever
there is a need.
c) Unsolicited Applicants: - persons in search of employment may contact
employers through telephone, by post or in person. Generally employers with good
reputation get unsolicited applications.
d) Professional Organization:-Professional organizations maintain complete Bio-
data of their members and supply it to companies on demand.
e) Data Banks:- The recruitment firms can prepare data bank about various
persons in different fields. They can collect information from educational institute,
employment exchanges, professional organizations etc.
f) Similar Organizations:- The organizations producing similar products or
having the same line of business act as an important source of recruitment.
g) Casual Callers:- Management may appoint persons who casually call on
them for meeting short term demands. These persons are appointed for short
periods only.
h) Labour Contractors:- When workers are required for short period it is quite
common to engage contractors for the supply of labour.
i) Campus Recruitment:- Colleges, Universities, Research labs are also fertile
grounds for recruitment.
 9

j) Trade Unions:- Generally unemployed persons make a request to trade union

leaders for finding suitable jobs for them. In some organizations trade unions are
consulted before starting the recruitment process for certain categories of
employees. In such situation trade union leaders can give the names of persons
available for recruitment of time efforts and money. Hence, it is essential to
device a suitable selection procedure, proper selection and placement of personnel
will go a long way towards building up a suitable workforce. If the employees are
suitable.

SELECTION

The process of selection leads to employment of persons having the ability and skill to
perform the jobs, which have fallen vacant in the organization. The appointment of
suitable persons on various jobs is very essential. In order to achieve this purpose, a well
organized selection procedure involves many steps and each step more and more
information is obtained about the candidates. Selection is a negative process of weeding
out misfits from the eligible candidates. It is a process of matching as far as possible the
job specification. It is to verify and determined the degree to which a candidate fits in the
framework of the job specification.

The selection procedure is not a single act but it is essentially a series of methods or steps
or stages by which additional information is secured about the applicant at each stage
facts may come to light which may lead to the rejection of the applicants.

SIGNIFICANCE OF SELECTION

Selection has become a critical process these days it requires a heavy investment of
money to get right type of people. Induction and training costs are also high. If the right
types of persons are not chosen, it will lead to a huge loss of the employer in terms
according to the requirements of the job, they will show higher efficiency and
productivity. This will enable the organization to achieve its objectives effectively.
 10

SELECTION PROCEDURE

There cannot be a rigid procedure of selection suitable for all types of organizations.
Procedure and the sequence of steps varies from organization to organization. Every
organization will design a selection procedure which suits its requirements. Selection
procedure may be compared to a series of barriers which an applicant is required to cross
before final selection is made. The following steps are generally followed in a selection
process:
1. Receipt and Scrutiny of Applications
2. Preliminary Interview
3. Blank Application Form
4. Tests
5. Interviews
6. Checking References
7. Preliminary and Final Selection
8. Medical Examination
9. Placement and Orientation

1) Receipt and Scrutiny of Applications:- The first step in the process of selection
is receipt and scrutiny of applications. The personnel department provides
information about vacant posts and receives applications from the candidates. The
scrutiny of applications is done and those who do not fulfill the basic
requirements are not called for preliminary interviews. Only those candidates are
called for further process of selection, which are found to be meeting with job
standards and requirements of the organizations.

2) Preliminary Interviews:-Preliminary interview is the first step where candidates

come into contact with company officials. The basic idea is here is to find out
overall suitability of candidates. The candidates are asked questions regarding
their educational qualification, Skill for job applied, experience, age, hobbies
 11

etc. The applicants selected at preliminary interview are given blank application
forms for submitting detailed information.

3) Blank Application Form:-Standard application forms are drawn up for all jobs
and supplied to the candidates. This provides information with regard to
applicant's name, Address, martial status, education, works experience etc. It
enables the personnel department to draw tentative inferences about applicant's
suitability for the employment. An attempt is made to elicit maximum
information in application blank.

4) Tests:-Individuals differ in almost all aspects one can think of. They differ with
respect to physical characteristics, capacity, level of mental ability, their likes and
dislikes and also with respect to personality traits. The patron of physical, mental
and personal variables gives rise to thousand and one combinations and the
particular patterns makes the individual suitable for several classes of activities,
jobs or fields of work. Matching of individual's physical mental and temperament
pattern with the requirements of job is a difficult task. But where this matching
takes place the result is happiness for the individual and prosperity for the
organization and the society so before deciding upon the job or jobs suitable for a
particular individual, one should know the level of his ability and knowledge, the
pattern of his interest and aptitudes in detail. To know this a variety of tests may
be used to get result at different times. Psychologists have devised a number of
tests, which are frequently used.
Some of these tests are as follows:
1. Intelligence Tests
2. Aptitude Tests
3. Trade or Proficiency Tests
4. Interest Tests
5. Personality Tests

5) Interviews:- Though application blank & tests give enough information about the
 12

candidate, yet they don't provide the complete information required of the
applicant. Interview enables the interviewer to judge certain qualities like
manners, appearance, grasp of things of the prospective candidate. "An interview
is a purposeful exchange of ideas, the answering of questions and communication
between two or more persons" Scott.

Types of interviews:
1. Patterned or Structured Interviewed
2. Unstructured or Non- directed Interview
3. Preliminary or Background Information Interview
4. Stress Interview
5. Group interview

6) Checking References:- The references are generally asked by the prospective

employers from the candidates. The prospective employer normally makes an
investigation from the previous employer regarding his past employment,
education, personal reputation, skill, ability etc. the use of references is common
in most of the selection procedures as it involves only a little time, money and
minimum efforts.

7) Preliminary & Final Selection:- Up to this stage, selection is handled by

personnel department or staff executives. Since the candidates thus selected are to
work under departmental heads or line officers, the candidates are referred to
them. These officers or departmental heads decide the work to be assigned to
them. A production manager or foreman may assess the job performance of the
candidate. If the candidate is not suitable for one job, he is tried at Some other or
may be kept as apprentice for some time. Normally a candidate is not rejected at
this stage.
 13

8) Medical Examination:- After the final selection, candidates are required to

appear for medical examination before the medical officer referred to by the
employer. The medical officer may check height, eye-sight, weight, hearing
capacity and physical fitness to withstand strain of the particular job.

9) Placement:- The selected candidates, after going through the regress procedure
may be given copies of rules, regulations, procedures followed in the
organization. He should be given detailed description of the job to be assigned to
him. He should be introduced to his superior and subordinates. He should be
made aware of location of canteen, toilets, dispensary and recreation room etc.
Proper orientation of an employee will help him to adjust comfortably in the new
environment

PERSONNEL POLICY
A personnel policy provides guidelines for a variety of employment relation such
recruitment, Selection, training, promotion etc. A large number of problems are solved at
lower level in the light of policy.
A policy can be defined as the predetermined course of action established as the
guide towards accepted goals and objectives. Policies are the means to achieve the goals
of the enterprise.

FORMULATION, IMPLEMENTATION & COMMUNICATION OF

PERSONNEL POLICIES
Policies are formulated by managerial decisions. Thus every policy involves
various stages of decision-making process. In formulating the personnel policies the first
step is to specify the area needing policies formulation. Policies may prove to be effective
if they are properly implemented in the organization. The responsibility for the
implementation of the various policies lies on personnel department. Personnel
department assists in communicating policies to those for whom they are meant,
exercised and controlled over it in order to ensure fairness and uniformity.
 14

FACTORS INFLUENCING THE PERSONNEL POLICY

The following factors will influence the determination of personnel policy:

I. Philosophy of the management
2. Type of workforce
3. Union objectives and practices
4. Financial position of the enterprise
5. Law and government rules and regulations

MANPOWER PLANNING

Manpower planning is a process to of analyzing and estimating the future requirements of

the employees and their availability. Manpower planning in involves the following
activities:
I. To forecast the future manpower requirements.
2. To anticipate the manpower problem on the basis of future requirements.
Thus, a personnel manager plans the future requirements of the employees by consulting
the other departments before performing the recruitment and selection function.
 15

CHAPTER-2
PROCEDURE OF
RECRUITMENT &
SELECTION IN
MAHARANI OF
INDIA (GARMENT
DIVISION)
RECRUITMENT PROCEDURE

Procedure of recruitment and selection in Maharani of India

 16

In order to identify job requirements of different categories, to undertake recruitment and

selection process to select right persons for right job, to have better industrial relations
and to over come problems relative to personnel and also to look after their welfare. The
company has established personnel department. On receipt of demand for additional
manpower, the personnel department concerned makes requisition on available sources to
be adopted as under:
 The requisition is required to be sent in writing to the concerned sources.
 On receipt of application form the prospective candidate data sheet is prepared giving
details such as education, experience etc.
 The board then precedes to interviews the candidates.
 A list of candidates duly selected is prepared in order of their merit. The vacancies are
filled as per the merit of the candidates.
 The board proceedings are prepared and signed by all the members and kept for
record.
 17

PLACEMENT
After the lengthy and hectic process of recruitment and selection it becomes the duty of
the management to see that the right person is placed at the right job.
Proper placement of the workers reduces labour turnover, accident rates and absenteeism
and helps to improve the morale. Once an employee is selected, he has to be properly
absorbed in the organization and such an employee gets the knowledge regarding the job
to be performed, his duties, responsibilities and authority through his immediate superior.

INDUCTION
Induction is a welcoming process in which the basic idea of the existing employees is to
make the newcomer feel at home and to generate a feeling that he has been placed at right
job, the job is meaningful and has a significant role in the total organization.
In Maharani of India the new employee is first of all provided with necessary
information. He is introduced to all the staff members and especially to immediate senior
and juniors. He is also informed about the important parts of the organization.

TRAINING
After the induction process is over, the next important step is that of training. Training
helps an employee to come up with some specialized knowledge related to his job. It is
systematic process to increase the knowledge, abilities, aptitudes and skills of the workers
to perform their jobs. In Maharani of India both on the job and off the job training is
provided to the new employees.
Selection in the Company means a "matching of a man to a job." Selection process
involves choosing of individual who posses the necessary skill, abilities to fulfill the
specific job. During survey, it has been observed that normally selection of an employee
is made possible only by a passing through following steps as shown in diagram given
below
 18

STEPS FOLLOWED IN SELECTION

1) Receipt of Applications:- In Maharani of India the first step is the receipt
of applications. For this purpose a special interviewer of personnel department
usually receives the applications from the candidates for various advertised
vacancies.
2) Scrutiny of Applications and Preliminary interview:- when a large
number of applicants are available the preliminary interview is desirable both
from the company's point of view and also from the applicants seeking
employment. In these interviews the necessary information relating to candidates
education skill, salary demanded, the reason for leaving previous jobs etc. are
asked.
3) Filling of Blank Application Form:- This company uses application
forms for proper selection of the candidates. Application form is a good mean of
quickly collecting verifiable data from the candidates regarding their areas of
interests. In this personal information, educational qualifications, job experience,
references etc. are asked.
4) Tests:- The Company also sets various tests for selection. A test gives us the
skills and abilities of a candidate.
TYPES IF TESTS

Proficiency Test Aptitude Tests

1. Achievement Tests 1.Intelligence Tests
2. Dexterity Tests 2.Personality Test
3 Movement Test
4 Interest Test
A) Proficiency Tests:- These tests measure the skill or training which the applicant
possesses at the time of testing. The claims of the applicant about his ability to
perform a particular job are tested on actual job conditions.
 19

i) Achievement Test: - The knowledge acquired by a candidate before applying for job is
ascertained by these tests. An applicant is asked to perform a particular job in the
factory.
ii) Dexterity Test: - These tests are designed to find out how efficiently and swiftly an
applicant uses his hands, finger, eyes other parts of the body.

B) Aptitude Tests:- Such tests measure the skill and ability, which a person may develop
later on. These measure the talent, ability of a candidate to learn a new job skill. The
aptitude for learning and bent of mind is accessed in these tests.
i. Intelligence Tests: - These tests measure the overall intellectual activity or I.Q. of
the applicant. Candidates word fluency, memory, reasoning are also determined
with these tests. These tests are generally conducted for selecting persons for
executive jobs.
ii. Personality Tests: - Personality tests are designed to know about the non -
intellectual aspects of the candidate. His mixing with people, temperament, liking
and disliking, motivation, confidence etc. are observed with the help of these
tests. Personality tests are also used for selecting persons for middle and higher
positions.
iii. Movement Tests: - These measure the speed and precision of movement in an
applicant. These tests are applied for persons under taking technical jobs.
iv. Interest Tests: - These tests are aimed to find out the type and nature of work in
which an applicant is interested. The efficiency and job satisfaction will be
more if the jobs are according to tastes of the persons.

5. Interviews:- In Maharani of India there is a direct conversation between the

employers and candidates. This is done by means of interviews. Various interviews
followed are:
i) Standardized interview:- This is the most common method of interview. The
interview is systematically planned in advance. In this type of interview the
information to be asked, details to be enquired, information to be given, time allotted
for it all are planned properly before the interview.
 20

ii) Non Directive or Free interview: - This type of interview is also applied. This type of
interviews unstructured and is not planned in advance. In this the candidate is asked
to express its views on general topics. Interview is not directed as to questions but the
candidate expresses his views on upbringing interests, motivation etc.
iii) Depth or Action interview: - This is a semi structured interview. In Maharani of
India the candidates are asked on the subjects studied by him or her. The candidates
are also asked questions about his previous experience, aptitude, hobbies. The replies
of candidates are used to assess the potentiality of the candidates and their suitability
for the job.
iv) Selectors interview: - Different interviewers put questions on separate topics. For
example, first interviewer may ask question about educational qualification, second
may put question on previous' experience while the third .may ask general knowledge
question and so on. The candidate is assessed on the basis of combined rating by the
selection board of the company.
v) Stress interview: - In Maharani of India for the selection of top managerial level the
stress interview is also conducted in the selection process. This is done to assess how
a candidate reacts in a difficult situation.
The interviewer assumes a hostile attitude towards the candidate. The candidate is
asked one question after other in quick succession; again questions may be put on his
answers.

vi) Group Discussion: - In Maharani of India a group of candidates are interviewed at a

same time. They are given some problems for discussion. The candidates express
their views on the problem. The candidates are judged by their performance in the
group discussion or group interview. Group discussion is applicable in a few jobs,
like marketing department has arrange a group discussion for the merchandisers,
because they generate the revenue and they bring the orders for company.

6. Checking References:- In Maharani of India the candidates are asked to name two
or three persons who know about his experience skill, ability etc. but that person
should not be related to him.
 21

7. Final Selection:- The Personnel Manager cannot finalize the list of the selected
candidates. In Maharani of India the Personnel Manager sends the list of the selective
candidates to the line manager for formal approval. After getting the formal approval
from the line manager, the letter of appointment is issued to the candidate by the
company.

8. Placement and Orientation:- In Maharani of India after the rigorous selection

procedure the placement and orientation of the selected candidates is done. The
selected candidates are provided with the copies of rules, regulations,etc. followed in
the company.
 22

CHAPTER-3

INTRODUCTIO
N
TO THE
COMPANY
 23

INTRODUCTION

Maharani of India was established in 1975 under the factory act 1948. The owner of

the company Mrs. Nimma Kapur. When the company was started it was a single unit but now

Maharani of India has 4 units at Mayapuri in Delhi. Maharani of India mainly deals in

ladies garments. The personnel and training department of Maharani of India is well

Organized and well versed with efficient, experienced and educated executives and

assistants. There is a separate training department which has responsibility of induction and

continuous training of manpower.

DETAILS OF COMPANY

NAME OF COMPANY MAHARANI OF INDIA (GD)

ESTABLISHED IN 1975

OWNERSHIP PATNERSHIP

ITEMS WOVEN

WEBSITE www.maharaniofindia.net

HEAD OFFICE MAYAPURI, NEW DELHI

MANAGING PARTNER MRS. NIMMA KAPUR

 24

SALES ANALYSIS

TOTAL SALES TURNOVER (US$) : 5-10 Million

Sales percentage Europe USA Canada others

by region

percentage 75% 20% 4% 1%

CURRENT CUSTOMERS

Customer Type Country

H&M (Hennes & Mauritz AB) W EEC &USA

Etam division Pret a porter
W EEC

(FR + UK)

Quelle la source S.A M FRANCE

Ahlens AB W SWEDEN

Bellavita SPA R ITALY

Li & fung ltd O HONG KONG

Carrefour R BELGIUM

Liu-jo SRL R ITALY

FASHION BOX S.P.A R ITALY

SCA Monoprix R FRANCE

 25

Promod SA R FRANCE

LRMD import commercial R FRANCE

La halle R FRANCE

MAFRAT SPA R ITALY

Preca Brummel S.P.A R ITALY

River Island

Wallis

Types: R- Retailers/ Departmental Stores

: P- Private/ Branded Label

: W- Wholesaler/ Importer
 26

PERSONNEL AND TRAINING PROCEDURES

The Maharani of India is following the Procedures to perform the jobs at the

various levels in the Personnel department. These procedures are formed by the head office.

“The supplier shall establish and maintain documented procedures for identifying

training needs and provide for the training for all personnel performing activities

affecting quality”. So the company is preparing procedures for personnel and training are as

follows:

1. Organization chart.

2. Plan for Job Description.

3. Procedure for identification and provision of human resources.

4. Procedure for continuous improvement

5. Procedure for training of all employees.

 27

Members of Management Body

Managing Partner : Mrs. Nimma Kapur

Partner : Mr. Yudhishthira Kapur

CEO : Mr. Yudhishthira Kapur

Executive Management : Mr. Rahul Chawla

Head of Departments

Name : Designation

Mr. Rahul Chawla : Operation Head

Mr. Sanjay Kumar : HRD Head

Mrs. Sunandini Kapur : Marketing Head

Mr. Ravinder Sharma : Production Manager

Mr. Kamal Arora : Shipping Head

Mr. R.K. Choudhury : Finance Manager

 28

CHAPTER-4

RESEARCH
METHODLOGY
 29

Objectives of the Study

The objectives of the study are to analyses and critically examine the recruitment &
selection procedure followed by Maharani of India: -
 To study the answer of the employees towards the recruitment & selection procedure
of the Maharani of India.
 To gather practical knowledge about recruitment & selection procedure of Maharani
of India.
 To analyze overall functioning of the personnel department in Maharani of India.
 To know whether the recruitment is done from internal or external sources.
 To see whether the recruitment procedure adopted by Maharani of India is effective or
not.
 To study the answer of the employees that they are satisfied or not towards the
company.
 To know about the employees attitudes towards the Maharani of India.
 To see whether right persons are recruited at the right job or not

Research Design
My research is exploratory research. It is exploratory because its explore the facts. In
Maharani of India we exploit the procedure of recruitment and selection.

Sample Size
The number of employees in Maharani of India was about 550 in all units. It was quite
difficult to approach each and every worker. Therefore I followed a sample method in
observing the workers and that was by sampling method.
To simplify my work, I selected the workers at random sample of 50 workers from
different departments keeping in view the number of workers in each department.
 30

Data Collection Methods

For the preparation of comprehensive report on any project needs adoption of proper
methodology taking into account primary & secondary aspects. I have gone through the
facts and related information related to the Maharani of India.

Primary Data: - I went to the shop floor and conducted the interviews of the workers
and employees. Through the interviews, I am able to know about the recruitment and
selection policies, recruitment and selection procedures and their different methods. For
this purpose, an appropriate structured questionnaire and interviews and designed.
Discussions were also made with senior executives to seek relevant knowledge.

Secondary Data:- Many books especially written on personnel management were

preferred to know about the topics and also various other books:
I. Journal
2. Books
3. Internet

Limitation of the Study

In an endeavor to make in depth study and choke out a valuable report out of that
gathered in formation all aspects of the topic were borne in mind, nevertheless, certain,
constraints were at play during the formulation of this project and despite of my best
efforts, a few aspects could have escaped my attention - certain limitations were
observed:

 Being a private concern, the employees were hesitant to provide information

especially about their financial structure.
 Some workers belong to out side of Delhi like Haryana, Bihar, U.P., Himachal, J&K
etc. So, there was a language barrier while taking their interviews.
 31

 Most of the workers were non - co-operative, they thought that the survey was being
done by the company and because of unsatisfactory conditions they were not
answering properly of the question.
 The period of study was limited, that is just six weeks. It is very difficult to have in
depth on the project work due to the limited period of time.

In spite all of these difficulties; I was able to collect the first hand information regarding
the recruitment and selection procedure followed in Maharani of India.
 32

CHAPTER -5

ANALYSIS
AND
INTERPRETATIO
N
 33

JOB SATSIFACTION LEVEL

Q: -01) How to would you rate your overall job satisfaction level?

Ranks No. of Workers

Excellent 08
Very Good 13
Good 11
Satisfactory 10

Unsatisfactory 06
Indifferent 02
Total 50

12% 04% 16% Excellent

Very Good
20%
Good
s Satisfactory
26% Unsatisfactory
22% Indifferent

INTERPRETATION: - As seen in above the workers in the organization at large have a

job satisfaction. There are only 12% workers who are not satisfied and 4% indifferent to
this otherwise result is fine.
 34

PAY STRCTURE
Q: -02) How would you rate the company’s pay structure?
Ranks No. of Workers
Excellent 05
Very Good 08
Good 08
Satisfactory 12
Unsatisfactory 15
Indifferent 02
Total 50

 INTERPRETATION:- As seen in above 42% of the workers are very happy or

satisfied with the pay structure and there are 58% of the workers who are not
satisfied with the pay structure.
 35

 TIMELY PAYMENTS
Q: -03) Do you get the timely payments from the company?

YES Not

88% 12%

12%

YES
Not

88%

 INTERPRETATION: - From the above fig. we can say that 88% of workers
agree that timely payments are made by the commonly 12% don’t agree with this.
 36

Q: -04) How you rate the facilities associated with the job-physical provide by the
company?
Ranks No. of Workers
Excellent 10
Very Good 12
Good 08
Satisfactory 16
Unsatisfactory 03
Indifferent 01
Total 50

6% 2% 20% Excellent
Very Good
32%
Good
s Satisfactory
24% Unsatisfactory
16% Indifferent

 INTERPRETATION: - 40% of the workers agreed that they are provided with
good facilities associated with the job. 32% find it satisfactory and there are 6%
who are not satisfied with it.
 37

 WORKING ENVIRONMENT
Q: -05) How would you rate the working environment provided by the company?
Ranks No. of Workers
Excellent 09
Very Good 13
Good 09
Satisfactory 15
Unsatisfactory 04
Indifferent 00
Total 50

  INTERPRETATION: - 26% of the workers said that their working

environment is very good, 18% rank it excellent, 30% rank it satisfactory and
there are 8% of worker who find it to be unsatisfactory.
 38

INTERPERSONAL RELATIONS WITH SUPERIORS

Q: -06) What are you views about the interpersonal relations with the superiors?
Ranks No. of Workers
Excellent 22
Very Good 15
Good 07
Satisfactory 03
Unsatisfactory 03
Indifferent 00
Total 50

 INTERPRETATION:-Fig shows that workers were having very good

relationship with the superiors and mangers. 30% of them says that the
interpersonal relations were very good. 44% rank it excellent and only 6% were
not satisfied with it.

VIEWS ABOUT RECRUITMENT & SELECTION PROCEDURE

 39

Q:-07) How would you rate the company’s recruitment & selection procedure?
Ranks No. of Workers
Excellent 20
Very Good 14
Good 10
Satisfactory 02
Unsatisfactory 01
Indifferent 03
Total 50

 INTERPRETATION: - Fig. above shows that the 92% workers were satisfied
with the company’s recruitment and selection procedure. Only 8% workers were
un-satisfied to it.

INTERVIEW BEFORE RECRUITMENT

Q:-08) Did you undergo any formal interview before your selection?
 40

Yes No
80% 20%

 INTERPRETATION: - Out of hundred responses 80% of them sent application

carrying their bio-data and undergo formal interview before recruitment. Only
20% of the workers did not sent their bio-data and undergo any formal interview
before recruitment.
 41

 WORK EXPERIENCE

Q:-09) Have you worked anywhere else before joining that concern?

No Yes

85% 15%

 INTERPRETATION: - The figures above show that the company has 85% of
the workers who had not worked any other firm before coming to that company.
Only 15% workers had worked in similar organizations. That shows the company
recruits fresher and provides them on the job training.
 42

GRIEVANCE HANDLING PROCEDURE

Q:-10) How do you rate the company’s grievance handling procedure?
Ranks No. of Workers
Excellent 03
Very Good 05
Good 09
Satisfactory 17
Unsatisfactory 15
Indifferent 01
Total 50

 INTERPRETATION: - The figures above show that 44% of the workers rate
the company’s grievance handling procedure from excellent to good 34% rate it
satisfactory & 30% of the workers are unsatisfied with it, which is quite a big
number. So, the company needs to pay some serious attention in that aspect of the
company.
 43

LABOUR WELFARE ACTIVITIES

Q:-11) How do you the company’s labour welfare activities?
Ranks No. of Workers
Excellent 04
Very Good 04
Good 15
Satisfactory 13
Unsatisfactory 12
Indifferent 02
Total 50

 INTERPRETATION: - The figures above show that 46% of the workers rate
the company’s welfare activities for them excellent to good, 26% satisfactory
&24% rate these activities unsatisfactory.
 44

JOB SECURITY
Q:-12) What are your views about job security in the company?
Ranks No. of Workers
Excellent 34
Very Good 05
Good 02
Satisfactory 04
Unsatisfactory 02
Indifferent 03
Total 50

CHAPTER -6
FINDINGS &
 INTERPRETATION:- From the above figures it is clear that the majority of the
workers have the feeling of security regarding their job as 90% of the workers rate

SUGGESTIONS
it from excellent to satisfactory. Only a very small no. i. e. 10% is unsatisfied or
indifferent to it.
45
 46

FINDINGS & SUGGESTIONS

FINDINGS
 During survey, it has been observed that the Maharani of India. Uses the external
sources of Recruitment. For this purpose they give advertisement in local News
papers and on Internet.
 The Maharani of India prefers to recruit the old employees of the company who
 47

have left the job for any reason what so ever, in order to avoid unnecessary
provision of training/ induction programming to casual workers.
 In the Maharani of India recruitment and selection process goes simultaneously
for the selection of unskilled and skilled workers. Since no particular qualification
is required for these two types of labour class generally applicants are called at
once and are interviewed directly, which is not healthy sign of management.
 From the respondents feed back, it can be judged that around 30% of respondents
were not aware about the recruitment and selection policies because of the lack of
proper communication of these policies up to operative level.
 Level of participation needs to be encouraged and improved.
 Some of the workers in department are not good they delay the works and this can
create the problem for low class workers.
 In Maharani of India HRD department is not highly skilled, only a few a HRD
members having the management degree.
 I have observed that in many cases the newly recruited workers get training and
skill from Maharani of India, but are tempted to shift to some other similar
organization that offers them better remuneration. Thus, time and energy spent on
their training is wasted. A scheme should be evolved to ensure that such workers
who get training and acquire skill from Maharani of India should be bound to
work for a particular period.

SUGGESTIONS
 It is suggested that recruitment and selection function should be organized in such
a scientific manner so as to avoid cost on recruitment.
 It is suggested that co. should not put the friends and relatives of present
workforce together on the same machine or specific job in order to avoid the
formation of group unions etc. which can create the problem for management
later on.
 48

 For the proper implementation of recruitment and selection policies, it should be

properly communicated to all the levels of organization.
 When Maharani of India wants to use the external source of recruitment for
vacant jobs, at junior level, then advertisement should be placed in local
newspapers instead of national newspaper or Internet. So that local persons can be
selected this is beneficiary for company.
 Infusion of new blood from 18-23 years of age, as they can easily group the
things because of their higher capabilities and creative minds.
 Efficient performance should be rewarded. The existing communication channel
is good but it needs to be widened and upward communication needs to be
improved.
 Recruitment should be encouraged from training institutes and other recruiting
agencies.

CHAPTER-7

CONCLUSION
 49

CONCLUSION

In the end of my project I conclude that recruitment and selection is very huge process
and it very difficult to recruit a right person for a particular job. I have seen that an HR
manager has many challenges in an organization. They have to solve the disputes among
 50

all the employees and workers and they are the responsible for select a right person to a
right place. Recruitment start when need arising of a person in the organization and it
accomplish when a person select and place to particular job.

BIBLIOGRAPHY

(1) Bhattacharyya, D.K. (Ed.) Human Resource Management, pp no. 166-171.

 51

(2) Ashwathapa, K. (Ed.) Human Resource Management, pp no. 135-139.

(3) http://www. wikipedia.org/wiki/Recruitment

(4) http://www.maharaniofindia.net

(5) http://www.scribd.com/recruitment&slection.

(6) www.managementparadise.com

Annexure
Dear Sir/ Madam,

I am An MBA student from School Of Management Studies, Punjabi University and

conducting a survey. Kindly spare some of your valuable time to go through the
questionnaire and give your view on this topic.
 52

1. Name: …………………………………………

2. Age:…….
3. Gender:

 Male
 Female

Q: -01) How to would you rate your overall job satisfaction level?
Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

Q: -02) How would you rate the company’s pay structure?

Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

Q: -03) Do you get the timely payments from the company?

Yes Not

Q: -04) How you rate the facilities associated with the job-physical provide by the
company?

Ranks No. of Workers

Excellent
Very Good
 53

Good
Satisfactory
Unsatisfactory
Indifferent

Q: -05) How would you rate the working environment provided by the company?

Ranks No. of Workers

Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

Q: -06) What are you views about the interpersonal relations with the superiors?
Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

Q:-07) How would you rate the company’s recruitment & selection procedure?
Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent
 54

Q:-08) Did you undergo any formal interview before your selection?
Yes Not

Q:-09) Have you worked anywhere else before joining that concern?
Yes Not

Q:-10) How do you rate the company’s grievance handling procedure?

Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

Q:-11) How do you the company’s labour welfare activities?

Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

Q:-12) What are your views about job security in the company?
Ranks No. of Workers
Excellent
Very Good
Good
Satisfactory
Unsatisfactory
 55

Indifferent