ASSIGNMERNT

Of

HUMAN RESOURSE

MASTER OF BUSINESS
ADMINISTRATION (MBA)

Submitted to:
Submitted by
Azi zinder Sekhon
Amandeep Kaur
Roll no.
5813
Jagmeet
Kaur
Roll No.
5817

School of Management Studies

Punjabi University, Patiala
 CONTENTS

1. RECRUITMENT & SELECTION

2. PROCEDURE OF RECRUITMENT & SELECTION IN

GOETZE LTD.

3. INTRODUCTION TO THE COMPANY

 History of the Company

 Milestones

 Corporate Profile

 Product Range

4. RESEARCH METHODLOGY

 Objectives of The Study

 Limitations of The Study

5. ANALYSIS AND INTERPRETATION

6. FINDINGS & SUGGESTIONS

7. CONCLUSION

8. BIBLIOGRAPHY

9. ANNEXURE
RECRUITMENT
AND
SELECTION
 INTRODUCTION

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.

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.

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.
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.
 RECRUITMENT

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
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 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 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) Employment 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.
j) Trade Unions:- Generally unemployed persons make a request to
trade union leaders for finding suitable jobs for them.in some
organisations 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
workfoce. 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 type 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.
 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 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 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.
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

PROCEDURE OF
RECRUITMENT &
SELECTION IN
GOETZE LTD.
 RECRUITMENT PROCEDURE

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 proceeds 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.
 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 GOETZE LTD. 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 GOETZE LTD. 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

STEPS FOLLOWED IN SELECTION

1. Receipt of Applications:- In GOETZE LTD. International Tractors
Limited 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.
i) Achievement Test:- The knowledge acquired by a candidates 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.
iii) 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.
(1) 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.
(2) 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.
(3) Movement Tests:- These measure the speed and precision of movement
in an applicant. These tests are applied for persons under taking technical
jobs.
(4) 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 GOETZE LTD 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.
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
Goetze 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 Goetze 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. In Goetze a special interviewer is
invited from outside to conduct the interview. Because it requires tactful
and skillful interviewer. The purpose of such interview is to see if a
candidate keeps his cool under stress and hostile situation.

vi) Group Discussion:- In GOETZE LTD 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.

5. Checking References:- In Goetze 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.
6. Physical Examination:- In Goetze after the final selection the next step
is physical examination is done by the company's Doctor. In this physical
examination height, eyesight, hearing capacity etc. are examined. After
the physical examination the selection is done.
7. Final Selection:- The Personnel Manager cannot finalize the list of the
selected candidates. In Goetze 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 Goetze 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.
INTRODUCTI
ON
TO THE
COMPANY
INTRODUCTION

The personnel and training department of GOETZE Group,

Patiala is well Organised 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.

The organization chart of Personnel and training Department is as follows.

Chief
Personnel and Training

Head Head
Personnel Training and

Incharge
Personnel, JMs and

Deputy Head Incharge

Personnel Training and Development

Supervisor
 The main officials working in Personnel and training department

are as follows:

CHIEF(Personnel and Training) : Mr. Aditya Sheel

HEAD (Personnel) : Mr. Malhotra

HEAD (Training and Development) : Mr. R.S. Sehgal

MANAGER (Training and Development) : Mr. G. Kakkar

HEAD(Security) : Colonel Mangat

Personnel department is divided into the following divisions:

Time Office

2. Administrative

3. Training Department.
 PERSONNEL AND TRAINING PROCEDURES

The Patiala Unit of the GOETZE Group is following the

Procedures to perform the jobs at the various levels in the Personnel

department. These procedures are formed by the head office but are executed

by the Patiala Unit. The head Office prepares these procedures because the

unit is QS-9000 certified. It has been specifically mentioned in the clause 4.18

of the QS-9000 that “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. Organisation 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.

Members Of Management Body

Chairman: Mr. Anil Nanda

Directors:

1. Mr. Arun Bharat Ram

2. Mr. Y.H Malegam

3. Mr. Jahar Sengupta

4. Mr. Mantosh Sondhi

5. Mr. Manu R. Shroff

6. Mr. M. Narasimhan

7. Prof. Dr. M.G.K. Menon

8. Mr. Nimesh Kampani

9. Mr. K.M. Mammen

10. Dr. S.A. Dave

11. Dr. Fredie A Mehta

12. Mr. Nikhil Nanda

13. Dr. P.S. Pritam

 RESEARCH
METHODLOGY
 RESEARCH METHODOLOGY
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 GOETZE .
PRIMARY ASPECTS :- 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 ASPECTS :- Many books especially written on personnel
management were preferred to know about the topics and also various other
books:
I. Journal
2. Magazines
3. Annual Reports
4. Memorandum of Association was consulted.
Sample Size: - The number of employees in Goteze was about 2000. 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 100
workers from different departments keeping in view the number of workers
in each department.
 OBJECTIVES OF THE STUDY
The objectives of the study is to analyse and critically examine
the recruitment & selection procedure followed by Goetze :-
 To study the answer of the employees towards the recruitment
& selection procedure of the GOETZE.
 To gather practical knowledge about recruitment & selection
procedure of GOETZE.
 To analyse overall functioning of the personnel department in
Goetze.
 To know whether the recruitment is done from internal or
external sources.
 To study the theoretical profile and conceptual frame work of
Goetze.
 To trace the history of the organization, its structure & at last
it's functioning.
 To see whether right persons are recruited at the right job or
not.
 To know whether the worker arc "getting the full satisfaction
out of their jobs or not.
 To see whether the recruitment procedure adopted by Goetze
is effective or not.
 To recommend the valuable suggestions which may give a
perfect shape to Goetze.
 LIMITATION OF THE STUDY
In an endeavour 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. cities out side Punjab like Bihar,
U.P., Himachal, J&K etc. So, there was a language barrier
while taking their interviews.
 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 Goetze limited .
 ANALYSIS
AND
INTERPRETAT
ION
 JOB SATSIFACTION LEVEL

Q:- ) How to would you rate your overall job satisfaction level?
Ranks No. of Workers
Excellent 16
Very Good 26
Good 22
Satisfactory 20
Unsatisfactory 12
Indifferent 04
Total 100

Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

INTERPRETATION:- As seen in above the workers in the organization at

large have a job satisfaction. There are only 16% workers who are not
satisfied or indifferent to this otherwise result is fine.
 PAY STRCTURE
Q:- How would you rate the company’s pay structure?
Ranks No. of Workers
Excellent 10
Very Good 16
Good 16
Satisfactory 24
Unsatisfactory 30
Indifferent 04
Total 100

Excellent
Very Good
Good
Satisfactory
Unsatisfactory
Indifferent

INTERPRETATION:- As seen in above 56% of the workers are very

happy or satisfied with the pay structure and there are 30% of the workers
who are not satisfied with the pay structure.
 TIMELY PAYMENTS
Q:- Do you get the timely payments from the company?

Age Not age

88% 12%

12%

A ge
Not age

88%

INTERPRETATION:- From the above fig.we can say that 88% of

workers agree that timely payments are made by the com.only 12% don’t
agree with this.
 FACILITIES ASSOCIATED WITH JO-
PHYSICAL
Q:- How you rate the facilities associated with the job-physical
provide by the company?
Ranks No. of Workers
Excellent 20
Very Good 24
Good 16
Satisfactory 32
Unsatisfactory 06
Indifferent 02
Total 100

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.
 WORKING ENVIRONMENT
Q:- How would you rate the working environment provided by
the company?
Ranks No. of Workers
Excellent 18
Very Good 26

Good 18
Satisfactory 30
Unsatisfactory 08
Indifferent 00
Total 100

8% 0% 18% Excellent
Very Good
30%
Good
Satisfactory
26% Unsatisfactory

18% Indifferent

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.
INTERPERSONAL RELATIONS WITH SUPERIORS
Q:- What are you views about the interpersonal relations with
the superiors?
Ranks No. of Workers
Excellent 44
Very Good 30
Good 14
Satisfactory 06
Unsatisfactory 06
Indifferent 00
Total 100

6%
0%
6%

Excellent
14% Very Good
44%
Good
Satisfactory
Unsatisfactory
Indifferent

30%

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
Q:- How would you rate the company’s recruitment & selection
procedure?
Ranks No. of Workers
Excellent 40
Very Good 28
Good 20
Satisfactory 04
Unsatisfactory 02
Indifferent 06
Total 100

2%
6% Excellent
4%
20% 40% Very Good
Good
Satisfactory
Unsatisfactory

28% Indifferent

INTERPRETATION:- Fig.above show 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:- Did you undergo any formal interview before your selection?

Yes No
80% 20%
 20%

Y es
No

80%

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

application carrying their bio-da ta and undergo formal interview before
recruitment. Only 20% of the workers did not sent their bio-data and
undergo any formal interview before recruitment.
 WORK EXPERIENCE

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

No Yes

85% 15%

15%

No
Y es

85%

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 provide them on the job training.
 GRIEVANCE HANDLING PROCEDURE
Q:- How do you rate the company’s grievance handling
procedure?
Ranks No. of Workers
Excellent 06
Very Good 10
Good 18
Satisfactory 34
Unsatisfactory 30
Indifferent 02
Total 100

2% 6% 10% Excellent
30%
Very Good
Good

18% Satisfactory
Unsatisfactory

34% Indifferent

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.

LABOUR WELFARE ACTIVITIES

Q:- How do you the company’s labour welfare activities?
 Ranks No. of Workers
Excellent 08
Very Good 08
Good 30
Satisfactory 26
Unsatisfactory 24
Indifferent 04
Total 100

4% 8%
8% Excellent
24%
Very Good
Good
Satisfactory
30% Unsatisfactory
26% Indifferent

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.

JOB SECURITY
Q:- What are your views about job security in the company?
Ranks No. of Workers
Excellent 68
Very Good 10
Good 04
 Satisfactory 08
Unsatisfactory 04
Indifferent 06
Total 100

8% 4% 6%
Excellent
4% Very Good
Good
Satisfactory
10%
Unsatisfactory
68%
Indifferent

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

FINDINGS & SUGGESTIONS

FINDINGS
  During survey, it has been observed that the GOETZE Ltd. uses the

external sources of Recruitment. For this purpose they give

advertisement in local as well as national News papers and on
Internet.
 The GOETZE Ltd prefers to recruit the old employees of the company

who 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 GOETZE Ltd recruitment and selection process go
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.
 I have observed that in many cases the newly recruited workers get

training and skill from GOETZE Ltd, 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 GOETZE Ltd 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.
 For the proper implementation of recruitment and selection policies, it
should be properly communicated to all the levels of organization.
 When GOETZE Ltd 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 which 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

CONCLUSI
recruiting agencies .

ON
CONCLUSION
I feel privileged to have practical experience of my studies in a big and
reputed processing and manufacturing export house of International Tractors
Limited. My study was regarding overall functioning of the organization in
general and process of recruitment and selection of employees in the co. and
the person who gave me a rich practical experience is Mr. Sanjay Kashap
Head HRD . I could closely observed today's problems and challenges faced
by a HR manager in adopting the changing needs of the organization and
society. A strong work force is recruited and selected by the experienced
team under the guidance of Mr. Anil Nanda and his Board of Directors,
who are all poised to take the company to new horizons and establish its
supremacy among identical organizations.