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Human resource management, through a new nomenclature is a field

study in today¶s context existed in some firm with the evaluation of human
organization however its systematic study stated with the development of the
field of management in the beginning of the 20th century. It has followed the
development pattern of management.

We may point out that HRM is still in its evolutionary phase. This has
evaluated out of different terms such as personnel management. Personnel
administration, staff management, manpower management, labour relations,
industrial relations and latterly some experts new term knowledge management.
However in the present context, two terms personal management and human
resource management are used quite frequently with more emphasis being place
on the latter. Therefore, it is desirable to conceptualize personal management
and human resource management and different the two subsequently.

The position of change and statement of the central importance of the

human resource, led organization to seek new ways in which to pursue
objectives that put people at the pronto of that change, while at the same time
not allowing it to become entirely personnel driven.

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HRM is defined as follows,

³The part of management which is concerned with the people at work

and with their relationship with in an enterprise. It aims to bring together and
develop in to and effective organization of the men and women who make up
an enterprise and having regard for the well being of the individuals and of
working groups, to enable them to make their best contribution to its success´

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³Human resource management is a series of decisions that affect the

relationship between employees and employers; it affects many constituencies
and is intended to influence the effectiveness of employees and employers´

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³From the national point of view, human resource is a knowledge skirls,

creative abilities, talents, and attitudes in the obtained in the population; where
as from the view-point of the individual enterprise, they represent the total of
the inherent abilities acquired knowledge and skills as exemplified in the talents
and aptitude of its employees´

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The objectives of HRM are taken from the basic objectives of the
organization. For achieving the organizational goals, it is necessary to employ
right people for right job. The primary objective of HRM is to provide right
competent and willing workforce to an organization, for attaining its primary
objective HRM frames the following objectives:

1.‘ To guide the organization in attaining its goals by providing well trained
and competent personnel.
2.‘ To effectively utilize the available human resources according to the
requirements i.e. to employee the knowledge and skills of the employees
in attaining organizational goals.
3.‘ Te develops and maintains motivating productive and self respecting
working relationship among all the organizational members.
4.‘ To develop and maintain high morale and cordial relations with in the
organization
5.‘ To help to develop and maintain ethical policies and behavior inside and
outside the organization.

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HRM has a very vast and wide scope. It is concerned with activities starting
from manpower planning till the employee leaving the organization.
Accordingly the scope of HRM includes procurement, development,
maintenance and control of the personnel in the organization.

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It is concerned with manpower planning, recruitment, selection,
placement, induction, transfer, promotion, demotion, termination, training and
development lay off and retrenchment wage and salary administration,
incentives, productivity etc.

2)
 :

It deals with working conditions and amenities such as canteens, crèches,

rest toms, lunchrooms, housing, transport, medical assistance, education, health
and safety etc.

3)



:

This is concerned with union management relations, joint consultation,

negotiations, collective bargaining, grievance handling, disciplinary action,
settlement machinery for industrial disputes etc.


 Ê


Ê 


Human resource planning helps to determine the number and type of

people an organization needs. Job analysis and job design specify the tasks and
duties of jobs and the qualification of expected from prospective job holders.
The next logical step is hiring the right number of people of the right type to fill
the jobs. Hiring involves two broad groups of activities

1.‘ Recruitment

2.‘ Selection

Technically speaking the function recruitment precedes the selection

function and it includes only finding development the sources of prospective
employees and attracting them to apply for jobs in an organization, whereas the
selection is the process of find out the most suitable candidates to the job out of
the candidates recruited.






Recruitment is defined as,

³A 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 to facilitate effective selection of an
efficient workforce.´

³The process of searching for prospective employees and stimulating

them to apply for jobs in the organization.´

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:

i.‘ To attract people with multi dimensional skills.

ii.‘ To induct outsiders with a new perspective to lead the company.

iii.‘ To infuse fresh blood at all levels of the organization.

iv.‘ To develop an organizational culture that attracts competent people to the

company.

v.‘ To search people whose skills fits the company values.

vi.‘ To search for talent globally and not just with in the company.

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All organizations whether large or small do engage in recruiting activity,

though not to the same extent. This differs with:

a)‘ The size of the organization.

b)‘ The employment conditions in the community where the

organization is located.

c)‘ The effects of past recruiting efforts.

d)‘ Working conditions, salary and benefit packages offered by the

organization. This may influence turn over and necessitate future
recruiting.

e)‘ The rate of growth of organization.

f)‘ Cultural, economic and legal factors.

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Factors governing recruitment may be broadly divided as:

1)‘ Internal factors.

2)‘ External factors.

Ê  

X‘ Recruitment policy.

X‘ Human resource planning.

X‘ Size of the firm.

X‘ Cost.

X‘ orowth and expansion.

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X‘ Supply and demand.

X‘ Vnemployment rate.

X‘ ºabour market.

X‘ Political ± social.

X‘ Image.

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Recruitment refers to the process of an identifying and attracting job

seekers so as to build a pool of qualified job applicants. The process comprises
five interrelated stages they are planning, strategy development, searching,
screening and evaluation and control. The ideal recruitment program is the one
that attracts a relativity large number of qualified applicants who will survive
the screening process and accept positions in the organizations when offered.


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Recruitment policy of any organization is derived from the personnel

policy of the same organization. In other words the former is a part of later.
However, recruitment policy itself should take in consideration the
government¶s reservation policy, policy regarding sons of soil etc. Personnel
policies of other organizations regarding merit, internal sources, social
responsibility in absorbing minority sections, women etc.

Recruitment policy should enrich in the organizations human resources

or serving the community by absorbing the weaker sections and disadvantaged
people of the society, motivating the employees through promotions and
improving the employee¶s loyalty to the organization by absorbing the
retrenched or laid-off employees or casual/temporary employees or dependents
of present/former employees etc.

The following factors should be taken into consideration in formulating

the recruitment policy. They are:

I.‘ oovernment policies

II.‘ Personnel policies of the competing organizations

III.‘ Organizations personnel policies

IV.‘ Recruitment sources

V.‘ Recruitment needs

VI.‘ Recruitment cost

VII.‘ Selection criteria and preference

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Where are suitable candidates available in required number. How can

they be informed about the availability of the jobs and about the jobs and
organizations. Now we deal with first question as the answer to the second
question deals with the techniques of stimulating the prospective employees.
oenerally the learners of human resource management may feel that sources
and techniques of recruitment are one and the same. But they are different.

Sources are those where prospective employees are available like

employment exchanges, while techniques are those which stimulate the
prospective employees to apply for jobs like nomination by employees,
advertising, promotion etc. now we discuss the sources of recruitment.
Management has to find out and develop the sources of recruitment as early as
possible, because of high rate of time-lapse.

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The sources of recruitment are broadly divided into internal sources and
external sources. Internal sources are the sources within organizational pursuit.
External sources are the sources outside organizational pursuits.

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Internal sources include

i.‘ Present permanent employees

ii.‘ Present temporary employees

iii.‘ Retirement employees

iv.‘ Depends of deceased, disable, retire and present employees

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Organizations consider the candidates from this source for higher level
jobs due to external Availability of most suitable candidates for jobs relatively
or equally to the sources.

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Organizations find this source to fill the vacancies relatively at the lower
level owing to the availability of suitable candidates or trade and pressures of or
in order to motivate them on the present job.

 
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oenerally a particular organization retrenches the employees due to lay-

off. The organization takes the candidates for employment for employment
from the retrenched employees due to obligations prefer to reemploy their
retired employees as a token of their organization or to post pone some inter-
personnel conflicts for promotion etc.

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Some organizations with a view to developing he commitment and

loyalty of not only the employee but also this family members and to build up
image provide employment to the dependent (S) of deceased, disabled and
present employees. Such organizations find this source as effective source o f
recruitment.

Organizations prefer internal source to external source to some extent for

the following reasons:

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 À‘ Internal recruitment can be used as a technique of motivation. Morale of
the employees can be improved

À‘ Suitability of the internal candidates can be judged better than the

external candidates as "known devils are better than unknown angles"

À‘ Employees psychological needs can be met be providing an opportunity

for advancement.

À‘ Cost of selection can be minimized

À‘ Cost of training, induction, orientation, period of adaptability to the

organization can reduced.

À‘ Trade unions can be satisfied

À‘ Social responsibility towards employees may be discharged

À‘ Stability of employment can be ensured.

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External sources are those sources which are outside the organization
pursuits. Organizations search for the required candidates from these sources,
for the following reasons

i.‘ The suitable candidates with skill, knowledge and talent

ii.‘ Candidates can be selected without any reservations

iii.‘ Cost of employees can be minimized because employees selected from

this source are generally placed in minimum pay scale.

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iv.‘ Expertise, excellence and experience in other organization can be easily
brought into the organizations

v.‘ Human resources mix can be balanced with different background,

experience and skill etc

External sources include

i.‘ Campus recruitment

ii.‘ Consultants or private employment agencies

iii.‘ Public employment agencies

iv.‘ Professional associations

v.‘ Data banks

vi.‘ Casual applicants

vii.‘ Similar organizations

viii.‘ Trade unions

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Different types of organizations like industries, business firms, service

organizations, Social or religious organization can get candidates of different
types from various educational institutions like colleges and universities
imparting education science, commerce, arts, engineering and technology,
agriculture, medicine, management studies etc. most of the organizations using
this source, perform the function of selection after completion of recruitment in
the campus of the institute. Itself with a view to minimizing time laps and to
securing the cream before it is attracted by some other organizations.
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Public employment agencies or consultants like ABC. Consultants in

India perform the recruitment functions on behalf of a client company by
charging fees. ºine managers are relieved from recruitment functions so that
they can concentrate on their operational activities and recruitment functions
are entrusted to a private agency or consultants. But due to limitations of high
cost, ineffectiveness in performance confidential nature of this function,
managements sometimes do not depend on this source. However, these
agencies function effectively in the recruitment of executives. Hence they are
called executive search agencies. Most of the organizations depend on this
source for highly specialized positions and executive positions.

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The government set-up public employment exchanges in the country to

provide information about vacancies to the candidates and to help the
organizations in finding out suitable candidates. The employment exchange act
1959 makes it obligatory for public sector and private sector enterprises in India
to fill certain types of vacancies through public employment exchanges. These
industries have to depend on public employment exchanges for the specified
vacancies.

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Professional organizations or associations maintain complete bio-data of

their members and provide the same to various organizations on requisition.
They also act as an exchange, educational training institutes, candidates etc.;
and feel them in the computer.

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 It will become another source and the company can get particulars as and
when it needs to recruit, between their members and recruiting firms in
exchanging information, clarifying doubts etc. organizations find this source
more useful to recruit the experienced and professional employees like
executives, managers¶ engineers.

-‘ .

The management can collect the bio- data of the candidates from
different sources like employment exchange; educational training institutes,
candidates etc; and feed them in the computer. It will become another source
and the company can get the particulars as and when it needs to recruit.


-‘ )


Depending upon the image of the organization, its prompt response,

participations of the organization in the local activities, level of unemployment,
candidates apply casually for jobs through mail or temporary and lower in
personnel department. This would be a suitable source for temporary and lower
level jobs.

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oenerally, experienced candidates are available in organizations

producing similar products or are engaged in similar business. The management
can get most suitable candidates from this source. This would be the most
effective source for executive positions and for newly established organization
or diversified or expanded organizations.

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-‘



oenerally, unemployed or underemployed persons or employees seeking

change in employment put a word to the trade union leaders either a view to
getting suitable employment due to latter's intimacy with management. As such
the trade union leaders are aware of the availability or candidates.

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A number of modern recruitment sources and techniques are being used

in addition to traditional sources and techniques. These sources are divided into
internal and external. Internal source include employee referrals.

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Present employees are well aware of the qualifications, attitudes,

experience and emotions of their friends and relatives. The present employees
give reference to their friends and relatives to recruit in the job.

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i.‘ Walk-In

ii.‘ Consult-In

iii.‘ Head-Hunting

iv.‘ Body-shopping

v.‘ Mergers and Acquisitions

vi.‘ E-Recruitment

vii.‘ Outsourcing

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The busy organizations and the rapid changing companies do not find
time to perform various functions of recruitment.

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The busy and dynamic companies encourage the potential job seekers to
approach the personally and consult them regarding the jobs. The companies
select the suitable candidates from candidates to the selection process.

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The companies request the professional organizations to search for the

best candidates particularly for the senior executive positions. The professional
organization search for the most suitable candidates and advise the company
regarding the filling up of vacancies. Head-hunters are also called the search
consultants.

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Professional organizations and hi-tech training institutes develop the pool

of the human resources for the possible employment. The prospective
employers contact these organizations to recruit the employs.

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Business alliances like acquisitions, merges and takeovers help in getting

human resources. In addition the companies do also have alliances sharing their
human resources.

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The technological revolution in telecommunications helped the

organizations to use the internet as a source of recruitment. Organization
advertises job vacancies through the World Wide Web. The job seekers send
their applications through e-mail using the Internet.

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Some organizations recently started developing human resource pool by

employing the candidates for themselves. These organizations do not utilize the
human resources, instead they supply HRs to various companies based on their
need.


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Dunn and Stephens summarize the possible recruiting methods in to three

categories. They are

1.‘ Direct.

2.‘ Indirect.

3.‘ Third party.


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These include sending traveling recruiters to educational and professional

institutions, employee¶s contracts with public and manned exhibits. Most
college recruiting is done by placement office of a college for managerial
professional and sales personnel. Campus recruiting is an extensive operation.

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 Other direct method includes sending recruiters to conventions and
seminars. Setting up exhibits at fair and using mobile offices to got o the
desired centers.

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Indirect method involves mostly advertising in news papers on the

television, in television and professional journals, technical magazines and
brochures. Whereas advertising in news papers and for trade journals and
magazines is the most frequently used method.

Other methods include advertising in publications. Such as trade and

professional journals, radio or television announcement, as is done by many
Indians manufactures.


*

These include the use of

1.‘ Commercial or private employment agencies.

2.‘ state or public employment agencies also known as ³employment or

labour exchange´

3.‘ Schools, colleges and professional institutions.

4.‘ Professional organization or recruiting firms or executive

recruiters.

5.‘ Indoctrination seminars for college professors.

6.‘ Employee referrals, trade unions, casual labour.

7.‘ Voluntary organization, computer data bank.

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Recruitment techniques are the means or media by which management

contracts prospective employees or provides necessary information or
exchanges ideas or stimulate them to apply for jobs. Management uses different
types of techniques to stimulate internal and external candidates. These
techniques are classified as traditional techniques and modern techniques.




2
:

i.‘ Promotions

ii.‘ Transfers and

iii.‘ Advertising

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Most of the internal candidates would be stimulated to take up higher

responsibilities and express their willingness to be engaged in the higher level
jobs if the management gives them the assurance that they will be promoted to
the next higher level.

-‘
 

Employees will be stimulated to work in the new sections or places if the

management wishes to transfer them to the places of their choice.

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Advertising is a widely accepted technique of recruitment, though it

mostly provides one way communication. It provides the candidates in different
sources, the information about the job and company and simulates them to

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apply for job. It includes advertising through different media like newspapers,
magazines of all kinds, radio, television etc.

 
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i.‘ Scouting

ii.‘ Salary and Perks and

iii.‘ ESOPs

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Sending the representation to various sources of recruitment with a view

to persuading or stimulating the candidates to apply for jobs.

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Companies stimulate the prospective candidates by offering higher level

salary, more perks, quick promotions etc.

-‘ D&

Companies recently started stimulating the employees by offering stock

ownership to the employees through their Employees Stock Ownership
Programmes. (ESOPs)

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Next to recruitment the logical step in the H.R. process is selection at

qualified and competent people. The selection procedure is concerned with
securing relevant information about an applicant. This information is secured in
a number of steps and stages. The objectives of selection process are to
determine whether an applicant meets the qualifications for a specific job and to
choose the applicant who is most likely to perform well in that job.

According to Yoder ³the hiring process is of one or many go gauges.

Candidates are screened by application of these tools. Qualified applicants go
on to next hurdle, while the unqualified are eliminated´.

Thus an effective selection programme is a non-random process because

those selected have been chosen on the basis of the assumption that they more
likely to be ³better employees´ than those who have been rejected.


 
 

The selection procedure adopted by an organization is mostly tailor made

to meet its particular needs. The thoroughness of the procedure depends on
three factors. They are:

"
  

The nature of selection, whether faulty or safe because faulty selection

affects not only the training period that may be needed, but also results in heavy
expenditure on the new employee and the loss that may be incurred by the
organization in case the job occupant fails on his job.

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The policy of the company and the attitude of the management as a

practice, some companies usually hire more than the actual number needed with
a view to remove the unfit persons from the jobs.


  

The length of the probationary or trail period is longer period; the greater
is the uncertainty in the minds of the selected candidates about his future.

The hiring process can be success full, if the following preliminary

requirements are satisfied.

1.‘ Someone should have the authority to hire. This authority comes from
the employment requisition, as developed by an analysis of the work lad
and work force.

2.‘ Here must be some standard or personnel with a prospective employee

may compared i.e. there should be available, before hand, a
comprehensive job description and job specifications as developed by a
job analysis.

3.‘ There must be a sufficient number of applicants from whom the required
number of employees may be selected.

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Once an organization has decided upon a set of selection criteria, a

technique for accessing each of these must be chosen. Application blanks and
bio-data forms, interviews, psychological test of aptitude a personality physical
and medical testing and checks of previous experience through references.

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The most common first step in any selection process usually involves
asking an applicant to complete an application form. Application blanks, as
these typical refereed to vary in length and sophistication. Application blanks
can be a useful initial screening tool for jobs that requires some type of
professional certification. All the application blanks can be very useful selection
tools organizations must never forget that they are subject to the same legal
standards as any other selection method.

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Other than application blanks, the interview is definitely the selection

technique most often encountered by persons applying for a job in the Vnited
States. Interview is the oldest and widely used technique in selection process
interview is a face to face conversation. The interview is widely used not only
employee selection but for placement, orientation, performance appraisal etc.

* Ê


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This type of interview has pre-planned all the formalities and procedures
like fixing the venue time, the panel of interview, rules and regulations.

-‘ D



This method is very accuracy compared to other interviews in this

interview a list of question to be asked to the candidate which are open ended
questions, closed ended questions.

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In this interview the candidate feels freedom to tell about himself. By

revealing his knowledge on various items or areas, his background and
expectations and interest and habits.

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In this interview same experts examine the candidate. This helps to

identify skills and knowledge from the candidate.

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oenerally a topic for discussion is given to the group of people. The

selection force observes who will lead the discussions, initiative participations
and their presentations.


-‘ D

:

This interview aims at testing the candidate¶s job behavior and level of
withstanding during the period of stress and strain. Interviews wise, group
interview methods and discussion interview method all the candidates are
brought into one room. Interview room and are interviewed one by one under
group interview. This method helps a busy executive to save valuable time and
gives a fair account of the objectives of interview to the candidates.

-‘ 

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:

After the candidates are examined by the experts including the time
managers of the organization in the core areas of the job, the head of the
department or section concerned interviews the candidates once again mostly
through informal discussion. The interviewer examines the interests if the

a-
candidates in the job, organization, reaction to working conditions, career
planning, promotional opportunities, work adjustment and allotment etc. the
head of the department and personal manager exchange the views and then they
jointly inform their decisions to the chairman of the interview boar, who finally
makes the decisions about the candidates performance and their ranks in the
interview.

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A technique that some organizations used to aid their selection decisions

is the employment test it can be very expensive to develop a test to measure
these kinds of characteristics many employers purchase existing tests from a
variety of sources. Various kinds of tests can be used for selecting employees.
The type of test that is ultimately used will depend on a number factors,
including the budgetary constraints of the organizations the complexity and
difficulty of the job, the size and quality of applicant population and of course
the knowledge, skills, abilities, and other characteristics required by the job .


* 

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*

Perhaps the two best known cognitive abilities are math and verbal.
Verbal and math abilities are also measured by a variety of tests developed
specifically for use in human resource selection

 ‘ )
:

These tests measure whether an individual has the capacity or the talent
to learn a given job if given adequate training. Aptitudes can be divided into

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general and mental ability or intelligence and specific aptitudes such as
mechanical, clerical and manipulative capacity.

 ‘ Ê:

These tests are inventories of the likes and dislikes of the candidates in
relation to work, job, occupation, hobbies and recreational activities. The
purpose of these is tests is to find out whether a candidate is interested or
disinterested in this job which he is a candidate and to find out in which area of
the job range or occupation the candidate is interested. The assumption of these
tests is that there is a high correlation between the interest of candidate in job
and job success.

 ‘ )

*:

Ability test is also known as achievement test, these tests are conducted
when applicants claim to know some thing as these tests are concerned with
what are has accomplished. These tests are more useful to measure the value of
specific achievement. When an organization wishes to employee experienced
candidates.

 ‘ & 
*:

These tests prove deeply to discover clues to an individual value system,

his emotional reactions and maturity and characteristic mood. There are
expressed in such traits like self confidence, emotional control, optimism and
decisiveness, socio ability, conformity, initiative, fear, patience, distrust,
judgment, sympathy, integrity, stability, impulsiveness and dominance.

a*
 ‘ D

:

This test evaluated candidate in a similar real life situation. In this test the
candidate is asked either to cope with situation or solve critical situations of the
job.


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Certain jobs require certain physical qualities like clear vision, perfect
hearing, unusual stamina, tolerance of hard working conditions, clear tone etc.
medical examination reveals whether or not a candidate possesses these
qualities.

Medical examination can give the following information:

i.‘ Whether the applicant is medically suited for the specific job.

ii.‘ Whether the applicant has health problems or psychological

attitudes likely to interfere with work efficiency or future
attendance.

iii.‘ Whether the applicant suffer from bad health which should be
corrected before he can work satisfactory.

iv.‘ It reveals the applicants physical measurements.

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References might have been work related or they might have been
personal organization must also be vary of any policy which suggests that all
references should be neutral in nature.

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However if an organization is going to use such examinations, all individuals

who are conditionally offered employment should be required to have one.
These requirements do not mean that on organization must hire an individual
with a disability if that person cannot perform the job.

D'
Ê &DD

Selection is a long process, commencing from the preliminary interview

of the applicants and ending with the contract of employment. In practice, the
process differs among organization. Selection procedure for senior managers
will be long draw and rigorous, but it is simple and short while hiring shop-
floor workers.

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External Environment

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Selection Tests
&

 Employment Interview
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Reference Checks


Selection Decision

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% Physical Examination
&

Job Offer


 Employment Contract


Evaluation

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1.‘ To study the recruitment and selection process followed by TVºASI

SEEDS PVT ºTD.

2.‘ To study the sources of recruitment and techniques which are used in
TVºASI SEEDS PVT ºTD.

3.‘ To examine the selection procedure of the organization.

4.‘ To evaluate and analyze the effectiveness of recruitment and selection

policies.

5.‘ To elicit the employees opinion regarding the present recruitment and
selection process.

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Recruitment and selection process is one of the important functions of

HRM. In this present globalization era, human resources are very important for
every organization. So effective process of recruitment and selection are needed
for the effective organization.

TVºASI SEEDS PVT ºTD should follow the best methods of

recruitment and selection procedures. For every organization, search for the
suitable applicants is the first step and selection of right person for the right job
in right time is basic foundation.

If this foundation is strong, then there is a lot of chance for the

organization to increase their effectiveness at the key points. So finally selection
of the candidate becomes the heart of the particular organization.

So this study is done to understand the recruitment & selection

activities in the organization and to know what extent these activities have been
successful in the organization development.

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 D&"
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(

The function recruitment precedes the selection function and it includes

only finding the sources of prospective employees and attracting them to apply
for jobs in an organization, whereas the selection is the process of find out the
most suitable candidates to the job out of the candidates recruited.

Recruitment policy should enrich in the organizations human resources

or serving the community by absorbing the weaker sections and disadvantaged
people of the society, motivating the employees through promotions and
improving the employee¶s loyalty to the organization. The factors that are taken
in to consideration are:

i.‘ oovernment policies

ii.‘ Personnel policies of the competing organizations

iii.‘ Organizations personnel policies

iv.‘ Recruitment sources

v.‘ Recruitment needs

vi.‘ Recruitment cost

vii.‘ Selection criteria and preference

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Methodology is said to be the procedure or way which the project

work has been done. In this project work the methodology consists of some
steps. These steps are as follows -

i.‘ Sources of data collection

ii.‘ Sample plan

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Data can be broadly classified as -

i.‘ Primary data

ii.‘ Secondary data

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Primary data are those data that are original in character and are
collected a fresh. As the primary data is the information collected for the time,
there are several methods in which the data is completed.

The methods are -

a.‘ Questionnaire
b.‘ Schedule
c.‘ Interview
d.‘ Observation

Of these four methods Questionnaire are proposed to use

for collection of data.

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D$
#

2

It is formalized set of questions which are logically and

systematically arranged to collect the information useful for the proposed study.
The questionnaire in this study is structured containing a limited number of
questions (15) which are easy and clear to understand. The layout of this
questionnaire is framed in such a way to minimize confusion and recording
errors.

D *

Secondary data refers to the use of information already collected and

published or unpublished, the source is books journal and reports etc.

Sources of secondary data:

i.‘ The recruitment and selection report.

ii.‘ ºeaflets, Brochures.
iii.‘ Textual information available in the library.




The universe can be finite or infinite. In finite universe the number of

items is certain, but in case of infinite universe the number of items is infinite.

Here in this study Tulasi Seeds Pvt. ºtd. is considered as the universe.
It is the finite universe because the number of workers in a factory is known.

D$

The sample plan is the procedure or way in which the sampling plan
has been done. As no project or research can be taken into consideration, the
whole of the population or universe the concept of sampling is used. As per the
è-
concept of sampling only one sample is taken the universe in order to find out
the result.

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i.‘ Sample method

ii.‘ Sample size
iii.‘ Sample unit

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Sample has been selected by using convenience sampling method. A

random sampling method is one where each item in the universe has an equal
chance of known opportunity of being selected.

D$
/

Sample size mentions the size of unit that has been taken into
consideration for the survey. The size may be in numbers, weights or some
items even qualitative here as the unit are people or executives. The size to be
considered has been taken in numbers and sample taken for the study is 60
employees.

D$


Sample unit concept speaks about the unit which has been taken into
consideration for the project. In other words it can be said that the sample unit
consists of the thing which has to be survived. Recruitment and selection is a
concept of Human Resource management. The managers and executives have
taken as sample unit here and the executives are the units to be surveyed for this
project work.

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 'ÊÊ
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X‘ The scope of the study is limited to TSPº.

X‘ The study has been constrained by limitations of time and cost factors.

X‘ Accuracy of study is based on the information given by the respondents

so the information may be biased.

X‘ However, necessary steps are taken to reduce the bias in the study.

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 DÊ D
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Ê 


Indian Agriculture has made enormous strides in the past 50 years,

raising food grains production from 50 million tones to over 200 million Tones.
In the process, the country has progressed from a situation of food shortages
and imports to one of surpluses and exports. Having achieved food sufficiency,
the aim now is to achieve food and nutritional security at the household level.

The increase in agricultural production, however, has brought in its wake,

uneven development, across regions, crops, and also across different sections of
farming community. In the decade of the 'nineties', a marked slackening in the
pace of growth has occurred, pointing to the need for infusing a new vitality in
the agricultural sector.

Seed is the most important determinant of agricultural production

potential, on which the efficacy of other agriculture inputs is dependent. Seeds
of appropriate characteristics are required to meet the demand of diverse agro-
climatic conditions and intensive cropping systems. Sustained increase in
agriculture production and productivity is dependent, to a large extent, on
development of new and improved varieties of crops and an efficient system for
timely supply of quality seeds to farmers.

The seed sector has made impressive progress over the last three decades.
The area under certified seeds has increased from less than 500 hectares in
1962-63 to over 5 lakh hectares in 1999-2000. The quantum of quality seeds
has crossed 100 lakh quintals.

è
 The Seeds Act, 1966 and Seeds Control Order promulgated there under,
and the New Policy on Seeds Development, 1988, form the basis of promotion
and regulation of the Seed Industry. Far-reaching changes, however, have taken
place in the national economic and agricultural scenario and in the international
environment since the enactment of the existing seed legislation and the
announcement of the 1988 Policy.

)ÊD)  
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It has become evident that in order to achieve the food production targets
of the future, a major effort will be required to enhance the seed replacement
rates of various crops. This would require a major increase in the production of
quality seeds, in which the private sector is expected to play a major role. At the
same time, private and Public Sector Seed Organizations at both Central and
State levels, will be expected to adopt economic pricing policies which would
seek to realizethe true cost of production. The creation of a facilitative climate
for growth of a competitive and localized seed industry, encouragement of
import of useful germplasm, and boosting of exports are core elements of the
agricultural strategy of the new millennium.

Biotechnology will be a key factor in agricultural development in the

coming decades. oenetic engineering/modification techniques hold enormous
promise in developing crop varieties with a higher level of tolerance to biotic
and a biotic stresses. A conductive atmosphere for application of frontier
sciences in varietals development and for enhanced investments in research and
development is a pressing requirement. At the same time, concerns relating to
possible harm to human and animal health and bio-safety, as well as interests of
farmers, must be addressed.

èƒ
 olobalization and economic liberalization have opened up new
opportunities as well as challenges. The main objectives of the National Seeds
Policy, therefore, are the provision of an appropriate climate for the seed
industry to utilize available and prospective, opportunities, safeguarding of the
interests of Indian farmers and the conservation of agro-biodiversity.

While unnecessary regulation needs to be dismantled, it must be ensured

that gullible farmers are not exploited by unscrupulous elements. A regulatory
system of a new genre is, therefore, needed, which will encompass quality
assurance mechanisms coupled with facilitation of a vibrant and responsible
seed industry.‘

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(

&

Ê 

The development of new and improved varieties of plants and availability

of such varieties to Indian farmers is of crucial importance for a sustained
increase in agricultural productivity.

Appropriate policy framework and programmatic interventions will be

adopted to stimulate varietals development in tune with market trends,
scientific-technological advances, and suitability for biotic and a biotic stresses,
location adaptability and farmers' needs.

An effective ¬
‘ 
¬‘ system for intellectual property protection will

be implemented to stimulate investment in research and development of new
plant varieties and to facilitate the growth of the Seed Industry in the country.

$
 A Plant Varieties & Farmers Rights Protection (PVP) Authority will be
established which will undertake registration of extant and new plant varieties
through the Plant Varieties Registry on the basis of varietals characteristics.

The registration of new plant varieties by the PVP Authority will be

based on the criteria of novelty, distinctiveness, uniformity and stability. The
criteria of distinctiveness, uniformity and stability could be relaxed for
registration of extant varieties, which will be done within a specified period to
be decided by the PVP Authority.

Farmers/groups of farmers/village communities will be rewarded suitably

for their significant contribution in evolution of a plant variety subject to
registration. The contribution of traditional knowledge in agriculture needs to
be highlighted through suitable mechanisms and incentives.

A National oene Fund will be established for implementation of the

benefit sharing arrangement, and payment of compensation to village
communities for their contribution to the development and conservation of
plant genetic resources and also to promote conservation and sustainable use of
genetic resources. Suitable systems will be worked out to identify the
contributions from traditional knowledge and heritage.

Plant oenetic Resources for Food and Agriculture Crops will be

permitted to be accessed by Research Organizations and Seed Companies from
public collections as per the provisions of the 'Material Transfer Agreement' of
the International Treaty on Plant oenetic Resources and the Biological
Diversity Bill.

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The availability of high quality seeds to farmers through an improved

distribution system and efficient marketing set-up will be ensured to facilitate
greater security of seed supply.

For promoting efficient and timely distribution and marketing of seed

throughout the country, a supportive environment will be provided to encourage
expansion of the role of the private seed sector. Efforts will be made to achieve
better coordination between State oovernments to facilitate free Inter-State
movement of seed and planting material through exemption of duties and taxes.

Private Seed Sector will be encouraged and motivated to restructure and

reorient their activities to cater to non-traditional areas. A mechanism will be
established for collection and dissemination of market intelligence regarding
preference of consumers and farmers.

A National Seed orid will be established as a data-base for monitoring of

information on requirement of seed, its production, distribution and preference
of farmers on a district-wise basis.

Access to term finance from Commercial Banks will be facilitated for

developing efficient seed distribution and marketing facilities for growth of the
seed sector. Distribution and marketing of seed of any variety, for the purpose
of sowing and planting will be allowed only if the said variety has been
registered by the National Seeds Board.

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To meet the enhanced requirement of quality/certified seeds, creation of

new infrastructure facilities along with strengthening of existing facilities, will

a
be promoted.National Seed Research and Training Center will be set up to
impart training and build a knowledge base in various disciplines of the seed
sector. The Central Seed Testing ºaboratory will be established at the National
Seed Research and Training Center to perform referral and other functions as
required under the Seeds Act. Seed processing capacity will be augmented to
meet the enhanced requirement of quality seed.

Modernization of seed processing facilities will be encouraged in terms

of modern equipment and latest techniques, such as seed treatment for
enhancement of performance of seed, etc.

Conditioned storage for breeder and foundation seed and aerated storage
for certified seed would be created in different regions. A computerized
National Seeds orid will be established to provide information on availability
of different varieties of seeds with production agencies, their location, quality
etc. This network will facilitate optimum utilization of available seeds in every
region.

Initially, seed production agencies in the public sector would be

connected with the National Seed orid, but progressively the private sector will
be encouraged to join the orid for providing a clear assessment of demand and
supply of seeds.

State oovernment or the National Seeds Board in consultation with the

concerned State oovernment may establish Seed Certification Agencies. State
oovernments will establish appropriate systems for effective execution and
implementation of the objectives and provisions of the Seeds Act.

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The objective of the import policy is to provide the best planting material
available anywhere in the world to Indian farmers, to increase productivity,
farm income and export earnings, while ensuring that there is no deleterious
effect on environment, health and bio-safety.

While importing seeds and planting material, care will be taken to ensure
that there is absolutely no compromise on the requirements under prevailing
plant quarantine procedures, so as to prevent entry into the country of exotic
pests, diseases and weeds detrimental to Indian agriculture.

All imports of seeds will require a permit granted by the Plant Protection
Advisor to the oovernment of India, which will be issued within the minimum
possible time frame.

All import of seeds and planting materials, etc. will be allowed freely
subject to EXIM Policy guidelines and the requirements of the Plants, Fruits
and Seeds (Regulation of import into India) Order, 1989 as amended from time
to time. Import of parental lines of newly developed varieties will also be
encouraged.

Seeds and planting materials imported for sale into the country will have
to meet minimum seed standards of seed health, germination, genetic and
physical purity as prescribed.

 )
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The oovernment of India trusts that the National Seeds Policy will
receive the fullest support of State oovernments/Vnion Territory
Administrations, State Agricultural Vniversities, plant breeders, seed producers,


the seed industry and all other stakeholders, so that it may serve as a catalyst to
meet the objectives of sustainable development of agriculture, food and
nutritional security for the population, and improved standards of living for
farming communities.

The National Seeds Policy will be a vital- instrument in attaining the

objectives of doubling food production and making India hunger free. It is
expected to provide the impetus for a new revolution in Indian agriculture,
based on an efficient system for supply of seeds of the best quality to the
cultivator.

The National Seeds Policy will lay the foundation for comprehensive
reforms in the seed sector. Significant changes in the existing legislative
framework will be effected accompanied by programmatic interventions. The
Policy will also provide the parameters for the development of the seed sector
in the Tenth and subsequent Plans. The progress of implementation of the
Policy will be monitored by a High ºevel Review Committee.

)Ê"ÊD
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One hundred fifty years ago the Vnited States did not have a commercial
seed industry; today we have the world's largest. Some view this as real
progress, a form of genetic Manifest Destiny. A nation once a `debtor' in plant
genetics now supplies the world. In 1854, seeds were sourced in the V.S. by
way of a small number of horticultural seed catalogs, farmer (or gardener)
exchange, on-farm seed saving, and through the beneficence of the Vnited
States government. Specifically, beginning in the 1850s, the V.S. Patent and
Trade Office (PTO) and congressional representatives saw to the collection,
propagation and distribution of varieties to their constituents throughout the

-
states and territories. The program grew quickly so that, by 1861, the PTO had
annual distribution of more than 2.4 million packages of seed (containing five
packets of different varieties). The flow of seed reached its highest volume in
1897 (under VSDA management) - with more than 1.1 billion packets of seed
distributed.

The government's objectives in funding such a massive movement of

seed stemmed from the recognition that feeding an expanding continent would
require a diversification of foods. To the early colonies, the introduction of
wheat, rye, oats, peas, cabbage and many other vegetable crops was as critical
to food security as was the adoption of the corn, beans and squash. Immigrants
were encourage to bring seed from the old country, founding fathers such as
Thomas Jefferson engaged in seed-exchange societies, and by 1819 the V.S.
Treasury Department issued a directive to its overseas consultants and Navy
officers to systematically collect plant materials.

The first commercial seed crop was not produced until 1866 cabbage
seed produced on ºong Island for the V.S. wholesale market. The industry
flourished to some degree, but early seed trade professionals felt their growth
was stymied by the V.S. government programs as well as the self-replicating
nature of their product (that is, the factory contained within that product). In
1883, the American Seed Trade Association (ASTA) formed and immediately
lobbied for the cessation of the government programs. The organization
developed powerful allies, such as orover Cleveland's Secretary of Agriculture,
J. Sterling Morton, who wrote that the government giveaway was "antagonistic
to seed as a commodity-form and in direct competition with the private seed
trade." But the program was very popular with constituents, and the VSDA's

ü
seed budget was kept intact - at one point counting for a full 10 percent of the
agency's overall annual expenditures.

In the early part of the 20th century, the first wave of hybrids began to
provide seed companies with a potential increase in product profitability (as
farmers would now need to return to the seed distributor for materials each
year). However, most of the hybrid development was occurring at ºand orant
Vniversities, and these universities refused to give the companies exclusive
rights to the seed. Once again, the industry felt its growth hindered by federal
programs and complained of unfair trade practices. Mounting data also
indicated a slowing in yield increases from seed developed in government
programs. The industry used this last point to strengthen its argument for the
privatization of seed development in order to foster greater food security.

In 1924, after more than 40 years of lobbying, ASTA succeeded in

convincing Congress to cut the VSDA seed distribution programs. The VSDA
still supported breeding at the state agricultural schools, and for a time these
programs continued to compete with seed companies by developing `finished'
commercial varieties. Associations such as the American Society of Agronomy
and American Society of Horticulture Science eventually convinced the public
programs that their appropriate role was in training plant breeders, performing
fundamental research, and creating raw materials and technologies for private
industry to capitalize on. The ºoVs began to increasingly serve in this
capacity, developing inbred parental lines and breeding stock that the seed trade
would use to create proprietary varieties.

These changes in the public role, along with improvements in hybrid

techniques, led to the growth of the seed trade following World War 11. The

*
trade was well represented during this period by regional companies. The
conversion to mono-cropping and large-scale corporate agriculture had not yet
moved into full swing. The Santa Clara Valley grew vegetables and fruit and
not internet startups, and Americans still planted their Victory oardens. The
seed trade reflected this diversity in food production.

In the 1960s, a few larger seed firms began to purchase smaller

companies (mostly to acquire strong hybrid holdings). But the consolidations of
this period were minor compared to the frenzy that would come with a Supreme
Court ruling on June 16, 1980, in the case of Diamond V. Chakravarty. Prior to
the Chakravarty decision, a plant (or animal) could be owned, but the genetics
could not. This case cleared the patenting of life forms on the bases of their
genetic coding. The PTO granted more than 1,800 such patents following the
ruling. Companies that had no historical seed interests-primarily chemical and
pharmaceutical firms--began purchasing seed companies. In a few short years,
there were billions of dollars in mergers and acquisitions-with little to no
regulatory oversight creating for the first time a majority ownership of plant
genetics by a few multinational companies. No other natural resource (marine,
timber, minerals) has ever shifted from public to private hands with such
rapidity, such intensity of concentration, and so little oversight...

Agri-Consultant, 4, Bhupali Apts, Rain Maruti Road, Thane 400 602,

India SEED is the most important input component for productive agriculture.
In the significant advances that India made in agriculture in the last four
decades, the role of the seed sector has been substantial. The expansion of seed
industry has occurred in parallel with growth in agricultural productivity. oiven
the fact that sustained growth to cope with increasing demand would depend
more and more on the pace of development and adoption of innovative


technologies, the seed would continue to be a vital component for decades to
come. The organized seed industry of the country is just forty years old. Yet, its
growth has been phenomenal. India is one of the few countries where the seed
sector is already reasonably advanced. The private seed industry is no more
confined to just production and marketing of seed. It has as well acquired
technological strength to cater to the varietal needs of tomorrow.

The Indian seed industry is currently valued around Rs 2500 crores ($

500 million) and is proposed to be around 3750 crores ($ 750 million) by 2002.
There are about 150 organized seed companies in India today. Several
companies have oovernment of India (DSIR) recognized research and
development departments and have produced and released a large number of
varieties and hybrids in several crops. The contribution of private research in
terms of value is steadily increasing. The share of research hybrids in total
turnover of crops like pearl millet, sorghum-sudan grass, sunflower, maize,
sorghum and cotton was about 70% in 1997-98 compared to 46% in 199091.
Private R&D's real investment in research has quadrupled between 1986 and
1998. Subsidiaries and joint ventures with multinational companies account for
30% of all private seed industry research3. A study made over nine private seed
companies indicates that the amount spent on R&D ranged from 0.78% (0.49
crores) to 15.08% (22.62 crores) (Companies Annual Reports 1998-99). Some
of the companies initiated the work on development of transgenic crops. In
March 2002 the first transgenic hybrid cotton seed was allowed for commercial
cultivation in the farmer's field.

This article provides a historical perspective to the development of seed

industry in India, its current status and future. Besides, some suggestions are

ƒ
also provided for improvement and modification in the regulatory procedures,
particularly in case of transgenic crops.

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The National Seed Corporation was established in 1963. The

oovernment of India enacted the Seeds Act in 1966 to regulate the growing
seed industry4. The sixties were the most eventful times for Indian agriculture,
not only because of introduction of high-yielding cereals, particularly wheat
and rice but also for many other positive developments related to seed such as,
constitution of Seed Review Team, enactment of Seeds Act, 1966 and
formation of National Commission on Agriculture.

o¦


Seeds form the fundamental and crucial input for sustained growth in
farm production, often stimulating the use of new methods, machinery and
yield-enhancing agro-inputs. The role of the seed sector is not only to ensure
adequacy in seed quality but also to ensure varietal diversity. Today, the Indian
seed programme boasts one of the biggest seed markets in the world, with
annual sales at around VS $920 million. Of this, domestic off take accounts for
VS $900 million and sales in the global market account for the remaining VS
$20 million.

The New Policy on Seed Development (NPSD), established in 1988 with

the objective of augmenting productivity and output quality, stimulated major
growth in the industry as it attracted a lot of investment in seed business from
major domestic seed companies. oiven the growth of the seed sector in recent
years, India has the potential to become the foremost player in the seed export

-$
business in the developing world with prospective markets in Asia, Africa and
South America.

&'ÊD


ºike many agriculturally developed Asian nations, India has sizeable

public and private sector seed businesses. oiant public sector players include
the National Seeds Corporation (NSC), the State Farms Corporation of India
(SFCI) and the thirteen State Seed Corporations (SSCs). NSC was the first
public sector organization, established in 1963, and remained virtually the only
agency for seed production for around 13 years. Its role extended to several
developmental programs including training, quality control and extension
activities in seeds. This was followed by the setting up of the SSCs under two
consecutive plan periods, supported by the World Bank, and these largely
adopted the role of the NSC in the Indian States. These corporations engage
principally in production and marketing of seeds of high yielding and hybrid
varieties developed by the public sector.

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D
:

Although private seed companies such as Poach and Sutton have been
established since the pre-independence era, accelerated growth of the private
sector began only after the introduction of the new seed policy in 1988 which
ushered in a liberal business climate. Currently there are over 200 private seed
companies, together with a few multinational companies, and these tend to
focus on low volume, high value crops with the principal effort being placed on
creating hybrids for oilseeds, maize, cotton and vegetable crops. The private
sector accountsfor 70% of the market in terms of market turnover whereas the
public sector has the greater share in terms of volume sales-

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Ê!D:

India today has a critical mass and level of growth that it could use not
only to cater to the growing domestic requirement but also to make a concerted
effort for global trade under provisions of oATT and WTO. Furthermore, India
is endowed with second largest area of farmland, and the largest area of
irrigated land, in the world and, with its huge germ plasm diversity, its seed
industry is well placed to serve both domestic and international markets.

The diversity of agro-climatic conditions, strong seed production

infrastructure and market opportunities, India holds significant promise for
export of seeds. oovernment will evolve a long term policy for export of seeds
with a view to raise India's share of global seed export from the present level of
less than I% to 10% by the year 2020.

The export policy will specifically encourage custom production of seeds

for export and will be based on long term perspective, dispensing with case to
case consideration of proposals.

Establishment and strengthening of Seeds Export Promotion Zones with

special incentives from the oovernment will be facilitated. A data bank will be
created to provide information on the International Market and on export
potential of Indian varieties in different parts of the world.

The release of high yield dwarf varieties of wheat and rice by the mid
1960s gave further impetus to the growth of seed industry. This period also
saw the constitution of the seed review team, enhancement of seeds act.1996
for regulating the quality of seed and formation of the National Commission
of agriculture. This was the period in which the private sector took significant
steps into the seed business.
-a
 The 1980s witnessed two more important developments viz., granting of
permission to MRTP/ FERA companies for investment in the seed sector in
1987 and the introduction of "NEW POºICY" on seed development in 1988.
The new policy on seed development while helping liberalize import of
vegetable and flowers seeds in general and seeds of others crops in a restricted
manner encouraged global seeds companies to enter the seed business of India.

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D

To supply the seeds necessary for the five hundred thousand Indian
villages is a big problem. Storage, transportation and timely distribution of pure
seed from village to village calls for careful organization with in the state
department of agriculture and the willing co-operation of farmers.

Indian's seed industry has grown in size and level of performance over
the past four decades. It represents a blend of private and public sector
companies/ corporations. The private sector comprises approximately 140 seed
companies, which includes national, global, regional and other seed producing
and/ or selling companies. The industry has made impressive strides from
modest beginning in 1962-63 to over 5 latch hectares in seed production in
1995-96. The quantum of seed distributed also grew from 14 lakh quintals
during this period. On the inputs supply the certified quality seeds distribution
touched anew high of one million tones during the year 2000-2001. It was 0.91
million tones the previous year.

)'' oD

Implementing of new techniques requires dissemination and training for

their beneficial use. To achieve this goal radical change will be required in the
existing extension system. In many cases entirely new approaches for
-è
dissemination of knowledge will be required. These will have to be constant
learning an up gradation of skills to enable transmission of knowledge to the
user.

To realization of the prospects of the industry will also changes in the

government policy, which would facilitate the development of the Indian
agriculture and seed industry. The policy must aim at governing greater self
discipline and removing controls and restrictions, which inhibit growth and
development.

'"
o! 


To achieve self-sufficiency in the production through planned

programs, the distribution of quality seed was rightly considered as a key factor
by the government. The far-sighted and liberal policies of government of India
has always laid emphasis to build a sound seed industry in the country and has
supported both public and private sector organizations to develop and to meet
the increasing seed demand and also to produce surplus stocks require for
export.

To support expanded activities the "National seed S.C.R. Engineering

College programme" was launched with the financial assistance of the "world
bank" (International Bank for Reconstruction and Development) in order to
make available the right quality of seed to the Indian farmers in adequate
quantities and at reasonable price in time. The government of India took various
steps including promulgation of "Seed Act" during 1996, which became
operative throughout the country from October 1969. The main objective of the
act is to produce quality seed of different crop varieties under a system of seed
certification and testing is voluntary but the farmers have recognized the

-
importance of quality seed to get higher production with limited resources
available at their end.

High yielding varieties are being released for cultivation in quick

succession by various agricultural universities and ICRA institutions through
massive research project and screening of planning materials. Steps have been
taken during early 1984 to bring seed with in the purview of the essential
commodities Act to strengthen the regulation of seed quality and to economies
production at derived levels.

&'D

The seed industries and farmers from many years are facing many
problems. A number of multi-national corporations have stepped into our
agricultural country to gain control over the seeds and their distribution.
Recently, a new variety of seeds have entered the country. This created many
new problems for the seed industry and farmers.

oenerally, a seed may be used either as a food material or as a seed for

another crop. But now, the life in the seed is being taken out for making it to be
used only as a food material and not as a seed for another crop.

These types of seeds are called genetic change or genetic engineering

seeds. Example, BT Cotton seed, the farmers are made to purchase those seeds,
which are manufactured by the corporation for their crops. Once the farmers or
industry have used these types of seeds, they face many problems. They have to
use only those pesticides, which are produced by that association for protecting
their crops from the pests, diseases etc. these types would use by the wide
associations.

--
DÊ D
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The population has been growing at a faster rate in the country. To

increase the production accordingly an "All India Co-ordinate organization has
been established in 1951 with the assistance of "Rockefeller Foundation"
which belongs to America. As a part of this project, it produced new seeds of
maize in 1961 and cotton seeds in 1971.

With a view that the state governments are unable to meet the
demand for seeds correctly, two associations have been established with the
help of Rockefeller Foundation. They are "National Seed Association" 1963
and "State Farm Corporation of India", 1969. Due to the "Development
Programme" which came into existence in 1988, many multinational
corporations have stepped into the seed industry. At present there are more
than 700 multinational corporations in India organizing seed business directly
or industry. Nineteen multinational companies have been made an agreement
with the Indian seed industries and have been enjoying the leadership in the
seed market. Monsanto, an American multinational corporation, has acquired
one-fourth part of the MICO seeds industry, one of the biggest seed industries
in India. The acquisition value given by the Monsanto Corporation is more
than 17 times to the real value.

DÊ D
(Ê Ê Ê)

Indian seeds industry has grown in size and level of performance over
the past four decades. India stands in the 8th position all over the world in the
production of different variety of crops. Again in each crop there are thousand
of varieties. To co-ordinate the seeds research centers and a private
organization in the country and to support the expanded activities, the "National
-ü
seed Program" was launched in 1967 with the financial assistance of the World
Bank. In 1960 many private organizations have participated in the production
of seeds. Many seed industries have laid a strong foundation in the country.
Following are some of the major seed industries in India.

À‘ MICO seeds private ºimited, Mumbai.

À‘ Monsanto holdings private ºimited, Mumbai
À‘ Namdhari Seed Corporation limited, Bangalore.
À‘ National Seeds Corporation limited, New Delhi.
À‘ Rallies India limited, New Delhi.
À‘ Sungro seeds limited, Delhi.
À‘ Cargill hybrids private limited, New Delhi.
À‘ Pioneer India limited, Kolkata.
À‘ Proagro seeds private limited, Chennai.
À‘ Sasys seeds private limited, Bangalore.
À‘ Sinjent India limited, pune.
À‘ Nunhams seeds private limited, ourgaon.

DÊ D
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In Andhra Pradesh the seed industries are many in number. Though

Andhra Pradesh is one among the states in India who have been producing
different varieties of crops it does not have the major seed industries in it when
compared to other states. Many seed have formed recently in the state. Also the
state is growing industrially and there is sample scope and potential for the
entry and success of new industries.

-*
 The crop producing seasons are different for different states. In Andhra
Pradesh the crop producing seasons starts from June and ends with the month
of September. oenerally the rain fed crop in situated in the irrigated crop may
not have better results when compared. The stock to be sold by the seed
industries is kept ready during the starting of years as the period during which
the demand will be more fall between march and august. The industries in the
state market with other states, which form the boundaries of it. The selling
period of those states will vary. The following are some of the seed industries
in Andhra Pradesh.

À‘ Indo American hybrid seeds (India) Pvt. ºtd, Hyderabad.

À‘ Seed works India limited, Hyderabad.
À‘ Mourya agri-tech, Hyderabad.
À‘ Sriram Bioseed genetics India limited, Hyderabad.
À‘ Nath seeds limited, Hyderabad.
À‘ Jk seeds limited, Secunderabad.
À‘ Nugeveedu seeds limited, Hyderabad.
À‘ Tulasi seeds Private limited, ountur.
À‘ Venus crane seeds Pvt. ºtd, ountur.
À‘ Tammareddy seeds, Vijayawada.







-
 &) (&"Ê'"
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Tulasi Seeds Pvt. ºtd. was incorporated on 15th May 1992 under the
proprietorship of Sri Tulasi Rama Chandra Prabhu. TSPº is the one among the
industries which are being run under the same management.


D&-'-

Tulasi Seed Pvt ºtd. started in the year 1992. Current year turnover is
Rs.100 crores. Having R&D unit, oreen House, Seeds Testing ºaboratory, Bio-
technology ºab, 100 acres of Farm ºand, Research scientists with M.SC.(Agr)
PhD, Breeders, employees 450 regular and 300 seasonal. TSPº is accredited
with ISO 9001: 2000.

 &.#
#

A packaging industry manufacturing corrugated boxes started in the year

1977.Total number of employees are 150.Present turnover Rs.6 crores. It has
been accredited with ISO 9001:2000.


*&.#
#&-'-

Started in the year 1986 for manufacturing heavy duty export quality
corrugated boxes. The company employed 340 persons as on today and having
turnover of Rs.35 crores per annum. Accredited with ISO 9001:2000.


 

Started in the year 1980. Total number of employees are 100. Having a
fleet of 47 trucks.

-ƒ


$
&'

Started in the year 1998. Present turn over is Rs.3 crores.


"

#D*$

Started in the year 2002 for manufacturing office stationary. At present

employing 40 persons.



#
D
:

Started in the year 2004, for printing of flex & vinyl banners for large
size hoardings with a special focus on quality. Number of employees are
60.Turnover is 67.34 lacks.



  &-'

Started recently, employing 35 members. Scope for expansion.

The company proprietor, Sir Tulasi Rama Chandra Prabhu, had received
"Best Management Award" in 1994 from the hands of Former Chief Minister,
Kotla Vijaya Bhaskar Reddy. Again he received "Parisramika Vijetha" award
from the Minister of Industries, Kotagiri Vidyadhar. The company is being run
under his efficient management is such a way that it is not only to pave its way
but also able to earn some surplus to meet the needs of growth and expansion.

Total group turn over is Rs. 153 crores. Total number of employees are
1000 permanent, 500 persons seasonal.

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The main objective of the company is to provide pure quality and

certified seeds to the farmers and to protect them from purchasing the duplicate
seeds and increase the production.

The farmers are made to purchase the duplicate seeds for their crops by
some of the big corporations whose main objective is to earn profit and not the
well being of the farmers and the crop production.

Once the farmers have used those duplicate seeds, they face many
problems. They have to use only those pesticides which are produced by those
corporations alone for protecting their crops from the pests, diseases, etc.
Therefore to save them from duplicate seeds and to increase the production
TSPº is striving hard to serve the farmers.

')
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&) (

The Processing Plant and Research Farm are located at Ameenabad. It is

near Dokiparru in Medikonduru mandal of ountur district in the State of
Andhra Pradesh. It is only 15 km from ountur and is on ountur-Narasaraopet
highway. It is well connected by both rail and road transportation. It is only
45km from Vijayawada which is industrially located.

The registered office named ³TVºASI HOVSE" is located at 4th lane of

Arundelpet in ountur. It is nearer to the Railway Station. The Zonal Office is
situated at Hyderabad. The Branch office is situated at Nagapur in the state of
Maharastra.

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À‘ No expenditure was incurred during the year in foreign currency.

À‘ The contingent liabilities at the end of the year were nit.
À‘ The amount due by the company to SSI units was nil.
À‘ The company has paid the interest and commissions regularly to, the
respective parties.

" .

The company has introduced own branded seeds in the local market along
with the partial introduction of them in the states of Maharastra, Madhya
Pradesh and Karnataka. It has made good progress in the previous year from the
own hybrids of cottonseeds and established its own good will in the market.

The company is confident of achieving better results in the current

financial year in view of the improving market conditions and the company's
strategically developed network in various areas. It has been taking all
necessary steps for improving quality of the products and services.

 $51 

À‘ Specifically in the R&D carried out by the company.

À‘ Development of own hybrid seed.
À‘ To improve quality
À‘ To improved productivity
À‘ Rs.3,49,108 spent under own research and development programme
during the year.

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The company mainly markets its products from its processing plant at
Ameenabad. The consumers come to the registered office or to the processing
plant and place their order. The company has its own trucks and vans for the
transportation.Directly approach the company and reserve the material which
they want to purchase by making advance payments.

)Ê ÊD
)
Ê 

Recruitment in Tulasi Seeds Pvt ºtd. is done mainly through internal

sources. It has good relations with their employees, workers, farmers, dealers
and distributors. Promotion is mainly based on seniority. It maintains farmer¶s
guest house at the processing plant. Programs were also arranged on relevant
topics as safety, role of employees, self- development, productivity, human
relation, health etc.

"Ê ) Ê)'

Tulasi seeds private limited use both its won capital and debt to perform
its activities. The company aims at wealthy maximization, rather than earning
more profits. It maintains proper record if every transaction showing full
particulars when wanted.

The company has adequate internal audit system commensurate with the
size and nature of its business. White ood Chits and Finance, one of the units
maintained by the same management itself holds 50% shares of the company
having Rs.10/face value each.

üè
 The parties and employees to whom loans and advances have been given
by the company are repaying the principal amount stipulated.

&
Ê 

The production profile of Tulasi Seeds Private ºimited deals with the
whole issue of processing of various kinds of seeds which includes the
procedure, stockpile etc. The company processing of cotton seeds takes the
major place among all seeds. The different types of seeds which are being
processed by the company are as follows:

À‘ Cotton Seeds
À‘ Chilli Seeds
À‘ Jowar Seeds
À‘ Sunflower Seeds
À‘ Tomato Seeds
À‘ Maize Seeds
The company has separate section for maintaining seed testing
laboratories, germination testing room, humidity controlled room, etc.
ºaboratory oven is used to remove moisture of the seeds. The seeds sometimes
have more moisture than required. For example, cotton seeds must have
generally 10% moisture.

The seeds are kept in the oven and the fins inside remove the moisture
from the seeds to the extent mentioned on the oven. The Programmable
Environment Test Chamber is a device used to know the germinating power of
seeds. For this, a particular type of paper called germination paper is used. The
seeds are kept on the germination paper and are kept inside the Environment

ü
Test Chamber. The test chamber is kept on at a temperature of 25 degree
centigrade and 99% humidity.

The paper is taken out and tested periodically for knowing the
germination power of the seed. There is a germination testing room in the
section which indicates the germination capacity. There will be some shelf¶s in
the room on which the seeds are kept. The room will be air conditioned. A
germination tester attached to the shelf indicates the germination capacity in
percentages. Finally, a humidity controlled room is maintained by the
company. The room is air conditioned at the temperature of 30 degree
centigrade. Two pipes will be there in the room. Through one pipe moisture
will be going out and through another pipe outside air will be coming in thus
maintaining same temperature.

The company has its own research and development programme. The
scientists from their research make the parent seeds which will be stored in the
humidity controlled room. The seeds of the company are given to the growers
to grow the corps in the farms of the company. The crop period will be about
150 to 170 days. After that, the crop is taken by the company from the farmers.

For cotton crop, it will be kept in a round machine surrounded by

horizontal beams called dust remover machine. It removes the dust from the
crop. Then it is thrown in the ginning machines. The machines perfectly
separate the dust is sold out in the market. The seeds are taken for delineating
process. In this sufficient quantity of acid is pored in the machine along with
the seeds. The machine revolves and the negligible cotton remained will get
burnt. After that seeds which turn into black color will be dried for one or two
days.

ü-
 The dried seed are taken for grading. For this a machine called seed
orader is used for removing dust and for grading. The seeds are poured in the
machine and the dust, whether big or small will be separates the light and
damaged seeds.

Then the seeds flow into a gravity separator. The fans beneath identity the
light seeds and workers to take off the useless seeds, if any. The seeds
examined are then pored into a crop protection machine for chemical
processing. These chemicals oaucho, Cruser & Tata are mainly used in
chemical processing. The chemical processing of seeds through the crop
protection machine will help to protect the crop from pests and for quick
germination these seeds are poured in the packing machine.

The seeds processed with different it chemicals are packed separately.

oenerally, the seeds processed with oaucho chemicals have more demand.
There will be a PMC machine by the side of the packing machine which
indicates the weight of the packets new weight will be of 500 grams. The
packets are again packed in cardboard boxes and kept ready for delivery
purposes. It means quick delivery of the materials ordered by the consumers
through these trucks and vans. If any unforeseen demand arises and orders are
placed in plenty, it consults the Chandra Transport Agency for the delivery of
the material ordered.

The prices are fixed basing on its competitors and the variations in the
prices of the goods in the market advertising of done by the company.

The advertisement relating to the company seeds are given in daily

newspapers like 'VAARTHA' and monthly journals like 'ANNADAATA', etc.,
the advertisement and business promotion expenses are included in the selling

üü
and distribution expenses while preparing the financial statements. The
advertisement expense during the year incurred by the company is less than the
previous year. The packing of the seeds is the last stage in processing. The
packages are kept in corrugated boxes sent for delivery to consumers. These
packing expenses are included in the sale price.

The distribution is the main function in the marketing of seeds of the

company. It maintains good relations with its dealers, distributors and fanners.
The company conducts and organizes the meetings where the farmers, dealers
and distributors come for the discussions.

This facilitates good understanding between them and finally leads to the
overall development of both the company and the members. The farmers and
dealers directly approach the company and reserve the material they want to
purchase by making advance payments.

)¦)D

X‘ oovernment of AP gave ³BEST SMAºº SCAºE INDVSTRIAº

AWARD´ in 1994.
X‘ APSFC awarded ³PARISRAMIKA VIJETA´ consecutively for 4 years
from 2001.
X‘ Ministry of small scale industries, oovt. of India, given ³NATIONAº
AWARD´-2003 handed over the award by Dr.A.P.J.Abdul Kalam,
president of India.
X‘ Chaitanya packagings pvt. ºtd. Obtained certificate of merit from
capexil, a recognition of export achievement in respect of paper boxes
sponsored by ministry of commerce & industry, oovt. of India on
1.10.2007 at NewDehi for the year 2006-2007.

ü*
 X‘ Federation of Andhra Pradesh Chamber of commerce and industries. Red
Hills, Hyderabad chosen TVºASI SEEDS PVT. ºTD., for the award of
EXCEººENCE IN RESEARCH & DEVEºOPMENT for 2007.
X‘ Received ³BEST MANAoEMENT AWARD´ -2007 from
Y.S.Rajashekara Reddy, C.M of A.P

)oÊ'
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X‘ Established Tulasi Seeds Pvt ºtd. in the year 1992 with a good motive of
serving farming community by supplying high quality hybrid seeds for
getting higher yields.
X‘ Established Tulasi R&D division in 1994 in an area of 200 acres for
developing superior hybrids and OPVs and it has been recognized DSIR
(Dept, of Science and Industrial Research), Ministry of science &
Technology, oovt. of India, New Delhi
X‘ For development of transgenic BT cotton hybrids, made agreement with
Monsanto Company for the transfer of BT technology in promising
"Tulasi" cotton research hybrids and built spacious green houses in
22,000 sq. ft. area for this purpose.
X‘ Several high yielding hybrids have been developed in crops like cotton,
Chilly, Maize, Sunflower, Billet, sorghum etc
X‘ State of the Art Biotechnology ºaboratory was constructed and acquired
several modern equipments.
X‘ More than 100 post graduate & Ph. D students have been guided and
helped them for doing their project work in Tulasi Biotechnology
ºaboratory.

ü
 X‘ This year around 10 ºakh farmers have been benefited by using Tulasi
hybrids.
X‘ Farmers were given training by conducting farmers' fields, field days &
jeep campaigns.

6
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Showing keen interest in organic farming, natural manures like vermin

compost etc have been produced in large quantities and experiments are being
carried out at Tulasi R&D division.


)Ê!


Tulasi Seeds, which aims to emerge as market leader in seeds sector in

next two years, will raise Rs. 150 crore in next three months by offering 20 per
cent of its stake to private equity firms as well as banks, according to the Tulasi
oroup Chairman and Managing Director Tulasi Ramachandra Prabhu. 

Mr Prabhu, who recently received an award from President Pratibha Patil

for his company's research into seeds, told media persons here that the entire
process of stake sale would take three months. The company will use the funds
to expand its operations.

According him, Tulasi Seeds, which is the 3rd largest seeds marketing
company in the country, achieved a turnover of Rs. 171 crore last fiscal and
would generate Rs. 225 crore during the current fiscal."We have entered into an
agreement with an Italian company for producing vegetable seeds as well as BT
seeds of maize," he said. Mr Prabhu also said his company would go for public
issue within three years.

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oood seed is the basic and crucial input to improve the agricultural
economy. Inspite of availability of various kinds of seed in market, the
challenge of producing sufficient agriculture production is not possible due to
the poor quality of seed. In order to supply high quality and high yielding
hybrid seeds and OPVs in important agricultural crops to the farming
community at an affordable price, Tulasi Seeds Pvt, ºtd. (TSPº) was started in
1992 at ountur (Andhra Pradesh).

Sri Tulasi Rama Chandra Prabhu, an Engineering oraduate from IIT,

Madras, who hails from an agricultural family, is the chairman for the
company. Due to his continuous efforts and dynamic leadership for the last 15
years, Tulasi Seeds Pvt. ºtd., has grown to be one of the leading seed
companies in the country. TSPº is marketing its own research hybrids as well
marketing network all over the country.

This company has been accorded IS09001:2000 certification for its

quality management system. Sri Prabhu has also received `National Award for
entrepreneurship' from the president of India Dr.A.P.J.Abdul Kalam.

Research development division of TSPº was started in 1994 with a view

to develop superior hybrids and OPVs for higher yield, early maturity, better
quality and resistance to biotic and abiotic stresses in major crops. The R&D
Division has excellent infrastructure facilities with highly qualified scientific
manpower for conducting research in Plant Breeding and Biotechnology.
DSIR(Department of Scientific and Industrial Research), Ministry of Science &

*$
Technology, oovt. of India has accorded recognition to TSPº's R&D division.
Collaborative research is also being carried out with international institutes like
ICRISAT etc., for hybrid development program.

Due to the continuous efforts at R&D division, several high yielding

hybrids in crops like Cotton, Chilli, Maize, Sunflower, Sorghum, Pearl Millet,
Okra etc., have been developed.

Very popular and revolutionary Tulasi cotton research hybrids like

Tulasi-4Bt(Sri Tulasi Bt),Tulasi-9Bt(Bhaskar Bt) (Central Zone) &Tulasi-117
Bt (Namaskar Bt) are being cultivated in lakhs of acres in major cotton growing
areas in the country and these Tulasi Bt Cotton hybrids are showing excellent
results in framers fields. The R&D Division has also developed Bo II versions
for Tulasi4Bo II &Tulasi-9 Bo II and these two hybrids have shown the best
performance in the large scale field trails in North, Central & South Zones.
After oEAC approval Tulasi-4 Bo II & Tulasi Bo II hybrids would be made
available to farmers for Kharif 2008 season.

Ê

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D&'

People are the most important and valuable resource of any organization.
In due consideration to this aspect, TSPº lays maximum emphasis on human
resources planning, development and management for optimum utilization and
full realization of the employee potential to achieve the goals. TSPº follows
corporate recruitment policy in meeting its manpower requirements. The
organization in order to accomplish the present and future business objectives

*c
assesses and reviews the manpower requirements of various plants every year
by consolidating their requirements. In other words, it collects information
about the manpower requirements of various plants and then it takes appropriate
action for recruitment and selection. Recruitment of manpower is done at two
levels, namely recruitment at corporate level and recruitment at plant level.

Ê

&DD

TSPº applies corporate rules and procedures in case of recruitment.

Wide publicity is given through open advertisements in media. The
advertisement specifies the service conditions and compensation packages.
Once the recruitment process is completed, TSPº allots selected candidates to
various power plants. When the selected candidates join the respective plants,
the branch manager concerned allots candidates to various departments in
consultation with the heads of the various departments. Candidates with right
qualification and adequate experience are placed in appropriate departments.
They are also given necessary orientation in terms of ³On the job training´. The
training is mostly conducted in its in-house training institute. The process
involved in recruitment is shown in chart. The recruitment process in TSPº is
transparent and fair. For instance, TSPº after receiving applications form
potential candidates calls them for a written test. Potential candidates who
successfully pass through the written examination are called for group
discussion followed by an interview.



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Thus, after taking the final decision, the organization has to intimate this
decision to the successful as well as unsuccessful candidates. The organization
offers the job to the successful candidates either immediately or after sometime
depending upon its time schedule. The candidates after receiving job offer
communicates his acceptance to the offer or requests the company to modify
the terms and conditions of employment or reject the offer.

The company may modify the terms and conditions of employment as

requested by the candidate. The company employs those candidates who
accepts the job offer with or without modification of terms and conditions of the
employment and place them on the job.

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Promotion policy is one of the most important components of personnel

policies in any organization. Every employee in service looks for better service
conditions like promotion to the next higher cadre after having put in a
minimum period of service in the current cadre. It is therefore necessary to lay
down a clear policy regulation with regard to promotion to each cadre, as it
creates a healthy atmosphere in the organization and also improves the
efficiency of the organization to a larger extent. In TSPº, promotional policies
are transparent and fair. TSPº follows two types of promotions such as ³merit-
cum-seniority´ and ³seniority only´ subject to fitness. The following cadres
come under the purview of ³merit-cum-seniority´.

Ê
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The criteria adopted for fixing the merit rating in respect of cadres for
which promotion is on the basis of merit-cum-seniority is as follows. The total
marks obtained in the annual appraisal reports for the latest five years shall be
added and divided by 5 to obtain the average marks. Based on the average
marks obtained, grading will be given in terms of the following and the same is
presented in table-

o
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Out of turn 90% and above

In turn ºess than 90%

Not to be

Vnfit considered

*
 The grades as mentioned above are the basis for considering the
suitability of an employee for promotion. It is to be mentioned here that ³out of
turn´ grading shall be awarded only, if two different reporting officers award
µA¶ grade to the employee who is assessed.

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In case of employees from reference, their claims shall be considered on

the basis of seniority subject to fitness. No personal interests are encouraged
and the promotions are only based on the performance and seniority only.

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Employees of TSPº personally know one another and hence, inter
personal relations are good. For instance for the last four years, no conflicts are
reported among the employees and officers, which shows that good
interpersonal relation exist in the organization.

'D) o')
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Every organization has its own rules and regulations and TSPº is no
exception. In TSPº, the rules and regulations are very strict. For instance, the
management views unauthorized absenteeism seriously. Further, the staff
should be continuously made available in the organization. They should not
leave the office without prior permission from the authorities concerned.
Further, during emergencies the employees have to work round the clock, until
the problem gets solved. ºikewise, if an employee wants to apply for leave, he
has to obtain prior permission from the authorities concerned. On the whole, the
rules and regulations are strict.

*-
 Ê)
Ê 
oood communication system exists in TSPº. All the sections,
departments and units are linked by Intranet, a system designed by TSPº.
Besides this, landline telephones are arranged in all the sections and
departments. As such, communication is faster in TSPº.

&
D
The various departments of the plant have to submit daily reports to the
heads concerned, who in turn submit the reports to the superior concerned.
Vltimately, all the reports from various departments and wings reach the branch
manager. Further, Vnit heads submit performance reports to the chairman every
month. The various reports to be submitted are maintenance reports, lubrication
reports, stock reports, breakdown reports etc. These reports, if not submitted
timely, the management views the matter seriously.

&'(¦'")
Employees at lower levels in every organization usually perform
relatively monotonous tasks and have fewer opportunities for promotion or
change. This is particularly true in developing countries. Hence, Organizations
in order to maintain their work commitment and motivation provide welfare
facilities. Having recognized the importance of welfare facilities, TSPº
provides statutory, non-statutory and social security welfare facilities to its
employees. For critical diseases, employees, engineers and officers are referred
to corporate hospitals in Hyderabad. A canteen is provided where tea and
snacks are served at subsidized prices. Besides this, the consumer co-operative
credit society lends loans liberally to all its employees. Above all, whatever the
profit the Tulasi Seeds will get it will distribute a certain percentage
proportionally to all the employees.

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1 0-1 year 11 18%

2 1-3 years 16 27%

3 Above 3 years 33 55%

 78 c889

Ê


From the above table it is known that 55% of the employees are working
from more than 3 years in the company and 27% of the employees have
been working from 1-3 years and 18% of employees have 0-1 year
experience.

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1 Advertising 15 25%

2 Reference from 9 15%

employees

3 All the above 36 60%

 78 c889

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From the above analysis, 60% of the employees said that the sources of
recruitment are both advertising and reference from employees.25% said only
advertising and 15% said only reference from employees.

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1 1 year 54 90%

2 2-3 years 4 7%

3 3-5 years 2 3%

4 Above 5 years 0 0%

 78 c889

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From the above analysis, 90% of the employees said that their company
recruits employees for every 1 year.7% of the employees said that for 2-3
years.3% of the employees said that for every 3-5 years.

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1 10-20% 22 37%

2 20-30% 29 48%

3 30-40% 9 15%

4 40-50% 0 0%

 78 c889



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From the above table, 48% employees said 20-30%.37% of the
employees said 10-20%.15% of the employees said 30-40% regarding the
percentage of recruitment per year.

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1 Experience and 13 22%

Qualification

2 Technical skills 11 18%

3 Communication 8 13%
skills

4 All the above 28 47%

 78 c889

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From the above analysis, 47% of the employees said that experience and
qualification, technical skills, communication skills are taken into consideration
while filling up vacancies.22% said experience and qualification are
considered.18% said that technical skills are considered.13% said that
communication skills are taken in to consideration.

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1 Newspapers 39 65%

2 Journals 12 20%

3 Internet 5 8%

4 All the above 4 7%

 78 c889

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From the above analysis, 65% of the employees said newspapers, 20% of
the employees said journals, 8% of the employees said internet and 7% of the
employees said that all the three i.e. newspapers, journals and internet are
considered as sources of advertising to recruit employees.

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1 1 level 7 12%

2 2 levels 12 20%

3 More than 2 levels 41 68%

 78 c889

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From the above table, 68% of the employees in the organization said that
µmore than two levels¶ of interviews are conducted in the selection process.20%
said µ2 levels¶ of interview and 12% of the employees said µ1 level¶ of
interview.

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1 Application 5 8%
screening

2 Written 2 3%
examination

3 Oral interview 13 22%

4 All the above 40 67%

 78 c889


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From the above analysis it is clear that application screening, written

examination, oral interview are the steps that the organization is following in
the selection process.67% said that all the 3 steps are considered in the selection
process.22% said oral interview, 8% said application screening and 3% said
written examination.

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1 Case study 29 48%

2 Role play 17 28%

3 Sensitivity 6 10%
training

4 Simulation 8 14%


 78 c889

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From the above analysis, 48% of the employees said that case study is the
game that organization follows in the selection process.28% of the employees
said role play.14% of the employees said simulation and 10% of the employees
said sensitivity training.

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1 Formal 39 65%

2 Informal 11 18%

3 stress 3 5%

4 panel 7 12%

 78 c889

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From the above analysis, 65% of the employees responded that formal
method of interview will be followed in the selection process.18% of the
employees said informal interview.12% of the employees said panel
interview.5% of the employees said stress interview.

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1 Yes 49 82 %

2 No 11 18%

 78 c889

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From the above table it is known that 82% of the employees said µYes¶
regarding the training session after recruitment and selection process and 18%
of the employees said µNo¶.

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1 Satisfied 47 78%

2 Need improvement 13 22%

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From the analysis, 78% of the employees are satisfied with the present
recruitment policy and 22% said that improvement is needed in the present
recruitment policy.

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1 To great extent 6 10%

2 To some extent 31 52%

3 Can¶t say 23 38%

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From the analysis, 52% of the employees suggested that

improvement is needed to some extent and 10% of the employees said that
improvement is needed to greater extent and 38% of the employees said can¶t
say.

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X‘ The major sources for recruitment are only through advertising and
reference from employees.

X‘ Still 37% of the employees are not aware of exact requirement of

recruitment per year.

X‘ 13% of the employees are considering that only communication skills are
the only attribute to fill up vacancies.

X‘ Still 8% of the employees are considering the internet as the only source
of advertising to recruit employees.

X‘ After completion of recruitment and selection process 18% of the

employees are not attending any training session.

X‘ Still 22% of the employees need improvement in the present recruitment

policy.


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X‘ It¶s better to go for many other sources to recruit employees in an

organization.

X‘ Company should conduct awareness programs for enhancing employee

regarding recruitment.

X‘ The management should educate all the employees that not only
communication skills but also experience and qualification, technical
skills are also major attributes to fill up the vacancies.

X‘ The HR manager should create awareness about the sources of

advertising that are using by the company to recruit employees.

X‘ They should focus on each and every employee after the completion of
recruitment and selection process.

X‘ The management should make the employees to adjust with the present
recruitment policy and where ever require should conduct modifications.

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In this global scenario recruitment and selection plays an important role

in the organization in order to retain and also get a competitive candidate for the
right position and to form a good congregation of all the types. This study
reveals that the recruitment and selection process offered by the TSPº is
observed good. Majority of employees in the company are satisfied with
recruitment selection process followed by the company. It is observed that the
company is satisfying all the procedures of the recruitment selection to motivate
the employees providing development opportunities for that the company had
planned for detainment of employees by offering good incentives, promotions
and this help in maintaining good relations. This also helps in achieving
individual goals and organizational goals.

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