vivek kr singh
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PROJECT REPORT
ON
RECRUITMENT AND SELECTION POLICY
IN
ANAND NISHIKAWA COMPANY LTD.
Submitted in the partial fulfillment of the requirement for the award of
degree of
BACHELOR OF BUSINESS ADMINISTRATION
Session 2010-13
Submitted to: Submitted by:
Mrs. Shweta Sharma VIVEK KR.SINGHH.O.D (U.B.S) Roll. No:105672467289
BBA 6th
Sem.
Universal Institute Of Engineering and TechnologyPUNJAB TECHNICAL UNIVERSITY, JALANDHAR
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CONTENTS
ACKNOWLEDGEMENTPREFACE
DECLARATION
LIST OF TABLES
LIST OF GRAPHS
CHAPTER NO. CHAPTER NAME PAGE NO.
1. INTRODUCTION 1-24
INTRODUCTION OF TOPIC 1-15
INTRODUCTION OF COMPANY 16-24
2. REVIEW OF LI TERATURE 25-28
3. RESEARCH METHODOLOGY 29- 34
RESEARCH DESIGN
OBJECTIVES OF THE STUDY SCOPE OF THE STUDY
DATA COLLECTION
LIMITATIONS
4. ANALYSIS & 35-39
I NTERPRETATIONS
5. CONCLUSION & 50-53
RECOMMENDATIONS
BIBLIOGRAPHY
ANNEXURE
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ACKNOWLEDGEMENT
I owe a great many thanks to a great many people who helped and supported me in
my project report. My deepest thanks to Lecturer, Shweta sharma the Guide of theresearch report for guiding and correcting various documents of mine with
attention and care. He has taken pain to go through the report and make necessarycorrection as and when needed.
.Also, I am thankful to Mrs. Shweta Sharma (H.O.D, UBS) for being the
inspiration and providing us with all the resource required for the research report.My heart says a bundle of thanks to Mr. Harinder singh for her unflagging effort
to be a good helper in my research report.
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. PREFACE
Research Project is the bridge for a student that takes him from his theoretical
knowledge world to practical industry world. The main purpose of it is to expose
for industrial and business environment, which cannot be possible in the
classroom.
The advantages of this sort of integration, which promotes guided to corporate
culture, functional, social and norms along with formal teaching are numerous.
1) To bridge the gap between theory and practical.
2) To install the feeling of belongingness and acceptance.
3) To help the student to develop the better understanding of the concept and
questions already raised or to be raised subsequently during their research
period.
The research is definitely going to play an important role in developing an
aptitude for hard self-confidence.
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DECLARATION
I VIVEK KUMAR SINGH Roll no105672467289 do hereby declare that
Research Report Submitted to Punjab Technical University, in partial fulfilment of
B.B.A on Recruitment & Selection Policy Is the result of my own work. I
have not submitted this training report to any other university for the award of
degree.
DATE.. Signature of Student
PLACE.. VIVEK KUMAR SINGH
Roll. No-105672467292
BBA 6th
SEM
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LIST OF TABLES
Table. No: Table Name Page No:
4.1 Quality companies recruitment System 35
4.2 Sources of Recruitment 36
4.3 Internal Recruitment Source 37
4.4 Ranking Of Qualities of Candidates 38
4.5 Stages Followed In Selection Procedure 39
4.6 Scrutinization of applications before interview 40
4.7 Qualification be considered while selection? 41
4.8 Conduction of Selection Tests 42
4.9 Consideration Of External Sources like
Consultants
43
4.10 Consideration Of External Sources like
Consultants
44
4.11 Advertisements are the best method of
Recruitment
45
4.12 Employee Referrals provide a large pool of
Potential Organizational Members
46
4.13Communication Skills play a major role in
Selection 47
4.14 Right Person is Placed At the Right Job 48
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LIST OF GRAPHS
Graph. No: Graph Name Page No:
4.1 Quality companies recruitment System 35
4.2 Sources of Recruitment 36
4.3 Internal Recruitment Source 37
4.4 Ranking Of Qualities of Candidates 38
4.5 Stages Followed In Selection Procedure 39
4.6 Scrutinization of applications before interview 40
4.7 Qualification be considered while selection? 41
4.8 Conduction of Selection Tests 42
4.9 Consideration Of External Sources like
Consultants
43
4.10 Consideration Of External Sources like
Consultants
44
4.11 Advertisements are the best method of
Recruitment
45
4.12 Employee Referrals provide a large pool of
Potential Organizational Members
46
4.13 Communication Skills play a major role in
Selection
47
4.14 Right Person is Placed At the Right Job 48
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CHAPTER-1
INTRODUCTION
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INTRODUCTION
RECRUITMENT:-
Recruitment refers to the process of finding possible candidates for a job or
function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking
for recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed
in windows, through a job center, through campus graduate recruitment programs,
etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication
skills, typing skills, computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or professional), experience in a
job requiring the relevant skills or the testimony of references. Employment
agencies may also give computerized tests to assess an individual's "off-hand"
knowledge of software packages or typing skills. At a more basic level written
tests may be given to assess numeric and literacy. A candidate may also be
assessed on the basis of an interview. Sometimes candidates will be requested to
provide a rsum (also known as a CV) or to complete an application form to
provide this evidence.
Recruitment Policy:
Such a policy asserts the objective of the recruitment and provides a framework of
implementation of the recruitment program in the form of procedure. As Yoder and
other observe: Such a policy may involve commitment to board principal such as
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filling vacancies with the best qualified individuals. It may embrace several issues
such as extend of promotion for within, attitude of enterprise in recruiting its old
employer, handicap, minority, group woman employee, part time employees,
friends and relative of present employees. It may also involve the organization
system to be developed for implementing recruitment program and procedures to
the employed. Therefore a well consider and preplan recruitment policy, based on
corporate goals, study of environment and the corporate needs may avoid hasty or
ill-considered decision and may a long way to main the organization with the right
type of personal.
A GOOD RECRUITMENT POLICY MUST CONTAIN THESE
ELEMENTS:
(A) Organization objective both in the short term and long term must be taken
consideration as a basis parameter for recruitment decision and needs of
personal - area wise job family wise.
(B) Identification of the recruitment needs to take decisions regarding the
balance of the qualitative' dimensions' of the would be recruits i.e. the
recruiter should prepare profile for each category of worker accordingly
work out the man specification decide the section, department upper braches
where they should be placed and identify the particular responsibilities
which may be immediately assigned to them.
(C) Preferred sources of recruitment, which would be tapped by the
organization e.g. for skilled or semi skilled annual workers internal sources
and employment exchanged may be preferred for highly specialized
categories and managerial personal, other sources besides the former, may
be utilized.
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THERE ARE SEVERAL PRE-REQUISITES OF A GOOD
RECRUITMENT POLICY:
1) Abide by the relevant public policy legislation on hiring and employment
relationship.
2) Provide employees with job security and continuous employment.
3) Integrate organizational needs and employee needs.
4) Provide each employee with freedom and opportunity to utilized and
developed knowledge and skilled to the maximum possible extent.
5) Treat all employees fairly and equitably in all employment relationship.
6) Provide suitable jobs and protection to handicapped, woman and minority
groups.
7) Encourage responsible trade union.
8) Be flexible enough to meet the changing needs of the organization.
SOURCES OF RECRUITMENT
Normally an organization can fill upits vacancies either there RECRUITMENT
Internal Sources External Sources
1. Transfers 1. Advertisement
2. Promotions 2. Employment
3. Agencies4. Campus Recruitment
5. Labor Contractor
6. Similar Organization
7. Deputation
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RECRUITMENT MAY BE CLASSIFIED IN TWO BROAD CATEGORIES.
Internal sources
External sources
INTERNAL SOURCES:
1)Transfer- whenever any vacancies occur somebody from within the
organization is promoted transferred promoted or some time demoted.
2) Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by
conductive interviews at the campuses of various institute, universities and
colleges. IIMs, IITs, engineering colleges. It is and universities are good sources
for recruiting well-qualified executives, engineers, medical staff, chemist,
pharmacist etc.
3) Employee recommendations:
The idea behind employee recommendation as a source of potential applicants is
that the present employees may have a specific knowledge of the individuals who
may be their friends, relatives. If the present employees are reasonably satisfied
with their jobs, they communicate these feelings give preference to local people
(sons of the sole) in recruitments, particularly at lower and middle levels jobs.
4). Labor Contractors:
Manual workers can be recruited through a contractor who maintains close links
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with source of such workers. This source is often used to recruit labor for
construction jobs. The disadvantage of this source is that when the contractor
leaves the organization people employed through him also go.
5). Gate Recruitment:
Gate recruiting is quite useful and convenient method at the initial stage of the
organization. When large number of such people may be required by the
organization. In some industries like jute the large number of workers works as
"baddi" or "substitute" workers. A notice on the notice board of the company
specifying the details of the job vacancies can be put. It is very economical.
6). Similar Organizations:
Experienced employees can be recruited by offering better benefits to the people
working in similar organization. Newly established organizations of well-known
houses often lure experienced executives and technical experts from the public
sectors.
7). Deputation:
Many organizations take people on deputation from other organization/department
of the same corporate. Such people are given choice either to return to their
original organization after a certain time or to opt for the present organization.
Advantages of internal sources: -
It improves the moral of employees.
Provide greater motivation for good performance.
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It is a less costly source than going outside to recruit.
Greater promotion opportunities for the present employees.
Labor turns over reduced.
Disadvantages of internal sources:
Chances of favoritism.
It discourages the flow of new blood in to the organization.
As promotion is based on seniority the danger is that really capable hands
may not be chosen.
EXTERNAL SOURCES:
While vacancies through internal source can be filled up either though promotion
or transfer, recruiter tends to focus their attention on external source. Normally
following external source is utilized for different position.
1. Advertisement:
Advertisement is the most effective means to search potential employees from
outside the organization. Employment in journals, newspaper, bulletins etc is quite
common is our country. It has a very wide reach. One advertisement in a leading
daily can cover millions of persons throughout the country. Cost per person is very
low it is used for clerical, technical and managerial jobs
2. Employment Agencies:
In our country two types of employment agencies are operating. Publicemployment agencies and private employment agencies.
Public employment agencies: there are employment exchanges run by the
government, almost in all districts. Normally such exchanges provide candidates
for lower position like clerk and junior supervisor etc.
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Private employment agencies: there are many consultancies and employment
agencies like ABC consultant, A.F. Ferguson and company, personal and
productivity services, S.B. Billimoria and company etc. which provide
employment services particularly for selecting higher level and middle level
executives.
Advantages of External Sources:
It helps to bring new blood and new ideas into the organization.
Expertise and experience from other organization can be brought. It doesn't change the present organizational hierarchy that much.
As recruitment is done from a wider market, best selection can be made.
Disadvantages of External Sources:
This source is more costly and time consuming. The orientation and training of new employees is necessary.
If higher level of jobs is filled from external sources, motivation and loyalty
of existing staff are affected.
METHODS OF RECRUITMENT
DIRECT METHOD:
In this method organization sends traveling recruiters to educational and
professional institution. One of the most widely used methods is that of sending of
recruiters to college and technical schools. Sometimes some organization opens
their placement offices in the college and schools. The placement office usually
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provides help in attracting student arranging interviews and providing in MBA or
this manner. Sometimes firms directly solicit information from the concerned
proffers about student with an outstanding record. Other direct method includes
sending recruiter to seminars and conventions and using mobile officers to go to
desired centers.
INDIRECT METHOD:
This invoices mostly advertising in newspapers, on the Radio, in trade and
professional journals, Technical magazines and brochures. It is very useful for blue
collar and hourly workers as well as scientific professionals and technical
employees. Whenever necessary a blind advertisement can be given in which only
box no. is given, without identifying the company.
THIRD PARTY METHOD:
Various agencies can be used to recruit, personnel. Public employment exchanges,management consulting firms, professional societies, temporary help societies,
trade union, and labor contractors are the main agencies.
SELECTION
Selection is the process of choosing the most suitable persons out of all the
application. In this process relevant information about applicants is collected
through a series of steps so as to evaluate their suitability for the job to be fined.
Selection is a process of matching the qualifications of applicants with the job
requirements. It is a process of weeding out unsuitable candidates and finally
identifies the most suitable candidate.
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Selection strategies play an extremely important role in new organizations and in
those that they are fast expanding. Through proper selection it is a possible to
desirable culture and desirable norms. Proper selection is in managerial hand by
which they can increase efficiency and productivity of the enterprise. For the
succession of the selection process one should have the authority to select. This
authority comes from the employment requisition, as developed by an analysis of
the work force.
There must be some standard or personnel with which a prospective employee may
be compared. A sufficient number of applicants are also necessary.
ESSENTIALS OF THE SELECTION PROCEDURE:
The nature of the selection weather faulty or staff. Faulty selection leads to
wastage of time and money and spoils the environment and the image of
company.
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 removing the unfit persons from the jobs.
The length of the probationary period. The longer the period, the greater the
uncertainty in the minds of the selected candidate about his/her future.
SELECTION PROCEDURE
The selection procedure is concerned with recruiting prevalent information about
an application. The objective of it is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is most likely to
perform that in job. According to Yoder- "the living process is a one or many 'go
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no-go' gauge. Candidates are screened by the application) of their tools. Qualified
applicants go on to the next hurdle. While the unqualified are eliminated."
STEPS IN SELECTION PROCESS:-
1. Preliminary Interview:
A special interviewer or a high caliber receptionist in the employment office
usually conducts the initial screening. This interview is essentially a sorting
process in which prospective applicant are given the necessary information aboutthe nature of the in the organization. Necessary information is also elicited from
the candidates about their education, skills, experience, salary expected etc.
2. Application Blank:
An application blank is a traditional, widely accepted device for getting
information from a prospective applicant. The application form should provide all
the information relevant to selection. But reference to caste, religion, birthplace
may be avoided as it is regarded an evidence of discrimination. Generally' an
application form contains the following information.
a. Identifying information:Name, Address, Telephone no.
b. Personal information:Name, Age, Sex, Marital Status, and Dependents.
c. Physical Characteristics:Height, Weight, and Eyesight.
d. Education: Academic education, Professional Degree, work experience,
references etc.
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3. Selection Test:
Many organization hold different kinds of selection tests to know more about the
candidates. A test is a sample of some aspect of an individual's attitudes behavior
and performance. Tests are useful when the number of applicant is large. In India
the use of psychological and other tests is gaining popularity
4. Employment interview:
It is face-to-face interaction between two persons for a particular purpose.
Selection test is normally followed by personal interview of the candidate. It
consists of interaction between interviewer and applicant. It helps in obtaining
information about the background, 'education training, work history and interest of
the candidate and giving Information to him about the company and policies. As
well as it is also helpful to establishing friendly relationship between the employer
and the candidate.
It can be different types like information, formal, structured, unstructured, depth,
group and stress interview
5. Medical Examination:
It is carried out to ascertain the physical standards and fitness of prospective
employee. Either company's physician or a medical officer approved for the
purpose. It determines candidate's physical fitness for the job. It prevents the
employment of people suffering from contingencies disease. It provides a record of
the employee's health at the time of selection. This record wills .help in setting
company's liability under the workmen compensation act for claim for an injury.
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6. Reference checks:
Many organizations ask the candidates to provide the names of two or threepersons who know him well. The organization contacts them by mail or telephone.
In this way organization can get more information about the candidate like
character, working etc.
7. Final Approval:
On the basis of the above steps the selection committee or personal department
recommends suitable candidates for selection. The candidate short-listed by the
department is finally approved by the executives of the concerned departments.
Employment is offered in the form of an appointment letter, mentioning the post,
the rank, the salary grade, and the date by which the candidate should join and
other terms and conditions in brief.
8. Placement:
After all the formalities are completed the candidate are placed on their jobs,
initially on probation basis. The probation period may range from 3 months to 2
years. During this period they are observed keenly and when they complete this
period successfully they become the permanent employment of the organization
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Fig.1. Steps in selection procedure
RECEPTION OF APPLICATIONS
PRELIMINARY INTERVIEW
APPLICATION BLANK
EMPLOYMENT TESTS
INTERVIEW
REFERENCE CHECK(BACKGROUND INVESTIGATION)
FINAL SELECTIONBY INTERVIEWERS
PHYSICAL EXAMINATION
PLACEMENT
WAITING
LIST OFDESIRABLEAPPLICANTS
NEGATIVE DECISION
PHYSICALLYUNFITPERSONALLYOBJECT
IONABLEORUNFACOURABLE
GENERAL
IMPRESSIO
N
UNFAVORABLETESTSCORE
UNFAVORABLESECOND
IMPRESSION
UNFAVORABLEPREVIOUS
History P
HYSICA
LLY
UNFIT
UNFAVORABLEPERSONNELDATA
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SELECTION PROCEDURE
EXISTING PROCEDURE
Torrent Pharma ltd is a huge company; around 1900employees are working in this
company. The company has a well established recruitment and selection policy.
The policy asserts the objectives of the recruitment and provides a framework ofimplementation of their recruitment program in the form of procedures. This policy
involves filling vacancies with the best qualified individuals. There is no specialoccasion or time for recruitment in Torrent Pharma ltd. They are recruiting
continuously, it means, every day is a recruitment day for them. Whenever the
company identifies recruitment needs, the recruiters prepare profile for each
category of workers and accordingly work out the main specification, decide thesections and department where they should be placed and identify the particular
job responsibility which may be assigned to them. The company follows varioussources of recruitment. These are:-
Selection Test:
Many organization hold different kinds of selection tests to know more about the
candidates. A test is a sample of some aspect of an individual's attitudes behaviorand performance. Tests are useful when the number of applicant is large. In India
the use of psychological and other tests is gaining popularity
Campus recruitment
For this the company goes to the various colleges across the country and
they recruit fresh candidates from there.
Media
The company also recruits through media. For this the company
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uses sources like newspapers, magazines etc. They prefer this
media basically when large volume of people is required.
Web- based recruitment
The company also gives recruitment notice in the web and they recruit
through the web.
Employee reference
The company also recruits from friends and relatives of present employees.
Consultancy
Whenever necessary the company takes the help of the consultancy for
recruiting candidates. This is also an important source for them.
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INTRODUCTION TO THE COMPANY
2.1 COMPANY PROFILE:-
Innovations in polymer materials and the applied technology have brought
about a dramatic change in the industrial activity as well as everyday life. The
Anand Group has played a pioneering role in bringing the latest products and
technologies in this field to India and has established itself as the largestmanufacturer of the World class EPDM & PVC sealing products in India.
The Group established its first factory at Rudrapur (UP), 15 years ago withtechnical assistance from ETS Lescuyer S.A., France. In 1997, the Group
entered into collaboration with the Nishikawa Rubber Company Limited ofJapan and established its second factory at Larlu in Punjab and third in
Gurgaon in Haryana in 2002. The company is now known as the Anand
Nishikawa Company limited, Its joint venture partner, the Nishikawa RubberCompany Ltd. of Japan, has over 50 years of experience in developing and
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perfecting sealing technology and products and is considered a world leader in
this field. The company has ISO 9002 / QS-9000 / TS-16949 certification andproducts conform to the international standards such as JASO, ASTM, DIN
and BS. Exports for the company are well established and the company
exports to USA, SOUTH AMERICA, Europe, the MIDDLE EAST, AFRICAand SOUTH EAST ASIA.
Today the Anand Nishikawa Co. Ltd. is involved in expanding the technicalexpertise accumulated during the last 15 years, into developing more
sophisticated and complex parts, and to also increase the products areascovered. The company is now known as the Anand Nishikawa Company
limited, Its joint venture partner, the Nishikawa Rubber Company Ltd. ofJapan, has over 50 years of experience in developing and perfecting sealing
technology and products and is considered a world leader in this field. The
company firmly believes that the challenges of the 21st century can only bemet by having dependable technological capability, coupled with aninnovative approach towards continuous technological improvements.
BOARD OF DIRECTORS
Management
Board of Directors
Mr. Iqbal Anant Managing Director
Mr. Sonu Kumar Director (Projects)
Mr. Pankaj Johri Director
Mr. Umesh kashyap Director
Mr. Amarjit Singh Director
Ms. Rubi sobti Director
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Senior Management
Mr. Sudhir Avasthi Finance Director
Mr. Narender Sapra Joint President
Mr. H. M. Sood Senior Vice President
Mr. R. C. Mahajan Senior Vice President
Ms. Kamlesh Gupta Company Secretary
2.2 GROUP COMPANY:-
ANCO
Innovations in polymer materials and the appliedtechnology have brought about a dramatic change in the
industrial activity as well as everyday life. The AnandGroup has played a pioneering role in bringing the latest
products and technologies in this field to India and has
established itself as the largest manufacturer of the Worldclass EPDM & PVC sealing products in India.
The company has ISO 9002 certification and productsconform to the international standards such as JASO,
ASTM, DIN and BS. Exports for the company are well established and thecompany exports to USA, SOUTH AMERICA, Europe, the MIDDLE EAST,AFRICA and SOUTH EAST ASIA.
ALP Plastics
ALP Plastics is the 5th production unit of ALP Groupsituated at Gurgaon. This plant has three state of art extrusion lines which capable
to produce 5.5 million meter extrusion per annum. The total covered area of theplant is 1500 sq ft. The product range of ALP Plastics include:
Windshields
Roof rails
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show moldings
body side moldings waist seal
With or without Aluminum Foil in PVC & TPF with
/without Chrome with/without Metal in PVC, TPE,TPR, TEO
2.3 PRODUCTS:-
The Anand Nishikawa Company Ltd. manufacturers more than 3000 different
profiles which are marketed under the well established brand name of "ALP" and
cater to the sealing products requirements of different industries such asAutomobiles, railways, Ships, Ocean-going containers, Buildings etc. The productsmanufactured by the company are:
Windshield Rubbers Co Extruded Profiles
Flocked/PU Coated GlassRun Channels
Deck Lid Seals/BonnetSeals
Cellular Profiles With
Nylon Inserts
Bus Body Building
Profiles
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2.4 Manufacturing:-
Because of their unique physical characteristics, rubber products requiremanufacturing processes several times more complex and advanced than ordinary
metal products. The company through its collaboration has been able to obtain acompletely original technology beginning with the mixing and blending of raw
materials and chemicals, through extrusion and the vulcanization process usingUHF Curing, Hot Air & fluidized Bed to provide the character of rubber, until itreaches the finishing process. The system is completely automated.
The company's current production structure has factories in three locations -
Rudrapur in Uttar Pradesh, Lalru in Punjab, and Gurgaon in Haryana. The factories
have a capacity to produce 80 million meters of EPDM Rubber, PVC and Co -Extruded Profiles, per annum. The total numbers of employees are 600 with a
covered area of over 260,000 sq. ft. in both plants.
Mixing Sections
This section is equipped with state-of-the-art Banbury Mixer. To accelerate the raw
compound for different applications, ALP has mixing mills with stock blenders.
This section is capable of mixing 2100 tons of compounds per month. The Batch-
Off mill ensures clean and uniform cutting of uncured rubber sheets.
MODLING:-
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This section is well equipped with 150 Hydraulic, Pneumatic and Injection
molding presses capable of doing all kinds of Injection, transfer and compression
molding. The total capacity of this section is 16 Million Shots p.a.
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2.5 Marketing:-
The company's products are marketed in India and abroad under the "ALP"brand. In India, the company's sales are managed through 4 regional offices and
16 state- level distributors. This ensures that ALP products are available" off the
shelf" through over 3000 different outlets.
International sales are handled by ALP Overseas Pvt. Ltd., an independentcompany exclusively involved in international trade.
ALP Overseas Pvt. Ltd, exports the complete range of products manufactured bythe Anand Nishikawa Co. Ltd., specially, for the Automotive Replacement
Markets and the Building Industries abroad. Exports are to USA, SouthAmerica, Middle East, Africa and Utah East Asia.
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2.6 CLIENTS:-
MARUTI UDYOG LTD.
(SUZUKI INDIA)TELCO
HONDA Seil CARS
INDIA LTD.
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TOYOTAGENERAL MOTORS INDIA
LTD.
HINDUSTAN
MITSUBISHILANCER
FIAT INDIA LTD. VOLVO INDIA PVT. LTD. INDIAN RAILWAYS
ASHOK LEYLANDDAEWOO MOTORS INDIA
LTD.
EICHER MOTORS
LTD.
RECRUITMENT IN ANAND NISHIKAWA COMPANY LTD.
Recruitment is the process by which organizations locate and attract individuals to
fill job vacancies. Most organizations have a continuing need to recruit new
employees to replace those who leave or are promoted in order to acquire new
skills and promote organizational growth.
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Recruiting begins when a vacancy occurs and the recruiter receives authorization
to fill it. The next step is careful examination of the job and enumeration of skills,1
abilities and experience needed to perform the job successfully. Other steps follow:
Creating an applicant pool using internal or external methods
Evaluate candidates via selection
And finally make an offer
Scope: To define the process and flow of activities while recruiting, selecting and
appointing personnel on the permanent rolls of an organization.
Authorization:
S.No. Authorized Signatory
1 Head- Human resource
2 Managing director
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RECRUITMENT PLANNING
RECRUITMENT PLANNING ON THE BASIS OF BUDGET
A.The manpower planning process for the year would commence with the
companys budgeting activity. Departments to the board of Directors as part of
the annual business plan after detailed discussion with the head of human
Resource Function along with detailed notes in support of the projected
numbers assumptions regarding the direct and indirect salary costs for each
position.
B.A copy of the duly approved manpower plan would be forwarded by the HR
department for their further actions during the course of the year. The annual
budget would specify the manpower requirement of the entire organization, at
different levels, in various functions/departments, at different geographical
locations and the timing of the individual. Replacement of the existing
employees.
C.The Regional HRs would undertake the planning activity and necessary
preparations in advance of the anticipated requirements, as monthly and
quarterly activities on the basis of the approved budget, estimated separations
and replacements therefore.
D.The vacancies sought to be filled or being filled shall always be within the
approved annual manpower budget and no recruitment process shall be initiated
without the formal concurrence of the Head of the Regional HR under any
circumstance.
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CHAPTER-2
REVIEW OF
LITERATURE
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1. Rao (JUL,1992) in his journal, The concept of recruitment has
proposed,In a survey conducted by Rao on HRD practices in 34 private sector &
11 public sector companies it was found that perceptions were not that significant
among executives. The study indicated that a large number of organizations appear
to use recruitment and Selectionboth for regularly as well as for development
purposes. There was difference between the stated objectives & the objectives inpractice. Approaches in global companies, and there has four different approaches
to managing and staffing their international subsidiaries. The following literature
reviews will attempt to explain that four approaches and point out what is the
advantage and disadvantage of each approach in the internationalization process of
the company. In the present paper will concentrate on the international
Recruitment. Approaches in global companies, and there has four different
approaches to managing and staffing their international subsidiaries, it related to
how the company recruit and select their staffs in their subsidiaries. In the present
paper will concentrate on the international Recruitment. Rao felt an urgent need to
pay attention to assessing potential of executives which was given less potential.
2. Irene Hau- Siu Chow(Jan, 1995) in his journal,The Chinese University of
Hong Kong has proposed this paper examines recruitment and Selection asviewed by a sample of 164 Chinese from Hong Kong and the People's Republic of
China (PRC). There was a higher tendency for the PRC Chinese to prefer a group
orientation to recruitment and Selection. The PRC sample also expressed a much
greater willingness to consider non-performance-related factors and a stronger
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preference for open, honest, and direct relations between supervisors and
subordinates. In terms of performance attributions, there was no difference in the
degree to which the two groups noted internal attributions of behavior, but the PRC
group espoused external attributions of performance. The Hong Kong group
expressed less trust and confidence in subordinates' ability to accomplish task and
more likely to indicate that supervisors should know the precise answer to work-
related questions. The Hong Kong group also preferred less frequent recruitment
and Selection.
3. Kin Fai Ellick Wong, Jessica Y.Y. Kwong (JAN, 2007) in his
journal, Effectiveness of recruitment and Selection has proposed, this study
revealed that the rater goals effect the rating patterns. This is found by
experimental field study in this paper. Research shows that these are rating errors
and these may due to either people are not able to make perfect evaluation or the
evaluation tools are not designed good enough. Apart from this, managers may
intentionally create these errors in order to achieve different goals. Approaches in
global companies, and there has four different approaches to managing and staffing
their international subsidiaries. The following literature reviews will attempt to
explain that four approaches and point out what is the advantage and disadvantage
of each approach in the internationalization process of the company.It related to
how the company recruit and select their staffs in their subsidiaries. In the present
paper will concentrate on the international Recruitment. Approaches in global
companies.
4. Maral Muratbekova-Touron (JAN,2008) in his journal, recruitment and
Selection has proposed, Recruitment is one of the main functions on Human
Resource Management, refer to International Human Resource Management
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perspective, staffing will be more important on the managing by the headquartered
company to their subsidiaries in order to gain more competitive advantage for
them. As a company want to achieve the mind of globalization, they must choose a
suitable Recruitment approach in order to doing business successfully not only in
the domestic also in the international environment. Maral Muratbekova-Touron
(JAN,2008) stated that One of the main issues facing the development of the
global companies has always been to find the right balance between the local
autonomy between subsidiaries and the control of the corporate headquarters., it
related to how the company recruit and select their staffs in their subsidiaries . In
the present paper will concentrate on the international Recruitment. Approaches in
global companies, and there has four different approaches to managing and staffing
their international subsidiaries. The following literature reviews will attempt to
explain that four approaches and point out what is the advantage and disadvantage
of each approach in the internationalization process of the company.
5. Arvind Sudarsan (MAR,2009) in his journal,Impact of recruitment and
Selection has proposed, In this article, findings of a study on performance
Recruitment is one of the main functions on Human Resource Management
criteria used by organizations in India is shown. A survey type methodology was
used in this article to obtain the appraisal forms used by different organizations.
The sample covered a wide range of organizations classified on different basis
Approaches in global companies, and there has four different approaches to
managing and staffing their international subsidiaries. The following literature
reviews will attempt to explain that four approaches and point out what is the
advantage and disadvantage of each approach in the internationalization process of
the company.
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CHAPTER 3
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RESEARCH
METHODOLOGY
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OBJECTIVES OF THE STUDY
To know the process of recruitment in ANAND NISHIKAWA COMPANY LTD
To know the effective method of recruitment and selection in this company.
To know the sources used for recruiting at various levels and various jobs.
The study aims at understanding various issues involved in managerial
recruitment process.
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SCOPE OF THE STUDY
A detailed study was conducted in ANAND NISHIKAWA COMPANY LTD.
LALRU. And first hand data collected from a group consisting of over 80Respondents. Care was taken to include the categories of consumer & retailers.
The scope of this study lies in two organizations: Anand Nishikawa Co. Ltd. So
this study is applicable in these two organizations for measuring. The study is
conducted in the city Rajpura For the sake of convenience and accuracy the study
has been conducted at two organizations i.e. Anand Nishikawa Co. Ltd. In city
Rajpura
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RESEARCH DESIGN
One of the scientific principles of modern management is planning, and if someone
wants to conduct a research project effectively and efficiently, then he has to planthe whole research process. This research plan is the jargon of the researcher, is
called a research design. The word design means to prepare a preliminary sketch or
to plan for work to be executed, and research design would mean to prepare a plan
to execute a research report. I have done my research project mainly used
exploratory research studies.
Exploratory research studies: - Means are also termed as formulative
research studies. The main purpose of such studies is that of formulating a problem
for more precise investigation or of developing the working hypotheses from an
operational point of view. The major emphasis in such studies is on discovery of
ideas and insights. As such the research design appropriate for such studies must
be flexible enough to provide opportunity for considering different aspects of the
problem under study.
SAMPLING DESIGN
SAMPLING UNIT: The research work is in Lalru, and sample would include
the employees of ANAND NISHIKAWA COMPANY LTD. This may
include the recruiter, trainers and the candidates that are interviewed atANAND NISHIKAWA COMPANY LTD.
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SAMPLING SIZE: Since it would not be possible to study whole of the
universe, i.e. the people who are using these products, in this research project soI will be taking the sample size of 80 individualswhich would be representing
the entire universe or population.
SAMPLING TECHNIQUE: The sampling method is convenience i.e. non-
probability techniques of sampling and anybody who uses these products
respective places.
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DATA COLLECTION
Both the primary and secondary will be the sources of data collection but in this
study the data was collected mainly through primary sources. In primary sources
and Secondary sources we include:
COLLECTION OF DATA
Primary Source Secondary Source
Interview Questionnaire Companys journal Books
(i) Primary Data:I had used Questionnaire and survey as primary data.
(ii) Secondary Data: I also collected data from internet, magazines, Newspaper as
secondary sources.
BBOOOOKKSS
ASWATHAPPA. K, HUMAN RESOURCE AND PERSONNEL
MANAGEMENT, TATA MCGRAW-HILL PUBLISHERS.
NEWSPAPER:EMPLOYMENT NEWS
INTERNET PORTALS:
WWW.RESEARCHSCHOLAR.COM,
WEKIPEDIA
WWW.CHI NARSUI TING.COM
http://www.researchscholar.com/http://www.researchscholar.com/http://www.researchscholar.com/ -
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LIMITATIONS
Although serious efforts were made to collect the authentic and maximum
information from respondents. Few of the limitations are enlisted as under:
First of all, the scope of sample size was confined to recruitment department
only, which would have otherwise made study and observations more effective.
Secondly, all the results and conclusions are drawn on the basis of whatever
information has been provided by managers and other employees working in
ANAND NISHIKAWA COMPANY LTD. LALRU, so there are chances of
personal biasness as well.
Thirdly, the stipulated time for the project is insufficient to undergo an
exhaustive study about the topic assigned and moreover the scope of the topic is
wide enough.
The researcher had to visit a number of times to all the managers and other
working staff for collecting the information. the managers were not able to give
all the data at one particular time
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CHAPTER-4
ANALYSIS &
INTERPRETATIONS
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ANALYSIS AND INTERPRETATIONSQ.1 what is the quality company recruitment System?
TABLE 4.1:- Quality company recruitment System
GRAPH 4.1:- Quality company recruitment System
INTERPRETATION: In graph 4.1, the first question asked from the respondents
was whether that the quality of companies recruitment system. Out of total
respondent 80 the 20% agree for quick response & 40%agree for bringing in
quality & again 40%agree for coordination with other department.
20%
40%
40%
Quality of textile companies
Recruitment SystemQuick Response for
requirement
Bringing in Quality People
Proper cordination with
other departments
Frequency Percentage
Cumulative
Percentage
Quick Response
requirement16 20
76
Quality People 32 40 60
Proper
coordination
32 40 100
Total 80 100
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Q.2 What Recruitment Sources are used?
Frequency Percentage Cumulative Percentage
Advertisement 16 20 20
Employee Referral 3 4 24
Consultants 16 20 44
Portal 7 8 52
All of these 38 48 100
Total 80 100
TABLE 4.2:-Recruitment Sources
GRAPH 4.2:Sources of Recruitment
INTERPRETATION: In graph 4.2, the second question asked from the respondentswas whether that the source of recruitment .The total number of sample size is 80
in which 20% agree for advertisement &4%agree for employee reversal, 20% for
consultant, 8% for portal & last 40 % agree for all these.
20%
4%
20%
8%
48%
Sources of Recruitment
Advertisement Employee Referral Consultant Portals All of these
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Q.3 Does textile company adopt Internal Recruitment Source i.e. Transfer &
Promotion?
Frequency Percentage Cumulative
Percentage
Agree 64 80 80
Disagree 16 20 100
Total 80 100
TABLE 4.3:- Internal Recruitment Source
GRAPH 4.3:- Internal Recruitment Source
INTERPRETATION: In graph 4.3, the third question asked from the respondents
was whether that the internal recruitment sources .The total number of sample size
is 80 in which 80% agree and 20%disagree in the internal sources of the
recruitment.
80%
20%
Existence of Internal Recruitment Source
Agree Disagree
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Q.4 Rank the Qualities in the order of your preference on the basis of which
you select candidate.
Qualification
Experience
Skills
Personality
Depend on Job Variety
GRAPH 4.4:Ranking Of Qualities of Candidates
INTERPRETATION: In graph 4.4, the fourth question asked from the respondents
was whether that the Ranking of qualities of candidates are based on job
description. The graph show the depends on job is ranking of qualities of
candidates.
1
2
3
4
5
0
1
2
3
4
5
6
Ranks
Qualities
Ranking Of Qualities of Candidates
Personality
Experience
Qualification
Skill
Depand on Job
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Q.5 Rank the Qualities in the order of your preference on the basis of which
you select candidate.
TABLE 4.5:-Stages Followed In Selection Procedure
GRAPH 4.5:Stages Followed In Selection Procedure
INTERPRETATION: In graph 4.5,the fifth question asked from the respondents
was whether that the Stages Followed In Selection Procedure. The sample of
frequency size is 80 in which 60% agree for the 2satages & 28% agree for the third
stage and left 12% agree for the four stages.
60%
28%
12%
Stages Followed In Selection ProcedureTwo Three Four
Frequency Percentage Cumulative
Percent
Two 48 60 60
Three 24 28 88
Four 8 12 100
Total 80 100
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Q.6 should there be scrutinization of applications before interview?
Frequency Percent Cumulative
Percent
Agree 70 84 84
Disagree 10 16 100
Total 80 100
TABLE 4.6:-Scrutinization of applications before interview
GRAPH 4.6: Scrutinization of applications before interview
INTERPRETATION: In graph 4.6,the sixth question asked from the respondents
was whether that the: Scrutinization of applications before interview. The total
number of frequency size is 80 in which 84% agree for the scrutinization of
application before interview & 16% are disagrees for this.
84%
16%
Scrutinization Of Applications BeforeInterview
Agree Diagree
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Q.7 should qualification be considered while selection?
Frequency Percentage Cumulative
Percentage
Agree 3 4 4
Disagree 77 96 100
Total 80 100
TABLE 4.7:-Qualification is considered while selection?
GRAPH 4.7:Qualification is considered while selection?
INTERPRETATION: In graph 4.7, the seventh question asked from the
respondents was whether that the Qualification be considered while selection. The
sample size is 80 in which 96% agree for the qualification consideration while
selection and 4% disagree for this.
96%
4%
Qualification Consideration While Selection
Agree Disagree
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Q.8 Should the tests like personality, intelligence etc be conducted while
selection?
Frequency Percentage Cumulative
Percentage
Agree 73 92 92
Disagree 7 8 100
Total 80 100
TABLE 4.8:-Should the tests like personality, intelligence etc is conducted while selection?
GRAPH 4.8:Conduction of Selection Tests
INTERPRETATION: In graph 4.8,the eight question asked from the respondents
was whether that the Conduction of Selection Tests.The sample size is 80 in which
92% agree for the conduction of selection test & 8%disagree for this.
92%
8%
Conduction of Selection TestsAgree Disagree
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Q.9 should the external sources of recruitment like consultants, references be
considered while recruitment and selection?
Frequency Percentage Cumulative
Percentage
Agree 47 56 56
Disagree 33 44 100
Total 80 100
TABLE 4.9:-Consideration of External Sources like Consultants
GRAPH 4.9:Consideration Of External Sources like Consultants
INTERPRETATION: In graph 4.9, the ninth question asked from the respondents
was whether that the Consideration Of External Sources like Consultants The total
sample size is 80 in which 56% agree for the consideration of external sources like
consultants. & left 44% are disagreeing.
56%
44%
Consideration Of External Sources like
Consultants
Agree Disagree
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Q.10 Do you think Promotions and Transfers among the present employees
can be a good source of recruitment?
Frequency Percentage Cumulative
Percentage
Agree 48 60 60
Disagree 32 40 100
Total 80 100
TABLE 4.10:-Promotions and Transfers can be a good Source Of Recruitment
GRAPH 4.10:Promotions and Transfers can be a good Source of Recruitment
INTERPRETATION: In graph 4.10, the tenth question asked from the respondents
was whether that thePromotions and Transfers can be a good Source of
Recruitment. The total sample size is 80 in which 60% agree for the promotion &
transfer can be good source of recruitment & left 40% are disagree.
60%
40%
Promotions and Transfers can be a goodSource Of Recruiment
Agree Disagree
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Q.11 Are advertisements the best method of recruiting persons for higher and
experienced jobs?
Frequency Percentage Cumulative
Percentage
Agree 77 96 96
Disagree 3 4 100
Total 80 100
TABLE 4.11:-Advertisements are the best method of Recruitment
GRAPH 4.11:Advertisements are the best method of Recruitment
INTERPRETATION: In graph 4.11, the eleventh question asked from the
respondents was whether that the Advertisements are the best method of
Recruitment. The sample size is 280 in which 96% agree for the advertisement are
the best method of recruitment & left 45 are disagree for this.
96%
4%
Advertisements are the best method of
Recruitment
Agree Disagree
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Q.12 Can employee referrals provide quite a large pool of potential
organizational members?
Frequency Percentage Cumulative
Percentage
Agree 24 28 28
Disagree 56 72 100
Total 80 100
TABLE 4.12:-Employee Referrals provide a large pool of Potential Organizational
Members
GRAPH 4.12:Employee Referrals provide a large pool of Potential Organizational
Members
INTERPRETATION: In graph 4.12,, the Seven question asked from the
respondents was whether that the :Employee Referrals provide a large pool of
Potential Organizational Members.The total sample size is 80 in which 725 agree
for the employee referrals provide a large pool of potential organizational member
& left 28% are disagree for this.
28%
72%
Employee Referrals provide a large pool of
Potential Organizational MembersAgree Disagree
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Q.13 Do you think communication skills play a major role in selection of a
candidate?
Frequency Percentage Cumulative
Percentage
Agree 77 96 96
Disagree 3 4 100
Total 80 100
TABLE 4.13:-Communication Skills play a major role in Selection
GRAPH 4.13:Communication Skills play a major role in Selection
INTERPRETATION: In graph 4.13,, the thirteen question asked from the
respondents was whether that the Communication Skills play a major role in
Selection.Total size is 80 in which 965 agree for the communication skills play a
major role in selection & left 4 % are disagree for this.
96%
4%
Communication Skills play a major role in
SelectionAgree Disagree
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Q.14 Do you feel in your department right person is placed at the right job?
Frequency Percentage Cumulative
Percentage
Agree 9 12 12
Disagree 26 36 48
Cannot Say 45 52 100
Total 80 100
TABLE 4.14:-Right Person is placed At the Right Job
GRAPH 4.14:Right Person is placed At the Right Job
INTERPRETATION: In graph 4.14, the fourteen question asked from therespondents was whether that the Right Person is Placed At the Right Job.The
total sample size is 80 in which 12% agree for the right person is placed at the
right job & 36% disagree for that and left 52% cannot say anything.
12%
36%52%
Right Person is Placed At the Right JobAgree Disagree Cannot Say
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CHAPTER-5
CONCLUSION&
RECOMMENDATIONS
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FINDINGS
1. 76% respondents are agree that there company have clear stated policy about
recruitment and selection.
2. Quality of recruitment and selection policy in this company is high because they
also take help of other departments for it.
3. Consultant & Portals are main sources in this company.
4. 80% respondents are agreeing that this company adopt transfer& promotion as
internal recruitment process.
5. Mostly this company selects their employees on the Experience basis.
6. Qualification is not considered in selection of the candidate.
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RECOMMENDATIONS
1. Company has to consider qualification in their selection process.
2. Company has to not only select experience employees, because in todays time
there are new technologies there, so they have to select technical skilled
candidates.
3. Mostly respondents answer that there is no right person at the right job, so the
company have to make changes in their recruitment process.
4. Most company provide training to their candidate , for 1 to 2 week but they have
to provide them, long time training like 1 month training, by that , they will get
experience and skills in there specialization.
5. Most the company use advertisement help to recruit high ranks employees, but
they have to give chance to their company employees, it will beneficial for the
company.
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CONCLUSION
The selection and Recruitment process of industry is transparent. The selection of
all the employees is purely on the basis of the knowledge and the skills they have.
Recruitment a critical function in the organization. In order to grow and sustain in
the competitive environment it is important for an organization to continuously
develop and bring out innovations in all it activities. It is only when organization is
recognized for its quality that it can build a stability with its customers. Thus an
organization must be able to stand out in the crowd. The first step in this direction
is to ensure competitive people come in the organization. Therefore recruitment in
this regard becomes an important function. The organization must constantly
improvise in its recruitment process so that it is able to attract best in the industry
in order to serve the best. Thus the organization must look out for methods that can
enable it to adopt best recruitment practices.
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BBIIBBLLIIOOGGRRAAPPHHYY
BBOOOOKKSS
MIRZA S. SAIYADAIN, HUMAN RESOURCE MANAGEMENT, TATAMCGRAW-HILL PUBLISHERS, 2
NDEDITION.
PRASAD. L.M, HUMAN RESOURCE MANAGEMENT. SULTAN CHAND
& SONS, 2ND
EDITION.
GUPTA C.B., HUMAN RESOURCE MANAGEMENT SULTAN CHAND
& SONS, 8TH
EDITION.
ASWATHAPPA. K, HUMAN RESOURCE AND PERSONNEL
MANAGEMENT, TATA MCGRAW-HILL PUBLISHERS, 4TH
EDITION.
INTERNET PORTALS:
WWW.RESEARCHSCHOLAR.COM
WWW.CHI NARSUI TING.COM
WWW.HR.COM
WWW.GOOGLE.COM
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QUESTIONNAIRE
Q.1 what is the quality company recruitment System?
1) Quick
2) Quality People
3) Proper coordination
Q.2 What Recruitment Sources are used?
1) Advertisement
2) Employee Referral
3) Consultants
4) Portal
5) All of these
Q.3 Does textile company adopt Internal Recruitment Source i.e. Transfer & Promotion?
1) Agree
2) Disagree
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Q.4 Rank the Qualities in the order of your preference on the basis of which you select
candidate.
Qualification
Experience
Skills
Personality
Depend on Job Variety
Q.5 Rank the Qualities in the order of your preference on the basis of which you select
candidate.
1) Two
2) Three
3) Four
Q.6 should there be scrutinization of applications before interview?
1) Agree
2) Disagree
Q.7 Should qualification be considered while selection?
1) Agree
2) Disagree
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Q.8 Should the tests like personality, intelligence etc be conducted while selection?
1) Agree
2) Disagree
Q.9 should the external sources of recruitment like consultants, references be considered
while recruitment and selection?
1) Agree
2) Disagree
Q.10 Do you think Promotions and Transfers among the present employees can be a good sourceof recruitment?
1) Agree
2) Disagree
Q.11 Are advertisements the best method of recruiting persons for higher and experienced
jobs?
1) Agree
2) Disagree
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Q.12 Canemployee referrals provide quite a large pool of potential organizational
members?
1) Agree
2) Disagree
Q.13 Do you think communication skills play a major role in selection of a candidate?
1) Agree
2) Disagree
Q.14 Do you feel in your department right person is placed at the right job?
1) Agree
2) Disagree
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