dipankar paul

8/2/2019 Dipankar Paul

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EFFECTIVENESS OF SELECTION PROCESS IN GODREJ & BOYCE MFG.CO.LTD

PROJECT REPORT

2012

DIRECTORATE OF DISTANCE EDUCATION

Guru Jambeshwar University Of Sc. & Tech.,Hisar


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A SYNOPSIS

ON

EFFECTIVENESS OF SELECTION PROCESS IN GODREJ & BOYCE MFG.CO.LTD

Supervisor: Submitted by:

Name: Sujitha R Name: Dipankar Paul

Designation: HR Enrollment No: 09511248004

Specialization: BBA (HR)

Remarks of Evaluators:

(Evaluator I) (Evaluator II)

Session 2009- 2012

Guru Jambheshwar University Of Science & Technology, Hisar-Haryana

(India)

DIRECTORATE OF DISTANCE EDUCATION

Guru Jambeshwar University Of Sc. & Tech.,Hisar


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FORMAT FOR RESUME OF SUPERVISOR/GUIDE

1) NAME :SUJITHA . R2) DESIGNATION : Senior Lecturer - HR

3) QUALIFICATION : B.Sc (Maths) Calicut University

MBA (HR), Avinashilingam University,Coimbatore

4) AREA OF SPECIALIZATION : HR

5) EXPERIENCE : Three and half years of experience in Teaching,

Thesis advisor for students pursuing MBA degree

since 2009

6) OFFICIAL ADDRESS : NBA Group of Institutions

Scindia Villa

Sarojini Nagar

Delhi

TELEPHONE NO :

7) MOBILE : 09582391751

8) E-MAIL : [email protected]

I am willing to supervise Mr . Dipankar Paul.

Enrollment No: 09511248004

(Signature) with seal

Countersigned by Director of study Centre with SEAL


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ACKNOWLEDGEMENT

Foremost, I would like to thank my project guide, Sujitha R for accepting to be my guide.

She has shown immense patience in dealing with all my queries, however petty they may have

been. I fall short of words in thanking her. Ms. Sujitha has been a wonderful guide and a counselor.

No words are enough to express my gratitude to her for taking out time from her hectic schedule for

being my mentor.My sincere thanks to all the respondents who spared their valuable time in giving me the

required information and my apology for testing their patience. I also wish sincere and humble

thanks to all my friends and colleagues who encouraged and inspired me from time to time. It is

only because of them that I did not lose the sight of my track and completed the research. I thank

my parents who supported me and provided me with all the help required during my summer

training period and the preparation the project report.I would also like to remember Almighty at

this point who gave me the strength and support to complete my research work

Thank you all so much

Dipankar Paul


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DECLARATION

I hereby declare that the project work entitled Effectiveness of selection process in Godrej Boyce

Mfg.Co.Ltd. submitted to the Guru Jambheshwar University Of Science & Technology, Hisar-

Haryana (India) , is a record of an original work done by me under the guidance of Sujitha R. , and

this project work is submitted in the partial fulfillment of the requirements for the award of the

degree of Bachelor Of Business Management (HR). The results embodied in this thesis have not

been submitted to any other University or Institute for the award of any degree or diploma.

Name : Dipankar Paul

Enrolment No: 09511248004

PROBLEM STATEMENT


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Objective

Godrej Boyce Mfg.Co.Ltd is facing the troubles of :

Self motivated pool of workforce in the right numbers.

Productivity is in turn a major concern taking the capability of professionals to take up the

desired job role.

Even if they do so, they are found to be unable to take up the desired responsibilities

spread across verticals and take up the challenge of performing diversified role with a

high & consistent level of motivation.

Although the core competency ofGodrej Boyce Mfg.Co.Ltd has been Delivery; not many

employees have the market orientation or the necessary interest & zeal to make their

presence felt in the HR industry.

This project will make a direct contribution to the HR department (making the hiring

policies, recruitment plans and selection methodology) and the organization at large

in order to identify the right mix of people & maintaining the diversification in

employees who can well succeed at middle & senior ranks and not at delivery front

alone.

Method :

After doing the exploratory research to identify the problem and a detailed study of the various

aspect of recruitment and selection process, it was recognized that detailed interaction and


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information exchange with the hiring Leads, hiring managers and the HR department could lead toauthenticated finding for this project study.

Primary data:

For obtaining the primary data for my project, I have used the following research

instruments- Structured Interviews (telephonic/personal) and Questionnaire.

a) Structured Interviews (Telephonic / In-Person Meeting)

i) Sample size : 60

iii) A separate set of questionnaire was developed for conducting structured

interviews.

b) Questionnaire: On the basis of exploratory research and theoretical perspective

gained, a questionnaire was developed and pre-tested for improvements. It wasthereafter administered through in-person meetings and telephonic discussions with

the target segment. An evenly balanced sample was selected at random for

responses..

Secondary Data :

I have extracted the secondary data from :

Records from HR Department: Through telephonic discussions and in-personmeetings with the local HR and HR representatives at HQ.

Internal record maintained by Branch operation Mangers.

I have also taken and studied the data for last 3 yrs for hiring, retention and attrition.

Literature Review


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Introduction

Staffing is one of the main functions on Human Resource Management, refer to International

Human Resource Management 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 staffing

approach in order to doing business successfully not only in the domestic also in the international

environment. Maral Muratbekova-Touron (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 thecompany recruit and select their staffs in their subsidiaries. In the present paper will concentrate on

the international staffing

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.

Approaches to Managing and Staffing Global Subsidiaries

In research text book by Ball, et al. (2008), it was explained these four approaches in detail, they

are Ethnocentric approach, Polycentric approach, Geocentric approach and Regiocentric Approach.

Ethnocentric approach is related to the company employing and promoting the Parent-country

nationals (PCNs) in their subsidiaries which the employee are the citizen of the nation in the parent

company; Polycentric approach is related to employing and promoting the Host-country nationals

(HCNs) in their subsidiaries which the employees are the citizen of the nation in the operating

subsidiaries.

This factsheet gives introductory guidance. It:

provides advice to help improve the effectiveness and fairness of your recruitment process

documents the stages of the recruitment and selection processes

comments on the use of external recruitment services

includes the CIPD viewpoint.

Having the right person, in the right place, at the right time, is crucial to organisational

performance. Recruitment is a critical activity, not just for the HR team but also for line managers


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who are increasingly involved in the selection process.

This factsheet gives outline guidance it doesnt replace legal advice. All those involved in

recruitment activities should be aware of relevant legislation and the latest legal position on issues

such as discrimination and the need to treat candidates fairly, asylum and immigration rules, data

protection, and employing those with criminal records and anyone who will be working with

children or vulnerable adults. Other of our factsheets and research publications cover these topics

(for example, our Research Insight Age and recruitmentlooks at how organisations are addressing

recruitment in light of the age discrimination law which came into force in 2006

References

1. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT. (2007)

Recruitment, retention and turnover 2007: annual survey report. London: CIPD. Available

at:http://www.cipd.co.uk/surveys

2. HOME OFFICE. (2004) Changes to the law on preventing illegal working: short guidancefor United Kingdom employers. London: Home Office. Available at:

http://www.ind.homeoffice.gov.uk/6353/18383/18469/

shortguidance1.pdf

RESEARCH AND DESIGN METHODOLOGY
http://www.cipd.co.uk/surveyshttp://www.cipd.co.uk/surveyshttp://www.cipd.co.uk/surveyshttp://www.ind.homeoffice.gov.uk/6353/18383/18469/shortguidance1.pdfhttp://www.ind.homeoffice.gov.uk/6353/18383/18469/shortguidance1.pdfhttp://www.cipd.co.uk/surveyshttp://www.ind.homeoffice.gov.uk/6353/18383/18469/shortguidance1.pdfhttp://www.ind.homeoffice.gov.uk/6353/18383/18469/shortguidance1.pdf


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Research Design

The research design indicates the type of research methodology under taken to collect the

information for the study. The researcher used both descriptive and analytical type of researchdesign for his research study. The main objective of using descriptive research is to describe the

state of affairs as it exists at present. It mainly involves surveys and fact finding enquiries of

different kinds. The researcher used descriptive research to discover the characteristics of

customers. Descriptive research also includes demography characteristic of consumer who use theproduct. The researcher also used analytical research design to analyze the existing facts from the

data collected from the customer.

Area of study

The area of study is confined to employees of Godrej Boyce Mfg.Co.Ltd.,New Delhi.

Research instrument

The Structured questionnaire is used as the research instrument for the study.

METHODOLOGY

Likert Scale

A Likert scale or more accurately a Likert-type scale, is apsychometric scale commonly usedin questionnaires, and is the most widely used scale in survey research, such that the term is often

used interchangeably with rating scale even though the two are not synonymous. When respondingto a Likert questionnaire item, respondents specify their level of agreement or disagreement on a

symmetric agree-disagree scale for a series of statements. Thus the scale captures the intensity of

their feelings. The scale is named after its inventor,psychologistRensis Likert

An important distinction must be made between a Likert scale and a Likert item. The Likert scale is

the sum of responses on several Likert items. Because Likert items are often accompanied by a

visual analog scale (e.g., a horizontal line, on which a subject indicates his or her response by

circling or checking tick-marks), the items are sometimes called scales themselves. This is the

source of much confusion; it is better, therefore, to reserve the term Likert scale to apply to the

summated scale, and Likert item to refer to an individual item.

A Likert item is simply a statement which the respondent is asked to evaluate according to any kind

of subjective or objective criteria; generally the level of agreement or disagreement is measured. It

is considered symmetric or "balanced" because there are equal amounts of positive

and negative positions. Often five ordered response levels are used, although many

psychometricians advocate using seven or nine levels; a recent empirical study found that a 5- or
http://en.wikipedia.org/wiki/Psychometricshttp://en.wikipedia.org/wiki/Questionnairehttp://en.wikipedia.org/wiki/Rating_scalehttp://en.wikipedia.org/wiki/Psychologisthttp://en.wikipedia.org/wiki/Psychologisthttp://en.wikipedia.org/wiki/Rensis_Likerthttp://en.wikipedia.org/wiki/Psychometricshttp://en.wikipedia.org/wiki/Questionnairehttp://en.wikipedia.org/wiki/Rating_scalehttp://en.wikipedia.org/wiki/Psychologisthttp://en.wikipedia.org/wiki/Rensis_Likert


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7- point scale may produce slightly higher mean scores relative to the highest possible attainable

score, compared to those produced from a 10-point scale, and this difference was statistically

significant. In terms of the other data characteristics, there was very little difference among the

scale formats in terms of variation about the mean, skewness orkurtosis.

The format of a typical five-level Likert item is:

Highly satisfied

satisfied

Neither Satisfied nor dissatisfied

Dissatisfied

Highly dissatisfied

Likert scaling is a bipolarscaling method, measuring either positive or negative response to a

statement. Sometimes a four-point scale is used; this is a forced choice method since the middle

option of "Neither agree nor disagree" is not available.

Likert scales may be subject to distortion from several causes. Respondents may avoid using

extreme response categories (central tendency bias); agree with statements as presented

(acquiescence bias); or try to portray themselves or their organization in a more favorable light

(social desirability bias). Designing a scale with balanced keying (an equal number of positive and

negative statements) can obviate the problem of acquiescence bias, since acquiescence on

positively keyed items will balance acquiescence on negatively keyed items, but central tendency

and social desirability are somewhat more problematic.

Scoring Method:

After the questionnaire is completed, each item may be analyzed separately or in some cases item

responses may be summed to create a score for a group of items. Hence, Likert scales are often

called summative scales.

Whether individual Likert items can be considered as interval-level data, or whether they should be

considered merely ordered-categorical data is the subject of disagreement. Many regard such items

only as ordinal data, because, especially when using only five levels, one cannot assume

that respondents perceive all pairs of adjacent levels as equidistant. On the other hand, often (as in

the example above) the wording of response levels clearly implies a symmetry of response
http://en.wikipedia.org/wiki/Statistically_significanthttp://en.wikipedia.org/wiki/Statistically_significanthttp://en.wikipedia.org/wiki/Skewnesshttp://en.wikipedia.org/wiki/Kurtosishttp://en.wikipedia.org/wiki/Scale_(social_sciences)http://en.wikipedia.org/wiki/Forced_choicehttp://en.wikipedia.org/w/index.php?title=Central_tendency_bias&action=edit&redlink=1http://en.wikipedia.org/wiki/Acquiescence_biashttp://en.wikipedia.org/wiki/Social_desirability_biashttp://en.wikipedia.org/wiki/Level_of_measurementhttp://en.wikipedia.org/wiki/Statistically_significanthttp://en.wikipedia.org/wiki/Statistically_significanthttp://en.wikipedia.org/wiki/Skewnesshttp://en.wikipedia.org/wiki/Kurtosishttp://en.wikipedia.org/wiki/Scale_(social_sciences)http://en.wikipedia.org/wiki/Forced_choicehttp://en.wikipedia.org/w/index.php?title=Central_tendency_bias&action=edit&redlink=1http://en.wikipedia.org/wiki/Acquiescence_biashttp://en.wikipedia.org/wiki/Social_desirability_biashttp://en.wikipedia.org/wiki/Level_of_measurement


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levels about a middle category; at the very least, such an item would fall between ordinal- and

interval-level measurement; to treat it as merely ordinal would lose information. Further, if the item

is accompanied by a visual analog scale, where equal spacing of response levels is clearly

indicated, the argument for treating it as interval-level data is even stronger.

When treated as ordinal data, Likert responses can be collated into bar charts, central tendency

summarised by the median or the mode (but some would say not the mean), dispersion summarised

by the range across quartiles (but some would say not the standard deviation), or analyzed using

non-parametric tests, e.g. chi-square test, MannWhitney test, Wilcoxon signed-rank test,orKruskalWallis test. Parametric analysis of ordinary averages of Likert scale data is also

justifiable by the Central Limit Theorem, although some would disagree that ordinary averages

should be used for Likert scale data.

Responses to several Likert questions may be summed, providing that all questions use the same

Likert scale and that the scale is a defendable approximation to an interval scale, in which case they

may be treated as interval data measuring a latent variable. If the summed responses fulfill these

assumptions, parametric statistical tests such as the analysis of variance can be applied. These can

be applied only when more than 5 Likert questions are summed.

Data from Likert scales are sometimes reduced to the nominal level by combining all agree and

disagree responses into two categories of "accept" and "reject". The chi-square, Cochran Q,

orMcNemar test are common statistical procedures used after this transformation.

Consensus based assessment (CBA) can be used to create an objective standard for Likert scales in

domains where no generally accepted standard or objective standard exists. Consensus based

assessment (CBA) can be used to refine or even validate generally accepted standards.

Questionnaire Design

The questionnaire framed for the research study is a structured questionnaire in which all the

questions are predetermined before conducting the survey. The formof question is of both closed

and open type.

The scales used to evaluate questions are:

Dichotomous scale (Yes or No)

Likert 5 point scale (Highly satisfied, satisfied, Neither Satisfied nor dissatisfied, Dissatisfied,Highly dissatisfied)

Category scale (Multiple items)

.

Scope of the Study

SCOPE:
http://en.wikipedia.org/wiki/Medianhttp://en.wikipedia.org/wiki/Mode_(statistics)http://en.wikipedia.org/wiki/Meanhttp://en.wikipedia.org/wiki/Statistical_dispersionhttp://en.wikipedia.org/wiki/Quartileshttp://en.wikipedia.org/wiki/Standard_deviationhttp://en.wikipedia.org/wiki/Chi-square_testhttp://en.wikipedia.org/wiki/Mann%E2%80%93Whitney_testhttp://en.wikipedia.org/wiki/Wilcoxon_signed-rank_testhttp://en.wikipedia.org/wiki/Kruskal%E2%80%93Wallis_testhttp://en.wikipedia.org/wiki/Central_Limit_Theoremhttp://en.wikipedia.org/wiki/Level_of_measurementhttp://en.wikipedia.org/wiki/Analysis_of_variancehttp://en.wikipedia.org/wiki/Chi-squarehttp://en.wikipedia.org/w/index.php?title=Cochran_Q&action=edit&redlink=1http://en.wikipedia.org/wiki/McNemar_testhttp://en.wikipedia.org/wiki/Consensus_based_assessment_(CBA)http://en.wikipedia.org/wiki/Medianhttp://en.wikipedia.org/wiki/Mode_(statistics)http://en.wikipedia.org/wiki/Meanhttp://en.wikipedia.org/wiki/Statistical_dispersionhttp://en.wikipedia.org/wiki/Quartileshttp://en.wikipedia.org/wiki/Standard_deviationhttp://en.wikipedia.org/wiki/Chi-square_testhttp://en.wikipedia.org/wiki/Mann%E2%80%93Whitney_testhttp://en.wikipedia.org/wiki/Wilcoxon_signed-rank_testhttp://en.wikipedia.org/wiki/Kruskal%E2%80%93Wallis_testhttp://en.wikipedia.org/wiki/Central_Limit_Theoremhttp://en.wikipedia.org/wiki/Level_of_measurementhttp://en.wikipedia.org/wiki/Analysis_of_variancehttp://en.wikipedia.org/wiki/Chi-squarehttp://en.wikipedia.org/w/index.php?title=Cochran_Q&action=edit&redlink=1http://en.wikipedia.org/wiki/McNemar_testhttp://en.wikipedia.org/wiki/Consensus_based_assessment_(CBA)


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This project report will cover study at branch & HQ level, covering all the Hiring Leads/ Managers

and HR Department.Having been associated with Godrej Boyce Mfg.Co.Ltd for last 2 month, my

observation is that not manyemployees are successful beyond Specialist (G5) level; and are not

potent enough to be promoted to the next level up in the hierarchy. Even if they do so, they are

found to be unable to take up the desired responsibilities spread across verticals and take up the

challenge of performing diversified role with ahigh & consistent level of motivation. Although the

core competency of Godrej Boyce Mfg.Co.Ltd has been Delivery; not many employees have themarket orientation or the necessary interest & zeal to make their presence felt in the HRindustry

There is a definite ambiguity and lack of clarity pertaining to the current

recruitment and selection process.

Concerned employees are not following the existing defined rules for

recruitment and selection process.

Recruitment and selection is widely taking place on the face value/ intuitively.

Adequate talent pool is not being generated before selection.

Majority of the employees concerned with recruitment and selection process

have felt the need for a complete revamp of the existing process.

As the Top management is not much involved at the Junior and middle

management hiring, this is giving much levy to the people to deviate from the

process.

Also not much innovation is possible in the process due to non-involvement of

the top management in the Grass root hiring.

BIBLIOGRAPHY

Competency-Based Recruitment and Selection :by Robert Wood

Human Resource Management in a Business Context, 3rd edition :by Alan Price


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Study material provided by GJU

Last 3 years record of Corporate HR (Godrej Boyce Mfg.Co.Ltd) :by Shubhra pandey

Web Enabled HRIS (Godrej Boyce Mfg.Co.Ltd portal) :by Shubhra pandey

Branch HR Records: by Mr Paramjeet Singh

http://www.citehr.com/7312-recruitment-selection-employees-staff.htm

http://www.citehr.com/consultant-listing-f39.htm

www.rd.ap.gov.in/HRPolicy/

http://en.wikipedia.org/wiki/Likert_scale

QUESTIONNAIRE

EFFECTIVENESS OF RECRUITEMENT AND SELECTION PROCESS IN GODREJ

BOYCE MFG.CO.LTD MANAGEMENT CONSULTANTS
http://www.citehr.com/7312-recruitment-selection-employees-staff.htmhttp://www.citehr.com/consultant-listing-f39.htmhttp://www.rd.ap.gov.in/HRPolicy/http://www.rd.ap.gov.in/HRPolicy/http://www.rd.ap.gov.in/HRPolicy/http://en.wikipedia.org/wiki/Likert_scalehttp://www.citehr.com/7312-recruitment-selection-employees-staff.htmhttp://www.citehr.com/consultant-listing-f39.htmhttp://www.rd.ap.gov.in/HRPolicy/http://en.wikipedia.org/wiki/Likert_scale


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QUESTIONNAIRE

(For employees only)

1) Your Name: ___________________

2) Your Age: _____________________

3) Your Designation: _______________

4) Your Department: ________________

5) Your Total Work Experience: ____________________

6) Your work experience in GodrejBoyce Mfg.Co.Ltd: ____________________Recruitment and Selection process

(Please fill/Tick the appropriate answer to the question)

1) Does your organization have a clear policy, procedure and methodology for recruitment of

internal staff?

Yes No

2) Do you follow the above?

Yes No

3) How often do you follow strictly?

Mostly Very Often Often Rarely Very Rare

4) How often you try to poach or take people from similar industry?

Mostly Very Often Often Rarely Very Rare

5) Do you have enough time to recruit the right person in case of attrition or to planbetter succession?

Yes No

6) Have you got a specified Job Description for internal hiring so far in your careerin Godrej Boyce Mfg.Co.Ltd?

Yes No

7) Are you aware of internal referral policy?

Yes No

8) Do you think Pre-emptive Recruitment process will support your hiring needs ?

Yes No

9) Do you think maintaining bench strength will help for better execution of the job?

Yes No


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9) what according to you can be an effective recruitment and selection process?

10) Do you think Godrej Boyce Mfg.Co.Ltd has industry competent selection process?

11) Do you think people follow standardized selection across the organization?

11) Who undertakes or does sourcing for recruitment for internal staff in your team ?

12) What are the means of recruitment you apply for internal staff?

Job Portal

Advertisement (Web/Media)

Networking

Head-Hunting

Campus Hiring

13 ) Do you feel the need of any standardized Behavioral or Psychometric assessment for better

selection?

14) Do you think both HR and operations should be accountable for the recruitment and selectionprocess?

15) Who should own greater responsibility and can do justice to the process, according to you?

16) Do you think a time Matrix for recruitment and selection process will be helpful?

17) How do you think having a regular interval diagnosis of the recruitment and selection process

for attracting, retaining and grooming the right talent pool can help?

dipankar paul

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