shubham agarwal1-05

7/28/2019 shubham agarwal1-05

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BECON INSTITUTE OF TECHNOLOGY

A

TRAINING PROJECT REPORT

ON

STUDY RECREUTIMENT AND SELECTION

PROCESS AT HCL LTD.

In partial fulfillment for the

BACHELOR OF BUSINESS ADMINISTRATION

(Affiliated to CCS University Meerut)

(2010-2013)

Submitted To: Submitted by:

Ms. Arnica Agarwal

Faculty BBA Department

Shubhani Agarwal

9684527

June-2013


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DECLARATION BY LEARNER

I Shubhani Agarwal hereby declare that the Project titled STUDY

RECREUTIMENT AND SELECTION PROCESS AT HCL LTD. is an

Original piece of work. It has been submitted in partial fulfillment for the

Award of the Bachelor of Business Administration.

Date:

Place: Meerut


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ACKNOWLEDGEMENT

I take the opportunity to express our gratitude to all the concerned people who

have directly or indirectly contributed towards completion of this project. I

extend my sincere gratitude towards Mr. Deepak Kumar HR Manager at HCL

for providing the opportunity and resources to work on this project.

I am extremely grateful to Ms. Arnica Agarwal , Faculty BBA my mentor

for her guidance and invaluable advice during the projects.

At Last I would like to thanks my parents and friends for their support.


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INDEX

2 Company Certificate

3 Declaration by learner

4 Acknowledgement

5 Preface 5

6 Introduction about the study 7

7 About the Industry 10

8 Objectives 15

9 Company Profile 16

10 Literature Review 32

12 Research Methodology 40

13 Data Analysis 44

14 Conclusion 60

15 Findings 61

16 Recommendations 62

17 Limitations 63

18 References 64

18 Annexure 65


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PREFACEIn modern Industrial system, production is result of the joint effort of

all the factor of production, which are land, labour, capital, organization and

entrepreneur. Out of all these, the labour factor is most active. It controls the

other factor in order to get the maximum output at minimum cost.

The recruitment and selection is very important term for any

organization. All type of Industry need the right person to perform the work.

Without skilled employee any organization cannot do progress. So in this term

the recruitment and selection process perform very important role. In the

NELCO it is more important because the organization have to need the

excellent and skilled employee to increase the sales and quality of sports

goods. Manpower are the backbone of the any organization, therefore it

becomes necessary to select and recruit right manpower. Without it no any

organization can smoothly run. For smoothly and efficiently running of the

organization the management has to need the skilled and prospective

employee.

For me it was a great opportunity to have study on such an important

aspect of any manufacturing industry. I found it very interesting to see

recruitment and selection measures so closely at NELCO.


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I observed that recruitment and selection are among some of the very

important function of Human Resource department. It was the main reason

that compels me to choose this topic for the my project.

The human resource is the only resource, which produces an output

greater than its input, it is the only resources which have feeling and improve

its skill and efficiency through experience and with the passage of time. Thus

it is very necessary to seek the cooperation of the human force, to get the

maximum benefits out of the efforts.


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Chapter 1

INTRODUCTION ABOUT THE STUDY

Recruitment and Selection

Introduction:

Recruitment and Selection system in Industries had become vital for

maximum output and effective business results.

This study will provide sufficient information about Recruitment and

Selection systems carried out in NELCO a Sports Goods Manufacturing

Company .

Meaning:

Recruitment and Selection system refers to sourcing and building efficient

Human Resource to the organization to attain its objectives.

This policy compiles with, and supports, the Companys Equal Opportunities

Policy by:

Ensuring that every stage of the recruitment and selection process iscarried out in a systematic way, based on pre-agreed criteria, to

eliminate the potential for personal bias affecting the decision making

process.


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Ensuring that all decision points are fully documented to assist withsubsequent monitoring.

Making the whole procedure as open as possible, to ensure that allcandidates understand why decisions have been taken and, where they

wish, to obtain meaningful feedback.

Enabling demonstration of robust, transparent processes and therebyproviding a basis for defense in the event of challenge.

There are seven main stages to the procedure:

Pre-advertisementplacing advertisements and dealing with enquiries and

applicants

short-listing interviewing and selection Post-selection procedures Induction monitoring

Analyzing Your Workplace:

To assist you analyze your workplace to identify recruitment or selection

issues for women, we suggest you:

revisit your workforce profile to find where your female employeesare.


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consult with your employees.

examine your existing recruitment and selection policies and practices.

Developing Policy and Procedures

Put in place a policy requiring recruitment and selection processes toselect the best person for the job.

Develop a quality, consistent process for recruitment that deliversdiverse recruits.

Have a recruitment strategy that links to your business plan, and to astrategy to retain employees.

Reviewing Recruitment and Selection Opportunities

Monitor each stage of the recruitment process to identify anypractice that may disadvantage some candidates.

Investigate whether women have equal opportunity in therecruitment and selection process by collecting information on the

numbers of men and women:

applying for positions being short-listed being interviewed being appointed, and


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Survey staff about their perception of equity in recruitmentprocedures.

Consider collecting diversity information as part of the process.There could be a pool of diverse candidates youre not reaching or

unnecessarily excluding.

Reviewing Job Descriptions:

Ensure all job profiles/descriptions reflect the real requirements of thejob, rather than describing the person who filled that job previously.

Write job profiles in language that encourages both men and women toapplyincluding women of and Differing backgrounds. For example,

avoid use of jargon and acronyms that tend to be exclusive.


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ABOUT THE INDUSTRY

The sports goods industry of India has its roots in Sialkot, Pakistan. When

India was partitioned in 1947, many of Sialkot's skilled Hindu craftsmen

migrated across the border into Punjab, settling in Jalandhar, where the Indian

sports goods industry is now based. The Indian sports goods industry has

expanded to include the areas of Meerut, (Uttar Pradesh) and Gurgaon,

(Haryana). Most of India's sports goods are exported to the United Kingdom,

The United States of America, Germany, France and Australia. The industry is

mainly concentrated in Jalandhar and Meerut.

The sports goods industry in India has witnessed a phenomenal growth over

the past five decades and now occupies a place of prominence in the Indian

economy in view of its massive potential for employment, growth and export.

There has been an increasing emphasis on its planned development, aimed at

optimal utilisation of resources for maximising the returns, particularly from

exports.

The Indian sports goods industry manufactures 318 items. However, major

items that are exported are inflatable balls, hockey sticks and balls, cricket bats

and balls, boxing equipment, fishing equipment, indoor games like carrom and

chess boards and different kinds of protective equipment. The Indian sports

goods industry is a highly labour intensive industry which provides

employment to the weaker sections of society and also employs a large

number of women.


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Indian Sporting Goods are well known around the world and have made a

mark in the global sports goods market. They have established their identity in

many countries across the world, irrespective of whether they belong to the

developed, developing and Eastern Block including CIS Countries. The

industry, which operates at the cottage industry level has emerged as a

principal and reliable supplier of quality sports goods to the international

market.

The Indian Sports Goods industry, which exports nearly 60% of its total

domestic output to the sports loving people the world over, has matured into a

globally competitive & creative entity. Be it a cricket bat or a hockey stick or a

football , the contribution by the Indian sports goods industry to the

international sports goods market has been remarkable.

The sports goods industry in India is largely concentrated in the cottage and

small-scale sector. Hence there is a paucity of resources for technology

upgradation and effectively marketing of the products. This industry is highly

labour intensive, providing employment to the weaker sections of the society

and also employs a large number of women work force.

Steps Towards Development

A creative approach and a sense of responsibility to the society at large,

characterizes the Sports goods industry. It has devoted itself to meet future

demand by innovating new products, for new markets. The economic reform


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process underway in India and the liberalised industrial policies, have

motivated the small scale units, which have remained the hallmark of the

industry, to achieve the goals set forth by the Government.

The Indian Industry is seeking joint ventures

and technical collaborations preferably with buy back arrangements, for the

sports goods items having vast export potential and hitherto not manufactured

in India. Already a number of manufacturing-cum-marketing collaborations

have matured in certain non-traditional disciplines. Many more are in the

offing, with the help and assistance of the leaders in the sports world.

Sports goods industry of Meerut

Meerut ranks Third in India in the rate of urbanisation and has the highest

density of population at 400 persons per square km, as per the 1991 census.

The reason for this is growing industrialisation. Industrial production of sports

goods began on a small scale during the late forties. Over the years, the sports

goods industry has grown at an impressive rate and of late Indian sports goods

are also exported to different countries. Rough estimates suggest that today

Meerut has more than one hundred major industries and about 10,000 small-

scale industries with a most conservative estimate of an annual turnover of

approximately Rs 200 crores.


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In Meerut, about 60 per cent of the sports goods that are manufactured

comprise of different kinds of inflatable balls and Bats. Besides inflatable

balls, the other sports goods that are largely manufactured are badminton

racquets and shuttle cocks, cricket bats and balls, different kinds of gloves and

protective equipment.

In Meerut, three kinds of establishments are usually found:

i. Big establishments: These are generally geared to exports besides

catering to the domestic market. like National sports, Maxwel exporters,

Nelco, and Bhalla Sports

ii. Small establishments: These usually manufacture sports goods for the

domestic market. Both the big establishments as well as the small

establishments are registered either under the Factories Act, 1948, or under the

Shops and Establishment Act of the state of Punjab.

iii. The unregistered units: These are found particularly in the urban

pockets of Meerut. These units are mostly small home-based units which are

usually run by the family members, but at times with the help of a couple of

hired employees. These units do not have a direct access to market. It has been

seen that many a times when the big establishments - especially exporters - are

not able to cope with large orders from their foreign clients, distribute a share

of the production to these small unregistered, home- based units.


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The sports goods industry in India is nearly a century old and has

flourished due to the skills of its workforce

A robust growth rate of 14.7 per cent in exports indicates a sizeable

opportunity for India in this sector

Being labour-intensive in nature, the Indian sports goods industry

provides employment to more than 5,00,000 people

The sports and leisure goods retail market in India was valued at US$

17.7 billion for 2007-2008. The market grew at the rate of 18 per cent over

2006-2007 in value terms, primarily due to outlet expansions by industry

players

The nucleus of the industry in India is in and around the states of

Punjab and Uttar Pradesh; Jalandhar (Punjab) and Meerut (Uttar Pradesh)

together account for nearly 81.8 per cent of total domestic production with

more than 3,000 manufacturing units and 130 exporters present in these two

towns

About 60 per cent of the sports goods manufactured in Meerut are

different kinds of inflatable balls and provide direct employment to more than

thousands of workers.

The industry also has a presence in Mumbai, Kolkata and Chennai, albeit at a

lower scale


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CHAPTER 2

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

To find the Recruitment and Selection System in the organization. To study the process of intake of employees with relation to

Experience, Communication skills and Qualification in the

organization


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Chapter 3

ABOUT THE COMPANY

Nelco, established in 1942 at Lahore in undivided India and reborn in 1950 at

Meerut after partition of India, Nelco is one of the largest selling Athletic

Equipment Brand worldwide. Nelco Track & Field Equipment have been used

and have won medals at all Major Athletic Events Worldwide including the

Olympic Games.

The big success came during the 1982 Asian Games in New Delhi, when

Nelco was selected as the Offical Equipment Supplier. Nelco Equipment was

selected for the use at the 1991 World Athletic Championship at Tokyo for the

first time. It continued its success into the 1992 Barcelona Olympic Games.

Ever since then Nelco Athletic Equipment have been selected for use in all the

Olympic Games, World Athletic Championships, Asian Games, Common

Wealth Games and all the other major athletic events.

We sincerely thank our Dealers and the Sporting Fraternity for their constant

support and co-operation over the years to enable us to innovate & design new

equipment and in helping us to create a quality concious market.


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NELCO LOGO

Manufacturers & Exporters of :

Track and Field Equipment

Physical Exercisers & Weight Training Equipment

Regd. Office. B-15-16, Sports Goods Complex,Delhi Road,Meerut-250002 (U.P.)INDIATelephones :Fax :+91 - 121- 2511149+91 - 121 -2514117+91 - 121 -2515425

+91 - 121 - 2512339Website :E-mail :[email protected]
mailto:[email protected]:[email protected]:[email protected]


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Super Spin Discus

Low Spin Discus

Wood Discus

Rubber/Training Discus

Discus Accessories
http://www.nelcoathletics.com/product-line/discus/discus_accessories.htmhttp://www.nelcoathletics.com/product-line/discus/rubber_training.htmhttp://www.nelcoathletics.com/product-line/discus/wood.htmhttp://www.nelcoathletics.com/product-line/discus/low-spin.htmhttp://www.nelcoathletics.com/product-line/discus/super-spin.htmhttp://www.nelcoathletics.com/product-line/discus/discus_accessories.htmhttp://www.nelcoathletics.com/product-line/discus/rubber_training.htmhttp://www.nelcoathletics.com/product-line/discus/wood.htmhttp://www.nelcoathletics.com/product-line/discus/low-spin.htmhttp://www.nelcoathletics.com/product-line/discus/super-spin.htmhttp://www.nelcoathletics.com/product-line/discus/discus_accessories.htmhttp://www.nelcoathletics.com/product-line/discus/rubber_training.htmhttp://www.nelcoathletics.com/product-line/discus/wood.htmhttp://www.nelcoathletics.com/product-line/discus/low-spin.htmhttp://www.nelcoathletics.com/product-line/discus/super-spin.htmhttp://www.nelcoathletics.com/product-line/discus/discus_accessories.htmhttp://www.nelcoathletics.com/product-line/discus/rubber_training.htmhttp://www.nelcoathletics.com/product-line/discus/wood.htmhttp://www.nelcoathletics.com/product-line/discus/low-spin.htmhttp://www.nelcoathletics.com/product-line/discus/super-spin.htmhttp://www.nelcoathletics.com/product-line/discus/discus_accessories.htmhttp://www.nelcoathletics.com/product-line/discus/rubber_training.htmhttp://www.nelcoathletics.com/product-line/discus/wood.htmhttp://www.nelcoathletics.com/product-line/discus/low-spin.htmhttp://www.nelcoathletics.com/product-line/discus/super-spin.htm


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Brass Shot

Lead filled Brass Shell Precision machine turned shots.

Meet IAAF specifications.Thrown at 1996 Atlanta OlympicAthens World Championships 1997

Code Weight Dia

N 1117 AN 1117 BN 1117 BBN 1117 CN1117 D

N1117 EN1117 F

7.26 Kg.6.25 Kg.6.00 Kg.5.45 Kg.5.00 Kg.

4.00 Kg.3.63 Kg.

110 mm107 mm106 mm102 mm100 mm

95 mm89 mm

Stainless Steel Alloy Shots

Rust proof strong stainless steel lead filled shell.Precision machine turned to different dia's to meet IAAFspecifications.Thrown at 1996 Atlanta Olympics and Athens WorldChampionships 1997.

(Other sizes also available)

Code Weight Dia

N 1117 XDN 1117 XEN 1117 XFN 1117 XBN 1117 XAN 1117 XJN 1117 XGN 1117 XHN 1117 XI

N 1117 XC

7.26 Kg.7.26 Kg.7.26 Kg.7.26 Kg.7.26 Kg.5.45 Kg.4.00 Kg.4.00 Kg.4.00 Kg.

4.00 Kg.

129 mm125 mm120 mm115 mm110 mm103 mm109 mm104 mm100 mm

95 mm

Steel Shots

Made out of solid steel or steel shell. PrecisionMachine turned to different dia's to meet IAAFspecifications. Polyurethene paint coated for smoothand extra durable finish.


Code Weight Dia Colour
http://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STEEL-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/STAINLESS-STEEL-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/BRASS-SHOT-b.jpg


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N 1118 AXN 1118 BX

N 1118 CXN 1118 DXN 1118 EXN 1118 FXN 1118 GXN 1118 HXN 1118 IXN 1118 JXN 1118 KX

7.26 Kg.7.26 Kg.


129 mm125 mm

120 mm115 mm110 mm109 mm104 mm102 mm100 mm95 mm103 mm

YELLOWYELLOW

YELLOWYELLOWYELLOWREDREDREDREDREDGREEN

Turned Iron Shots Gauged

Made out of solid cast iron. Precision machineturned to different dia to meet IAAF specifications.Balanced for high performance. Polyurethane paint coatedfor extradurable finish.

Thrown at 1996 Atlanta Olympics.Won Gold Medal (M/W) at Athens World Championship1997.Won Silver Medal (M/W) at Athens World Championship

1997.Won Bronze Medal (M/W) at Athens World Championship1997.Thrown at 2000 Sydney OlympicsWon Gold Medal (M) at World Championship, Edmonton2001.Won Silver Medal (M) at World Championship, Edmonton2001.Won Gold Medal (M) at Busan Asian Games 2002Thrown at 2004 Athens Olympics Games.

Code Weight Dia Colour

N 1118 AAN 1118 AN 1118 ABN 1118 ACN 1118 BN 1118 BBN 1118 CN 1118 CA

7.26 Kg.7.26 Kg.7.26 Kg.7.26 Kg.6.25 Kg.6.00 Kg.5.45 Kg.5.45 Kg.

129 mm128 mm125 mm120 mm121 mm119 mm115 mm108 mm

YELLOWYELLOWBLACKBLUEBLUEREDREDBLUE
http://www.nelcoathletics.com/images/products-images/Shot%20Put/TURNED-IRON-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/TURNED-IRON-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/TURNED-IRON-SHOTS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/TURNED-IRON-SHOTS-b.jpg


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N 1118 DN 1118 EE

N 1118 EN 1118 EAN 1118 EAAN 1118 EBN 1118 FN 1118 GN 1118 H

5.00 Kg.4.00 Kg.

4.00 Kg.4.00 Kg.4.00 Kg.4.00 Kg.3.63 Kg.3.25 Kg.3.00 Kg.

114 mm109 mm

108 mm104 mm102 mm100 mm104 mm100 mm97 mm

REDRED

REDBLACKBLUEBLUEBLUEBLUEBLUE

International Turned Iron Shots

Turned economy shot to meet IAAF

specifications. Turned out of solid cast iron.(Other sizes also available)

Code Weight Colour

N 1119 DTN 1119 TEEN 1119 TEN 1119 FTEN 1119 HTFN 1119 TJN 1119 GTE

7.26 Kg.6.25 Kg.6.00 Kg.5.45 Kg./5.50 Kg.4.00 Kg.3.63 Kg.3.00 Kg.

ORANGEORANGEORANGEORANGEORANGEORANGEORANGE

Compitition Unturned Iron Shots

Accurated weight shots available in different colours.

(Heavier weight upto 9kg & smaller weights upto 400 gmsalsoavailable)

Code Weight

N 1119 DN 1119 EE

N 1119 EN 1119 FN 1119 GN 1119 HN 1119 IN 1119 KN 1119 LN 1119 P

7.26 Kg.6.25 Kg.

6.00 Kg.5.45 Kg./5.50 Kg.5.00 Kg.4.00 Kg.3.63 Kg.3.00 Kg.2.72 Kg.1.00 Kg.
http://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/COMPETITION-UNTURNEA-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/INTERNATIONAL-TURNED-b.jpg


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Practice As Cast Shots

As cast Shots


Code Weight

N 1120 AN 1120 BN 1120 DN 1120 GN 1120 HN 1120 J

N 1120 KN 1120 MN 1120 O

7.26 Kg.6.25 Kg.5.45 Kg.4.00 Kg.3.63 Kg.3.00 Kg.

2.72 Kg.2.00 Kg.1.00 Kg.

Indoor Rubber Shots

Made out of strong hard rubber shells, holds shapebut will not damage floor.

Code Weight ColourN 1119 LRN 1119 MRN 1119 NRN 1119 ORN 1119 PRN 1119 QRN 1119 RRN 1119 SRN 1119 TR


YELLOWGREENBLACKBLUEBLACKREDBLUEPURPLEPURPLE
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24 | P a g e

Javelin Practice Balls

Practice Balls of 68 mm dia rubber shell filled with

lead pellets.

Code Weight

N 1119 SRN 1119 RRN 1119 OR

400 gms600 gms800 gms

Shot Rack

Collapsible

Hammers

Olympic Alloy Hammer

Shell made out of rust proof alloy (Stainless Steel) for highperforming world champion. Precision machine turned to meetIAAF specification. Stainless Steel speed ball bearing. Springsteel wire and light & strong Aluminium grip.

Code Weight Dia

N 1122 XAN 1122 XBN 1122 XBBN 1122 XDN 1122 XDDN 1122 XC

7.26 Kg.7.26 Kg.6.00 Kg.5.45 Kg.5.00 Kg.4.00 Kg.

110 mm115 mm105 mm103 mm100 mm95 mm

Olympic Brass Hammer

Cast brass shell turned to precision dia's to meetIAAF rules.

Code Weight Dia

N 1121 AN 1121 B

7.26 Kg.6.25 Kg.

110 mm107 mm
http://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-BRASS-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Hammers/OLYMPIC-ALLOY-HAMMER-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/SHOT-RACK-.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpghttp://www.nelcoathletics.com/images/products-images/Shot%20Put/JAVELIN-PRACTICE-BALLS-b.jpg


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26/78

26 | P a g e

N 1122 ATN 1122 BT

N 1122 CTN 1122 DTN 1122 ET

7.26 Kg.6.00 Kg.

5.45 Kg.4.00 Kg.3.63 Kg.

119 mm117 mm

108 mm100 mm95 mm

International Turned Iron Hammer

Ball bearing with steel handle.(Aluminium handle on request)


Code Weight

N 1123 ATFN 1123 FTFN 1123 TBBN 1123 CTFN 1123 ETFN 1123 DTFN 1123 TF

7.26 Kg.6.25 Kg.6.00 Kg.5.50 Kg.5.00 Kg.4.00 Kg.3.63 Kg.

Practice Iron HammerAccurate weight untruned hammer with ball

bearing & Steel Handle.

Code Weight

N 1123 AAN 1123 ABN 1123 AN 1123 BAN 1123 BBN 1123 CN 1123 CCN 1123 DN 1123 E

20.00 Lbs18.00 Lbs7.26 Kg.14.00 Lbs6.00 Kg.5.45 Kg.5.00 Kg.4.00 Kg.3.63 Kg.

Traninig Iron Hammer
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27/78

27 | P a g e

Accurate weight unturned hammer with ballbearing.

Code Weight

N 1124 AN 1124 BN 1124 C

8.00 Kg.8.50 Kg.9.00 Kg.

Throwing Weight

Turned iron ball bearing swivel with trainguler steel

handle.

Code Weight

N 1132 ATN 1132 BTN 1132 CTN 1132 DT

56 lbs.35 lbs.25 lbs.20 lbs.

Hammer Gloves

Specially designed from high quality leather to stand the rigorsoftoughest hammer throwers. Seam on outside finger eliminatedfor

perfect fit. Available in 5 models Regular with buckle andsuper

pro with velcro Sweat band. Available in LH/RHSmall/Medium

Large/XL sizes.

Code Details

N 1125 GN 1125 XXN 1125 XSN 1125 XSSN 1125 GXS

RegularSuper pro with VelcroSuper pro with Sweat BandOpen palmBlack training
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28/78

28 | P a g e

Hammer Rack

Collapsible

Olympic Block

The Nelco Olympic Block has been used inseveral internationalmeets all over the world. Super heavy duty blockespecially designedfor top athletes. All Aluminium block with centerrail100 mm wide x 900 mm long and slotted anglesto firmly grip Block.Adjustable at four different angles. All blocksfitted with special thickrubber to take in spikes. Suitable block forsynthetic track. Comeswith steel plates Flushed to centre rail.Official Block for-1. Xth Junior Asian Athletic Championship at

Bangkok, Thailand 20022. Asian Athletic Championship at Manila,Phillippines 20033. Ist Afro Asian Games at Hyderabad, India 20034. XIth Junior Asian Athletic Championship atIPOH, Malaysia 2004

N 1132 PR

New Pro Block

New Pro block with handle. Block stays in while carrying.5" wide aluminium anodised pedals. 100 mm wide centre rail.Flushed aluminium plate.

N 1132 NPR

International Ultimo Pro Block
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29/78

29 | P a g e

Our Giant Block for gaints. 100 mm wide x 1000 mm longHeavy duty centre rail.

Pedals are heavy duty Aluminium Alloy casting.22cm x 15 cm x 1.5 cm thick. Handle for Easy Carring.

N 1131 IPR

International Block

A New Block 80mm wide x 850mm long x 6 mm thickCentre Recessed Rail for Stability.Meets All Requirements for a World Class Block.

N 1131 OIN

International Ultimo

The worlds best block. One piece centre rail 8 mm thicklycastedAlumininum. Precision pedals ensure high stability. Handle isincorporated into rail to help easy carrying. Optional

KOLORFUSION.

Code

N 1131N 1131N 1131

INTINKPU

NATURALKOLOR FUSIONPU PAINTED

Olympic Block Stadium

Another version of our Olympic block with light pedals and 75mm

aluminium central rail.

N 1131 OSV

School Olympic Block

An economy olympic block for school 62mm aluminiumcentral rail.
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N 1131 OSC

School Olympic Block Steel

Another version of our Olympic block with light pedals and 62mmsteel central rail.

N 1131 SSC

Olympia Adjustable Block

An inexpensive block with pedal angle adjustment. Threadedconnection can adjust pedals to any angle. Snaplock plungeslock pedals into any position quickly.

N 1131 OL

T-Star Starting Block

Designed for fast start. Spring loaded adjustment pins forquickmovement of pedals to any position, steel rail aluminium

pedals.All weather spikes for synthetic tracks.

N 1131 T

T-Star Wide Steel Starting Block

Wide steel block allowing athlete to use several differentstances. Spring loaded adjustable pins. All weather spikes forsynthetic tracks.

N 1131 TS
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Standard Block

An inexpensive and sturdy block. Aluminium centre rail andaluminium pedals mounted with rubber. Attachment forsynthetic track available separately.

N 1131 STD

Competition Model

An all aluminium block fitted with centre tube. Blocks with V

cut to take in the spikes. Blocks are of two angles 45 degreeand 85 degree ideal for beginners at school without rubber.Rubber pads available separately.

N 1131 CP

Club Model

Fitted with aluminium channel for quick adjustment of blocks.Blocks as on competition model. Ideal for clubs/college

without rubber. Rubber pads available separately.

N 1131 CL

Super Club Block

A solid block with solid casted centre bar. Blocks with V cut totake in spikes. Blocks can be used from both sides with 45degree and 80 degree angle without rubber. Rubber pads

available separately.

N 1131 SC

International Block
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A traditional heavy duty block with centre aluminium channelheavy duty block of 45 degree angle fitted with solid rubber

pads. Ideal for competition at grass or cinder tracks.

N 1131 IN

School Block

Straight round Aluminium bar, fitted with two light block at 45degree & 80 degree angles. V cut to take in spikes. Ideal for

kids. Rubber pads available separately.

N 1131 S

Indoor Starting Block

Rubber block specially designed for indoor use. No nails-holes.Provide a non slip start.

Promote amongst all agents and employees of the Corporationa sense of participation, pride and job satisfaction through

discharge of their duties with dedication towards achievement

of Corporate Objective.

MISSON & VISION

Mission

"To Provide international quality Products to international athletics
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Vision

"To be best customer satisfied company in the sports goods sector"


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Chapter 4

LITERATURE REVIEW

OVERVIEW OF THE RECRUITMENT PROCESS

The Figure presents an overview of the recruitment process from the

perspectives of the organization and the candidate. When a vacancy occurs

and the recruiter receives authorization to fill it, the next step is a careful

examination of the job and an enumeration of the skills, abilities, and

experience needed to perform the job successfully. Existing job analysis

documents can be very helpful in this regard. In addition, the recruitment

planner must consider other aspects of the job environment-for example, the

supervisor's management style, the opportunities for advancement, pay, and

geographic location-in deciding what type of candidate to search for and what

search methods to use. After carefully planning the recruiting effort, the

recruiter uses one or more methods to produce a pool of potentially qualified

candidates.

A firm can generate candidates internally, from among its present

employees who desire promotion or transfer, or externally, from the labor

market. The organization then screens the candidates, evaluates some of them

more thoroughly, and offers the best the position. Throughout the recruitment

process, the organization attempts to "sell" itself to the more promising


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candidates-that is, to convince them that the organization is a good place to

work and that it offers what they want in the way of both tangible and

intangible rewards.

In the recruitment and selection process, the organization's and the individ-

ual's objectives may conflict. The organization is trying to evaluate the

candidate's strengths and weaknesses, but the candidate is trying to present

only strengths. Conversely, although the candidate is trying to ferret out both

the good and the bad aspects of the prospective job and employer, the

organization may prefer to reveal only positive aspects. In addition, each

party's own objectives may conflict. The organization wants to treat the

candidate well to increase the probability of job-offer acceptance, yet the need

to evaluate the candidate may dictate the use of methods that may alienate the

prospect, such as background investigations or stress interviews. Analogously,

the applicant wants to appear polite and enthusiastic about the organization to

improve the probability of receiving an offer, but he or she may also want to

ask penetrating questions about compensation, advancement, and the

company's financial health and future.


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STEPS ON RECRUITMENT PROCESS:

Planning, Strategy development Searching, Screening Evaluation and control.


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STRATEGIC ISSUES IN RECRUITING:

The nature of a firm's recruiting activities should be matched to its strategy

and values as well as to other important features such as the state of the

external labor market and the firm's ability to pay or otherwise induce new

employees to join.

Personnel

Human

Resource

Plannin

Developing

Sources of

Potential

Employees

Personnel

Research

Search for

Potential

Employees

InternalSources

Scouting

Advertising

Job Posting

Evaluating

for Selection

Promoting to

Higher

Responsibilities

Transferring toNew Job

Upgrading in

Same Position

Evaluating

Recruiting

Effectiveness

Placing

New

Employees

on Job

Selecting

Qualified

Personnel

Recruiting

Needed

Employee

Referrals

External

Source


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Recruitment Goals:

A good recruiting program needs to serve many and sometimes

conflicting goals. A commonly mentioned goal is to attract a large pool of

applicants, but applicant pools can be too large and thus costly to process.

Recruiting must also attract a high proportion of well-qualified candidates who

are seriously interested in accepting a job offer. Post-hiring goals also must be

considered-the recruiting process must yield workers who are good performers

and who will stay with the organization for a reasonable length of time.

Further, all the preceding goals should be reached with the greatest speed and

at the least possible cost to the organization. Balancing these varied goals

against one another should be done with reference to the organization's overall

strategy and values.

INTERNAL SOURCE:

Internal promotions Internal transfer

EXTERNAL SOURCE:

Advertisement in newspapers


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Campus recruitment

Consultants

Job fairs


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Internal or External Sources -

Deciding whether the position is to be filled internally or externally is often an

early task in recruitment planning for a specific vacancy. In some cases, there

is no decision to be made. For instance, entry-level jobs must be filled

externally, but for other positions, the company's policy or union contract may

require that internal sources be used first. Most organizations use a mixture of

internal and external sources-promoting from within when qualified

employees are available and recruiting' from external sources when new skills

are needed or growth is rapid. Each type ofsource has its advantages and

disadvantages.

Advantages of Internal Recruiting -

When internal recruiting is used, a person of known ability fills the vacancy.

Since the employer has observed the employee in one position, there is less

guesswork involved in assessing his or her suitability for a second position. In

contrast, assessments of external recruits are based on less reliable sources,

such as references, and on relatively brief encounters, such as interviews.

Another advantage of promoting from within is that doing so motivates

current employees. Skilled and Ambitious employees are less likely to quit

and more likely to become involved in developmental activities if they believe

that promotion is likely. Also, training and socialization time is reduced when

openings are filled internally because a current employee has less to learn


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about the organization and its idiosyncratic procedures than a newcomer.

Recruiting may also be faster and less expensive if an internal candidate can

be found. Finally, in times of impending retrenchment, filling as many jobs as

possible internally maximizes job security for present employees.

Disadvantages of Internal Recruiting

If the organization is expanding rapidly, there may be an insufficient

internal supply of qualified individuals above the entry level. This situation

may result in people promoted before they are ready or not being allowed to

stay in a position long enough to learn how to do a job well. Also, when one

vacancy is filled internally, a second vacancy is created-the position of the

individual who was promoted or transferred to fill the first vacancy. If this slot

is also filled internally, then another vacancy occurs. This movement of

personnel is called the ripple effect. Another disadvantage of internal re-

cruiting is that some organizations' internal recruiting procedures are

extremely cumbersome. Still another disadvantage of internal recruiting is that

an organization can become inbred and lose flexibility if all its managers are

homegrown. Finally, meeting affirmative action goals usually can be

accomplished only by aggressive external recruiting.

Advantages of External Recruiting -

External recruiting can bring in new ideas and viewpoints, avoid the

confusion that accompanies the ripple effect, meet affirmative action goals,


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and cope with the demands of rapid growth without overusing inexperienced

personnel. Another advantage maybe savings in training costs. Hiring

experienced workers away from other companies may cut down on the need

for a comprehensive training and development program in-house. Finally,

there may be instances that require a severe shakeup or turnaround.

Particularly at the upper-management level, an outsider with no prior

commitment to present employees or ongoing projects may be the only

individual with enough objectivity (and even ruthlessness) to bring about

needed changes and enunciate a new vision for the organization.

Disadvantages of External Recruiting -

One disadvantage of external recruiting is the cost. Because the

external labor market is much larger and harder to reach than the internal one,

recruiting externally usually takes longer and costs more. With external

recruiting, there is also the risk of hiring a candidate who does not live up to

the apparent high potential displayed during the selection process. Finally, too

much external recruitment is discouraging to current employees because it

reduces their chances to move up in the organization.

Informal Methods:

External recruiting methods are often grouped into two classes:

1 Informal


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2 Formal.Informal recruiting methods tap a narrower labor market than formal methods.

Informal methods include rehiring former employees or former cooperative

education students, hiring people referred by present employees, and hiring

fromamong those who have applied without being solicited. Formal recruiting

methods search the labor market more widely forcandidates with no previous

connection to the company.

Employee referral, also known as word-or-mouth advertising, is quick, ef-

fective, and usually inexpensive. Because employees who refer their friends

and acquaintances as candidates have their own credibility on the line, they

tend to referpeople who are well qualified and well motivated and then to

mentor these individuals once they are hired. In essence, the firm has as many

recruiters as it has employee.

Formal Methods

Formal methods of external recruiting entail searching the labor market

forcandidates who have no previous connection to the firm. These methods

traditionally have included newspaper advertising, use of employment

agencies and executive search firms, and campus recruiting. Posting job ads

on the Internet, either on the company's own site or a commercial job board

has also become extremely popular in the last few years. Historically,

newspaper advertising has been the most commonly used method of


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recruiting. On a scale from 1 (not effective) to 5 (extremely effective for

producing high-performing employees), it is clear that three methods were

considered superior: employee referrals, university recruiting, and executive

search firms.

Internet Recruiting:

Internet recruiting has grown at a phenomenal rate over the past few years.

Seventy-nine percent of Fortune's Global 500 companies recruited on the

Internet in 2000, and 100 percent were expected to do so by 2002. Entire new

job titles-such as Internet Sources, Internet Recruiting Specialist, and Internet

Recruiting Manager-have come into being in the past few years. Companies

find that Internet recruiting is much less expensive and much faster than tra-

ditional methods. It is by far the most economical way to reach a nationwide

or worldwide audience of job candidates. Further advantages of Web-based

recruiting, as seen by HR managers and search consultants, a drawback can

sometimes be the very large number of resumes that are submitted, many of

which are not at all suited to the positions listed.


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CHAPTER 5

RESEARCH METHODOLOGY

INTRODUCTION

Research in common parlance refers to a search for knowledge. The

advanced learners dictionary of current English lays down the meaning of

research as a careful investigation of enquiry specially through search for

new facts in any branch of knowledge.

The systematic approach concerning generalization and the

formulation of a theory is also research. The purpose of research is to discover

answers to questions through the application of scientific procedures.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevance to the research

purpose with economy in procedure.

- JOHN.W.BEST

Research may be defined as any organized inquiry designed and carried out

to provide information for solving a problem.


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- EMORY

Research is essentially an investigation, a recording and an analysis of

evidence for the purpose of gaining knowledge.

- ROBERT ROSS

DESCRIPTIVE RESEARCH DESIGN

Descriptive research design studies are those studies, which areconcerned with describing the character of a group.

The researcher makes a plan of the study his research work. That will enable

the researcher to save and resources such a plan of study or blue print or study

is called a research design.

DATA COLLECTION

The study was based on questionnaire method. The study was about the

Recruitment and Selection System.

There are two types of data collection:

Primary data Secondary data

Primary data


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The primary data are those, which are collected a fresh and for the first

time happen to be original in character. It has been collected through a

Questionnaire and personal interview

Secondary data

Secondary data are those which have already been collected by

someone else and which have already been passed through the stratified

process. It has collected through the books, journals & Internet.


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RESEARCH INSTRUMENT

Questionnaire containing both closed and open endedquestions.

SAMPLE DESIGN:

Population

It covers the 30 employees working in NELCO.

SAMPLE UNIT

Sample unit is 30 NELCO. Total Employee strength of the particular branch is above

eighty.

SAMPLE PROCEDURES

In this study convenient sampling method was adopted. Firstthe each organization was divided into different departments

like Operations, Customer Services, Human Resources, Internet

Marketing and under writing departments. From this

department, the respondents were selected on the basis of

convenience.


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CONTACT METHOD

Respondents were contacted personally.

INTERVEIW SCHEDULE

The interview schedule has been used to collect the data.Information can be gathered even when the respondents happen

to be literate or illiterate.

TABULATION

It is the arrangement of classified data in an orderly manner.This involves creating table for recording the filled in interview

schedule. These tables are of immense help to analysis by using

the statistics tools help to analysis by using the statistical tools.

SCALING TECHNIQUES

Questionnaire was framed on attitude scale having 5-pointscales and two point scale.

PERIOD OF STUDY

The study was conducted for period of 60 days.


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CHAPTER 6

DATA ANALYSIS AND

INTERPRETATION

TABLE NO: 1

AGE OF THE RESPONDENTS

INTERPRETATION:

The above table depicts that 50% of the respondents are below the age

group of 25-30 years age`, 30% of the respondents are comes under the

category of 35-40 years age group, 16.6% of the res

shubham agarwal1-05

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