IMPACT

RECRUITMENT AND SELECTION
PART-A CHAPTER-1 INTRODUCTION HUMAN RESOURCE MANAGEMENT Human resource management deals with the management of people in an organization. It is assessed and accepted that human resource are the main components of an organization and the success or failure of the organization depends on how effectively this component is managed. Human resource Management is a management functions that helps the managers to recruit, select, train & develop members of an organization. To promote the satisfaction both individual and organizational needs goals and objectives. The concept of human resource management defined as the planning, compensation, integration, maintenance and separation of human resource to the end individual.
1.2 Definition of HRM:C H North cotter: personnel management is an extension of general
management, that of promoting and stimulating every employees to make his fullest contribution to the purposes of the business. C H North cotter HRM is defined as the management of human resources is viewed as a system in which participants seeks to attain both individual & group goals. Dale Yoder
SDC MAHILA SAMAJA FGC PG CENTRE KOLAR
Page 1
1.3 Nature of HRM:It tries to secure the best from people by winning their wholehearted cooperation. It has following features:
Science as well as art : human resource management is a science has it contains an organized body of knowledge consist of principle and techniques. It is also an art handling people is one of the most creative art it involves application of theoretical knowledge through the problem of human resource. Pervasive force: HRM is a comprehensive as well as pervasive in nature. It applies in all the functional areas like production, marketing, finance, research etc. it permits all the levels of management in an organization. Staff function: HRM is a responsibility of all line manager and a function of staff manager in an organization. Human resource managers do not produced or sell goods, but they do contribute to the success and growth of an organization Continuous process: According to Terry, HRM is not a one short deal. It cannot be practiced only by one hour each day or one day in a week. It requires a constant alertness and awareness of human relations and their importance in every day operations. Future oriented: Effective HRM helps an organization to meet its goals in the future.
Page 2
1.4 Scope of HRM: The Indian Institute of Personal Management has specified the scope of HRM. HRM is indeed very vast. All major activities in the working life of a worker from the time of his or her entry into the organization until he or she leaves- come under the purview of HRM. Personal aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, and retrenchment, remuneration, incentives, productivity, etc. Welfare aspect: It deals with the working condition and amenities such as canteen, rest, and lunch room, housing, transport, medical assistance, education, health and safety, recreation facility, etc. Industrial relations aspect: This covers union management relations, join consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc 1.5. Objective of HRM: It is a process of bringing people & organizations together so that the goals of each are met; The principal objectives of HRM may be listed thus Development of individual or groups. To help the organization reach its goals. To provide the organization with well-trained and well-motivated employees. Recognition individual needs and group goals. To increase to the fullest the employees job satisfaction. To develop & maintain the quality of work life.
SDC MAHILA SAMAJA FGC PG CENTRE KOLAR Page 3
Integration of individuals and groups. Industrial Peace. Better Quality of Working Condition of employees 1.6 Importance of HRM:Human resource is through the combined concerted efforts of people and its people to realize their respective goals thus: Corporate level good human resource practices can help in attracting and retaining best people in the organization .it will need in short medium and long run. HRM can help an enterprises in achieving efficiently And effectively in the following ways. its goals more
Professional Effective management of hrs help to improve the quality of work life. It contributes to professional growth in the following ways.
Allocating work property and scientifically.
Social level Multiplies employment opportunities .Scarce talent is put to best use. Provides suitable employment that gives social and psychological satisfaction to people.
Page 4
Individuals level It promotes team work and team spirit among employees. It offers excellent growth opportunities to the people who have the potential to rise. It
allows people to work with commitment. National level Human resource and their management play an important role in
development of a nation. People with right skills, proper attitudes and appropriate values helps the nation to get ahead and complete with the best in the world leading to better standards of the living and better employment.
i)Organization functions: Human resources planning Employee relations Selection Training & development Appraisal, placement & assessment
ii) Personnel functions: Training & development Appraisal & placement Compensation Assessment
Page 5
iii) Societal functions: Legal compliance Benefits Union management relation. HRM HELPS IN
Attract and retain talent Train people for challenging roles

Good HR practice helps
Develop skills an d competencies Promote team spirit Increase productivity Improve job satisfaction
HIERARCHY OF HUMAN RESOURCE MANAGEMENT
GENERAL MANAGER HUMAN RESOURCE
HUMAN RESOURCE MANAGER
MANAGER EMPLOYEE RELATION EXECUTIVE HUMAN RESOURCE ASSOCIATE HR
Page 6
PART- B
INDUSTRY PROFILE
OVERVIEW OF GLASS INDUSTRY Glass is one of the most useful materials in our daily lives. There is a special relationship between glass and building glass is a magical material which has so many different properties and uses, that it has presented many new possibilities and designs. The type of glass presently manufactured in India is float glass and sheet glass. The glass industry in India is worth around rs5, 500 corer. Which has which has which has shown good growth in the past few quarters drive by an uptick in demand from user-industries such as infrastructure, construction, automobiles, food processing beverages, pharmaceuticals and cosmetics ,among others. The glass industry is diversifying into interior decoration, furniture, murals and other value additions to keep the show going .the growth of the industry is dependent on construction and architecture activities.. However, the automobile sector is still is still a big user of flat glass .the construction sector is the largest consumer of float glass. Around 60% of the total production is used by the construction sector, the glass sector has been growing at 10-12per cent a year over the past five years real estate is the biggest consumer of flat glass for windows, doors, partition and a host of other applications. Global demand for flat glass will rise 5.5 percent annually through 2012 spurred by a healthy building construction environment and rapid growth in newer flat glass technologies.
Developing countries in Asia (especially china and India), Latin America. eastern Europe and the Africa/Mideast region will show the strongest advances. The global market for flat glass is dominated by Europe, china and north America. These three region account for more than two-third of global market demand .emerging markets, like India, with extremely low per capita consumption of glass present a potential growth opportunity. Some of the top players in this sector are asahi India glass ,NSG group, saint-goblin, guardian industries and Hindustan national glass. With stability on the cost side and good outlook on the demand side. The glass segment has good prospects. Robust growth in automobiles. Infrastructure. Liquor& other beverages. Boom in building and construction will see the glass industry at its best in the coming year At the 61st annual session of the all India glass manufacturers federation, held in new Delhi last September, retiring president, sanjay so many reviewed key issues facing the local glass industry, in the presence of DR Ajay dua, secretary (IPP), ministry of commerce and industries, government of India , a summary of Sanjay somanys presentation is given below, together with details of federations newly elected officers. Despite the uncertainties associated with two consecutive coalition governments. The Indian economy has undergone rapid and all-encompassing change, clearly indicating the strengths of Indian democracy. Economic policy changes have eased out Indian enterprise from governmental control towards globalization of the economy. These measures have borne fruit and the economy is on a steady progressive path.
In spite of petroleum price hikes. Inflation is under control and the national economy is expected to grow by around 7% the balance of payments continues to be favourable and India has comfortable foreign exchange reserves. Promoting the industry Since its inception in 1944, the all India glass manufacturers federation has been promoting the cause of all segments of the local glass industry. Sustained efforts are being made by members of the federation to promote the industry. Sustained efforts are being made by members of federation to promote the industrys growth and development. Diversified capabilities The Indian glass industry has a rich history. From mouth blown and hand working processes. It has taken to automation in a big way. Although traditional manufacturing processes have not been abandoned. Mouth blown and handcrafted glassware have a dominant role in decorative and table glassware, products which are exported in large quantities The majority of raw materials required by the industry are available locally, providing excellent scope for growth and development Exports Dramatically increased levels of glass and glass ware exports have been recorded in recent years , from US $35 million in 1993-94 to US$200 million in 2002-03 and us$227 million in 2003-204 (all figures are approximate currency conversions: Ed). In the last 12months, increasing production costs have slowed the rate of growth, however, to a level of us $234 million.
Page 9
Products to achieve strong export growth in 2004-05 were glass fibre; ophthalmic lenses glass lamp ware, container, bangles, table/kitchenware, mirrors, glass beads and false pearls, export. New AIGMF officers Elected to replace Sanjay as president of the AIGMF for the current term of office is PK Kheruka, vice chairman and managing director of borosil glass works ltd, Mumbai. His successor as senior vice president is Satish Kumar jhunjhunwala of Shree Gobinddeo glass works ltd, Kolkata. Newly elected to the role of vice president is Mukul so many from Hindustan national glass & industries ltd. Honorary general secretary is SC bansat of adarsh kanch udyog (p) ltd, Firozabad and honorary treasurer, Shantanu chand, the mahalakshmi glass works pvt ltd .Mumbai. The Indian glass industry is poised at an interesting point. Product of worldclass quality is easily available in India. The pricing is also competitive. Indian architects and designers have shown awareness of the design possibilities with glass and have responded enthusiastically. The overall market growth is healthy, but some of challenges are There is the challenge of excess capacity. Whether in upstream or downstream there is excess capacity and this has meant that the profitability of the manufacturers has been under pressure. There is also a continuous upward spiral in the cost of inputs and energy. This has meant that the cost have been going up faster then the revenues. There is also a tremendous pace of new capacity creation in downstream-while the real capacity utilization has been poor.
All the above taken together means that, while the demand side is not seen to be a major problem, profitability will be under considerable pressure-both in the upstream as well as the downstream .further capacity addition will have to be evaluated carefully as the latest entrants usually do so with the highest cost structure it would be interesting to seen how the industry copes with these opportunities and challenges in the next few years. Unlike in the past glass plays a very significant role in the building and construction industry today. How has quality and customer perception of Glass changed? Glass is becoming an increasing popular building material the world over. And India is no exception. Part of the reason for the increasing popularity is its transparency. Glass helps people to see through, to stay in touch and to communicate. It connotes openness: an important trend in contemporary architecture. and today there is no much more possible with glass because of technological advantages. In terms of enhanced strength increased safety, superior acoustics, exceptional energy control. Excellent day lighting etc., that it is but natural that architectures front glass has always scored high in terms of embellishing to the beauty of any architectural creation. Glass reduces the weight on the foundation and makes for a lighter building. It can reduce the weight on the foundation by 12times when used instead of a brick wall. It reduces maintenance costs and makes for a comfortable environment. It optimizes the use of natural lights, thereby not only making it more comfortable for occupants but also reducing the use of electricity.
Page 11
Today glass solutions offer a wide range of energy control possibilities- one can cut the heat coming into the buildings in warm climates or reduce the heat seeping out in cold climates or even do both in places with extremes of temperature between summer and winter.
Page 12
PART-C
INTRODUCTION TO THE TOPIC
Recruitment is a process of finding and attracting potential candidates for the job available. Recruitment is a set of activities an organization uses to attract job candidates who have the abilities and attitude needed to help the organisation achieve its objectives. There are three stages of recruitment process from job applicants. Recruitment is a continuous process because of staff departure, changes in business requirement, change in business location and promotion. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.
RECRUITMENT: It attracts candidates who have the abilities and attitude needed to help the organization to achieve its objectives. DEFINITIONS: Recruitment is the process of search for prospective employees and
stimulating and encouraging them to applied for jobs in the an organization. -FLIPPO Recruitment is a process to discover the sources of manpower to me et the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. -YODER
Page 13
SELECTION Selection is the process of choosing the best from the suitable candidates and rejecting the others. To select means to choose .Selection is the process of picking individuals who have relevant qualifications to fill the jobs in an organization.
Purpose of selection: The purpose of selection is to pick up the most suitable candidate who would best to meet the requirements of the job and the organization- in other words, to find out which job applicant will be successful, if hired. The needs of job are matched with the profile of the candidates. The most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection process.
RECRUITMENT V/S SELECTION Recruitment is identification of sources from where the candidates can be employed and motivates them to offer for the employment whereas Selection is choosing the most suitable person for employment. Recruitment and Selection can be simply defined as matching the skills a potential employee has to offer with the needs of the job for which he is required. Recruitment and Selection: Since success of any organization depends on the achievements of corporate objectives, the right kind of manpower with high competitive spirit and dedication towards the organization is required.
Page 14
Such manpower is obtained only through right choice among people. Being such a vital aspect, it is still treated as task that has got over as quickly as possible. Recruitment and selection are closely connected function of an organization. Both the activities aim at obtaining suitably qualified employees.
Recruitment is referred to all activities directed towards locating potentials employees. It is also taken as an attraction of applicants from suitable candidates. The process of recruitment starts after job analysis, through which organization decides what kind of skills, knowledges, and abilities are needed for the position. The type of employee sought must be carefully considered.
Page 15
Recruitment process flow chart (internal)

Start
Updating existing manpower monthly
Discussion with manufacturing Head & PI. HR Head Update manpower requirement
NO Final discussion & decision on executing recruitment plan YES

Collect job description from the manager concerned.
Information to employee referral and to the recruitment agencies
Collect screen caves
Page 16
SELECTION PROCESS
Organisation department interview & second round, short list the final round.
Yes
Conduct final interview & Second round, shortlist the final round. Make offer to the selected candidate candidate
No
Selected
Send for preemployment medical Conduct Reference check
Issue of appointment order Arrange for joining formalities
Induction training
Deployment to the concerned Department
End
Page 17
Sources of Recruitment: Before an organization activity begins recruiting applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only try to tackle the existing sources they have. These sources, accordingly, may be termed as internal and external.
i) Internal sources: Whenever any vacancy occurs, somebody from within the organization is upgraded, transferred, promoted or sometimes demoted. This
source also includes personnel who were once on the pay-roll of the company but who plan to return or whom the company would like to rehire, such as those on leave of absence, those who quit voluntarily, or those on production lay-offs.
a) Employee Referrals Employee Referrals can be a good source of internal recruitment. Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company furnishing letters of introduction and even encouraging them to apply.
b) Candidate referrals: Candidate referrals are another important source of recruitment .Candidates are made to compulsorily give 2 numbers who are looking out for jobs.
Page 18
c) Pervious Applicants: Those who have previously applied for jobs can contacted by mail, a quick and inexpensive way to fill an unexpected opening. Although Walk-ins are likely to be more suitable for filling unskilled and semi-skilled jobs, applicants to previous jobs can fill some professional openings.
ii) External Sources: a) Advertisements: These constitute a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Advertising in newspaper, Internet and magazines is the most frequently used method when qualified or experienced personnel are not available from other sources.
b) Employment Exchanges: They have been set up all over the country in deference to the provisions of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 the Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled.
c) Campus Recruitment: Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters. Campus recruitment is a direct recruitment.
Page 19
d) Walk-ins, Write-ins and Talk-ins: The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees viewpoint, Walk-ins are preferable as they are free from hassles associated with other methods of recruitment. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins is becoming popular nowadays. Job aspirants are required to meet the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter. e) Contractors: Contractors are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
f) Displaced Persons: Sitting and implementation of a project in an area would result in displacement of several hundred inhabitants. Rehabilitating the displaced people is a social responsibility of business. Such people are a source of recruitment, not only for the project, which causes the displacement, but also for other companies located elsewhere. The government mandates rehabilitation of displaced persons.
Page 20
g) Radio and Television: Government departments use radio and television but sparingly, and that too, only. Companies in the private sector are hesitant to use the media because of high costs and because they fear that such advertising will make the companies look desperate and damage their conservative image. Radio and television can be used to reach certain types of job applicants such as skilled workers.
h) Acquisitions and Mergers: Another method of staffing organizations is a result of the merger of acquisition process. When organizations combine into one, they have to handle a large pool of employees, some of whom may no longer be necessary in the new organization.
i) Competitors: Rival firms can be a source of recruitment. Popularly called poaching or raiding, this method involves identifying the right people in rival companies, offering them better terms and luring them away. Firms poach on right people in rival companies by offering better terms and lure them away. j) E-Recruiting: Perhaps no method has ever had as revolutionary an effect on recruitment practices as the Internet. It involves screening candidates electronically, directing potential hires to a special website for online skill assessment, conducting background checks over the internet, interviewing candidates via
videoconferencing and managing the entire process with web-based software.

SELECTION PROCESS: Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment and different jobs within the same organization. Selection procedure for senior levels will be longdrawn .but it is simple and short while hiring for entry levels. a)Preliminary interview: The preliminary interviews purpose is more or less the same as scrutiny of applications. Scrutiny enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms. It also helps in rejecting the misfits for the reasons, which do not appear in the application forms. Preliminary interview is also called courtesy interview as it builds a good public relation. b) Selection Test: Job seekers who pass the screening and the preliminary interview are called for the further tests. Different types of tests may be administered depending on the job requirements. Different types of tests are as follows. c) Intelligence tests: The basic objective of intelligence tests is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization. Intelligence tests do not measure any single trait, but rather several abilities such as vocabulary, verbal fluency, memory, flow of thought, numerical ability, perception, spatial visualization, etc.
Page 22
c) Aptitude tests: Aptitude tests measure an individuals potential to learn certain skills-clerical, technical, mechanical, mathematical, etc. These tests indicate whether or not an individual has the ability to learn a given job quickly and effectively. That is why the aptitude test is administered in combination with other tests, like intelligence and personality tests. d) Personality tests: Of all the tests required for selection, personality tests have generated lot of heat and controversy. The definitions of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria have been the subject of much discussion. Personality tests are used to measure basic aspects of an applicants personality such as motivation, emotional balance, self-confidence, interpersonal behaviour, introversion, etc.
e) Achievement tests: These are designed to measure what the applicant can do on the job currently, i.e., whether the tested actually knows what he or she claims to know. A typing test shows typing proficiency, a shorthand test measures the testers ability to take dictation and transcribe, etc.
f) Interest tests: These tests are used to measure an individuals activity preferences. These tests are particularly useful for student considering many careers or employees deciding upon career changes.
g)Simulation tests: Simulation exercise is a test which duplicates many of the activities and problems that an employee faces while at work. Such exercises are commonly used for hiring managers at various levels in an organization. h)Employment Interview: Interview is a formal, in depth conversation conducted to evaluate the applicants acceptability. Interview can be adopted to unskilled, skilled, managerial and professional employees. It allows a two-way exchange of information, the interviewers learn about the applicant and the applicants leans about the employer.
The different types of interviews are as follows: i) One-to-one interview: This consist of participants i.e. the interviewer and interviewee. ii) Sequential interview: It involves a series of interview, usually utilizing the strength and knowledge base of each interviewer, so that each interviewer can
ask question in relation to his or her subject area of each candidates.
iii) Stress interview: It attempts to learn how the applicant will respond to pressure. This technique is more relevant in job involving stress. iv) Reference and Background interview: In this stage many employers request names, addresses, & telephone numbers or the reference for the purpose of verifying information and perhaps gaining additional background information of an applicant.
Although listed on the application form references are not usually checked until an applicant has successfully completed the interview stage of the selection process.
v) Selection decision: In this stage the final selection decision has to be made from the pool of individuals who pass the tests, interviews and the reference checks. The views of line managers will be generally considered in the final selection because they are responsible for the performance of new employee. vi) Physical examination: In this stage the candidates are required to undergo a physical fitness test. A job offer is often contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records.
vii) Job offer: Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. This is particularly necessary when he/she is already in Employment; in that case the appointee is required to obtain a relieving certificate from the previous employer.
viii) Contracts of Employment: After the job offer, has been made and the candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This contains certain vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be valid record for future reference.
ix) Evaluation of Selection Program me: The selection program can be evaluated by a periodic audit. People who work independent of the HR department must conduct audit.
MODERN METHODS OF RECRUITMENT i) Walk In: The busy organization do not find time to perform the various functions of recruitment .Therefore ,they potential candidates to attend or an interview directly on a specified data, time and at a specified place. The suitable candidates from among the interviews will be selected for appointment after screening the candidates through test and interviews.
ii) consult-in: The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs. The companies select the suitable candidates from such candidates through the selection process.
iii) Head hunting: The companys request the professional organisation to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice the company regarding the filling up of the positions. Head hunters are also called search consultants.
Page 26
iv) Body shopping: Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. otherwise, the organizations
themselves approach the prospective employees place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping.
V) Business alliances: Business alliances like acquisitions, mergers and take over help in getting human resources. In addition, the companies do also have alliances in sharing their human resources on ad-hoc basis.
vi) Tele-recruitment: The technological revolution in tale communication helped the organisation to use internet as a source of and conditions, better than the current employer of the candidate. Viii) Outsourcing: In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel recruitment. Organizations advertise the job vacancies through internet. The job seekers send their applications through email; alternatively, job seekers place their caves on the Internet, which can be drawn by the prospective employers depending upon their requirements.
Page 27
Vii) Poaching/Raiding: Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry. A Company can attract talent from another firm another firm by offering attractive pay packages and other terms from outsourcing firms.
The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.
Page 28
CHAPTER-2 RESEARCH DESIGN
MEANING OF RESEARCH DESIGN A research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure.
2.1 TITLE OF THE STUDY A study on RECRUITMENT AND SELECTION at impact safety glass private ltd Avalahalli. 2.2 STATEMENT OF THE PROBLEM Recruitment and Selection of employees is one major challenge faced by every organization. For any organization, recruitment holds a very significant part of the manpower planning process. Recruitment holds a very critical position for the simple reason that one wrong recruitment could have a wrong effect in the organization. Recruitment should be made by the appropriate source, so that the organization may choose those who are found most suitable for the position vacant. It becomes essential to understand the Recruitment and Selection for any company. Hence I have selected the topic Recruitment and Selection at impact safety glass to know whether the effective recruitment helps in the over all development of the organization.
Page 29
2.3 OBJECTIVE OF THE STUDY To gain the practical knowledge of an organization. To know how far human resource department is needed is assisting recruitment and selection process in organisation To study the various sources and types of recruitment and selection. To know the extents to which the organisational needs or achieved through recruitment and selection process.
2.4 SCOPE OF THE STUDY The scope of the study is restricted to the boundaries of impact safety glass. As Recruitment and Selection plays a major role in enhancing productivity, the study was conducted to find out the degree to which they are effective. Growth of every company is closely linked to employee development within the organization where each employee plays a vital role in the success of the company. The study aims to provide solutions for the better source of recruitment.
2.5 OPEATIONAL DEFINITION OF THE CONCEPT Recruitment is the process of searching for prospective employees and stimulating them to apply for the job in an organization
Page 30
Selection The process of choosing the most suitable candidate for a job from among the available applicants is called selection. It is the process of ascertaining the
qualifications, experience, skill knowledge, etc., of an applicant with the purpose of determining his suitability for a job.After recruitment, selection procedure has to be implemented. Selection process relates to the securing of relevant
information about an applicant.
Job satisfaction Job satisfaction is the satisfaction which one gets from his work or by performing it.
Work performance It refers to the degree of accomplish after task it indicates how well an individual is fulfilling the job demands.
Training It refers to the act of increasing the knowledge and skill upon employee for doing a particular job.
Total quality management (TQM) It means involvement of various department and specialist it varied allegiances and assumptions in achieving quality.
Page 31
2.6 SAMPLING Sampling technique The sampling technique used for this study is simple random sampling. Universe of the Study consists all the permanent and contract employees of the impact safety glass. Sample Size The sample size consists of 50 respondents who are from different departments of the impact safety glass.
2.7 METHODOLOGY Research methodology is way of systematically solving the research problem. It may be understood as a source of studying how research is done scientifically. The study is based on both descriptive cum case study. 2.8 SOURCES FOR DATA COLLECTION: Data has been collected from both primary and secondary data. The methods through which data collected are stated below: 1. Collection of Primary Data: . For the purpose of gathering primary data, a structured questionnaire was used and also personal interview of respondents were conducted. Information collected through structured questionnaire getting filled by the employees. Having discussions with different department managers of the organization to get the general information about the organizations activities and functions. Information collected by means of personal interview with the office management.
Page 32
2. Collection of Secondary Data: Some of the documents provided by the company are referred for the purpose of secondary data and also various books, internet information; articles are referred for gathering secondary data. Have gone through the information given in the form of literature by the organization. Some of the documents provided by the organization include annual report, company magazine, companys subsidiary rules, reports and other relevant document. By referring text books, journals, newspapers, magazines of college library, websites, etc. 2.9 Plan of Analysis The Primary data collected have been analyzed by using some of the statistical techniques and tools like percentages and mean, wherever require the primary data have been presented in tables, charts, Graphs, diagrams. 2.10 PERIOD OF STUDY The project entitled Recruitment and Selection has been referred for a period of 6 weeks. 2.11 LIMITATIONS OF THE STUDY The time provided by the organization to conduct our study was limited, so it was not sufficient for us to collect more information about the topic. Due to busy schedule of personal officers they did not provide much information require to my study. The personal interviews are not idealistic and Informative.The Company doesnt leak out some necessary data and information, as they fear about loss or security.
Page 33
OVER VIEW OF THE CHAPTER SCHEME
CHAPTER-1 INTRODUCTION In this chapter, we look into the general background of the study, introduction to HRM and introduction to recruitment & Selection is included in this chapter.
CHAPTER-2 RESEARCH DESIGN Introduction, Title of the study, statement of problem, objectives of the study, scope of the study, operational definition of concepts, methodology, reference period, limitations, plan of analysis.
CHAPTER-3 COMPANY PROFILE In this chapter details about the Impact safety glasses, its origin, history and its growth and its future plans is included.
CHAPTER-4 DATA ANALYTSIS AND INTERPRETATION It consists of the analysis & interpretation of data collected using different statistical tool.
CHAPTER-5 SUMMARY OF FINDINGS AND CONCLUSIONS CHAPTER-6 RECOMMENDATIONS AND SUGGESTIONS APPENDISES AND ANNEXURES BIBLOGRAPHY
CHAPTER-3
COMPANY PROFILE
Company name: - impact safety glass works (p) ltd Business type:- manufacturer product/service laminated safety, tempered& bullet proof glass for automobiles and various types of architectural glasses and mirrors Address:- Avalahalli, bangalore560 049Karnataka, India #23, old madras road, Number of employees: -above 630 Founder :- late sri Yogesh dutt (1973-2007) Year established: -1987 Legal representative/business: Owner: - Mr R.K. Dutt- president and managing director Technical department: -20engineers Surface of factories, warehouses and offices: 55000sq.mts. Built-up area: 25000 sq.mtr Head office in Bangalore and 4 retail out lets Sales office in Chennai, Pune, Delhi and Kolkata exports: US, UK, EU, Middle East &SAARC countries Investment in 2007:- new plant for automotive bent tempering capability of manufacturing jumbo sizes
Page 35
IMPACT SAFETY GLASS today is at the thresh-hold of being a global leader in glass processing in automotive as well as architectural. In last 5years we have back-ward integrated to set up a most modern Hi-=Tech plant which is completely robotized and CNC operative with the needs of any global customer par excellence. We are servicing architectural, automotive, especially and extensive dealer net work, processing 20000sq.mt of glass per month. To the above feats we are the first company in India to exports tempered glass to Belgium, Germany, Dubai and Srilanka. Company have forward integrated to give complete solution in frameless facades and have a dedicated and globally trained team to design, manufacture and install frameless facades. Vision As an Indian company to become the most efficient and trusted glass company in the world, continuously reinvesting in people, processes and plant
Mission
Strive to be the lowest cost manufacturer globally, relentlessly eliminating waste. Creating and lasting customer satisfaction with the goal of building relationships for life.
Page 36
International Tie-ups in technology, manufacturing, R&D and processing We have technical tie-ups with global leader and manufacturing processes are in accordance to their standards to offer our customers international quality and service.
Page 37
Products:Types of glass 1. Performance glasses 2. Safety glasses 3. Aesthetics glasses Impact recruitment process Recruitment: - it is a process of searching and encouraging them to apply to jobs in organization. - Floppy 1 Man power planning: The first and foremost thing considered before recruitment in autoclave is man power planning by the of department i.e. head of human resource department. The head of department will conduce on recruitment quartile .Quarterly the department decides that the position is vacant and how to recruit HR. After come to conclusion by head of department HODs and discuss regarding vacant position, and recruiting the candidate for various department places. And decides to employees promotions and transfer should be given based on that employee. And after discussion is concerned with the job itself and not done and why. It is a statement describing the job in such term as its little, location, duties, working conditions and hazards.
Page 38
Impact safety glass company job description format: a) Job description: Title Department Date Approvals Supervisors title Salary Grade level : : : : : : :
b) Job summary: Job profile: planning implementing and controlling HR program line with company/corporate policy. Ensure congenial work atmosphere and develop Competitive work culture in the company. Ensure 100% statutory compliance with regard to labour laws.
c) Job specification Qualification: P.G in H.R.M Relevant experience: - 8+ years in HR and administrative Excellent verbal communication skills. Excellent technical, conceptual skills. Ability 6 to motivate team efforts to accomplish goals.
Page 39
2. Competency listing: Competency listing or mapping is in which the company will fix an target to which type employee is required for the company work condition i.e qualified, technical skill, managerial skill and other requirements of the company. And the company will select the candidate based on the competency listing or mapping of the company. So before recruitment and selection the companies first prepare the competency listing. 3. Qualification required and desired: The company recruits the persons, whose qualification is diploma, ITI, any Bachelor degree and post graduate, all with skill and talented candidates. 4. Reporting level: After planning, designing and discussion about the recruitment next the company prepare an report in order to recruitment of candidate. The report is consists of requisites, qualification, skills and the recruitment process of autoliv and report that into the sources from where they will pick the candidates. Based on that the eligible candidate will get attracted towards the job. 5. External agencies: The after will recruit people from the external agencies i.e. manpower requirement agencies/website add. The web site adds will be given regarding recruitment of the candidates. 6. Internal sourcing The after recruit people not only from external but from internal source also they will recruit the people i.e. as follows
Page 40
a) Company data bank The management can collect the bio-data of candidates from different source like employment exchange, educational training institutes, candidates etc. And feed them in a computer.
b) Employee referral schemes Present employees are well aware of the qualifications, attitudes, experience and emotions of the friends and relatives. They are also aware of the job requirement and organization culture of their company.
7. Campus selection: In campus selection they may get in experienced candidates of different types from various educational institutions like collage and universities importing education in science, commerce, arts, engineering and technology, management studies etc... And trained candidates in different disciplines like vocational, engineering. From the training institutes.
Selection process of impact safety glass pvt ltd After recruiting the candidate next step is to selection of best candidate among them. The selection process in after is an under.
Page 41
A) Written test: For selection of best candidate among the recruited candidate the company will Conduct the written test in order to test the knowledge of candidate. In various Disciplines, general knowledge and English knowledge
Impact safety pvt ltd conduct 3 type of test
1. General knowledge test General knowledge tests for two test the general knowledge of the candidate the knowledge about the other than job.
2. Aptitide test This test measure weather on individual has the capacity or latest ability to learn a given job if given adequate training.
3. Technical test Technical test which is related the technical test for testing the technical Knowledge of the candidate which is very essential to the impact safety glass company.
B) Preliminary and technical interview panel After written test, the next step is to select the candidate is interview. In Impact Safety Company they will conduct preliminary and technical interview for Selection the candidates.
Page 42
Preliminary interview and technical interview is confected by HR and HODS and Unit head, each member ask question in the particular area that is assigned to him. After interview of the candidates the panel members evaluate the performance of The candidates and select the best candidates in that.
C) Medical test The candidate one select and prior to appointment may have to undergo some medical test as required by the company doctor. For the out stations candidates the prescribed medical reports should be appoint in the job.
D) Recruitment for formalities and induction Recruitment formalities is the joining formalities is the after getting appointment later the person should submit the appointment from and the various Documents relating to the person age proof, medical report, office letter, birth date Proof and others.
Induction Induction is conducting in impact safety glass company is arranged for the new Entrance by HR as per the induction schedule prepared in consultation with the Concern department head all the department will be covered during the induction. The candidates is support to cover the maximum subject work area in each Allocated department within the time limit specified there in the induction is conducted fourteen days for fresher and for the present or experienced persons Seven days. At the end of training candidate has to submit the induction report which will be finally verified by the induction process owner based on the outcome of the review, the candidate is apprised and misconceptions if any are clarified and corrected
E)Placement of candidate in department Placement of candidates to the right department based on their performance and Skill is on important thing either right job right person International standards Sl. no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Companys
Tamglas glass engineering Oy
country Finland Austria Italy Italy Germany Netherlan d Germany Austria Netherlan d Belgium Italy glass France Dubai Germany Germany USA U.K Italy USA Italy
Core competencies Tempered glass and laminated glass Double glazing CNC cutting Edge finishing of glass Holing. Counter sinking Heat soaking Test Ceramatics Screen painting Ceramatics Screen painting Bullet proof. glasses Bend glasses Frameless Door Fitting Frameless Door Fitting Spider and point glazing system Designing frameless facades UV cure Lamination Glass handling system PVB Lamination Transfers, light walls Sand blasting Active glazing Glass washing
Peter lisec Ges,M.B.H Z.bavelloni S.P.A Forvet S.P.A TMB GMBH Johnsons Matthew B.V. Ceredec GMBH Siglam Ges.M.B.H Hoaf B.V MAB Benelux Casma S.P.A Sadev Architectural system Glastech L.L.C Chemetall GMBH Pankoke GMBH DuPont Versalite ltd Fratelli pezza S.P.A BP photovoltaic Ctrulzi
Page 44
Our glasses companies to all global standards: ASTM Std c-1048 JIS Std R 3206 1989 BIS Std 858 IS:2553 Part 1992 DIN Std 12349 Initiatives to certify our products with ISO9001-2000,now we are going for TS 16949 and [E] mark are under process.
Product portfolio we have covered all facades of glass processing extensively of our products are: Atul Temp Horizontally Tempered thickness 3mm to 19mm maximum size5.1m2.4m. Atul Temp heat strengthened glasses Proe Heat strengthening. Atul Temp heat soaked glasses. Atul Temp bullet proof glasses Atul Temp fire resistant glasses Atul Temp bend tempered glasses Atul Temp bend glasses size3.7m2m Atul Temp screen printing glasses. Atul Temp spandrel glasses Atul Temp solar water heater glasses. Atul Temp photovoltaic glasses. Impact- safety laminated glasses
Impact-safety bend laminates. Impact-thermo double glazed and triple glazed glasses. Impact- safe thermo bend laminated double glazed. Impact- safe automotive laminated wind shields. Impact bevelled mirrors. Largest importer of reflective glasses from glaverbel (Belgium). Vistcon ford (USA), Taiwan glass(Taiwan), Solaris glass blocks(Germany)etc.
Partial lists of clients:1. Architectural SL.no 1. 2 3. 4. 5. 6. 7. 8. 9. 10. Project International tech-park, Bangalore GE technology Canter, Bangalore HCL, perot system , Bangalore Infosys technology, Bangalore City bank, Mumbai TATA housing, Mumbai Lupin laboratories, pune Dabur housing, Delhi Embassy Heights, Bangalore Leela palace, Bangalore value Rs.1.5 Cr Rs.2.0 Cr Rs.0.8 Cr Rs.2.0 Cr Rs.0 .5Cr Rs.0 .5Cr Rs.0.8 Cr Rs.0.6 Cr Rs.1.2Cr Rs.0 .5Cr
Page 46
2. Automotive . SL.NO 1. 2. 3. 4. 5. 6. 7. COMPANY TELCO, pune BAJAJ TEMPO, pune ICF, Chennai L&T Komatsu Bangalore Ashok Leyland, Chennai HINDUSTAN Motors, Calcutta KSRTC
3. Specialty SL.NO COMPANY 1. 2. 3. 4. 5. 6. TATA BP solar India ltd., Bangalore HCL systems APW systems SEIMENS photo voltaic Indian furniture products Hiral ship building
Page 47
Exports SL.NO COMPANY 1. 2. 3. 4. 5. 6. Glasses tech ASB Euro glass Lebrobel N.V A.T.cooray Ashoka glass PLACE Dubai Germany Belgium Belgium Srilanka Srilanka
Page 48
International tie- ups in technology, manufacturing R&D and processing
Tamglas glass engineering OY
Finland
Prol: tempered glass and laminated glass
Peter lisec ges .M.B.G
Austria
Double glazing CNC cutting , robotized loader
3 4 5 6 7 8 9 10 11 12 13 14
Z. bavelloni S.P.A Forvet S.P.A TMB GMBH Johnsons Matthey B.V Ceredec GMBH Siglam ges .M.B.H Hoaf B.V MAB Benelux Casma S.P.A Sadev architectural glass system Glastech L.L.C Chemetall GMBH
Italy Italy Germany Netherlands Germany Austria Netherlands Belgium Italy France Dubai Germany
Edge finishing of glass Holing, counter sinking Heat soaking test Ceramics screen painting Ceramics screen painting Bullet prop glass Bend glass Frameless door fitting Frameless door fitting Spider and point glazing system Designing frameless facades UV Cure lamination and crystal guard self cleaning glass
15 16 17 18 19 20
Pankoke GMBH DuPont Versatile ltd Fratelli pezza S.P.A BP photovoltaic Ctrulzi
Germany USA UK Italy USA Italy
Glass handling system PVB lamination Transfer light walls Sand blasung Active glazing Glass washing
Page 49
Page 50
Page 51
Page 52
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
TABLE-1 Table showing the age wise distribution of the respondents
AGE GROUPS 18-25YEARS 25-35 35-45 45ABOVE TOTAL
NO, OF RESPONDENTS 7 35 5 2 50
%OF RESPONDENTS 15% 70% 10% 5% 100%
Analysis From the above table it is clear that 15% of respondents are belonging to 18-25 years age group .70% of the respondents are belong to 25-35 years age group. 10% of the respondents are belong 35-45 years age group. And 10% of respondents are belong to 45&above 5%.
Page 53
GRAPH-1 Graph showing the age wise distribution of the respondents
AGE WISE DISTRIBUTION
70%
15% 18-25YEARS 25-35
10% 35-45
5% 45ABOVE
INTERPRETATION By The Above Graph respondents Will Prefer More Recruitment Between The Age Group Of 25-35 And 18-25 Respectively.
Page 54
TABLE-2 Table showing the sex wise distribution of the respondents
CATEGORY
NO OF RESPONDENTS
PERCENTAGE
Male
43
85%
Female
15%
Total
50
100%
Analysis From the above table it is clear that 85% of respondent of male, 15% female of respondent.
Page 55
GRAPH-2
Graph showing the sex wise distribution of the respondents
SEX WISE DISTRIBUTION

Male Female
15%
85%
INTERPRETATION From the above graph the majority of the male respondents are more than female respondents
Page 56
TABLE-3
QUALIFICATION SSLC Diploma Degree Post degree Total
NO OF RESPONDENTS 25 10 12 3 50
PERCENTAGE 50% 20% 24% 6% 100%
Table showing the qualification of the respondents
ANALYSIS From the above table and graph it is clearly seen that among 25respondents50% are sslc among 10respondents20% are diploma, among 12 respondents24% are degree, and out of 3 respondents 6%means the educational qualification of respondent is excellent.
Page 57
GRAPH-3
Graph showing the qualification of the respondents
SSLC
Diploma
Degree
Post degree
6%
24% 50%
20%
INTERPRETATION By The above Graph number of respondents give preference to sslc.
Page 58
TABLE-4
Table showing the nature of the job performed by the respondents
Nature of the job
No of respondents
% of respondents
Helper Supervisor Junior staff Officer/ engineer Total
40 3 2 5 50
80% 6% 4% 10% 100%
ANALYSIS From the above table and graph it is clearly seen that among 40respondents80% are helper among 3respondents6%% are supervisor, among 2 respondents4% are junior staff, and out of 5 respondents 10% officer/ engineer, means the job performed by the respondents.
Page 59
GRAPH-4
Graph showing the nature of the job performed by the respondents
NATURE OF THE JOB
80%
6% Helper Supervisor
4% Junior staff
10% Officer/ engineer
INTERPRETATION By the above graph respondents will prefer more job performed between the age group of helper and officer/ engineer respectively.
Page 60
TABLE 5 Table showing the Income level of the respondents.
INCOME EARNED BELOW 5000
NO OF RESPONDENTS 25
%OF RESPONDENTS 50%
5000-10000 10000-15000 TOTAL
10 15 50
20% 30% 100%
Analysis From the above table it is clear that, out of 50respondents 100% of respondents are earning .Below 5000, 50% of respondents are earning 5000-10000, 20% of respondents are earning above 10000-15000, 30% of the Income level of the respondents.
Page 61
GRAPH-5 Graph showing the Income level of the respondents.
INCOME LEVEL
50% 30% 20%
BELOW 5000
5000-10000
10000-15000
INTERPRETATION By The above Graph number of respondents give preference to below- 5000 income level.
Page 62
TABLE-6 Table showing the experience data of the respondents.
Work experience 6months year 1year to 2 year 3years above Total to
No of respondents
%of respondents 20%
1 10
5 35 50
10% 70% 100%
Analysis From the above table is it clears that, out of 6months to 1year , 10of the
respondents 20% are belong to 1year to 2years , 5of the respondents10, are belong to 3years above, and 35 of the respondents70%. Which also, means that apart from having quality education they are very experienced and hence the views given by them are of high importance?.
Page 63
GRAPH-6
Graph showing the Experience data of the respondents.
WORK EXPERIENCE
80% 70% 60% 50% 40% 30% 20% 10% 0% 6months to 1 year 1year to 2 year 3years above %of respondents
INTERPRETATION By The above Graph number of respondents give preference to 3years above work experience.
Page 64
TABLE-7 Table showing the medium / mode by which the respondents got the confirmation about vacancy in impact safety glass. No of respondents Vacancy % of respondents
Employees company Friends Relatives
of
the 25
50%
15 Nil 5 Nil 5 50
30% 0% 10% 0% 10% 100%
Advertisement Internet Job consultancy Total
Analysis From the above table is it clears that, out of 50respondents 50% of the respondents are belong to below employees of the company ,15of the respondents15% are belong to friends ,0% of the respondents are belong to relatives, 10%of the respondents are belong to news papers , ,0% of the respondents are belong to internet,10% of the respondents are belong to job consultancy total 100% of respondents.
Page 65
GRAPH-7
Graph showing the medium / mode by which the respondents got the confirmation about vacancy in impact safety glass.
50% 30% 10% 0% 0% 10%
INTERPRETATION By The above Graph number of respondents give preference to employees of the company.
Page 66
TABLE-8
Table showing the satisfaction level of respondents an Recruitment &selection process of Impact safety glasses.
Category
No of respondents
% of respondents
Yes No Total
45 5 50
90 10 100%
Analysis The above table shown that out of 100 respondents, 95% of the respondents taken active part in the recruitment and selection process , and other 5% had not took part in the recruitment and selection process.
Page 67
GRAPH-8
Graph showing the satisfaction level of respondents and Recruitment &selection process of Impact safety glasses.
LEVEL OF SATISFACTION
90%
10% Yes No
INTERPRETATION By The above Graph number of respondents give preference to recruitment an selection process of impact safety glasses.
Page 68
TABLE-9
Table showing the opinions of respondents on organization of English proficiency to work effectives. Category No of respondents % of respondents
Yes No Total
50 Nil 50
100% Nil 100%
Analysis The above table shown that respondents, will give 100% English proficiency to work effectives.
Page 69
GRAPH-9
Graph showing the opinions of respondents on organization of English proficiency to work effectives.
OPINION OF ENGLISH PRIFICIENCY
100%
0% Yes No
INTERPRETATION By The graph all respondents prefer English proficiency to work effectives.
Page 70
TABLE-10
Table showing the opinion of respondents on compatibility of organisation selection process.
Category
No of respondents
% of respondents
Yes No Total
45 5 50
90% 10% 100%
Analysis The above table shown that out of 50 respondents, 90% of the respondents taken active part in the recruitment and selection process , and other 10% had not took part in the recruitment and selection process.
Page 71
GRAPH-10 Graph showing the opinion of respondents on compatibility of organization selection process.
OPINION OF COMPATATIBILTY
90%
10% Yes No
INTERPRETATION By The above Graph number of respondents give preference to organization selection process of the company.
Page 72
TABLE -11 Table showing the respondents opines on whether the company is hiring quality candidates or not
category Strongly agree Agree Disagree Dont know Total
No of respondents 30 10 2 8 50
% of respondents 60% 20% 4% 16% 100%
Analysis The above table reveals that out of 50 respondents, 60% of the respondents opined that they strongly agree that the company is hiring candidates, 20% of them just agree, 4% of them disagree and 16% opted they dont know about the hiring exactly.
Page 73
GRAPH-11 Table showing the respondents opines on whether the company is hiring quality candidates or not
60%
20% 4% Strongly agree Agree Disagree
16%
Dont know
Anlaysis From the above graph it is clear that most of the respondents strongly agree that the company is hiring quality candidates.
Page 74
TABLE- 12
Table showing the reasons for attraction of the respondents towards the job.
Category
No of respondents
% of respondents
Pay scale Well fare amenities Job security Future prospective Company brand &image Total
15 25 5 Nil 5 50
30% 50% 10% Nil 10% 100%
Analysis From the above table it is clear that 30% of respondents attract for pay scale and 50%&10% for well fare amenities job security future prospective company brand & image.
Page 75
GRAPH-12
Graph showing the reasons for attraction of the respondents towards the job.
REASONS FOR ATTRACTION

60% 50% Percentage 40% 30% 20% 10% 0% Pay scale Well fare amenities 0% Job Future Company security prospective brand &image category 10% 30% 50%
10%
Series1
INTERPRETATION By The above Graph respondents will prefer more job performed between well fare amenities And pay scale Respectively.
Page 76
TABLE-13
Table showing the knowledge of respondents regarding job specification during the time of interview.
Category
No of respondents
% of respondents
Placement Tense Mixed type Total
30 10 10 50
60% 20% 20% 100%
Analysis From the above table it is clear that 60% of respondents will go for placements and 20% for tense an mixed types.
Page 77
GRAPH-13
Graph showing the knowledge of respondents regarding job specification during the time of interview.
KNOWLEDGE SPECIFICATION
70% 60% 50% 40% 30% 20% 10% 0% 60%
Percentage
20%
20%
Series1
Placement
Tense Category
Mixed type
INTERPRETATION By the above graph more respondents will opt for placement according to their knowledge during the time of interview
Page 78
TABLE-14
Table showing the type of test attended by the respondents.
Category
No of respondents
% of respondents
Technical test Aptitude test General test Total
38 8 4 50
76% 16% 8% 100%
Analysis From the above table it is clear that 76% of respondents recruited by attending technical test and 16% & 8% for aptitude test and general tests respectively.
Page 79
GRAPH-14
Graph showing the type of test attended by the respondents
TEST ATTENDANCE
80% 70% 60% Percentage 50% 40% 30% 20% 10% 0% 1 2 Caregory 3 16% 8% Series1 76%
INTERPRETATION By The above Graph respondents will prefer more of technical test.
Page 80
TABLE-15
Table showing the method of recruitment attended by the respondents.
Category
No of respondents
% of respondents
Modern Tradition Total
35 15 50
70% 30% 100%
Analysis By the table 70% of respondents attended modern and 30% are tradition method in the time of interview.
Page 81
GRAPH-15
Graph showing the method of recruitment attended by the respondents
RECRUITMENT ATTENDED
80% 70% 60% Percentage 50% 40% 30% 20% 10% 0% Modern Category Tradition 30% 70%
INTERPRETATION Now the is trying to introduce modern method of interview selection in their company.
Page 82
TABLE-16 Table showing the opinions of respondents on the better source of respondents
category
No of respondents
% of respondents
Yes No total
40 10 50
80% 20% 100%
Analysis The above table shown that respondents, will give 80% separate department 20% of not agree
Page 83
GRAPH-16 Graph the opinions of respondents on the better source of respondents
90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes 80%
OPINIONS OF RESPONDENTS
20% No Series1
INTERPRETATION By The above Graph respondents will prefer more of separate department.
Page 84
CHAPTER 5 FINDINGS, SUGGESTIONS AND CONCLUSION SUMMARY OF FINDINGS This study is aimed at finding out the effectiveness of recruitment and selection procedures followed at IMPACT PVT LTD. For this purpose, a questionnaire was given to the various levels of employees in the organization, as well as data collected from the personnel manager. Following are the findings drawn from the collection and analysis of data The main reasons for attracting towards job were image of the company and better opportunities or work environment o Most of the employees have told that the questions asked in the interview were relevant to job. o Most of the employees said that both written test and oral interview was conducted for them. In selection process, most of the employees had gone through 2 stages. o Majority of the employees said that the environment during the interview was pleasant. o Majority of the respondents are aware of the job specification at the time of selection. o Majority of the employees were intimated about their interview or selection through E - mail. o Majority of the employees recruitment /selection process has helped to induct efficient in moderate 50%, 30 % higher. o Majority of employees joining this organization because of image corporate
Page 85
SUGGESTIONS
Organization should give much consideration towards the employee who brings the best potential candidate. Organization should develop a preplanned interview it means a structured interview. It will give more exposure to the candidate. The organization can try for the job fair and all. Through this the organization may get good candidate. Evaluation of recruitment and selection must be done, to know the effectiveness of job analysis in the organization. The company must hire candidates through external source of recruitment, so that there is a pump of new blood to the organization. This helps in improvement of companys creativity. The company should take into account the external factors of recruitment process. The external factors are demand and supply of specific skills, labour market, unemployment, legal and political considerations etc.
Page 86
CONCLUSION
From the study recruitment and selection at impact safety glass private ltd. I come to conclusion impact safety glass company is maintaining healthy corporate culture. Where sale adviser recruitment and selection level is quite high. There is a healthy employer and employee relationship between impact safety glass pvt ltd and sales advisor. Finally conclude that the recruitment and selection would help the sales advisor and organisation to given successes in the present scenario of competition world. So every organisation should give more and more recruitment and selection.
Page 87
BIBLIOGRAPHY
SL.NO 1 2 3 4
TITLE Personal Management Essential of Human resource H.R. & Personal Management Organisational Behaviour
AUTHOR C.B. Momoria P. Subba Rao Edwin D. Flippo Reddy & Appanaih
EDITION 5th 3rd
Net, Magazines & Annual Reports etc.
O.R Krishna Swamy 6 Business Research Methodology Reddy and Appannaih
Page 88

IMPACT

Diunggah oleh

Informasi Dokumen

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

IMPACT

Diunggah oleh

Hak Cipta:

Format Tersedia

RECRUITMENT AND SELECTION

1.2 Definition of HRM:C H North cotter: personnel management is an extension of general

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION

Allocating work property and scientifically.

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

Attract and retain talent Train people for challenging roles

HIERARCHY OF HUMAN RESOURCE MANAGEMENT

GENERAL MANAGER HUMAN RESOURCE

HUMAN RESOURCE MANAGER

MANAGER EMPLOYEE RELATION EXECUTIVE HUMAN RESOURCE ASSOCIATE HR

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

Recruitment process flow chart (internal)

Updating existing manpower monthly

NO Final discussion & decision on executing recruitment plan YES

Information to employee referral and to the recruitment agencies

Collect screen caves

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

Send for preemployment medical Conduct Reference check

Issue of appointment order Arrange for joining formalities

Deployment to the concerned Department

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

videoconferencing and managing the entire process with web-based software.

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION

ask question in relation to his or her subject area of each candidates.

RECRUITMENT AND SELECTION

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION

SDC MAHILA SAMAJA FGC PG CENTRE KOLAR

RECRUITMENT AND SELECTION