DECLARATATION

I hereby declare that the final project report Project on Management. Submitted by me for the award of degree Bachelor of Business Administration under Punjabi University, Patiala is the original worth conducted by me and the material has neither been copied nor reproduced from any other source. The data provided in the study is correct to the best of knowledge & belief.

INDEX
1. Introduction to Project 2. Introduction to company 3. Review of Literature 4. Research Methodology 5. Data analysis & interpretation 6. Conclusion 7. Recommendation 8. Limitation 9. Bibliography 10. Annexure

INTRODUCTION
The Development in Science & technology has brought tremendous change in business strategy. The globalization has its own inspect on the industrial environment making it competitive. Hence, to survive in the market the Captains of the industries perforce have to keep themselves addressed with changing environment and adopt new techniques of their resource management. The human resource in any organization is not important but Valuable to any organization. This significant resource. Warrant due consideration executives and managers right from the beginning. They have to take into account organizational deployment and adopt new strategies for recruitment of the best talent available. The talent available in the marketing is plenty but requirement is to recruit a suitable talent as per the job requirement and the requirement of the organization. The different organ may choose their own systems but the and result by selecting the best will go a long way to fulfill the organizational goals. The function of Human Resource Executive/Personnel managers does not end merely at selection stage rather it begins from that step

because the talent so selected is required to be developed to fulfill the organizational interest or the goals so that there is an overall prosperity of both the organization & the individual. Towards this end the importance of recruitment & selection of the desired talent enhances the potential and opportunity for the organizations to and achieve its objectives.

EXECUTIVE SUMMARY
The success and failure of the organization largely depends on the human or employees working in the organization. So recruitment and selection both are very important and they are concerned with obtaining, organizing, and motivating the human resources required by the enterprise. Research was carried out to understand the practices of recruitment and selection followed by Alcon Cables ltd, Rajpura. To understand the formulation of recruitment and selection policies in the company and to give the suggestions for improvement in recruitment and selection procedures currently followed by the company. Through this report I was also able to understand, recruitment is sometimes confused with employment. The two are not one and the same. Recruitment is just one step in the process of employment. Similarly recruitment and selection are also different in nature. The function of recruitment precedes the selection process. Recruitment is concerned with developing suitable techniques for attracting more and more candidates while selection is the process of finding out the most suitable candidate for the job.

Products / Services :
ALUMINUM CONDUCTOR XLPE INSULATED , PVC INSULATED ARMOURED AND UNAROMOURED CABLE.

COPPER CONDUCTOR XLPE INSULATED, PVC INSULATED ARMOURED AND UNARMOURED CBALE. COPPER FLEXIBLE CABLE. COPPER FLAT CABLE

Company Profile :
We are manufacture of LT power and control cable and flexible cable

Establishment Year: 1959 Firm Type: Partnership Nature of Business: Manufacturer Level to Expand: State

Products & services

>> Other products and services Twine, cordage, ropes and cables Twine, man-made fibre Cords, natural fibre Cords, man-made fibre Cords, silk and cotton waste Cords, paper Cords, braided Cords, impregnated Cords, endless Cords, plastic or latex coated Cables, cords and ropes, plaited bands and stranded wire slings, metal Cables, stainless steel wire Cables, galvanised steel wire Cables, iron and steel, mixed cables Cables, mixed, metal-textile fibres Cables, multi-wire, 4 to 16 strands, non-ferrous metals Cables, metal, covered Cables, metal, braided Power line cable and wire fittings Terminals, power line cable and wire Connectors, power line cable and wire Clamps, power line cable and wire

Cable clips and wiring clips, electric Cable cleats and saddles, electric Brackets, power line cable and wire Cable glands Cable glands for hazardous areas Junction boxes Junction boxes, watertight Junction boxes, earth-cable, fused Power line vibration dampers and spacer dampers Cable tensioners and cable laying equipment, electric Cable support systems Cable suspenders, electric Cable racks, electric Cable trays, electric Cable thimbles and sockets, electric Cable end sleeves, electric Cable joint accessories, underground distribution Electric wires and cables, insulated Wire, mineral fibre covered, electric Wire, ceramic covered, electric Wire, textile covered, electric Wires and cables for telecommunications and electronics Cables, coaxial Cables, coaxial, microwave Cables, miniature, electric Local area network (LAN) equipment NES Local area network (LAN) systems, complete

Local networks, optical fibre cable Local networks, coaxial cable Computer cable assemblies and connectors Computer data cable assemblies, pre-assembled Computer serial cable assemblies Computer parallel cable assemblies

Contact Information :
Web-site: Visit Website Contact Person: B.K.SAGGI Designation: PARTNER

Phones (Office) : 1762329943 Phones (Resi.) : 329943 Mobile: 9316603066 Fax: 1762232687

Address: 27-A, FOCAL POINT, RAJPURA RAJPUA - 140401 (Punjab) India

Vision And Mission

The company aims at successfully meeting the varied needs of the Indian consumers. The Company has continuously Endeavored to bring new products to the Indian Consumer the Company stayed close to its roots nature and it has been a platform for its success for several years. Mission Statement The mission statement of Alcon Cables ltd. Rajpura is To produce and sell goods and service to achieve the highest return on sales in the Industry to total satisfaction of customers , employees and Share holders in that order. Quality Rajpura Branch of Alcon Cables ltd has a good Quality control system together with Research and Development which is comparable to its best in the Industry. It is to the Credit of its good Quality Control system and efficient R and D Department, thatAlcon Cables Ltd, Rajpura has been honoured and awarded .THE AMERICAN INTERNATIONAL QUALITY CERTIFICATE AND GOLD MEDAL.

Working Hours
Following are the shift timing , Which many be changed at the sole discretion of the management . General Shift A SHIFT B SHIFT C SHIFT 09:00AM 08:00AM 04:00AM 12:00 AM 05:00PM 04:00PM 12:00PM 08:00AM

RESEARCH METHODOLOGY
1.

Focus And Objectives of project

Focus of my study is to highlight the significance of human Resource

with following objectives:(a) Human beings are complex in nature with potential to grow This resource is creative and has the ability to contribute in further in the cause of human lives. (b) The organization require to demonstrate due concern to Recruit &

select required talent for the organizational progress.

2.

Approach or Methodology
I was briefed by very guide Shri B.K.SAGGI G.M. (HR & Adm) Alcon

Cables Ltd. Rajpura. He highlighted salient aspects of human Resource management & importance of proper Recruitment & selection of employees for overall growth of the organization. He concerned numerous aspects related to recruitment & selection like the importance, policy, manpower planning, process, objectives & various options available to recruit the requisite talent.

3.

Research Design
The Research design is the blue print for the fulfillment of objectives

and answering questions. It is frame-work which determines the course of action towards the collection and analysis of required data. It is a master plan specifying the method and procedures for collecting and analyzing the method information. Descriptive Research is used in this study, as the main aim is to describe characteristics of the phenomenon or a situation.

4.

Data Collection
The Sources of data includes :1. Primary Data Sources. 2. Secondary Data Sources.

Primary Data Sources :- Primary Data has been Collectly directly from sample respondents through questionnaires with the help of interview. Secondary Data Sources:- Secondary data sources are those which has already been used and kept as records like website of company, manuals reports etc.

Sample Design:- Sample design is definite plan determines before any data is actually obtained for a sample from a given population. Target Population Sample Unit Sampling Technique Sample size : : : Employers

Individual Convenient sampling : 100 respondent

Area of Study :- Alcon Cables Company, Rajpura.

5.

Limitations of the Study

Various limitations of the study are:-

(a) (b)

Various Parameters used in the project may not be 100% realistic. The sample size taken over a limited period may have a margin of error.

(c)

Time constraint in the project.

RECRUITMENT & SELECTION IN GENERAL Recruitment

Definition : - Acc. To Yoder :The term recruitment may be defined as the process to discover source of manpower to meet the requirements or the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate the selection of an efficient working force.

Policy
Sound recruitment policy calls for adopting scientific processes of recruitment, i.e. those techniques, which are modern and scientific. Unless a company adopts a suitable recruitment policy, it may not be possible for the company adopts a suitable recruitment policy, it may not be possible, for the company to select right candidate for the right job. A sound recruitment policy, therefore, needs to : 1. 2. 3. 4. Identify, at the outset, the recruitment needs of the organization Identify the preferred sources of recruitment Frame suitable Criteria for selection and finally. Consider the Cost of recruitment.

Recruitment Process
The recruitment & selection is the major function the human resource department & recruitment process is the Ist step towards creating the competitive strength & the strategic advantage for the organization. Recruitment process involves a systematic procedure from sourcing the Candidates to arranging & Conducting the interviews & requires manes resources and time. A general recruitment process is as follows : Identifying the Vacancy : The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain : Posts to be filled No. of persons Duties to be performed. Qualifications required Preparing job description & person specification. Locating & developing the sources of required number and type of employees (Advertising) etc. Short-listing and identifying the prospective employee with required characteristic.

 Arranging the interviews with the selected candidates. Conducting the interview & decision making. The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decisions and the appointment formalities.

Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: 1. 2. 1. Internal sources External sources Internal sources:-the sources within the organization itself to fill a position are known as internal sources of recruitment. 2. External sources:- External sources of recruitment is when a business

recruits new staff from outside the business. SOURCES OF RECRUITMENT Sources 1. Present Employees (a) Transfers (b) Promotions 2. Employee Referrals 3. Former Employees 2. Employment exchanges 3. Campus Recruitment External Sources 1. Advertisements

4. Previous Applicants

4. Gate Hiring & contractors

Selection
Definition Acc. To Dale Yoder Selection is the process in which candidates for employment are divided into two classes-those who are to be offered employment & those who are not. Selection Process There are broadly four steps in the selection process and each step can further be subdivided depending on the need. 1. Screening of Application Forms :Application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate applicants failing to meet minimum qualifying requirements. 2. Tests : These include tests of intelligence, aptitude, ability and interest. Tests in intellectual ability, spatial and mechanical ability, perceptual ability and motor ability have shown to be moderately. Valid predictors for many semiskilled and unskilled operative jobs in the industrial organizations. Intelligence tests are reasonably good predictors for supervisory positions.

But the burden is on management to demonstrate that any test used is job related. There are two sets of tests-performance and psychological. 3. Interview : Interviews are designed to probe into areas that cannot be addressed by the application from or tests. These areas usually consist of assessing candidates motivation, ability to work under stress, inter-personal skills and ability to fit in the organizations. The use of the interview in selecting executives make sense whereas for most lower level jobs appear questionable. 4. Selection Decision : In Practice, the final decision will probably be between three or four candidates. It is unlikely that any of the three or four candidates. It is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personal specialist together with line management will now have to weigh up the strengths & weaknesses of each candidate. The right decision depends on management judgment. Recruitment & Selection is vital function of HR in the organization. Slightest mistake will lead to a square peg in round hole. Instead of following a blind elimination process, focus should be on selecting people based on the skills and competencies required for the job.

Selection Procedure Framing a selection procedure is important to ensure scientific selection of employees for all levels in an organization. To match the requirement of the jobs with the attributes of the candidates, the first step is to make a detailed analysis of job content to develop job descriptions. Such job descriptions clearly specify the necessary attributes needed for each job. Most of the organizations, in order to develop a standard job description for each job, determine the level of competencies by adopting industrial engineering techniques like time study, method study, work measurement, etc. The next step in selection procedure is to personify such attributes in candidates,. i.e. developing a specification of persons, to define the background education, training, personality and characteristics of the candidates to suit the vacancy position. This in reality is an exercise to preportray an ideal candidate for a job

Recruitment Vs Selection Both recruitment & selection are the two phases of the employment process. The differences between the two are : 1. The recruitment is the process of Searching the candidates for

employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable person for vacant posts. 2. The basic purpose of Recruitment is to create a talent pool of

candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization 3. Recruitment is a positive process i.e. encouraging more & more

employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human

resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5.

There is no contract of recruitment established in recruitment

WHEREAS selection results in a contract of service between the employer and the selected employee.

RECRUITMENT & SELECTION SPECIFIC TO ALCON Recruitment

Objectives: Recruitment is an activity which best available manpower in the market is attracted to apply for the required position is ample number so that the company has widest possible choice in selecting (Section III) best candidates available. Procedure: To facilitate following activities are to be undertaken 1. Determination of Clear-cut norms of recruitment by twos in

consultation (with personnel head) 2. The Norms to be incorporated & assessed by personnel department

while placing requisition in placement agencies, advertisements etc. The Dept. will Deride, which channel they would like to follow for recruitment for eg. advertisement, consultants, references etc. 3. Different Departments will sent their Requisition to personnel

department on quarterly basis and their projections for coming year in writing (Performa-R-I)

4.

Personnel Department will maintain the check list requirements (job

specification & employee specification) for frequently wanted positions (Performa- R-II) 5. There will be two separate employment forms, one for workers and

other for staff and above for HODS there is one more sheet to be attached with staff employment from (Performa R-III & R-IV) 6. All the data & Performa to be used will be maintained by personnel

department. 7. Origination of all activities regarding Recruitment at all

levels/category will be done by personnel department.

Selection
Objective : The objective of selection process is to evaluate the Qualification & experience of the candidates & make the final decision about them. Selection refers to the process of offering job to one or more applicants from applicants received.

Process : Due attention to be paid to selection because it involves the establishing the best fit between the job requirement on the one hand, and the candidates qualifications & experience on the other faculty judgment can have far reacting adverse impact on the organizational functioning. The selection process for workers & office staff could consist of performance/trade tests & interview. In the case of Heads of the Departments and second line, these could be two interviews i.e. preliminary and final with the top management. The interview committee will be of three different kinds based on grade and importance of the position. For heads of department the committee will consist of : 1. Joint Manager Director. 2. Executive Director 3. Any other Expert (if Required) The interview Committee for second line in command up to

Assistant Manager would consist of the following :a. Committee for Preliminary interview consists of. 1. Personnel Head (Convener) 2. Concerned Head of Department

3. Any other Senior person in Concerned filed. b. Final interview will be taken by Executive director. For the grade below second in commands the Preliminary interview committee with consist of. 1. Second line in command of the concerned department. 2. Second line in Command of the personnel department. 3. Any other expert whom the committee deems fit. c. The final interview Committee will consist of : 1. The concerned Head of Department 2. The Personnel Head of Department & 3. Any other person the committee deems. Job Approval of Executive Director will be final & Binding. 4. The Nos of candidates for the particular position to be considered for selection process would not exceed above seven times of department. 5. The assessment of the Performance of the candidate in interview should be preferably be though discussion & consensus based on select aspects as contained in the Performa enclosed (S-I) 6. Overall assessment of the performance of the candidate through different means of selection for the different categories of employee is an enclosed (S-II)

7. Prior to issuing appointment letters, the medical checkup is to be done by a qualified medical practitioner (S- III) 8. Verification through previous employer is to done (S-IV) 9. Full & Final settlement with previous employer may be insured.

METHODS ADOPTED BY Alcon Cables LTD., RAJPURA

A manager can recruit in two different ways:1. Internal Recruitment:Internal Recruitment is when business looks to fill the vacancy from within its existing workforce. Internal recruitment methods used by Alcon Cables Company Ltd., Rajpura are:1. 2. 3. Promotion and Transfers. Job Posting. Employee Referrals.

1.Promotionand transfers Promotion:- The permanent movement of a staff member from a position in one job class to a position in another job class of increased responsibility or complexity of duties and in a higher salary range. Transfer:-The Permanent Paternal movement of a staff member from one position to job class assigned to the same salaries range. Alcon Cables Ltd. Co., Rajpura. uses both promotion and Transfer methods for filling the vacancies. ABC Ltd., promotes employees after 3 years. Company may promote employees on sonority or performance basis.

Alcon Cables Ltd. Co., Rajpura mostly, transfers are done in marketing sector. HR Manager and section committee may promote and transfer the staff members. Who meet following requirements.A. Meets minimum qualifications for the job or has clearly demonstrated the ability to perform or transfer. B. Has satisfactory record of performance in his/her current position. 2. Job Posting :Arrangement in which a firm internally posts a list of open positions (with their descriptions and requirements ) so that existing employees who wish to move to different functional areas may apply. HR managers of Alcon Cables Ltd. Rajpura also uses these method for filling the vacancies. 3. Employee Referrals :in which the current employees are

Recruitment method

encouraged and rewarded for introducing suitable recruits among the people they know. HR manager of Alcon Cables Ltd. Rajpura recruit the

employees on reference given by present employees are invited for interview. If they are qualified for a job they are selected.

EXTERNAL METHODS:External method is when the business looks to fill the vacancy from any suitable applicant outside the business. 1. Advertisement :Advertisement is a form of communication that typically attempts to persuade potential applicants to fill the vacancies. Alcon Cables Ltd. uses news paper advertise event method. No other method is used for recruiting the people. They give ads in newspapers to fill the vacancies. 2. Employment Exchanges :Employment exchanges run by government are also a good sources of recruitment. Unemployed persons get themselves registered with these exchanges. The vacancies may be notified with exchanges, wherever there is need. The exchange supplies a list of candidate fulfilling required qualifications. Selections Committee of Alcon Cables Limited Co. Rajpura contact with District and Local exchanges ie. Rajpura and Patiala only. 3. Contractor and Consultants :Contactor is one who agrees to do work for another. A independent contractor makes an agreement to do a specific piece of work retaining control of the means and methods of doing job.

Contractors are used for recruiting the casual labor, workers for production process, by Alcon Cables Ltd. Rajpura. Consultants is a person who acts as an advisor to users or to the technical staff. Alcon Cables Ltd, Rajpura prefers consultants for filling the vacancies. This method is preferred mostly by the personal department.

RECURITMENT AND SELECTION PROCEDURE OF Alcon Cables LTD., RAJPURA

Requirement and job specification by concerned department to HR Planning as per requirement and job specification Sources (Internal, External and Third Party) Resumes Collection Preliminary Screening HR Screening-Technical with head of Department (HOD) Short listing of Probable candidate for interview. Fixation of interview date. Call Letter For Interview

Preparation of Interview Data Sheet and Assessment Sheet Interview of candidate by panel. Final Short listing of Probable Candidate by Interview Panel.

Salary Derogations Approved by Management Offer letter Joining formalities Induction Report submitted to employees.

Explanation of procedure of Recruitment and selection in Alcon Cables Rajpura.Ltd.,

The procedure or process followed by Alcon Cables ltd, Rajpura for recruiting the members can be described below:1. REQUIREMENT AND JOB SPECIFICATION BY CONCERNED DEPARTMENT TO HR DEPARTMENT: The Recruitment process begins with Hr department receiving

requisition for recruitment from any department of company. This contains :Posts to be filled. Duties to be performed Qualification Required Terms and conditions of employment Time by which the persons should be available for appointment etc. Job specification are formal statements about the nature and conditions of work which is supposed to be done. So, different departments will submit the job specifications details of vacancies to the HR department.

2.

PLANNING

AS

PER

REQUIREMENT

AND

JOB

SPECIFACATION:HR Department will make plan to induct the employees for specific positions. As per requirements the HR department will take into account the education, experience, training, mental abilities etc. HR will also make plan to recruit employees from different sources by considering the details of Job vacancies the plans will made by personal department to fulfill the requirements. 3. SOURCES (internal, External and Third Party):Sources taken by HR department are of two kinds:1. Sources Persons who are already working in an organization constitute the internal sources. HR department will give preference to internal sources because they are economical, suitable and reliable. 1 On the other hand, External Sources lie outside an organization. It gives Hr department to make wide choices, appoint skilled people. Personal Department of Alcon Cables Ltd, Rajpura choose that sources to fill a vacancy which will be suitable.

4.

RESUME COLLECTION:A Resume is a document that contains a summary or listing of relevant

job experience and education. Resumes of interested applicants will be collected by HR department concerning job vacancy HR department will find the skilled people for the vacancy by approaching internal and external sources. 5. PRELIMINARY SCREENING HR When all the Resumes are collected, them preliminary screening will be done, Hr department will divide the applicants in to 3 categories according to their qualifications, experiences salary structure. The categories consists of :1. 2. 3. 6. Highly qualified Applicants Moderate or Average Applicants Semi-Skilled Applicants SCREENING TECHNICAL WITH HOD After Preliminary screening , HR department will send applications selected to the concerned department then HR department with the help of concerned department decide which applicants are to be finally shortlisted.

7.

SHORTLISTING

OF

PROBABLE

CANDIDATES

FOR

INTERVIEW:When all the completed application forms have been received , members of the personnel department study them to find the most suitable candidates .The standard application form list all the information in the same order, Which make it easier to compare candidates . Three or four of the most suitable candidates will be put on a shortlist and invited to attend an interview at a stated time on stated date. A formal letter may be sent to all the other candidates thanking them for applying for the post . 8. FIXATION OF INTERVIEW DATE:The Date, Time and Venue for Interview will be fixed . 9. CALL LETTER FOR INTERVIEW:Call Letter will be send to the applicants containing full information about the Interview .Applicants will be informed through posts telephonic calls.

10. PREPRATION

OF

INTERVIEW

DATA

SHEET

AND

ASSESMENT SHEET:Selection Committee will prepare Data sheet and assessment sheet will be prepared. 11. INTERVIEW OF CANDIDATE BY PANEL:Interview of shortlisted candidates will be conducted by HR dept on fixed date . Interview is usually the main feature of job selection Process. In panel Interview, Persons more than one , interview a candidate at the same time .Questions may be asked in turn or asked Random order as they arise. 12. FINAL SHORTLISTING OF PROBABLE CANDIDATES BY INTERVIEW PANEL:The assessment of performance of the candidate in Interview will be preferably be through discussion and Consensus based on select aspects as contained in Performa enclosed (S-I) 13. SALARY NEGOTATIONS:An extremely important process in which job seekers attempt to obtain the best compensation package possible , based on skills experience Industry salary range , and the companys guidelines. ABC Ltd also sings contract with all finally selected candidates. 14. APPROVED BY MANAGEMENT:-

In Alcon Cables Ltd, Rajpura of Executive Director Will be final and binding. 15. OFFER LETTER:A job offer letter is a document that confirms the details of an offer of employment . The job offer letter includes details such as job description, reporting Relationship , Salary, bonus Potential, benefits and more. The job offer letter generally confirms the terms of employer and candidate have agreed to for his for this employment during negotiations. 16. JOINING FORMALITIES:After Final selection of the candidates have to fill some of forms. The Candidate have to fill joining forms and statutory forms. They are :1) ESI (Employment state Insurance form) Declaration form, it applicable. 2) Provident fund Declaration form 3) Form D under Punjab Factories Rules for nomination. 4) Form under Gratuity Act. 17. INDUCTION POLICY:General Introduction or orientation programmed of an organization is a process to guide and employee to familiarize them with the job and the organization. This process helps an organization to clarify terms and

conditions of employment, specific job requirement and build confidence in the mind of new employee. Thus objective of orientation programmed is to:a) Introduce the new employees with organization, environment , history tradition and culture of the organization, achievement and future challenges, policies and expectation by providing relevant information. b) c) Create a positive attitude in the mind of the new employees. Create a proper awareness in the new employees enabling them to understand the business of the company.

INDUCTION PROCESS IN ALCON CABLES LTD Procedure One day :- In accounts / marketing department One day :- In production / engineering Last day :- First half in material department and 2nd half in time office / security for preparing his report. The concerned Head of Department is empowered to extend duration of the Induction / Training, if he deems fit. The trainee/new employee submits the department on completion of his induction. In some industries / organization placement is also clubbed with induction as most of the organization put new employees on probation for specified/stipulated period (in , Alcon Cables it is 6 month). Periodically performance of these employees is reviewed through a feedback system form the controlling authority. Phenomenon of placement is nothing but assigning jobs to the employees for which they have been indentified suitable. Generally it arises when a group of trainees are recruited and the Organization makes provision for short-term placement to identify the true potential of the employee. The employees are allowed to work on different jobs through a systematic job rotation program. At a later stage permanent

job allocation is affected matching the employees competence I am enclosing a copy of feed back form.

Annexure G
CONFIDENTIAL FEEDBACK FORM FOR THE EMPLOYEE ON PROBATION/TRANING (FOR HODS ONLY) 1. NAME OF THE EMPLOYEE : 2. JOINING DATE :.. 3. NATURE OF DUTY : 4. ASSESSMENT OF BY MONTHLY REPORTS : a) b) c).. d). e).. f).. 5. PROFESSIONAL COMPETANCE : ATTRIBUTES EXCEL VER LENT Y GO OD SUBJECT KNOWLEDG GO OD AVERA GE NEED INPROVE MNT BELOW AVERA GE

E TECHNICAL KNOWLDEG E COMMINICA TION SKILLS LEADERSHI P QUALITY ADAPTIBILIT Y GRASPING POWR OVERALL WORK 6. RECOMMENDATION (S) : 7. 8. SIGNATURE.. DATE.

18.

REPORT SUBMITTED TO EMPLOYEES:Finally report is submitted to employees. This is the last and final

step of recruitment and selection procedure the report regarding the performance and other details.

ANALYSIS

Q1.

Does your Company have a clearly stated Recruitment and Selection policy?

Clarity of Recruitment System

76% Employers agree that the Company have clearly stated Recruitment and Selection policy 20% says up to some extent and 4% do not agree.

Q2.

What are the quality of Alcon Cables Ltd. Rajpura, Recruitment System?

Qualities of Alcon cables Ltd., Rajpura Recruitment System

a. b. c. d.

Quick Response Time for Requirement Bringing in Quality People. Proper Co-ordination with other teams or departments. Efficient Maintenance and updating Database.

Q3.

What Recruitment Sources are used in Alcon Cables Ltd. Rajpura?

Sources of Recruitment

20% say they use Employment Exchanges, and 20% say they use Employee Referrals and 10% of Advertisement sources are used and 50% of Consultants are used.

Q4.

Rank the Qualities in the Order of your Preference on the Basis of

which you select candidate? Ranking of Quality of Candidate

Rank Given Qualification Experience Skills Personality Depends on job Variety {job profile and job description} 5 3 4 2 1

Q5.

Does Alcon Cables Ltd., Rajpura ask candidates to enter into Bonds with them

Existence of Bond Policy

80% say yes that they ask candidates to enter into Bonds and 20% do not agree. Mostly bond system exists in Non Managerial Staff.

Q6.

Do you have Reservation System?

Reservation System

The Company do not have any Reservation System.

Q7.

Do you have a

trained staff to take Recruitment and Selection

decision in accordance with current employment legislation? Existence of Current Employment Legislation System

90% of employers agree that they have current Employment Legislation and 10% do not have any views.

Q8.

Your company Alcon Cables Ltd, Rajpura is Not Conducting any

test ? Do You think it affect your selection of the candidates ? View on Conduct of Test

85% of employers agree that not conducting test will affect their selection procedure and 10% do not agree and 5%have not gives any view.

Q9.

Opinion about the overall image of the undertaking as evidenced by the number of applicants. If recruitment is done through External Sources.

RESPONSE OF EXTERNAL SOURCES

20% employers say they have good response and 80% say response is satisfactory.

Q10. Normally, how much response is from candidates covering different regions?

Response of Candidates covering different Regions

12% employers agree that they have good response from different regions and 5% say they do have enough employees from distant place and 83% employees say response is satisfactory.

Q11. Do you have laid down Performa of assessment for members of Interview panel? Performa of Interview Panel

100% employers agree that they have laid down Performa of Interview panel.

CONCLUSION AND SUGGESTIONS

FINDINGS: The company Alcon Cables Ltd is following the clearly stated recruitment and selection policies. There is also proper coordination among the various departments. Consultants play and important role in recruitments. job profile and job description plays an important role while selecting an candidates. Having gone through the entire system of Recruitment and Selection procedure in Alcon Cables ltd, Rajpura, I tried to analyze in detail keeping view the general Recruitment and Selection process. Though the system is effective an functional, I feel the below mentioned

recommendations and suggestions will go along to improve the existing system:1. Alcon Cables ltd, is not conducting any of the test while recruiting

the people the committee should conduct test like aptitude test, intelligence test, stress test, etc for the high posts and which have high work load. This will help in bringing efficient people in the company. 2. Alcon Cables ltd, should improve their salary structure to

encourage more applicants to apply.

3. Alcon Cables ltd, should use wide advertisement methods like electronic media so that information can reach to far places. 4. Alcon Cables ltd, should provide mare incentives to the employees

like bonus , increase in HRA, etc to attract the new applicants. 5. As Alcon Cables ltd is production unit, continuous plant. Work

even dont stop at night. So they should provide proper facilities to staff.

APPENDIX QUESTIONARIES FOR SELECTION COMMITTEE IN ALCON CABLES LTD.

NAME: ADDRESS: CONTACT NO.: . ..

Ques 1 :-

Does your company have selection policy? 1.Yes 2.No the quality of

clearly stated recruitment and

3.To some extent

Ques 2 :-

What are

Alcon Cables Ltd., Rajpura

recruitment system? Quick response time for requirement. Bringing in quality people. Proper coordination with other teams or department Efficient maintain and updating database. Ques 3 :What recruitment sources are used in Alcon Cables Ltd., Rajpura ? 1. 2. 3. 4. Advertisement. Employee referral Consultant. Employment Exchanges.

Ques 4 :-

Rank the qualities in the order of your preference on the basis of which you select candidate? Qualification Experience Skills Personality Depends on job variety.

Ques 5 :-

Does Alcon Cables Ltd., Rajpura ask candidates to enter into bonds with them. Yes No If yes then what kind of job or department.

Ques 6 :-

Do you have any reservation system? Yes No

Ques 7 :-

Do you have trained staff to take recruitment and selection decision in accordance with current employment legislation? Yes No

Ques 8 :-

Your company Alcon Cables Ltd., Rajpura is not conducted any test? Do you think it effects your selection of the candidates? Yes No Dont know

Ques 9 :-

Opinion about the overall image of the undertaking as evidenced by the number of applicants if recruitment is done through external sources? (1) Good (ii) Satisfactory (iii) Poor

Ques 10 :- Normally, How much response is from candidates covering different regions? Not satisfactory Good Ques 11 :- Do you have laid down Performa of assessment for members of interview panel. Yes No Satisfactory

BIBLIO-GRAPHY
1. Awasthappa, k Human Resource and Personnel Management published by Tata McGraw-Hill publishing company limited, New Dehli. 2. Armstrong, Michael(1988),A Handbook of Personnel Management Practice, Published by Kogan,London. 3. Rensis likert, The Human Organisation:Its Management

andValueMc-GrawHill Book Company, New York. 4. 5. 6. 7. Yoder Dale, Personnel Management and Industrial Relations1967. KS Khotari,Research Methodology. R.K.Sur and Sanjiv Verma,Organizational Behaviour. Shashi K Gupta and Rosy Joshi,Organizational Behaviour.

WEBSITES: 1. 2. 3. 4. 5. 6. 7. www.amritbanaspati.com www.google.com www.yahoo.com projects.com http://en.wikipedia.org/wiki/recruitment and selection. http://www.managament help.org/ http://recuritment.naukrihub.com./recuritment Vs selection html. + (Project)