SUMMER TRAINING REPORT

On
SELECTION & RECRUITMENT
at
TRACO CABLE COMPANY, THIRUVALLA

Submitted in partial fulfillment of the requirements for the award of

2 year full-time PGDM programme at Accurate Business School,
Greater Noida

Under the Guidance of:

Submitted by:

SMITA SONA

SHIJI M ABRAHAM
Roll. No: DM 201029

DECLARATION

I SHIJI M ABRAHAM hereby declare that the project report entitled

RECRUITMENT & SELECTION PROCESS AT TRACO CABLE COMPANY
Submitted in partial fulfillment of the requirements for the degree of PGDM to Accurate
business school, Greater Noida is my original work and not submitted for the award of any
other degree, diploma, fellowship, or any other similar title or prizes. I would like to category
mention that all the information that have been collected, analyzed and known for the project
is entirely authentic possession of mine

SHIJI M ABRAHAM
Date:

ACKNOWLEDGEMENT

I would like to express my profound gratitude to my research guide Ms Smita sona, of

PGDM department ACCURATE BUSINESS SCHOOL GREATER NOIDA of her valuable
guidance & encouragement in completing this work.
I express my sincere gratitude to the senior manager for granting permission to do the project
work at TRACO CABLE COMPANY.
At the outlet, I bestow my sincere thanks to Mr. R.S SREENIVAS, Manager P&A for the
guidance to achieve the goal of selection & recruitment study.
I am grateful to Ms Lekshmi Nair, officer P&A, for giving me her valuable assistance at
every stage of my study.
I shall express my deepest gratitude to the other member of company for immense help &

cooperation.

THIRUVALLA

SHIJI.M.ABRAHAM

Date

Contents
Chapter 1
1.1

INTRODUCTION
WHY HUMAN RESOURCE MANAGEMENT IS
IMPORTANT
1.2
MANAGEMENT
1.3
HRM AND ITS FUNCTIONS
1.3.1 ACQUISITION FACTOR
1.3.2 DEVELOPMENT FUNCTION
1.3.3 MANAGEMENT FUNCTION
1.3.4 MOTIVATION FUNCTION
1.4
HUMAN RESOURCE PLANNING
1.4.1 SCOPE OF THE STUDY
1.4.2 SIGNIFICANCE OF THE STUDY
1.4.3 PURPOSE OF THE STUDY
1.4.4 METHODOLOGY
1.4.5 HYPOTHESIS
1.4.6 SAMPLING
1.4.7 UNIT OF THE STUDY
1.4.8 SOURCE OF DATA COLLECTION
1.4.9 TABULATION ANALYSIS AND INTERPRETS
1.4.10 LIMITATIONS
CHAPTER 2.
TRACO CABLE COMPANY
2.1
OBJECTIVE OF THE COMPANY
2.2
FACILITIES OF TCC
2.2.1 LOCATION
2.2.2 POWER
2.2.3 TRANSPORT
2.2.4 LABOUR
2.2.5
PRODUCT PROFILE
2.2.6 RANGE OF PRODUCT
2.2.7 DEPARTMENT PROFILE
2.5.1
2.2.7.1
2.2.7.2
2.2.7.3
2.2.7.4

FINANCE
FUNCTIONS OF FINANCE DEPT.
SOURCE OF FUND
PERSONAL AND ADMINISTRATIVE
DEPARTMENT
FUNCTIONS
4

2.2.7.5
2.2.7.6
2.2.7.7
2.2.7.8
2.2.7.9

WAGES AND SALARY ADMINISTRATION

PERSONAL FUNCTION
RECRUITMENT AND SELECTION PROCESS
INSURANCE SCHEME AND ALLOWANCE
DUTIES OF PERSONAL AND
ADMINISTRATION MANAGER
2.2.7.10 TRADE UNION
2.2.7.11 LABOUR
2.2.7.12 TRAINING AND DEVELOPMENT
2.2.7.13 RECRUITMENT
2.2.7.14 LABOUR WELFARE
2.2.7.15 STORES DEPARTMENT
2.2.7.16 PRODUCTION DEPARTMENT
2.2.7.17 MAINTAINCE DEPARTMENT
2.2.7.18 QUALITY ASSURENCE AND CONTROL
DEPARTMENT
2.2.7.19 MARKETING DEPARTMENT
CHAPTER 3. CONCEPTUAL FRAME WORK OF
RECRUITMENT PROCESS
3.1 DEFINITION
3.2 OBJECTIVES
3.3 SCOPE OF THE STUDY
3.4 CATEGORICALLY CLASSIFICATION OF
EMPLOYEES OF TRACO CABLE COMPANY
3.5 ORGANISATIONAL STRUCTURE OF
TRACO CABLE COMPANY
CHAPTER 4. RECRUITMENT PROCEDURE IN
TRACO CABLE COMPANY
4.1 APPLICATION FORMATS
4.2 JOINING FORMATS
4.3 DOCUMENTATION
4.4 SELECTION TEST
4.5 SELECTION METHODS
CHAPTER 5. DATA ANALYSIS
5.1 MANPOWER POSITION OF TRACO CABLE
COMPANY IN THE LAST TEN YEARS
5.2 COMPARATIVE STATEMENT OF MANPOWER
POSITION AND PROFITABILITY
5.3 YEAR WISE EXECUTIVES AND NON
EXECUTIVES STRENGTH
5

5.4 OPINION SURVEY

CHAPTER 6. FINDINGS AND ANALYSIS
CHAPTER 7. CONCLUSION
CHAPTER 8. BIBLIOGRAPHY
APPENDIX: QUESTIONARE

INTRODUCTION

TRACO CABLE COMPANY

TRACO CABLE COMPANY a premier Kerala govt. company,
Commenced operation in year 1964 manufacturing high quality electric cables & wires
technical collaboration with M/S Kelsey Engineering Company Ltd Canada. since Traco has
been in the forefront in meeting the needs of public sector undertaking in India like Railways,
Electricity board of various states in the country and others for AAC/ACSR, Power &
signaling cable.
The company has two manufacturing division, one is one is power cable division and other is
telephone cable division. The power cable division commissioned in 1965 has facilities for
manufactured PVC insulated armoured and unarmoured heavy duty cable up to 11kv with
copper/aluminium conductors. All these type of cables are used for electrical transmission
and distribution system.
TRACO has received an industrial license number CLL349(80) dated on November 1980
from govt of India under the industrial development act 1951 for manufacture of 5000 linear
km of jelly filled telephone cables (JFTC) at Kuttapuzha Thiruvalla taluk, Pathanamthitta
dist in Kerala state. The main customer of Traco cables are KSEB & BSNL.
The operation of Traco cable is not only in the need of public sector undertaking in India like
railway, electrical south India but also in international standard in south India.

1.1 WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT

An organization is nothing without human resources. What is IBM without its employees?
Same is in a hotel industry. It is totally based on managing people or manpower in an
efficient way.
When we think about the million of organization that provide us with goods and
services, any one of more of which will employ us during

our lifetime, often do we

explicitly consider that these organization depend on people to make them operate? It is only
under unusual circumstances, such as when clerks go on strike at our local supermarket, or
the teachers walkout from our schools, colleges or employees working in a hotel industry,
that we recognize the important role play in making organization work.
There are some Question which is listed down in order to know how important HRM is:

How did these people come to be employees in an organization?

How were they found and selected?

Why do they come to work on a regular basis?

How do they know what to do on their jobs?

How does management know if the employees are performing adequately? If they are
not, what can be done about it?

Will todays employees be prepared for the work the organization will require of them in
ten, twenty - thirty years?

1.2 Management: It is the process of efficiently getting activities completed with and
through other people. The management process includes the planning, organizing, leading,
and controlling activities that take place to accomplish objectives.

With reference to our definition, Goals are the activities completed. Limited resources are
implied in efficiently. People are those in through other people.
First goals are necessary because activities must be directed toward some end. There is
a considerable truth in the observation that if you dont know where you are going, any
road will take you there. The established goals may not so explicit, but where there are
no goals, there may be a need for a new managers or no need for managers at all.
Second, there are limited sources. Economic resources are scarce therefore; the manager
is responsible for their allocation. This requires not only that manager be effective in
achieving goals that are established but they be efficient in relating output to input. They
must seek a given output with a lower input that is now being used or, for a given input,
strive for a greater output. It again depends how much the manager knows about his
capacity and how he designs his planning structure and how efficiently he gives a better
picture and utilizes it accordingly.
Managers then are concerned with the attainment of goals, which makes them effective, and
with the best allocation of scarce resources, which makes them efficient.
The need for two or more people is third and last requisite for management. It is with and
through people that managers perform their work.

10

Managers are those who work with and through other people, allocating scarce resources, to
achieve goals.
1.3 HRM AND ITS FUNCTIONS
Human resource management is concerned with the people dimensions in management.
Since every organization is made up of people, acquiring their services developing their
skills, motivating them to high levels of performance, and ensuring that they continue to
maintain their commitment to the organization are essential to achieving organizational
goals.
To look HRM more specifically we suggest that it is a process consisting of four functions:-

Accusation, Development, Motivation and Maintenance - of Human

Resource.
1.3.1

ACQUISITION FUNCTION

The acquisition function being with planning. Relative to human resource requirements, we
new to know where we are giving and how we are giving to get these. This includes the
estimating demands and supplies of labour. Acquisition also includes the recruitment,
selection and socialization of employees.
1.3.2

DEVELOPMENT FUNCTION

It can be seen along three dimensions. The first is employee training which emphasizes skill
development and the changing of attitudes among workers. The second is management
development, which concerns itself primarily with knowledge acquisition and the
enhancement of an executives conceptual ability. The third is career development, which is
the continual effort to match long-term individual and organizational needs. It also has a
major function; it prepares the employees to adopt change at any point of time. Since the
11

scenario of the market changes day by day it is very important for an organization to keep his
employees ready to face the change, and accordingly change in order to adapt the change in
order to sustain in this competitive market scenario.
1.3.3

MANAGEMENT FUNCTION

The final function is maintenance. In contrast to the motivation function, which attempts to
stimulate performance, the maintenance function is concerned with providing those working
conditions that employees believe are necessary in order to maintain their commitment to the
organization.
1.3.4

MOTIVATION FUNCTION

The motivation function begins with the recognition that individuals are unique and that
motivation techniques must reflect the needs of each individual. Within the motivation
function alienation, job satisfaction, performance appraisal behavioral and structural
techniques for stimulating worker performance, the importance of linking regards to
performance, compensation and benefits administration and how to handle problem
employees are renewed.
In recent years, more emphasis was given on manpower because of the change in the society,
attitude of an individual etc. etc. In a study ASID i.e. the AMERICAN SOCIETY FOR
TRAINING AND DEVELOPMENT recognized nine are of HRM.
2

Training and Development

Organization and Development

Organization/Job Design

Human Resource Planning

Selection and Staffing

12

Personnel Research and Information Systems

Compensation/Benefits

Employee Assistance

10

Union/Labour Relations

The outputs of this model are:

11

Quality of Work Life

12

Productivity

13

Readiness to Change

13

HRM MODEL

Training and
Development
- Focus is on identifying
and assessing
Union/labour
Relation
Focus: Assessing
healthy
union/organization
relationship.

Organization
Development
Focus : assessing
healthy inter
relationship as bell
as intra

Employee
Assistance Focus :
Providing personal
problem solving,
canceling to
individual
employees

- Quality of work
life
- Productivity
- Readiness to
change

Compensation and
Benefit
Focus : Assessing
compensation and
benefits

Human Resource
Planning :
Determining the
origins major HRM
needs strategies and
policies

Personnel
research and
information
systems
Focus : assuring a
personnel
information base

Organization/Job
Design.
Focus : defining
how tasks, authority
and system will be
organized

Selection and Staffing :

Focus : Matching people
and their career needs
and capabilities with
join and career path

14

From the above introduction about Human Resource management, it has been pretty clear
that how important is human resource and its allocation. Again it depends on human resource
planning. So the next question which arises is what is Human Resource Planning?

1.4 HUMAN RESOURCE PLANNING

It is one of the most important and essential programme of Human Resource Management.
Human Resource Planning is the process by which an organization ensures that it has right
number of people, right kind of people, at the right places, at the right time, capable of the
right places, at the right time, capable of effectively and efficiently completing those tasks
which will help the organization to achieve its overall objectives as well as goals. Human
Resource Planning then, translation the organizations objectives and plans into the number
of workers needed to meet those objectives. Without clear-cut planning, estimation of
organizations human resource need is reduced to more guesswork.

Of all the MS in management (the management of materials, machines, methods, money,

motive power), the most important is M for men or manpower. Manpower is a primary
resource without which other resources like money, machines materials can not be put to use.
Even in the age of computer and Robert it requires human resources to execute it and plan
further improvement. It is the most valuable asset of an organization.
If people of poor caliber are hired, nothing much can be accomplished and Grasisms law
will work the bad people will drive out the good car cause them to deteriorate.
Organization of men for managing a purpose is age-old, even though, this science of
management is yet in a developing stage especially in developing countries.
Effective utilization of manpower resources is the key note of manpower management. Ever
since the factory system, production managers have devoted a great deal of time and effort to
the physical organizations of the industry. During the nineteenth Century the average
employer in their efforts to reduce costs centralized their attention upon management of men
15

and machines. Man management is basically concerned with having right type of people
available as and when required and improving the performance of the existing people to
make them more productive on their job.
Recruitment forms the first stage in the process which continues with selection and ceases
with the placement of the candidates. It is the next step in the procurement function, the first
being the manpower planning. Recruitment makes it possible to acquire the number and
types of people necessary to ensure the continued operation of the organization. Recruiting is
the discovering of potential applicants for actual or anticipated organizational vacancies. In
other words, it is a linking activity bringing together those with jobs and those seeking jobs.
Its purpose is to pave the way for the selection procedures by producing, ideally the smallest
number of candidates who appear to be capable either of performing the required tasks of the
job from the outset, or of developing the ability to do so within a period of time acceptable to
the employing organization. The smallest number of potentially suitable candidates can in
theory, of course, be any number. The main point that needs to be made about the recruitment
task is that the employing organization should not waste time and money examining the
credentials of people whose qualification do not match the requirements of the job. A primary
task of the recruitment phase is to help would be applicants to decide whether they are likely
to be suitable to fill the job vacancy. This is clearly in the interest of both the employing
organization and the applicants.

16

1.4.1 SCOPE OF THE STUDY :

The organizational study is conducted to have practical knowledge about the various
functions& activities of an organization. The study done in Traco Cable Company helped to
attain the aim of study.
1.4.2 OBJECTIVES OF STUDY
The main objectives of organizational study are
a) To know the objective & aims of the company.
b) To ascertain whether the company is in profit or loss.
c) To know the activities of the company.
d)To know the duties & responsibilities of different officials in the
company.
e) To know more about products of the company.
f) To know more about customer relationship of the company.
g) To know about welfare measures adopted by the company.
1.4.3 SIGNIFICANCE OF STUDY :
The academic curriculums provide only an outline view about theoretical aspect
of different type of companies .The organizational study helps us to familiarize with the
practical side of the organizational function. This study helps us to find real organizational
position apart from studies. To know the history of company.

1.4.4 PURPOSE OF THE STUDY :

The objective of the study is to analyses the actual recruitment process in TRACO, and to
evaluate how far this process confirms to the purposes underlying the operational aspects of
the industry. How far the process is accepted by it? And what are the options of the family
members of the organization? The study on recruitment highlights the need of recruitment in
TRACO CABLE COMPANY.
17

1.4.5 LIMITATIONS:
1. The major limitation was limited time period of study.
2. The time limit was 45 days only.
3. The inconvenience of employees due to their busy schedule was another major
obstacle.
4. The company was not ready to give whole data because they need to maintain
secrecy of data which affected the study to great extent.
5. Limitation of dependence on secondary data to some extent.

18

1.4.6 METHODOLOGY :
The study is carried on in a proper planned and systematic manner. This methodology
includes
(i)

Familiarization with the organization.

(ii)

Observation and collection of data.

(iii)

Analysis of data.

(iv)

Conclusion and suggestion based on analysis.

1.4.7 HYPOTHESIS
The organization follows a systematic recruitment process, which contributes towards
continuous flow of production without shortage or excess of labours.
1.4.8 SAMPLING
The study covers 10 executive, 20 employees from different departments/ sections of
TRACO as sample in order to elicit relevant facts. Since it is not possible to approach each
and every manpower of the organization.
1.4.9 UNIT OF STUDY:
An executive and a worker irrespective of their position and placements in any of the
departments of the organization is considered as unit of study.
1.4.10 SOURCES OF DATA COLLECTION:
The primary as well as the secondary sources was used for collection of data. In primary
source of data collection the interview schedule and questionnaire and opinion survey were

19

used and in secondary source of data collection relevant records, books, diary and magazines
were used. Thus the sources of data collection were as follows:
1.4.11 SOURCE OF DATA COLLECTION
PRIMARY

SECONDARY

1. Interview schedule

1. Diary

2. Questionnaire

2. Books

3. Opinion Survey

3. Other records
4. Magazines

The investigator used structural interview schedule, questionnaire and opinion survey for
collection of data from primary source. Interview schedules were used for workers clerical,
category and questionnaires were used for supervisory and executive cadre and opinion
survey was used to know the technology, perceptions, thoughts and reactions of the
executives, employees/workers and trade union members of the organization.
The investigator used the secondary source like diary, books, magazines and other relevant
records for collection of data to know about the industry as well as the respondents.
1.4.12 TABULATION, ANALYSIS AND INTERPRETATION:
After completion of data collection the editing of the responses go obtained was done. This
edited data further codified and code book was prepared. On the basis of these tables the
data were interpreted and analyses and conclusion was drawn.

20

21

TRACO CABLE COMPANY

Traco Cable Company was incorporated in year 1960.The total paid up is 149.2 lakh of
which 127.17 lakh (86.6%) are held by the govt of Kerala. This is govt of Kerala
undertaking.
The company has now two manufacturing division they are power cable & telephone cable
divisions as first step towards diversification and expansion. Traco commenced product of
paper insulated lead sheated polythene jacketed copper telephone cables in 1974 with
technical assistance from M/S HINDUSTAN CABLE LTD. These cables are used to
subscribe connection of telephones are generally laid underground in view to enlarge
activities.
The power cable division commissioned in1965 has facilities for manufacture PVC insulated
armoured & unarmoured heavy duty cables up to 11kv with copper/aluminum conductors,
PVC insulated wires & flexible &bare aluminum conductors.
It had received an industrial license no ck:349(80) dated 29/11/1980 from govt of kerala
under IRDA in 1951 from manufacture of 5000 lines km of jelly filled at Kuttapuzha
Thiruvalla.
The company started its production in 1966. It has a capacity of producing 15 lakh km of
cables annually. Here various type of JFTC are produced like 10, 20, 50 pairs. The main
customers of these cables are dept of telecommunication. No direct sales are done by plant.
Total manpower of company is 5000.

22

The range consist of underground armoured & unarmoured jelly filled telephone cables, Arial
cables & PVC cables besides AAC, ACSR, POWER/CONTROL etc.
Superiority of Traco Cable Company in a result of better how combines with latest
sophisticated machinery & equipment employed in their manufacture. Gregarious quality
control is maintained at every stage of manufacture, which ensure only product better than
prescribed standard are allowed to go but to market for quality & dependability.
2.1 OBJECTIVE OF COMPANY
Objective of Traco Cable Company can be divide into two

Primary

Secondary

The standard primary objective of Traco cable company as follows

Create & distribute production or service

Profit for owner

Physic income

Pride in work

Security

Recognition

Acceptance

The secondary objectives are

Economy of operation in meeting primary objective

23

Effectiveness of operation in meeting primary objective

The function of traco Cable Company

Acceptance order from customer

Purchasing of raw material

Manufacturing cables

Dispatching finished goods to customers

Departments of traco cable company

Finance department

Personal & Administrative department

HR department

Quality & Assurance department

Production & Maintenance department

Stores department

24

2.2 Facilities of Traco cable company

The plant comprise of total acre of 18. It was developed by M/S General cable.
The power cable Division commissioned in 1965, during the commencement of
Operation in1964 traco had technical collaboration with M/S Kelsey Engineering
Company ltd Canada, for the electric cable & wires.
2.2.1 LOCATION
Govt of Kerala has already acquired and handed over 18 acres of land of
Chumathra, Kuttapuzha in Thiruvalla Taluk, Pathanamthitta District, Though the
Location in industrially backward in Kerala.
2.2.2

POWER

11KV power line is passing through the road very close to site. Kerala state
Electricity board has agreed to supply sufficient quantity of power on
Competition of erection of machinery at site.
2.2.3

TRANSPORT

The site at Kuttapuzha is connected by road & rail to all parts of India. The
Distance from factory site to main central road is 6km to the Cochin airport 90 km
And Cochin harbor 93 km hence there will not be any difficulty for transport of
Products.
2.2.4

LABOUR

Kerala has highest rate of literacy in our country. This applies to technical

25

i . exe

Education & training too. The collaboration of project have undertaken to tracos
Personnel in production operation of machinery & equipment & in testing the
Raw materials & finished goods.

2.3 PRODUCT PROFILE

Power cable with aluminium conductor
PVC insulated & sheated armoured/ unarmoured aluminum power cable
1100v. Grade specification IS 1554 part
Power cable with copper conductor
PVC insulated & sheated armoured / unarmoured copper power cable
Standard specification is 1544 PART 1100V Grade.

2.4 RANGE OF PRODUCT

The range consist of underground armoured & unmoored jelly filled
Telephone cables, dry core cables & pcm cables beside AAC, ACSR, PO
control cable etc. It is true that all these years much of our time was spent
On making underground cables that are as fail proof as can be. As a result,
We have connected millions of people playing an important role in
communication & and our effort are still on to bring your better products
but there are no plan to stop with underground cables due to geographic &
economic reasons.
Traco has added all aluminium conductors to its product & joined the
26

energy conservation moment. All aluminium conductors marked by

superior to ACSR are follows
High strength or weight ratios 21 to 26 % higher as compared to ACSR
reduction of tension is 21 to 23 %
High electrical conductivity conductor is 6% - 11% higher than ACSR
lower AC resistance & hence considerable decrease in line losses.
Great abrasion and creap resistance abrasion resistance of alloy is more
Than that of ECG grade aluminium.

2.5 DEPARTMENT PROFILE

2.5.1 FINANCE
Finance manager is the head of finance dept .The finance manager has
senior A/C & system officers under him to assist in daily activities.
Finance function is the most important of all business function. The need
Of money is continuous. The management should have an idea of using
More profitability. It may easy to raise fund but it may difficult to repay
them / the inflow & outflow of fund should be properly matched.
2.5.1.1 FUNCTIONS OF FINANCE DEPARTMENT

Financial & budgetary control

Accounting of expenditure on work
Dealing of budget estimated & financial statement
Payment of salary & other dues to employees
Costing of operation to facilitate cost control

27

The finance dept is responsible for keeping of various financial A/C of

company. It is headed by an officer who directly report to work manager.
The clerical staff assist the officer requisitions for local purchase are
Passed to finance dept which provide the finance thus dept does the
material requisition analysis.

2.5.1.2 SOURCE OF FUND

INTERNAL SOURCE ARE

Share capital- authorized capital of 14750000 equity share of 10 each

6 % cumulative preference share of 10 each

Central investment subsidy 1000 lakh

State investment subsidy 500 lakh

EXTERNAL SOURCES ARE

SBT 48898 LAKH

SBT 5893 LAKH

Kerala industrial realization

Fund board 48615 lakh

PAY ROLL

Basic pay
DA
Arrears
Over time
Attendance
Night shifting allowance
28

House rent allowance

Washing allowance
Earned leave encashment
Gross earning

DEDUCTION

PF
Rent recovery
ESI
GSIL
PLI
Canteen
Societies
Others

ADVANCES

School advances
Salary allowances
Vehicle allowances
Other allowances

The overall monetary function of traco ltd are controlled & extinct by
Finance dept, their dept efficiently deals with

Wages
PF
Sales tax
ES
Central excise
Cash & bank dealing

2.5.2 PERSONAL & ADMINISTRATION DEPARTMENT

In Traco Cable Company, the personal & administration department take
care of whole man power employed in the company. An officer assist the
Manager.
29

2.5.2.1 FUNCTIONS

WELFARE FUNCTION

The function of dept require providing welfare activities such as

Subsidized canteen facility, uniform, gloves, safety shoes, transportation
Facility etc.
2.5.2.2 WAGES & SALARY ADMINISTRATION
The wage system used in traco is time wage system. Punch card
method is used for time keeping. Workers are allowed to work
overtime with the prior consent from the respective superior.
2.5.2.3 PERSONAL FUNCTION
It include time keeping & shift allocation of workers .The personal
dept does the allocation of shift timing. There are 3 shifts with 1
general shift. The general shift is from 9am 5pm.The first shift is
from 6am- 2pm.The second shift is from 2pm-10pm & third shift is
from 10pm-6am.
2.5.2.4.RECRUITMENT & SELECTION PROCESS
The personal & administration dept is responsible for recruitment
& selection of employees .The management trainees & technical
employees are selected after written test & interview. The clerical
Staff are selected from PSC test.

30

2.5.2.5 INSURANCE SCHEME & ALLOWANCE

In the traco cable company there are different type of insurance & allowance.
The main insurance scheme is ESI (Employees state insurance) the other
insurance and national insurances, medical claim , accident claim etc.

2.5.2.6 DUTIES OF PERSONAL & ADMINISTRATION MANAGER

The officer report directly to the work manager. He solves the grievances of
the workers & act as a mediator between the worker and management.

2.5.2.7 TRADE UNION

There are 3 recognized trade union of worker in company
TCEU- TRACO CABLE EMPLOYEE UNION
TSCA- TRACO CABLE STAFF ASSOCIATION
TCEO- TRACO CABLE EMPLOYEE ORGANIZATION
The employees grievances are discussed collectively in trade union. The
grievances will be brought to the works manager & a discussion will be
through negotiation in the unit.
2.5.2.8 LABOUR

31

Labour are the needs of the company. Labourers of traco Cable Company play
an important role in production. Classification of workers in traco cable
company are
CASUAL
CONTRACT
PROBATIONER
PERMANENT
SUBSTITUTE
TRAINEE
TEMPORARY
APPRENTICESHIP
1) CASUAL WORKER; Casual worker is one whose employee is of casual
nature. There are 16 casual workers for loading & uploading the product.
2) CONTRACT WORKMAN;
Contract workman is one who is taken in the factory or office

purely

on contract basis for not more than 3 years.

3) PROBATIONER;
Probationer is one who is provisionally employed to fill a permanent
vacancy in past & who has not been confirmed in writing.

4) PERMANENT WORKMAN;

32

Is one who has been engaged on work of a permanent nature & whose
appointment has been confirmed by an order in writing by management.
5) TRAINEE;
The trainee is a learner who may or may not be paid day stipend during
employment on company.
6) SUBSTITUTE;
Is one who appoint in post of permanent worker
7) TEMPORARY WORKMAN;
Is one who engaged for work of temporary nature or for limited period.
8) APPRENTICE;
Is one who is engaged for any length of period for purpose of learning
work.
2.5.2.9 TRAINING & DEVELOPMENT
Bulk recruitment is done at time of expansion of unit of Irimpanam &
Thiruvalla. After induction training new recruitment are done in various
dept according to requirement. Placement is done as part of ISO training
program for training & assessments are made in every year.
The training will be done as follows;

Company organizes training session for officials in each & every

dept . Knowledge based training is provided to employees

Internal training shall be conducted with interval facility internal

facility is selected by conducting interview &test in various dept
33

Training helps the employees of Traco cable to familiarize with the

production & other process of company.

2.5.2.10 RECRUITMENT;
AS it is a govt company all recruitment are done through PSC test. Those
who passed the PSC examination will be taken interview. Once the
candidate passed the interview they would be taken for medical test. If the
candidate passed the medical test then the last step of recruitment will
come.
2.5.2.11 LABOUR WELFARE;
All stationery welfare measures are provided to employees. Canteen
facility is available in organization. Two pair of uniforms, one pair of
slippers are provided to workers every year.

WELFARE MEASURES

CANTEEN FACILITY

TRANSPORTATION

FINANCIAL ASSISTANCE

ALLOWANCE

A) ALLOWANCE INCLUDE;
Company provide 35 as washing allowance

34

B) OVERTIME ALLOWANCE;
Company provide rupees 4/ min to those employees who do overtime
C)

CONVEYANCE ALLOWANCE;
Company will take 40% of employees transportation charge

D) HRA
E) ATTENDANCE BONUS
The company provide bonus to those employees who have 25 days
attendance, they will get 3 days salary as bonus.
WELFARE FUND
Every employees shall be given Rs 50 as welfare fund . From this they will
eligible to avail loan up to 33/ month.

2.5.3 STORES DEPARTMENT

Material contributes to more than 80% of total cost incurred in the course of
manufacture of product. A proper manufacture & control of materials are
highly essential for an effective cost control. Main function of material dept
include material budgeting , planning & procurement inventory control ,
dispatches, disposal of scrap & surplus etc. Function of store keeping involve

Receipt of material

Storage of presentation suggestion

Issue of materials

Record keeping

35

Reporting

2.5.4 PRODUCTION DEPARTMENT

The production dept is concerned with production &ACSR & Weather
cables. The main raw material used in production is aluminium
conductor 9.5m & steel rod.

TYPE OF ACSR CABLES

1)SQUIRREL- 6+1 (Includes 6- aluminium wire &1 steel
Wire having diameter of 2.11mm)
2) RABBIT- 6+1 (Include 6- aluminium wire &1 steel
Wire having diameter of 3.55m)
3) RACOON- 6+1 (Include 6- aluminium wire &1 steel
Wire having diameter of 4.99m.)

2.5.5 MAINTANANCE DEPARTMENT

Maintenance engineer is doing maintence in production dept. There are 3 type
of maintenance in production dept are as follows

BREAK DOWN MAINTENANCE

SHUT DOWN MAINTANANCE

PREVENTIVE MAINTANCE

36

2.5.6 QUALITY ASSURANCE & CONTROL DEPARTMENT

CHECKING OF RAW MATERIAL
Quality of aluminum should be analyzed before entering into rod break down machine with
the help of breaking load machine & Kelvins bridge machine. Quality of steel is analyzed
with the help of torshan testing & breaking load machine. Finally quality dept should
analyze quality of finished goods by diameter measurement for measuring lay strength they
fix a carbon paper& a paper of ACSR cables & draw line.

2.5.7 MARKETING DEPARTMENT

Marketing dept of Traco cables Thiruvalla is attached to its registered office
Ernakulum. Traco has the monopoly market in ACSR & weather proof cables.
Marketing dept attend the requirement of all type of customers. The wholesale & retail
businesses are attend with individual case in this department.

COMPETITORS

FINOLEX CABLE LTD

DELTON LTD

HINDUSTAN LTD

37

38

CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment, selection,
placement, induction, compensation, maintenance, development, welfare etc. of Human
Resources of any organization to enable the organization to meet its objective while also
enabling the human resources to attain their individual goals.

As is evident from the definition of the concept the entire theme revolves centrally around
human resource and its role in enabling simultaneous satisfaction of individual and
organizational goals. The immediate conclusion that follows from this is that the prime
movers of the organization are the individuals. The process of bringing employees into the
folds of organization is termed as recruitment and can be unambiguously treated as the
central pillar for foundation stone of the entire concept of human resource management.

It is easy to see why recruitment has accorded such a high position out of the various facets
of human resource management. The reason is simply that unless one has human resource in
the organization whom will the human resource managers manage or whose energy will they
channelize productively and usefully.

39

Keeping this idea into mind these Projects is an attempt to study various options that are
available both theoretically as well as practically for an organization to launch itself into the
task of recruitment.

The entire report is divided into various sub-sections which appear in a chronology of events
that are steps in the process.

3.1 DEFINITION
The success of and organization largely depends upon the Team of the skilled and qualified
human resources who are chosen out of number of applicants for the job. It is the primary
duty of the HRD department to procure and maintain an adequate qualified working force of
various personnel necessary for manning the organization.

Procurement function of personnel Department includes three major sub-functions- (A)

Recruitment; (B) Selection: and (C) Placement on the job.

Recruitment is the positive process of employment. The process of Recruitment is to identify

the prospective employees, attract, encourage and stimulate them to apply for the job,
Interview the eligible and select them for a particular job in the organization.

Recruitment is a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting selection of an efficient
working force.

3.2 OBJECTIVES OF STUDY

40

The objective of organizational study are

1. To structure the Recruitment policy of Traco cable company for different categories of
employees.
2. To analyze the recruitment policy of the organization.
3. To compare the Recruitment policy with general policy.

3.3 SCOPE OF RECRUITMENT

It extends to the whole Organization. It covers corporate office, sites and works appointments
all over India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior
Management cadres.
3.4 CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF
TRACO CABLE COMPANY
CATEGORY I

All workmen, All Assistants (Accounts, Stores, Field), clerk, Typist,

Computer Operator.

CATEGORY II

Accountant, Store keeper, Supervisor up to the level of Officers,

Designer, P.A, EDP Programmer up to officer, Admin./ personnel /
HRD officer.

CATEGORY III

Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr.

Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr.
Manager, Works Superintendent.

CATEGORY IV

AGM, DGM, GM, SR. G.M.

3.5 ORGANISATION STRUCTURE OF Traco cable

A brief introduction to Divisional / Departmental heads.

DIRECTOR OPERATIONS:
He is the overall in charge of P&A, HRD, Systems, TQM and Critical Issues.
GM-PRODUCTION:

41

He is the overall in charge of works. He is directly involved in production planning. He

formulates various policies for betterment of the product. He issues guidelines to Production
Department and Quality Control Department for implementation of the policies.
VP-FINANCE:
He is directly involved in finance matters and finance policy. He is also involved with
personnel department for wages compensation, salaries and other financial benefits.
AGM- PERSONNEL & ADMINISTRATION:
He is the overall in charge of personnel, Administration and Industrial Relations of the group
and also oversees the HRD activities.
SR.MANAGER-CORPORATE HRD:
HRD Department is responsible for better utilization of manpower through Recruitments,
Selections, Training, Development, Retention and Welfare of the group. It is involved in
policy formation and its implementation.
VP-MHD:
He is the profit center head of the Material Handling Division. He is responsible for Design
and Projects Execution.
VP-BUSINESS DEVELOPMENT:
He is the main source of Business Procurement to MHD.
SR.GENERAL MANAGER
He is responsible for marketing, Design, Estimation and Projects Management

42

43

RECRUITMENT PROCEDURE IN TRACO CABLE COMPANY

Human resource is a most valuable asset in the Organization. Profitability of the

Organization depends on its utilization. If their utilization is done properly Organization will
make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive
Officer of a Company, he may not run the business. So right man should be procured at right
place in right time, otherwise their proper utilization may not be done. To procure right man
at right place in right time, some information regarding job and job doer is highly essential.
This information is obtained through Job Analysis, Job Descriptions, Job Specifications.
TRACO procure manpower in a very scientific manner. It gets information by use of these
important documents like Job Analysis, Job Descriptions and Job Specifications. Without
these recruitment may be unsuccessful. Before recruit a person all information regarding job,
working conditions, duties and responsibilities of job doer, Skills experiences qualifications
of an employee to do the particular job is highly essential.

To obtain the pertinent

information regarding job, duties, responsibilities, working conditions, skill efficiency,

education and experience of the employee, TRACO, gets the help of Job analysis, job
description and job specifications.

44

4.1 APPLICATION FORMATS

JOB ANALYSIS FORM OF TRACO.
Job Title. Date
Code No
Location ..
Department Analyst.
Reason for the job Supervised..
Wage or salary range
Relation to other jobs: Promotion from.. Promotion to..
Job summary:
Work performed:
Major duties :.
Other tasks :
Equipment/Machines used:.
Working Condition
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience:
(a)Type of experience..
(b) Length of experience
Supervision:
(a) Positions supervised.
(b) Extent of supervision..
Job knowledge:
(a) General
(b) Technical
(c) Special
Responsibility:
(a) For product and material .
(b) For equipment and machinery
(c) For work of others.
(d) For safety of others
Physical Demands :
Physical efforts
Surroundings
Hazards
Resourcefulness

45

46

JOB SPECIFICATIONS FORM OF TRACO

Job Title : Drill Operator

Department

Job Code

Date..

REQUIREMENTS
1. EDUCATION : Ability to read and understand production orders and to make simple
calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required. Requires one month
experience to learn job duties and to attain acceptable degree of proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and
productions orders. Must be able to concentrate when operating.
5. SUPERVISION: Routine checking and no close supervision required. Specific but no
detailed instructions.
6. Responsible for own work only. Only routine responsibility for safety of others.

PROCEDURE OF RECRUITMENT
Following process of Recruitment has been followed in Traco .
REQUISITION
1) For new requirement or for replacement a manpower the given requisition format is to be
filled up by Head of the Division/Department and forwarded to HRD after obtaining MDs
approval.

47

INTERVIEW SCHEDULE
Date:
Venue:
Position:

NAME OF THE CANDIDATE

TIME

REMARKS

INTERVIEW CALL LETTER

Date ---------------Dear Sir,
___________________________________________________
This has reference to your application for the above mentioned position in our organization.
We are pleased to invite you for a meeting with the undersigned
on.ata.m./p.m. please confirm this appointment.
We have enclosed a blank personal Data Form. Please fill this in and bring with you along
with your educational and experience certificates / testimonials in original for the meeting.
No TA/DA shall be admissible for attending this interview.
You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.
We take this opportunity to thank for the interest you have shown in joining our organization.
Yours sincerely,
48

For TRACO CABLE COMPANY.

Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based on Personal Data Format
given below filled up by the candidate with the help of technical person along with the Dept.
Head.

49

TRACO CABLE COMPANY.

Address:

PERSONAL DATA FORM

POSITION
APPLIED FOR
SOURCE
Name_____________________________________________________________
Surname
First Name
Middle Name
Present Address
________________________________________________________________
____________________________Phone_______________________________
permanent Address
_____________________________________________________________
__________________________Phone______________________________
Date of Birth:
Marital Status:
Languages Known
_________________
__________________

Religion:
Sex:

Nationality:
Date of Marriage:
Speak

Read

Fathers Name
& Occupation
Spouse Name:
Occupation

No. of children:

50

Write

Educational / Professional Qualification Start with Latest Degree/ Diploma

Degree/
Diploma

Institution/
University/Board

Years
From
To

Main Subject

Division &
% of marks

Publication &
Membership
Special Interest/Hobbies

Employment Record: (Starting from present to first one)

Period
From
To

Name of
Employer

Designati
on

51

Nature of Duties
Performed

Gross
Salary

Detail of Present Salary

Basic HRA Conveyance Bonus

LTA

Medical

Superan
nuation

P.F.

Salary Expected:
Joining Time Required:
Are you ready work any where in India:
Relatives & Acquaintances in TCC
Name
Designation

Department

Relation

Any other information which you think should be taken into account while
considering your candidature
References: please give name and address of two persons who knows you
professionally or under whom you have worked.
Name: _____________________________________
Nature of
Acquaintance: ______________________________
Position: __________________________________
Address: __________________________________

Tel .:

Off.:____________ Res.:___________
Off.:_ __________ Res.:___________

52

Others

Declaration:
I hereby authorized verification of all statements in the record and shall agree to
produce any documentary evidence in proof of above statements as desired by NPL. I
certify that all the above statements are true and understand that misrepresentation or
mission of facts called for in this from will cause separation from the companys
services without any notice or compensation.
Date________________

Signature___________
FOR OFFICE USE ONLY

Test Performance
INITIAL INTERVIEW NOTES
1. PERSONALITY
2. MATURITY
3. COMMUNICATION
4. SELFCONFIDENCE
5. JOB KNOWLEDGE
6. OTHERS
FINAL INTERVIEW RESULTS

SALARY FIXATION SHEET

DESIGNATION
LOCATION
ITEM

CATEGORY
PRESENT
ACTUAL
P.M.

OTHERS:
53

OFFERED
ACTUAL
P.M.

Joining Date:
DATE

Probation Period:
HOD

HRDDEPTT.

Final approval for Asst. Manager and above is after final interview by the MD.
Travel Expenses to outstation candidates are reimbursed as per the travelling rules existing in
the company, in format given below.

ACCOUNTS DEPARTMENT
OUTSTATION CANDIDATE
TRAVEL EXPENSES REIMBURSEMENT
NAME
: ------------------------------------------------------------------------ADDRESS :------------------------------------------------------------------------INTERVIEW DATE :-------------------------- POSITION :----------------------

DATE

PLACE(FROM-TO)

FARE (AMOUNT RS.)

TOTAL :
DATE :
SIGNATURE OF THE CANDIDATE

HRD DEPARTMENT

54

After final selection Letter of Intent is issued in the following format

LETTER OF INTENT
With reference to your application and the subsequent interviews you had with us, we are
pleased to offer you the position of ______________ in our organization at mutually
agreed terms and conditions based at _______________. However you are liable to be
transferred to any of our sites / sister concerns / associates companies at the sole discretion of
the management.
You will report for work on _____________at______________, failing which this offer will
stand automatically withdrawn. The detailed letter of appointment will be issued to you on
your joining.
Please submit the following documents at the time of joining:1. 3 passport size photographs.
2. Copy of last appointment letter, relieving letter & salary certificate.
3. Photocopies of educational and experience certificates.
Please sign you to our organization and wish you a successful career with us.
Yours sincerely,
For TRACO CABLE COMPANY.
Authorized Signatory
4.2 JOINING FORMALITIES
On the joining detailed appointment letters are issued as per below mentioned levels:1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the
following format .

55

BELOW ASSTT. MANAGER LEVEL

___________________
___________________
___________________

Dated: ___________________

LETTER OF APPOINTMENT
Dear Mr. __________________________
With reference to the offer letter no.______________________dated __________ we are
pleased to appoint you as ____________________ on the following terms and conditions:
1)

Ordinarily your period of probation will be Six months which could be further
extended for a period not exceeding three months and during probationary
period/extended probationary period your services are liable to be terminated without
any notice or without assigning any reason or compensation in lieu thereof.

2)

EMOLUMENTS:

A)

you will be paid following emoluments:

Basic Salary

Rs. __________ p.m.

House Rent Allowance

Rs. __________ p.m.

Local Travelling Expenses

Rs. __________ p.m.

You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per
rules of the company.

B)

Further increment will be based on efficient, satisfactory and loyal discharge of duties
and may be withheld in case the standard of work and conduct is found subnormal of
may be accelerated in case the same is adjudged to be commercial at the discretion of
the management.
56

3)

Your place of posting will be at our _________________situated at

____________________. However, you are liable to be transferred to any of our
sites/factory/office at the discretion of the management.

4. During the period of your employment, you shall not secure or try to secure any other
post and undertake any course of study or work on part time basis without the
pronouncement or the Management in writing. You will also not hold any office of profit
outside the company or engage yourself in any other trade or business either part time, or
full time, whether for profit or gain, or on honorary basis or otherwise, engage in an
insurance agency or commission agency etc. without the prior written permission of the
management.

5. Your hours of attendance shall be regulated to suit the duties entrusted to you from time
to time, subject to the statutory provisions.

6. You shall be governed by the rules and regulations of the company in force from time to
time, that may be applicable to you.

7. In the event of your confirmation in writing, in addition to the terms and conditions
mentioned in this letter, except para (1):

a) You will be liable to be retired on your reaching the age of 58 years or earlier if found
medically unfit. The organization shall have the right to have you medically examined

57

as and when considered necessary by a registered medical practitioner or by the

Companys medical officer.

b) The employment will be liable to be terminated on either by giving one months basic
salary in lieu thereof. However, no notice would be necessary to be given by the
organization if in their opinion you are found guilty of any gross misconduct as
generally understood in employment, particularly disobedience, insubordination,
insolence and acts subversive of discipline, habitual negligence of duties, distrust,
dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow
etc.

8. In case any misconduct is alleged against you, you are liable to be suspended forthwith
without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated
of the charges, you will be entitled to full salary as if you were on duty. In the event you
are found guilty of the charges leveled, irrespective of the punishment imposed, you shall
not be entitled to any payment for the period of suspension.

9. The above mentioned terms and conditions of services shall prevail so long as the same
are not either modified or they will also be subject to such other and further rules and
regulations which may be notified by us by putting a notice in writing on the notice board
put inside the premises.
10. Your
date
of
joining
the
_________________________________

services

58

in

the

organization

is

11. This letter is being offered to you in duplicate. In case the terms and conditions expressly
enumerated above are acceptable to you, please sign the duplicate copy of this letter in
token of your having read, understood and accepted the terms and conditions mentioned
above.
12. Please note that the court of jurisdiction shall be at ERNAKULAM.
We welcome you to our organization and wish you a successful career with us.
Yours sincerely,
For TRACO CABLE COMPANY,
AUTHORISED SIGNATORY
ACCEPTANCE
I have clearly understood the terms and conditions mentioned in this letter of appointment
and I hereby accept the same.
NAME

SIGNATURE

59

DATE

2) Appointment letter language for asst. Manager to manager is given in the

following format.
FOR ASSISTANAT MANAGER TO MANAGER
Dear Mr.
Date..
APPOINTMENT LETTER
With reference to the offer letter no._________________ dated________________,
we are pleased to appoint you in our organization on the following terms and
conditions:1)

Designation :
Your position in the company will be

2)

Date of Joining:
Your date of joining the services in the organization is

3)

Probation Period:
Ordinarily your period of probation will be Six months
from the date of joining. Management may extend the probation period
depending upon your performance. On successful completion of probation,
you will be issued a confirmation letter.
During the probation period, your services are liable to be terminated without
assigning any specific reason, whatsoever without giving any notice. After
confirmation the notice period will be one month or one months basic salary
on either side.

4)

Salary Details:
Your Basic Salary will be Rs. ./- p.m.
(Rupees only)
In addition you will be entitled to House Rent Allowance of Rs.
/- p.m.
(Rupees only)
You will entitle to reimbursement of Local Travelling Expenses up to a
maximum
limit
of
Rs.
/p.m.
(Rupees
. only)
You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC,
Bonus Exgratia, Gratuity & PF as per rules of the company.

60

5)

Place of Posting:

However, you would be liable to be transferred/posted at any of the existing or

proposed locations of the company or its sister/associates companies at the
sole discretion of the management.

6)

The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and you
will be expected not to do so without prior consent of the management in
writing.

7)

You will be governed by the rules and regulations of the company as

applicable in force, amended or altered from time to time during the course of
your employment.

8)

You will automatically retire from the services of the Company on attaining
the age of 58 years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to
us.
We welcome you to our organization and wish you a successful career with us.
With best wishes,
Yours sincerely,
For TRACO CABLE COMPANY,

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and agree
to abide by all the rules and regulations of the company.
NAME

SIGNATURE

61

DATE

3) Appointment letter language for sr. manager and above is given in the following format.
FOR SR. MANAGER AND ABOVE
Dear Mr. .

Date

APPOINTMENT LETTER
With reference to the offer letter no.____________________ dated ______________, we are
pleased to appoint you in our organization on the following terms and conditions:1)

Designation

: Your position in the company will be

2)

Date of Joining: Your date of joining the services in the organization

is ..

3)

Salary Details :
Your Basic Salary will be Rs. /- p.m.
(Rupees only)
In addition you will be entitled to House Rent Allowance of Rs../- p.m.
(Rupees only)
You will entitled to reimbursement of Local Travelling Expenses up to a maximum
limit of Rs. ../- p.m. (Rupees ..
only)
You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the
company.
You will be entitled to reimbursement of Medical Expenses for yourself and family,
the total cost of which shall be a maximum of one month's basic salary in a year.
You will be entitled to reimbursement of LTC equivalent to one months basic salary
per completed year of service. Your first entitlement for LTC will be on completion of
12 months service with the Company.

62

4) Place of Posting: . However, you would be liable to be

transferred/posted at any of the existing or proposed locations of the company or its
sister/associate companies at the sole discretion of the management.
b
5) Your services are liable to be terminated without assigning any specific reason,
whatsoever by giving you one months basic salary or one months notice. Likewise you
would be free to leave the services of thew company by giving one months notice or
basic salary to the company.
6) The company normally does not permit employees to engage in any other business or
work, either directly on their own account or indirectly and you will be expected not to
do so without prior consent of the company in writing.
7) You will be governed by the rules and regulations of the company as applicable in force,
amended or altered from time to time during the course of your employment.
8) You will automatically retire from the services of the Company on attaining the age of 58
years. You may be retired earlier if found medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and return it to us.
We welcome you to our organization and wish you a successful career with us.
With best wishes.
Yours sincerely,
For TRACO CABLE COMPANY,

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and agree to
abide by all the rules and regulations of the company.

NAME

SIGNATURE

DATE

Joining report to be filled by the new join in format given below and experience certificate, Date of Birth
Certificate, Relieving letter, Salary Certificate and Educational Certificate etc. to be submitted to personnel
Department.

63

TRACO CABLE COMPANY

THIRUVALLA
DATE:
HRD DEPARTMENT
JOINING REPORT
This is to inform you that I have joined the organization as
On

in

Department. My present address is

Telephone No.
And my Date of Birth is

. Any change in my address will be intimated to

you.
NAME :
SIGNATURE:
DATE:

4.3 DOCUMENTATION
1.
2.
3.
4.
5.

Individual personal files are maintained.

Computerized Personal details are maintained.
After separation also the personal files are maintained of ex-employees.
Position wise Data Banks are maintained for future reference.
The following formats shall be generated as a result of implementation on this procedure.

SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two categories
(i)
Internal Sources
(ii)
External Sources

INTERNAL SOURCES:
64

Internal sources of recruitment means promotion of employees from the lower rank to the
upper rank. Majority of companies have established a policy of promotion from within that
is, vacancies other than at the lowest level are filled up by promoting the personnel to the
higher rank. Such practice leads the healthy progressive atmosphere and the cost of training
and the rage of labor turnover.
This source of recruitment is generally adopted to fill vacancies of middle and top personnel.

EXTERNAL SOURCES:
It is always not possible to recruit the employees from within, especially vacancies at lower
level or recruitment at the time of expansion of the firm or where job specification cannot be
met by the present employees, the employer has to go to external sources of manpower
supply. Amongst the most commonly used outside sources are as follows:

1. ADVERTISEMENT:
Advertisement in newspapers and journals is now an external popular source of recruiting
staff. For all types of types of vacancies employers resort to advertising but it is the most
suitable source for filling the vacancies of technical and senior personnel. All particulars
regarding the job and the qualifications of the perspective candidate are given in their
advertisement. Candidates processing the requisite qualification apply for the job.

2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs. The
employment managers of the enterprises maintain a close liaison with the University and
Technical institutions. This method is used for recruiting Officer, Apprentices, Engineers or
Management Trainees. Technical Institutions empanel the promising young talents for
employment and refer their names to the prospective employers as and when asked for.
3. EMPLOYMENT EXCHANGE:
Employment exchanges are regarded as good source of recruitment for unskilled, skilled or
semiskilled operative jobs. The job seekers get their names registered with employment
exchanges managed and operated by the Central and State Government. The employers
notify the vacancies to be filled in by them to such exchanges and the exchanges refer the
names of prospective candidates to them.

65

4. PRIVATE AGENCIES:
Some private agencies are also doing a great service in recruiting technical and professional
personnel. They provide a nationwide service in attempting to match the demand and supply
of personnel. Many private agencies tend to specialize supply of personnel. Many private
agencies tend to specialize in a particular type of jobs like Sales, Marketing, Technical
Professional.
5. PERSONNEL CONSULTANTS:
Consultants who specialize in the recruitment of managers and other senior officials are now
being called upon to assist the management in filling of these posts. Companies hire the
services of these consultants at the time of recruitment of the senior officials. These
consultants agencies, on receiving requisition from the client companies, advertise job
description in leading newspapers and periodicals without disclosing the names of the
employers.
6. PROFESSIONAL BODIES:
Some professional institutions like Institute of Chartered Accountant, I.C.W.A.I., Institute of
Company Secretary etc. maintain a register of qualified persons from which they recommend
the names of the job seekers to the employers when asked for.
7. UNSOLICITED APPLICATIONS:
An organization of repute draws a steam of unsolicited applications at the companys office.
These applications are screened and places in the relevant Data Banks. Whenever needed to
locate suitable candidates for that particular skill these are used.
8. RECRUITMENT AT THE GATE:
Sometimes direct recruitment of workers is made at the gate of the factory or office.
Generally, the number of vacancies, nature of work and time of interview are notified by the
Personnel Department on the blackboard at the gate. Prospective candidates attend the
interview at the appointed time and get the appointment. This system of recruitment is
generally used to recruit the unskilled workers.
9. PART TIME EMPLOYEES:
Sometimes, persons are employed to dispose of the heavy seasonal work or the areas of work
of temporary nature on part time basis. These part time employees form a good source of
labours supply as and when vacancies occur. Vacancies are filled up among them if they
fulfill the requisite qualification to suit the jobs.
10. LEASING:
The short term fluctuations in personnel needs may be stabilized through leasing of personnel
66

for some specified period from other industries, offices and units. This system of leasing has
been well adopted by the public sector organizations. With the rapid growth of public sector,
the acute shortage of managerial personnel, particularly at higher levels, they borrow the
personnel of requisite caliber from the Government Departments. At the end of their term
they are given an option to choose either their parent services or the present organizations.
11. TRADE UNION:
In some companies trade unions also assist in recruiting the staff. This sense of cooperation
helps in developing the better labor relations. This source of labor supply cannot be relied
upon on the ground that sometimes trade unions support a candidate who in not fit for the job
and is not acceptable to management. Such view really worsens the labor relations.
However, this method is not being adopted by out organization.

4.4 SELECTION TEST

Psychological tests are essentially an objective and standardized measure of a sample of
behavior. Objective of this definition refers to the validity and reliability of measuring
instruments. It also means the job relatedness of the test.

KINDS OF TEST
Chapter 1 Following tests are adopted for selection:1.
2.
3.
4.
5.
6.
7.

Achievement
Aptitude
Interest
Personality
Intelligence.
Leaderless Group Discussion
Interview

1. ACHIEVEMENT TESTS
This test measures a persons potential in a given area. This test measure the skill which
involves performance of a sample operation requiring specialized skill and believed to be
satisfactorily answered by those who have some knowledge of the occupation and trade.

67

2. APTITUDE TEST
This measures ability and skills. Specific aptitude tests have been designed for jobs that
require clerical, mechanical, and manual dexterity. Aptitude tests do not measure motivation.
Aptitude test is supplemented by interest and personality test.
3. INTEREST TESTS
This test has been designed to discover a persons area of interest, and do identify the kind of
work that will satisfy him.
4. PERSONALITY TESTS
Personality tests assess individuals motivation, predisposition and other pattern of behavior.
The personality tests, more often than the intelligence, achievement or aptitude tests, predict
performance success for jobs that require dealing with people. Dimensions of personality
such as interpersonal competence, dominance-submission, ability to lead and ambition are
more suitably measured by the personality test.

5. INTELLIGENCE TEST
This tests generally aptitude ones. The scores on intelligence tests are usually expressed as
Intelligence Quotient (IQ), which are calculated by the following formula.

Mental Age
IQ= --------------- x 100
Actual Age
6. LEADERLESS GROUP DISCUSSION
The essential feature of this technique is that instead of the candidates being interviewed
separately, they are brought together in group of six to eight for informal discussion, and
absolved and evaluated by the selectors. The two kinds of group discussions are one, where
the group is given a problem to discuss and the individual member is free to choose his own
approach to solving this problem; and two, where each individual is allotted an initial
position and supplied with supporting information to defend his position.
The advantage of this method is that the decision to hire a person can be made within a very
short time, and the selector can evaluate the candidates personality or leadership qualities
very well.

68

7. INTERVIEW TECHNIQUES
The interview technique consists of interaction between interviewer and interviewee
(applicant).
Following are the methods of interview technique:1. PRELIMINARY INTERVIEW
These interviews are preliminary screening of applicants to decide whether a more detailed
interview will be worthwhile. The applicant is given job details during the interview to afford
him freedom to decide whether the job will suit him. It is argued that preliminary interviews
are unsatisfactory, first because they might lead to the elimination of many desirable
candidates, and second, because interviews may not have much experience in evaluating
candidates. The only argument for this method is that it saves the companys time and money.
2. DEPTH INTERVIEW
Depth interviews cover the complete life history of the applicant and include such areas as
the candidates work experience, academic qualifications, health, interests, and hobbies. It is
an excellent method for executive selection, performed by qualified personnel. It is however.
Costly and time consuming.
3. OATTERNED INTERVIEW
Patterned interviews are a combination of direct and indirect questioning of the applicant.
What is to be asked is already structured. The interviewer has certain clues and guidelines to
areas which should be probed deeply. The interview also encourages the candidate to express
the relevant information freely.
SELECTION METHODS
A variety of methods is used to personnel. The selection pattern, is not common for all
organizations. It varies from one to another, depending on the situation and needs of the
organization.
APPLICATION BLANK
The application blank is a highly interview in which the questions are standardize and
determined in advance. It tests the applicants ability to write, organize his thoughts, and
present facts. A number of application blanks give the impression that if you have seen one
you have them all. Despite the diversity, all application blanks essentially require three broad
categories of information.

69

A. BIOGRAPHIC DATA
This is concerned with such variables as age, sex marital status and number of dependents.
This also have used items like the local address, age, previous salary and age of children and
have found no difference in long and short tenure employees.

B. EDUCATION AND PAST EXPERIENCE

This is concerned with grade point, average, division and percentage of marks as
prerequisites for a job.

C. REFERENCES
References are letters of recommendation written by previous employees or teachers. The
general format is a paragraph or so on the person. Besides inaccurate facts, this can be
attributed to the referee' inability to assess and describe the applicant, and his limited
knowledge about him.

70

71

DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES

STAFF/EMPLOYEE REGARDINDING RECRUTIMENT POLICY OF
TRACO
5.1 MANPOWER POSITION OF TRACO IN THE LAST 10 YEARS
YEAR
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010

H.O
(CORPT)
80
82
82
81
81
75
76
78
76
70

FACTORY

FIELD

TOTAL

200
200
202
198
195
186
190
192
188
142

104
109
109
110
120
115
118
130
134
120

414
426
428
431
440
413
439
464
464
389

From the above table it is shown that increase in recruitment of manpower is based on
availability of Projects and diversification of business. At the saturation point of one business
it diversifies to another business which is highly required for a business house. There is a
little bit effect of non-availability of Projects and diversification of business on manpower
positions. In this way Traco, avoids retrenchment and lay off and adjust the deficit and
surplus manpower within the organization.

72

5.2 COMPARATIVE STATEMENT OF MANPOWER POSITION & PROFITABILITY OF

THE ORGANISATIONS SINCE LAST 8 YEARS
YEAR
2003
2004
2005
2006
2007
2008
2009
2010

MAMPOWERST
RENGTH

PROFIT / LOSS
(RS. In Las)

428
431
440
413
439
464
464
383

249.47
195.11
225.73
280.35
192.37
242.27
215.15
180.22

73

P/ L BY RECRUITING
ONE EMPLOYEE
(In RS.)
58287
45269
59302
67881
43820
52213
46362
47054

It is clear from the above table that when recruitment of manpower increases profitability of
the organization decreases and when recruitment of manpower decreases profitability of the
organization increases. So it is clearly understood that cost benefit analysis is not done
properly before recruitment or creation of a position in the organization.
5.3 YEARWISE EXECUTIVES (VP AND MANAGERS) AND NON-EXECUTIVES
(SUPERVISORS AND STAFFS) STRENGTH OF M/S. TRACO.
YEAR

EXECUTIVES

NON-EXECUTIVES

RATIO

2003

16

154

1:10

2004

16

154

1:10

2005

17

158

1:9

2006

15

150

1:10

2007

18

160

1:9

2008

20

165

1:8

2009

20

165

1:8

2010

16

155

1:10

74

From the perusal of the above table it is found that the ratio of span of control of TCC, is
approximately 1:10 which is very good for an organization in increase in the productivity for
better cost control. But it may not lead to proper supervision and quality of work. Optimum
utilization of non-executives staff may not be achieved.
5.4 OPINION SURVEY:
Certain schemes yield more fruitful results in certain conditions and with some specific
objectives.

Needless to say that management practices differ from organisation to

organization. But the fact is that success does not follow automatically, the people who
implement the system that matters just as the authority without acceptance have no meaning.
Recruitment process without trust of employees and organization has no value how hobble
the objective may be so an attempt is made to study the attitude of those who are
participating in recruitment process before giving any suggesting and concluding remarks.
For this purpose research has taken opinion of 20 executives and 50 worker/employee of
different departments/sections of the organization. The questionnaire prepared and circulated
may them is reproduced below indicating their responses to each question.
75

76

Swot Analysis
STRENGTHS
Social commitment
Effective Management
Unbiased existence
Committed Work Force
WEAKNESS
Lack of professionalism
Generation gap between the employees.
Transportation
OPPORTUNITIES
Diversification of Product.
Expansion of Facilities.
THREATS
Flourishing other cables
Competition from other leading companies.

77

78

FINDINGS & SUGGESTIONS

FINDINGS
1. Under recruitment Procedures Requisition System is incorrect because the replacement
does not require fresh approval, unless it is in place of termination.
2. The data banks are not properly maintained.
3. The dead bio-data are never being destroyed.
4. Proper induction is not given to all the employees. It reserves to only a few levels.
5. Salary comparison is not justifies. Old employees are demoralized by getting less surely
then new employee.
6. Salary fixation has a halo effect.
7. Recruitment procedure is not fully computerized.
8. Manpowers are recruited from private placement consultancy, who are demanding high
amount of fees, where as HRD Department is not fully utilized to recruit manpower by
advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus
which makes loss in the industry.
10. Manpower is recruited from reliable source however efficiency does not recognize.

79

SUGGESTIONS

1. Fresh requisition requires approval and not replacement.

2. The Data Banks should be computerized.
3. The dead CVs should be destroyed.
4. Each level of employee should be formally inducted and introduced to the Departmental
Head. If not all levels, at least Asst. Manager and above category of employees.
5. Salary comparison should be seriously done to retain the old employees.
6. Proper salary structure to be structured to attract people and make it tax effective.
7. Cost benefit analysis should be alone before creating a position or recruitment of
manpower.
8. Recruitment process should be fully computerized.
9. External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.
10. Manpower planning should be followed before recruiting.
11. Proper inquiry should be done regarding previous employment of a candidate before
recruitment to avoid industrial disputes.

80

81

CONCLUSION

Studying the recruitment procedures of TRACO, analyzing the respondents answers, opinion
survey and date analysis the researcher came to a conclusion that TRACO is a growing
Company. It has a separate personnel department which is entrusted with the task of carrying
out the various policies, programmes like recruitment selection, training etc. effectively and
efficiently. The business of TRACO is carried on in a very scientific manner.

In the

saturation point of business it need not waste the time to diversify into the business.
Management understands the business game very well. At the time of difficulty it takes
necessary action to solve the problem. Now the personnel department of TRACO is in
infancy stage. It always try to modernize the department. It strongly believes in manpower
position of the organization because it knows in the absence of M for man all Ms like
money, material, machines, methods and motivation are failure. It always tries to develop the
human resources. In the absence of right man, material, money, machines all things will not
be properly utilized. So it always recruits manpower in a scientific manner.

82

83

Bibliography
Principles of Management - by koontz o Donel.
Principles and practice of Management by C.B. Gupta.
Human Resource Development by U.B. Singh
Principle and practice of Management by L. M. Prasad.
Personnel Management by C.B. Mamoria.
Management of human Resource.
Dynamic of personnel administration by M.N. Rudrabasavaraj.
Personal Management and industrial relation by R.S Davar.
World Resources by M.S kar.
www.traco cable.com
www.domain_b.com

84

ANNEXURE 1
QUESTIONNAIRE TO EXECUTIVES
1. a) Name of the respondent :
b) Date of joining:
c) Employment NO:
d) Designation:
e) Department:
2. Details of the Organization:
a) Name :
b) Address:
c) Nature of Production:
d) Location;
e) (i) Are the organizational activities
Concentrated anywhere? (Yes/No)
(ii)If yes, then where?
f) When started?
g) Production figure of last 10 years
YEAR

TARGET

ACTUAL PRODUCTION

1999
2000
2001

85

2002
2003
2004
2005
2006
2007
2008
h) Capital invested in the last 10 years:
YEAR

CAPITAL INVESTED

1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
i)

(a) workforce strength (10 years)

i. 1999

2000

2001

ii.

Semiskilled

iii.

Skilled

iv.

Highly skilled

2002

2003

2004

(b) Employees strength (10 years)

86

2005

2006

2007

2008

Unskilled

Managerial No. 1999 2000

2001

2002

2003

2004

2005

2006

2007

2008

Supervising No.
Clerical No.
Others No.
j) (a) Organization Chart:
(b) Method of wage payment

(%age of employee covered)

Time rate
Piece rate
Any other method
(C) Factors which influence wage determination for different categories of workers.
(d) Method of wage determination
(i)

Collective bargaining

(ii)

Wage board

(iii)

Any other method

3. Are you satisfied in your job? Satisfied/Not-Satisfied

i)

Are you satisfied with the existing manpower position your department?
(Satisfied/Non-Satisfied)

ii)

If not, do you need more manpower in your department? (Yes/No)

iii)

Is it justified according to your workload? (Justified/Not Justified)

iv)

Kindly give reasons for your answer in brief.

4. (i) How do you ascertain the need of manpower in your department? Mention the
technique of manpower assessment.
(ii)Whether the planning period is long range/Medium range/Short range.
(iii)Whether the process of recruitment is approved by top management.
5. (a) How the personnel are recruited?
87

(i)

Through external source

(ii)

Through internal source

(iii)

Or the both

(b) Are you satisfied with the existing recruitment system of the organisation? (Yes/No)
(c) Kindly give reasons foe your answer briefly.
6. While recruiting the new personnel:
(a) Is there any job evaluation or job analysis procedure adopted? (Yes/No)
(b) Is there rate of labours turn over exactly calculated? (Yes/No)
(c) What are the requisite sources to fill the vacancies
(i)

Through employment exchange

(ii)

Advertising through T.V, Radio, Magazines and other Journals.

(iii)

Through campus interview.

(iv)

Through management consultancy.

(v)

At factory gate from any reliable source

7. while the selection procedure is going on

(A) Is the interview conducted in a special room?(Yes/No)
(b) Whether the organization conducts written test/verbal test/the both
(c) Whether the interviewer are company men/outsider/ the both
8. After selecting the candidate
(i)

Is the induction programme being conducted? (Yes/No)

(ii)

Is proper placement offered to the candidate?(Yes/No)

9. Is performance appraisal conducted for recognizing the efficiency in the performance of

employees? (Yes/No)
10. (a) Is there any provision for imparting training facilities to the employees?(Yes/No)
c

(b) Which type of training for imparting training facilities to the employees?(Yes/No)

(c) In present context which type of training you considered as appropriate?

88

(d) Do you feel that training helps in recruitment policy? (Yes/No)

11. (a) Is there any promotion facility provided to the employees in your organisation?
(Yes/No)
(b) If yes, is it given on the basis of Efficiency/Seniority/the both
12. (a) What are the welfare amenities provided in your organization?
Crche

Yes/No

Canteen

Yes/No

Recreation

Yes/No

Medical

Yes/No

Conveyance

Yes/No

Free education for children

Yes/No

b) Is there any motivational technique adopted by the company?(Yes/No)

i)
If yes, whether it is financial/Non-financial/the both
ii)
Whether it is job enrichment/job enlargement/the both
iii)
If no, kindly give your option
13. (a) How do your manage the shortage of manpower in your organization?
By way of retrenchment/lay off/ the both/No one.
(b) How do you manage the shortage of manpower in your organization?
Recruiting casual workers/Engaging overtime/Recruiting permanent workers/the both
14. Since the technology follow by the organization is not up-to-date. It needs rationalization
is there
any future plan to bring latest technological know-how? (Yes/No)
15. If so how and it what way it is going to affect the overall manpower recruitment in the
organization.

89

ANNEXURE II
OUESTIONNAIRE TO EMPLOYEE/WORKER
1. a) Name of the respondent.
b) Designation:
c) Date of joining :
d) Token no :
e) Department :
2. a) Are you a workman / employee in the following category? permanent /
Temporary / Casual.
b) Are you getting wages in piece rate / Time rate / any other method?
c) Is wages fixed by wage Board / Collective bargaining / any other method.
d) Are you feeling any work load in your job? Yes/No.
e) If yes, do you need extra hands? Yes/No
3. a) How do you have recruited ?
Through a employment exchange / through union / Political pressure /
through relatives.
b) Do you like internal source of recruitment? Yes/No.
e

c) Do you feel that any extra manpower is needed for your organization?

Yes/No

4. a)

Is there any training facility for you? Yes/No

b)

If yes, is it on the job training loft the job training / off the job training?

Yes/No.
90

i
c)

Do you feel that training is inevitable for you? Yes /No

5. a) Are you satisfied with your job? Yes /No.

b)

Is the job appraised by your superior authority? Yes/No.

6.

a) Are you getting promotion? Yes/No.

b)

If yes, in which basis you have promoted? Efficiency / Seniority / The

both.

7. Are you getting any motivational facilities? Financial / Non-financial / The

l

both.

1. What types of facilities the company is extending for you?

Creche

Yes/No

Canteen

Yes/No

Recretion

Yes/No

Medical

Yes/No

Conveyance

Yes/No

Free education for children

Yes/No

2. Whether the organisation provides employment opportunity to the family members in

case of death of the worker / employee.

91

QUESTIONNAIRE CIRCULATED AMONG

20 EMPOLYEES/ WORKMEN:

Yes

No.

No.
Response

1.Are you satisfied with the existing recruitment policy in 25%

65%

10%

your organization?
2Do you feel work load in your department?

20% 70%

10%

3. Do you feel of your optimum utilization?

25%

65%

10%

4. Do you satisfied with your job?

25%

65%

10%

5. Do you feel that motivation is main factor for 75%

15%

10%

40%

10%

30%

10%

optimum utilization of existing manpower?

6. Do you feel that recruitment of lower level staff from 50%
external source is desirable than internal source?
7. Do you feel that training imported by your 60%
organization helps in improving your performance?

From the response to the above questionnaires it is clearly indicated that most of the
workmen are dissatisfied about the existing recruitment policy. They are not given chance
for their development. Their skill efficiencies are not recognized by the company.

Questionnaire circulated among 20 executives

Yes

No

No Response

1. Are you in support of recruitment policy?

40%

50%

10%

2. Whether the existing recruitment policy is linked 40%

50%

10%

80%

10%

20%

10%

to productivity?
3. Do you feel that manpower recruitment has been 10%
rationalized by way of automation?
4. Whether the existing recruitment policy is getting
will supports for the top management?
92

70%

5. What are the benefits you are deriving from the

existing recruitment policy?
a) Reduction on labor cost?
b) Effective utilization of human resources?

60%

30%

10%

c) Maintaining timing in recruitment and staffing 25%

schedule?
60%
6. Do you feel that job evaluation and job analysis

65%

10%

30%

10%

85%

5%

10%

10%

80%

10%

30%

60%

10%

35%

55%

10%

65%

25%

10%

65%

25%

10%

50%

40%

10%

helps

in

manpower

recruitment

in

your

organization?
7. Do you think that the personal recruited from
external sources is more desirable than the internal
sources?
8. Whether cost benefit analysis is done before
recruitment?
9. Are you satisfied with the existing recruitment
system of the organization?
10. Do you feel that performance appraisal helps in
recruitment process?
11. Do you feel that training will effect to recruitment
process?
12. Do you think job rotation will affect the
recruitment policy?

13. How are you controlling the shortage and excess of

manpower?
A) By employing casual worker
b) By employing extra hours
93

c) By lay off / retrenchment

90%

Nil

10%

90%

Nil

10%

Nil

90%

10%

From the response indicated above it appears that the prevailing recruitment policy has
definite impact on the organization. Most of the executives showed positive response to
different questionnaires by virtue of manpower planning they used proposed deletion of
manpower planning they used proposed deletion or addition of man in the organization for a
planning period. The excess or shortages are being adjusted and hence misutilisation is mere
chance. The executives did not respond to the lay off and retrenchment for reduction in
available human resources. Form the questionnaires it appears that the managerial staff are
only interested for filling of the vacancies of higher post from out of the internal sources.
This attitude will seize the professional approach of the organization and may not able to
induct fresh brain. From the answers of most of the managers it is observed that they want
entry of new managers should be avoided and fresh recruitment shall be limited up to only
staff cadre and not above that. From the answers of most of the executives it appears that cost
benefit analysis is not properly followed by the organization and job rotation also not
followed properly in the organization which make an employee all rounder in all respects.
By which, in the absence of an employee the work will not discontinue.

94

95