CHAPTER-1

INTRODUCTION

Introduction of the Company

ACC (ACC Limited) is India's foremost manufacturer of cement and concrete.

ACC's operations are spread throughout the country with 14 modern cement
factories, 19 Ready mix concrete plants, 19 sales offices, and several zonal
offices. It has a workforce of about 9000 persons and a countrywide distribution
network of over 9,000 dealers. ACC's research and development facility has a
unique track record of innovative research, product development and
specialized consultancy services. Since its inception in 1936, the company has
been a trendsetter and important benchmark for the cement industry in respect
of its production, marketing and personnel management processes. Its
commitment to environment-friendliness, its high ethical standards in business
dealings and its on-going efforts in community welfare programs have won it
acclaim as a responsible corporate citizen. ACC has made significant
contributions to the nation building process by way of quality products, services
and sharing its expertise.

In the 75 years of its existence, ACC has been a pioneer in the manufacture of
cement and concrete and a trendsetter in many areas of cement and concrete
technology including improvements in raw material utilization, process
improvement, energy conservation and development of high performance
concretes.

ACC’s brand name is synonymous with cement and enjoys a high level of
equity in the Indian market. It is the only cement company that figures in the list
of Consumer Super Brands of India.

The company's various businesses are supported by a powerful, in-house

research and technology backup facility - the only one of its kind in the Indian
cement industry. This ensures not just consistency in product quality but also
continuous improvements in products, processes, and application areas.

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 History & Profile of ACC Cement Works
ACC was formed in 1936 when ten existing cement companies came together
under one umbrella in a historic merger – the country’s first notable merger at a
time when the term mergers and acquisitions was not even coined. The history
of ACC spans a wide canvas beginning with the lonely struggle of its pioneer F
E Din Shaw and other Indian entrepreneurs like him who founded the Indian
cement industry. Their efforts to face competition for survival in a small but
aggressive market mingled with the stirring of a country’s nationalist pride that
touched all walks of life – including trade, commerce and business.

The first success came in a move towards cooperation in the country’s young
cement industry and culminated in the historic merger of ten companies to form
a cement giant. These companies belonged to four prominent business groups –
Tatas, Khataus, Killick Nixon and F E Din Shaw groups. ACC was formally
established on August 1, 1936. Sadly, F E Din Shaw, the man recognized as the
founder of ACC, died in January 1936. Just months before his dream could be
realized.

F. E. Dinshaw – the founder

of ACC

ACC stands out as the most unique and successful merger in Indian business
history, in which the distinct identities of the constituent companies were
melded into a new cohesive organization – one that has survived and retained its
position of leadership in industry. In a sense, the formation of ACC represents a
quest for the synergy of good business practices, values and shared objectives.
The use of the plural in ACC’s full name, The Associated Cement Companies
Limited, itself indicates the company’s origins from a merger. Many years later,
some stockbrokers in the country’s leading stock exchanges still refer to this
company simply as ‘The Merger’

The ACC Board comprises of 13 persons. These include executive, non-

executive, and nominee directors. This group is responsible for determining the

2
objectives and broad policies of the Company - consistent with the primary
objective of enhancing long-term shareholder value.

The Board meets once a month. Two other small groups of directors -
comprising Shareholders'/Investors' Grievance Committee and Audit
Committee of the Board of Directors - also meet once a month on matters
pertaining to the finance and share disciplines. During the last decade, there has
been a streamlining of the senior management structure that is more responsive
to the needs of the Company's prime business. A Managing Committee -
comprising, in addition to the Managing Director and the two executive
directors, the presidents representing multifarious disciplines: finance,
production, marketing, research and consultancy, engineering and human
resources – meets once a week. Besides these bodies, there are senior executives
and other regional managers - based at the Company's corporate office and at its
marketing offices and manufacturing units -who contribute to the development
and operation of the various functions. While these groups form the core
management team that frames and guides corporate policy, ACC is proud of its
manpower strength of about 9,000 people, who comprise experts in various
disciplines assisted by a dedicated workforce of skilled persons. Quite a number
of them have logged many years of service with the organization. They come
from all parts of the country and belong to a variety of ethnic, cultural and
religious backgrounds. Because of such a cosmopolitan make-up, ACC can
rightly be said to embrace within its fold a family that forms a 'mini-India'.

A Strategic Alliance:

The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 up to 2000. The Tata group sold all
14.45% of its shareholdings in ACC in three stages to subsidiary companies of
Gujarat Ambuja Cements Ltd. (GACL), who are now the largest single
shareholder in ACC.
This enabled ACC to enter into a strategic alliance with GACL; a company
reputed for its brand image and cost leadership in the cement industry.

3
Holism – A New Partnership:

A new association was forged between ACC and The Holism group of
Switzerland in 2005. In January 2005, Holism announced its plans to enter into
long – term alliances with Ambuja Group by acquiring a majority stake in
Ambuja Cements India Ltd. (ACIL),which at the time held 13.8% of total
equity shares in ACC. Holism simultaneously announced its bid to make an
open offer to ACC shareholders, through Holdcem Cement Pvt. Ltd. and ACIL,
to acquire a majority shareholding in ACC. An open offer was made by
Holdcem Cement Pvt. Ltd. along with ACIL, following which the shareholding
of ACIL increased to 34.69% of Equity share capital of ACC. Consequently,
ACIL has filed declarations indicating their shareholding and declaring itself as
a promoter of ACC.

Holism is the world leader in cement as well as being large supplier of concrete,
aggregates and certain construction related services. Holism is also a respected
name in information technology and research and development. The group has
its headquarters in Switzerland with worldwide operations spread across more
than 70 countries. Considering the formidable global presence of Holism and its
excellent reputation, the broad of ACC has welcomed this new associate.

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 THREE

REGION

CONFIGURATION

5
 North,

South-West

and

East

6
7
 Cement Plant Locations

8
 New Vision of ACC:

9
 Mission of ACC

Maintain our leadership of the Indian cement industry through

the continuous modernization and expansion of our
Leadership
manufacturing facilities and activities, and through the
establishment of a wide and efficient marketing network.

Achieve a fair and reasonable return on capital by promoting

productivity throughout the company.
Profitability

Ensure a steady growth of business by strengthening our

position in the cement sector.
Growth

Maintain the high quality of our products and services and

ensure their supply at fair prices.
Quality

Promote and maintain fair industrial relations and an

environment for the effective involvement, welfare and
Equity
development of staff at all levels.

Promote research and development efforts in the areas of

product development and energy, and fuel conservation, and to
Pioneering
innovate and optimize productivity.

Fulfill our obligations to society, specifically in the areas of

Responsibility integrated rural development and in safeguarding the
environment and natural ecological balance.

10
RECRUITMENT & SELECTION – THEORY & PRACTICE

Meaning of Recruitment –
market Recruitment which forms the basis for any organization forms an
important part of HR function. Attracting and retaining the right people is the
cornerstone of an organization’s success. The key to successful recruitment is to
strengthen your relationships with both.
The current and the potential workforce. Rather than maintaing temporary
relationships with those who could fill one particular vacant position, the focus
os keeping long – term relationships with people who have the potential to work
for your organization at some stage.

Recruitment and Selection Allows management to determine and gradually

modify the behavioral characteristics and competences of the workforce.

Recruitment in ACC:

Recruitment in ACC is a very fair and transparent process with adequate

opportunities to look for suitable candidates internally as well as from outside.
Applicants are generally invited on the basis of specific advertisements in
newspapers and websites.

A Committee of officers called the Central Recruitment Committee handles the

entire recruitment process comprising screening of applications, preliminary
short-listing, interviews and final selection. Every attempt is made to make the
selection process as objective as possible by incorporating tests of competence.
In some cases, outside consultants are retained. All decisions of the recruitment
committee are recorded in respect of each candidate. Candidates are informed of
their short-listing and selection immediately after the interview or at the earliest
thereafter.

Recruitment:

Potential candidate may come from an internal trawl of the organization or from
the external job market. The latter are reached through channels such as
recruitment advertising, employment agencies, professional associations or
word of mouth. The approach differs according to the organization’s
philosophy:

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  Organizations with a strong culture are likely to seek malleable new
employees at school – leaving or graduate levels. More senior jobs are
filled from the internal job.
 Companies looking for the right (best fit for the job) person however may
rule out internal applicants because they do not match the personnel
specification prepared for the job.

Informal recruiting :
Word of mouth applicants are likely to stay longer and may be more suitable
than recruits obtained by advertising. But word of mouth is discriminatory,
since it restricts applications to established communities and excludes recently
arrived minority groups who have not had time to because part of informal
networks.
At senior levels has informal method known as headhunting or executive search
has become common. Specialist consultancies aim to find outstanding people to
fill higher paying jobs. Whether they really are outstanding is questionable.

Formal recruiting
Equal opportunity demands equal access. This can only be achieved through
public and open recruitment. The likelihood of attracting suitable applicants
depends on the detail and specificity of the recruitment advertisement or
literature. Key factors such as salary job title career and travel opportunities
obviously influence response rates.

According to Edwin B. Filippo, :’’Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the
organization. Recruitment is the activity that links the employers and the job
seekers.

 A process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applications from
which new employees are selected.
 It is the process to discover sources of manpower to meet the requirement
of staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an
efficient working force. Recruitment is a continuous process whereby the
firm attempts to develop a pool of qualified applicants for the future
human resources needs even though specific vacancies do not exist.
Usually the recruitment process starts when a manager initiates an
employee requisition for a specific vacancy or an anticipated vacancy.

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Recruitment Needs Are of Three Types

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantages for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.

Recruitment Process

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
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
 Number of persons
 Duties to be performed
 Qualifications required

 Locating and developing the sources of required number and type of

employees (Advertising etc.)
 Short listing and identifying the prospective employee with required
characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making.

RECRUITMENT PROCESS :-

1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making

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The recruitment process is immediately followed by the selection process i.e.
the final interviews and the decision making, conveying the decision and the
appointment formalities.

STEPS OF RECRUITMENT :-

 Step 1. Getting approval to search

 Step 2. Appointing the search committee
 Step 3. Developing search committee
 Step 4. Advertising the position
 Step 5. Processing applications
 Step 6. Certifying the application pool
 Step 7. Narrowing the applicant pool
 Step 8. Interviewing the finalists
 Step 9. Getting approval to Hire
 Step 10. Preparing the Letter of offer.

Recruitment Policy of a Company:-

In today’s rapidly changing business environment, a well-defined
recruitment policy is necessary for organizations to respond to its human
resource requirements in time. Therefore it is important to have a clear and
concise recruitment policy in place which can be executed effectively to
recruit the best talent pool for the selection of the right candidate at the right
place quickly. Creating a suitable recruitment policy is the first step in the
efficient hiring process. A clear and concise recruitment policy helps ensure
a sound recruitment process.
It specified the objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve organizational
system to be developed for implementing recruitment programmes and
procedures by filling up vacancies with best qualified.

Components of the Recruitment policy

 The general recruitment policies and terms of the organization

 Recruitment services of consultants
 Recruitment of temporary employees
 Unique recruitment situations
 The selection process
 The job descriptions
 The terms and conditions of the employment

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A recruitment policy of an organization should be such be such that :

 It should focus on recruiting the best potential people.

 To ensure that every applicant and employee is treated equally with
dignity and respect.
 Unbiased policy.
 To aid and encourage employees in realizing their full potential.
 Transparent, task oriented and merit based selection.
 Weight age during selection given to factors that suit organization needs.
 Optimization of manpower at the time of selection process.
 Defining the competent authority to approve each selection.
 Abides by relevant public policy and legislation on hiring and
employment relationship.
 Integrates employee needs with the organizational needs.

Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organization itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidate from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.
Internal Sources of Recruitment:
 Transfers
 Promotions
 Upgrading
 Demotion
 Retired employees
 Retrenched employees
 Dependents and relatives of deceased employees

External sources of Recruitment:

 Press advertisements
 Educational institutes
 Placement agencies/outsourcing
 Employment exchanges
 Labour contractor
 Unsolicited applicants
 Employee referrals
 Recruitment at factory gate

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Recruitment is mainly carried out by two sources. One is the internal source &
the other is the external source.

Internal Sources of Recruitment :

Internal sources of recruitment are those options which are available to the
recruiters or the hiring managers within the organization. These are also
considered as the more reliable sources.
a. Internal promotions
b. References
c. Ex-employees
Internal Promotion – Many a time the openings in a particular team can be
filled in by internal promotions or by way of lateral promotions within the
organization. Internal promotion is mostly common in case of senior positions.
Internal promotions also helps to boost and nurture talent within the
organizations & motivates people. It also helps in cutting the recruitment cost of
the company.

Reference – Employee referrals is also one of the famously and commonly used
tools for recruitment by many organizations.
Employee referrals is also a reliable source as they are candidates referred by
the employees.

Ex-Employees – Many organizations also consider their ex-employees who are

willing to join back the organization for an opening. Ex-Employees are
considered as they are well aware with the culture and working of the
organization and hence less is needed to invested in them with regards to
induction.

External Sources of Recruitment :

Since all the openings in any organization cannot be filled by internal
recruitment, the recruitment team also explores other options which
Are external to the organization. Organizations seek for external options for
recruitment as it gives more scope n choice to the hiring manager to hire the
best person for the position.
External Sources of recruitment can be further classified into the below:
1. Job portals
2. Consultants
3. Walk-ins
4. Advertisements
5. Campus Recruitment

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Job Portals - Job portals is the latest of the tools used by recruiters to source
candidates matching to their recruitments & with the required skill sets. Job
portals gives a to the recruitrts & hiring managers to a large pool of candidates
throughout the world. The various job portals used by the organizations these
days include, naurki.com, Jobsahead.com, Timesjob.com etc.

Consultants – consultants are a third party recruiter who sources the candidates
for the given openings and screens the profiles & the process it further to HR
department of the organization. Consultants help reduce the burden of the
recruitment team for which they charge consultant fees.

Walk-ins – Walks in interviews are conducted by organizations in case of mass

openings. In case of walk-in interviews, an advertisement is published in either
newspapers or online on the job portals intimating the candidates about the
position.
Walks-ins are mainly carried out in case of mass openings or for junior level
opening.

Advertisements – Advertisement about a vacancy is the oldest for of

recruitment. Advertisements are either published in Newspapers
Or
Are posted on the job portals. Newspaper was the old means of advertisement
which is fast being replaced by web advertisements. Advertisements as means
is widily used as it reaches to the masses and helps and attracting the desired
pool of applications.

Campus Recruitment – Graduate recruitment or campus recruitment refers to

the process whereby employers undertake an organised program of attracting
and hiring students who are about to graduate from schools, colleges and
universities.
Employers commonly attend campuses to promote employment vacenciesand
careers opportunities to students who are considering their options following
graduation. In the united kingdom, the process of employers visiting a series of
universities to promote themselves is called the milk round.
Selection methods used by employers include interviews, aptitude tests, role
plays, written assessments, group discussions and presentations.

Many schools, clleges and universities provide their students with independent
abvice via a careers advisory service which is staffed by professional careers
advisors. The careers advisory service often organises a careers fair or job fair
where a large number of employers visit the campus at once giving students the
opportunity to meet a range of potencial employers.

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 CHAPTER-2

OBJECTIVES AND SCOPE OF STUDY

OBJECTIVE

The objective of the report are:

 To understand the recruitment process .

 To generate a knowledge base for the same .
 To understand the procedure of recruitment carried out at acc Ltd.
 To identify the problem area of improvement to make recruitment and
selection procedure more effective.
 To managerial satisfaction level about recruitment and selection.

Scope
Scope area of my research is very wide because ACC group spread all over the
india. I do my research work on ACC Ltd. Which situated at Barmana Distt
Bilaspur H.P so my research work is limited up to that area only consuming
thirty persons.

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 CHAPTER-3
RESEARCH METHODOLOGY
Research Methodology
It is having a very broad concept . it is a way to systematically solve the
research problem. In it we study the various steps that are generally adopted by
a researcher in studying his research problem along with the logic behind them.
It includes the research methods/techniques as well as its methodology.
Thus when we talk of research methodology we not only talk of research
methods but also consider the logic behind the methods we use in the context of
our research study and explain why we not using others. So that research results
are capable of being evaluated either by research himself or by others.
The methods of the research used here is descriptive research includes surveys
and fact finding enquiries of different kind. Basic purpose of this type of
research is that it describes the state of affairs in current scenario. It is being
generally used in social science and business research. This study is also termed
as post facto main characteristic of method are that research has no control over
the variable he can only report what happening.
Here in descriptive research we have prepared questionnaire and done surveys
of different individuals.
Research Design
Research design play very important role in any kind of research. During my
research I work on recruitment and selection of employee in ACC ltd at
barmana. I design my research in the following ways:-
1. Right people for right job.
2. The intent of this policy is to ensure that recruitment and selection
decisions are made fairly.
3. The purpose of this policy is to facilitate the recruitment, selection and
appointment of appropriately skilled and qualified employee who can
contribute positively to the objectives of the company.
Research Sample Size
The sample size of my research work is based on thirty persons.

Research Tools
There are various kind of tools which are used by different researcher
As per their research work. Line chart, bar chart are some of the tools and
technique which are used by research while they analysis their research work.
I used pie chart during the analysis and interpretation of data of the research on
recruitment and selection of employee in ACC Ltd.

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 CHAPTER-4

COLLECTION OF DATA

COLLECTION OF DATA

In detailing with any real life problem it is often found that data at hand are
inadequate and hence it becomes necessary to collect data that are appropriate .
The task of data collection begins after a research problem has been defined and
research design has been formulated.
There are several ways of collecting the appropriate data which differ
considerably in the context of monatery cost time and other resources so it
becomes necessary to collect data in a manner which is appropriate.
While deciding about the method of data collection to be used for the study the
researcher should keep in mind two types of data viz

 Primary
 Secondary

Primary data
data which is collected for the first come for a specific purpose is generally
known as primary data.

For example
 Personal interview and mails
 Questionnaire
 Telephone enquiry
 Feedback form

Secondary data
Data which is collected for some other purpose but which can be used either
partially or fully for the present study is known as secondary data.
For Example
 Published article
 Internet
 Annual report of company like annuals report annual H.R report etc.

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Here in my research I have used boththe primary as well as secondary data for
research topic.
Primary data that I have used is the structured questionnaire.
I have designed a structured questionnaire as they are simple to administer and
relatively inexpensive to analyze provision of alternative replies helps to
undetstand the meaning of questions clearly. There were dichotomous as well
as multiple choice questions. The data was collected by conducting personal
interview of respondents with the help of questionnaire.
Along with the primary data obtained through use of questionnaire. I have used
secondary data from various sources like financial web-sites business
magazines, newspaper, journals etc.

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 CHAPTER-5

STUDY ON RECRUITMENT
&
SELECTION IN ACC LTD

Sources of Recruitment at ACC

Sources of Internal Recruitment

a. Reference – ACC Ltd practices Reference as a source to gather pool of

applicants. Referred candidates are considered for interviews & employee
referring the candidates are given reference amount if the candidate is
selected.
This helps to motivate the employees to refer candidates for the opening
at ltd and also provide as helping hand to the recruitment team.
b. Internal Promotions – In case of any backfill opening an attempt is first
made to fill in the position by way of internal promotion. Internal
promotion is also considered in case of very senior level opening at ACC
Ltd.
c. EX-EMPLOYEES – ACC encourages talking up Ex-Employees for any
openings. It maintains a record of all its Ex-employees.

Sources of External Recruitment

Walk-Ins - ACC Ltd usually conducts scheduled interviews and hence

the frequency of conducting Walk-in interviews is very low at ACC Ltd.

Advertisement – ACC Ltd posts advertisements in Newspapers as well

as on Job portals. In newspapers ACC Ltd Job opening advertisements
are mainly published in Hindustan Times.

Campus Recruitment – Acc Ltd recruits Trainees from campus

recruitment.

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 The Procedure adopted by ACC Ltd. For Campus Placement is :

1. Target Good College

2. PPT (Pre Placement Talks )
3. Run a Test
4. HR Interview.

Target Good College – ACC Ltd target few goods colleges for its
campus placements. Most of the recruitment done through campus is
for the technical position.

PPT (Pre Placement Talks) – In the Pre Placement Talks the

students from the campus is made aware about the company and its
field of operation. PPT is a way to introduce the company to the
students and generate interest in them about the company.

TEST – For campus selection various tests are run by ACC Ltd.
Aptitude Test , Visual Reasoning , Personality Effectiveness Test,
Decision Making Style Test, are few of the Tests Conducted
Interview.

HR INTERVIEW – Once a candidate is short listed in the Technical

Round, He goes through the HR Interview, the candidate are evaluated
on the personality traits.

OFFER /Rejected – Bases on the feedback of both the Technical

Interview as well as the HR Interview, the candidate is either offered
or rejected.

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Campus Placement Of ACC Ltd.

Target college

↓
Pre placement
Talk (ppt)
↓
Reject ← Evaluation → Select
Test
↓

Technical
Reject← interview →Select

↓
Reject ← HR Interview → Select/Offered
↓

Join

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 Campus Placement Process Flow :-

Recruitment & Selection Cycle Flow Chart : -

Manage opening (New / Backfill)

The recruitment cycle in any organization starts with a need to fill up a
job opening . The job opening can either be for a new position or for a
backfill (position created due to existing employee leaving the
organization).

Plan Strategy To Fill Position (Sourcing)

The second stage of the recruitment Cycle includes planning a strategy

to fill in the opened position. This can be done by various sources.
Few of the commonly used means are as under :-
1. Consultant
2. Referrals
3. Advertising
4. Walk-ins

The recruiters use a combination of these means to lose upon a

position. These sources enable the recruiter the recruiter to generate a
pool of applicants for the job openings.
SCAN RECEIVED PROFILES
The received profiles are then scanned on the basis of the following
criteria’s;
a. Education qualification
b. Relevant experience
c. Required skill seats

Ones the CV’s are scanned, the relevant CV’s are then forwarded for
the Technical round of Interview.
HR Interview
After the candidate is short listed by technical panel he undergoes an
interview and Evaluation by HR recruiter on the following grounds:
a. Behavioral competencies
b. Overall suitability against requirement

If the candidate is found suitable he is extended an offer otherwise he

is rejected.

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 Offer

Following are the offer procedure:

a. Salary details sent to the offered candidate
b. Negotiation carried out
c. Final offer letter sent
d. Offer accepted
e. Joining date confirmed

Accepting the Offer / joining

The recruitment & selection process ends with the candidate joining
the organization.

Factors Affecting Recruitment

The recruitment function of the organization is affected and governed
by a mix of various internal and external forces. The internal forces or
factors are the factors that can be controlled by the organization. And
the external factors are those factors which cannot be controlled by the
organization. The internal and external forces affecting recruitment
function of an organization are:

FACTORS AFFECTING RECRUITMENT

External Factors
 Supply and demand
 Labour market
 Image/goodwill
 Political-social-legal Environment
 Unemployment rate
 Competitors

Internal Factors
 Recruitment policy
 Human resource planning
 Size of the firm
 Cost of the Recruitment
 Growth and expansion

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Recent Trends in Recruitment

The following trends are being seen in recruitment :

 Outsourcing

In India the HR processes are being outsourced from more than a

decade now. A company may draw required personnel from
outsourcing firms. The outsourcing firms help the organization by the
initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their human
resource pool by employing people for them and make available
personnel to various companies as per their needs. In turn the
outsourcing firms or the intermediaries charge the organizations for
their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantages.
3. Turning the management’s focus to strategic level processes of
HRM.
4. Company is free from salary negotiation, weeding the unsuitable
resumes / candidates.
5. Company can save a lot of its resources and time.

Advantages of recruitment are:

 Low cost.
 No intermediaries.
 Reduction in time for recruitment.
 Recruitment of right type of people.
 Efficiency of recruitment process.

Recruitment Vs Selection
Both recruitment and selection are the two phases of the
employment process. The differences between the two are:
1. 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 candidate are screened for choosing the most suitable
persons for vacant posts.
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 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 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 and 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 result in a contract of service between the
employer and the selected employee known by previous job.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resources

professionals. The level of performance of and organization depends
on the effectiveness of its recruitment function. Organizations have
developed and follow recruitment strategies to hire the best talent for
their organization and to utilize their resource optimally. A successful
recruitment strategy should be well planned and practical to attract
more and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy the
strategy should cover the following elements:

1. IDENTIFYING AND PRIORITIZING JOBS

Recruitments keep arising at various levels in every organization; it
is almost a never ending process . it is impossible to fill all the
position immediately. Therefore there is a need to identify the
position requiring immediate attention and action. To maintain the
quality of the recruitment activities it is useful to prioritize the
vacancies whether to focus on all vacancies equally or focusing on
key jobs firs.
2. CANDIDATE TO TARGET
The recruitment process can be effective only if the organization
completely understands the requirements of the type of candidate
that are required and will be beneficial for the organization. This
covers the following parameters as well :
28
  Performance level required : Different strategies are required for
focusing on hiring high performances and average performers.
 Experience level Required : the strategy should be clear as to what is
the experience level required by the organization. The candidates
experience can range from being a fresher to experienced senior
professionals.
 Category of the candidate : the strategy should clearly define the target
candidate. He/she can be from the same industry , different industry ,
unemployed , top performers of the industry etc.
3. Sources of Recruitment
the strategy should define various sources (external and internal) of
recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referral is
one of the most effective sources of recruitment.
4. Trained Recruiters
the recruitment professionals conducting the interviews and the
other recruitment activities should be well trained and experienced
to conduct the activities. They should also be aware of the major
parameters and skills (e.g.: behavioral ,technical etc.) to focus
while interviewing and selecting a candidate.
5. How To Evaluate The Candidates
the various parameter and the ways to judge them i.e. the entire
recruitment process should be planned in advance. Like rounds of
technical interviews, written tests, psychometric tests etc.

HR Challenges in Recruitment: Recruitment is a function that requires

business perspective, expertise, ability to find and match the best potential
candidate for the organization, diplomacy, market skills (as to sell the position
to the candidate) and wisdom to align the recruitment processes for the benefit
of the organization. The HR professionals – handling the recruitment function
of the organization- are constantly facing new challenges. The biggest challenge
for such professionals is to source or recruit the best people or potential
candidate for the organization. In the last few years, the job market has
undergone some fundamental changes in terms of technologies, sources of
recruitment, competition in the market etc. in an already saturated job market ,
where the practices like poaching and raiding are gaining momentum, HR
professionals are constantly facing new challenges in one of their most
important function recruitment. They have to face and conquer various
challenges to find the best candidates for their organizations.

29
The Major Challenges Faced By The HR in Recruitment Are:-

 Adaptability to globalization – The HR professionals are expected and

required to keep in tune with the changing time, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the process.
 Lack of motivation – Recruitment is considered to be a thankless job.
Even if the organization is achieving result, HR department or
professionals are not thanked for recruiting the right employees and
performers.
 Process analysis – The immediacy and speed of the recruitment processes
are the main concerns of the HR in Recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements. The
recruitment process should also be cost effective.

Strategic prioritization – The emerging new systems are both an opportunity

as well as a challenge for the HR professionals. Therefore, reviewing staffing
needs and prioritizing the tasks to meet the changes in the market has become a
challenge for the recruitment professionals.

Selection
Selection is the process of carefully screening the candidates to choose the most
suitable person for the job vacancies to be filled. Under it qualifications,
training, experience, and background of applicant are evaluated in the light of
job requirement. It divides the candidates into two categories namely.
a. Those who employed
b. Those who are to be rejected.

A formal definition of selection is as following:

It is the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Selection process assumes and rightly so that there are more number of
candidate actually selected candidates are made available through recruitment
process.

Barriers To Effective Selection

The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness,
validity, rehabilitee and pressure.

Fairness: fairness is selection requires that no individual should be

discriminated against on the basis of religion, region, race or gender.
30
But the low numbers of women and other less-privileged selections of the
society in middle and senior management positions open discrimination on the
basis of age in job advertisements and in the selection process would suggest
that all the efforts to minimize inequity have not been very effective.

Reliability:
A reliable method is one that will produce consistent result when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

Selection Procedure

The selection procedure is concerned with securing relevant information about

an applicant. This information is secured in a number of steps and stages. The
objective of selection process is to determine whether an applicant needs the
qualification for a specific job and to choose the applicant who is most likely to
perform in that job.
The hiring procedures not a single act but it is essentially a series of methods or
steps or stages by which additional information is secured about the aplicant. At
each stage fact may come to light which lead to rejection of the applicant. A
procedure may be considered to a series of successive hurdles or barriers, which
an applicant must cross.
These are indented as sereens and they are designed to eliminate an unqualified
applicant at any point in this process. That technique is known as the successive
hurdle technique. Not all selection process includes all these hurdles. The
complexity of process ususlly increases with the level and responsibility of the
position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable
candidates for various jobs. Each step in the selection process should help in
getting more information about the candidate. There is no idle selection
procedure appropriate for all cases.

Steps In the Selection Process:

 Preliminary Screening
 Application Blank
 Employment tests
 Selection interview
 Medical or physical Examination
 Checking reference
 Final approval

31
Preliminary Screening:

This is essentially to check whether the candidate fulfills the minimum

qualification. The preliminary interview is generally quite brief.
Its aim is to eliminate the unsuitable candidate.

Application Blank:

The candidate are required to give full information about their age,
qualification, experience, family background, aptitude and interests act in the
application blank. The application blank. The application blank provides a
written record about the candidate. The application form should be designed to
obtain all relevant information about the candidates. All applications received
from the candidates are carefully scrutinized. After the scrutiny more suitable
candidates among the applicants are short listed for written tests and others are
rejected.

Employment Tests:

Candidates are asked to appear for written or other tests. Tests have become
popular screening devices. These tests are based on the assumption that human
traits and work behaviors can be predicted by sampling however tests are not
fully reliable and they also involve time and money. Test is more useful in
identifying and eliminating unsuitable candidates therefore should be used only
as supplements rather than an independent technique of selection. The main
types of tests are:

 Intelligence tests
 Aptitude test
 Interest Tests
 Personality Test

Selection Interview:
It involves a face-to-face conversation between the employer and the candidate;
the selector asks a job related and general questions. The way in which a
candidate responds to the question is evaluated. The objectives of the interview
are as following:
 To find out the candidate’s overall suitability for the job.
 To cross check the information obtained through application blank and
tests, and
 To give an accurate picture of the job and the company.

32
Interview is the most widely used step in employee selection. However,
interview suffers from several drawback:
Firstly, it is a time consuming and expensive device. Secondly, it can test only
the personality of the candidate and not his skill for the job. Thirdly, the
interviewer may not be an expert and may fill to extract all relevant information
from the candidate. Forthly, the personal judgement or bias of the interviewer
may make the result of the interviews inaccurate. Interview should be properly
conducted in a proper physical environment. The interview room should be free
from noise and interruptions. The environment should be confident and quite.
People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at eace. The interviewer should pay full
attention to what the candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical
examination.a panel of doctors to insure that they are healthy and physically fit
for the job does a medical check up of such candidates selected do not suffer
from any serious which may create problems in future.

Checking Reference:

Generally every candidates if required to state in the application from the name
and address of at least two responsible persons who know him.the reference
may not give their frank opinion unless promises made that in all information
will be kept strictly confidential. Moreover the information given by them may
be biased in the form of candidate.

Final Approval:

The candidate who are found suitable after the medical check-up and
background investigation are formally appointed by issuing appointment letter
to them. They are asked to join duty by the specified date.
No selection procedure is full proof and the best way judge a person is by
observing him working on the job. Candidate who gives satisfactory during the
probationary period are made permanent.

33
 CHAPTER – 6

DATA ANALYSIS

AND

INTERPRETATION

Analysis of Data

The data after collection has to be processed and analyzed in accordance with
the outline laid down for the purpose at the time of developing the research
plan.
Here the data I have collected through survey it neds editing, coding, classifying
and tabulation.
There are many steps involved in processing and analyses of data. These are as
follows:
1. Totaling of all the survey conducted for temporary, permanent and staff
employee separately.
2. Calculating the number of employees giving the same answer for the
question having different options available for questions (separatly for
temporaries, permanents and staff)
3. Calculating the percentage of each question having different answers
provided by different employees.
4. Now prepare the pie chart for these questions for the all questions
included in survey having dichotomous as well as multiple choice
questions separately (for temporaries, permanents and staff)

34
Manpower Planning:

1. Does tour company make forecast of future manpower planning

requirement ?

Analysis

opinion No. of respondent Percentage

1. Yes 30 100 %
2. No 0 0%

Manpower forcing

Yes
No

Interpretation

100% people said that the company makes forecast of future manpower
forecasting.

35
 2. If yes then please specify the time period (s) for which the estimates
are made ?

Analysis

Sr.no Opinion No. of Respondent Percentage

1. 0-2 years 9 30 %
2. 2-3 yeras 6 20 %
3. 3-4 years 9 30 %
4. 4 & above years 6 20 %

Time Period For Estimate

0-2 Years
2-3 Years
3-4 Years
4 & Above Years

Interpretation
 20% people said that the company specify 0-2 year for making estimation
of forecasting.
 30% people said that the company specifies 2-3 years for making
estimation.
 30% people said that the company specifies 3-4 years for making the
estimation of forecasting.
 20% people said that the company specifies 4& above time period for
making forecasting.

36
 3. What do you suggest should be the basis of forecasting?

Analysis

S.No Opinion No. of Respondent Percentage

1. Total cost of the Project 6 20%
2. Past Experience 12 40%
3. Different Phases of Project 9 30%
4. All of the Above 3 10%

BASIC FORCASTING

Total cost of the Project

Past Experience
Different phases of the project
All of the above

Interpretation

 20% people said that their company forecast on the bases of total cost of
the project.
 40% people said that the company forecast on the bases of past
experience.
 30% people said that the company forecast on the bases of the different
phases of the project.
 10% people said that the company forecast on the bases on of the above.

37
Recruitment Policy

4. Does your organization plan the recruitment policy ?

Analysis

S.No Opinion No. of Respondent Percentage

1. Yes 30 100%
2. No 0 0%

WRITTEN RECRUITMENT POLICY

Yes
No

Interpretation

 100 % people said that the plan the requirement policy.

38
 5. Do you think the present recruitment policy is helpful in achieving
the goals of the company ?

Analysis

S.No Opinion No. of Respondent Percentage

1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%

RECRUITMENT POLICY

Yes
No
To some extent

Interpretation

 50% people said that the company’s recruitment policy is helpful in

achieving the goals.
 20% people said that the company’s recruitment policy is not helpful in
achieving the goals.
 30 people said that the company’s recruitment policy is helpful to some
extent in achieving the goals.

39
 6. Does the company’s recruitment policy enable to identify the
following areas ?
Analysis

S.No Opinion No. of Respondent Percentage

1. Recruitment needs of 6 20%
the organization
2. Preferred sources of 9 30%
recruitment
3. Appropriate criteria for 9 30%
selection
4. Identification of the cost 6 20%
of recruitment

Recruitment Policy

Recruitment needs of the

Organization
Prefered sources of recruitment

Appropriate criteria for

selection
Identification of the cost of
recruitment

Interpretation
 20% people said that the company’s recruitment policy enables to
identify the recruitment needs of the company.
 30% people said that the companies recruitment policy enables to identify
the preferred sources of recruitment.
 30% people said that the company’s recruitment policy enable to identify
the appropriate criteria for selection.
 20% people said that the company’s recruitment policy enable to identify
the identification of cost of recruitment.

40
Sources of Recruitment

7. Through which source your organizations recruit the employees?

Analysis

S.No Opinion No. of Respondent Percentage

1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%

Sources of Recruitment

Internally
Externally
Both

Interpretation

 20% people said that the company recruits the employee from the internal
sources.
 60% people said that the company recruits the employee from the
external sources.
 20% people said that the company recruits the employee from the both
sources.

41
 8. Which of the following external sources you choose for the
recruitment of the employees?

Analysis

S.No Opinion No. of Respondent Percentage

1. Employee Ex-change 6 20%
consultant
2. Private Employee Agencies 6 20%
3. Advertisement 3 10%
4. Internet 12 40%
5. Any other 3 10%

EXTERNAL SOURCES

Employee exchange Consultant

Private employee Agencies
Advertisement
Internet
Any Other

Interpretation
 20% people said that the company uses the employee exchange
consultants.
 20% people said that the company uses private employment agencies.
 10% people said that the company uses the advertisement method.
 40% people said that the company uses the internet method.
 10% people said that the company uses the any other way.

42
 Latest Technique of Recruitment

9. Does your organization recruit employees through latest method of

recruitment through internet?

Analysis
S.No Opinion No. of Respondent Percentage
1. Yes 30 100%
2. No 0 0%

LATEST RECRUITMENT POLICY

Yes
No

Interpretation
 100% people said that the company uses the latest method of recruitment.

43
 10. If yes then the company use own web site for this purpose.

Analysis

S.No Opinion No. of Respondent Percentage

1. Yes 27 90%
2. No 3 10%

USE ON WEBSITE

Yes
No

Interpretation
 90% people said that the company uses his own web site for recruitment.
 10% people said that the company not uses his own web site.

44
 11. Does your company hire the service portal ?

Analysis

S.No Opinion No. of Respondent Percentage

1. Yes 18 60%
2. No 12 40%

HIRE SOME OTHER PORTAL

Yes
No

Interpretation
 60% people said that the company hire service portal.
 40% people said that the company not hire the service portal.

45
 12. Is Internet recruitment is effective in your opinion ?

Analysis

S.No Opinion No. of Respondent Percentage

1. Yes 24 80%
2. No 6 20%

INTERNAL RECRUITMENT

Yes
No

Interpretation

 80% people said that the internet recruitment is effective sources of

recruiting the employee.
 20% people are not in favor of recruiting the employee through internet.

46
Recruitment of Summer / In Plant Trainees

13. Is there any provision for recruitment of summer/in plant

trainees?

Analysis

S.No Opinion No. of Respondent Percentage

1. Yes 0 0%
2. No 30 100%

RECRUITMENT OF SUMMER TRAINEES

Yes
No

Interpretation

Interpretation 100% people said that there is no provision to recruiting

summer/in-plant trainees.

47
 CHAPTER – 7

LIMITATIONS

Limitations
As nothing is perfect except the effort. This study too has its limitations that
limit the applicability and validity of the study. The limitations that limit the
effectiveness of the research are like:

Time – Foremost of all constraints was the limited time. The time to do the
research was limited. So , present study is the result of what ever efforts I could
put in within the time limit.

Limited Resources- Monetary and other resources were limited so I could do

the research in the specific regions of Himachal only, no other state could be
covered.

Biasness- the study sought the optinions of the respondents and opinions have
all the chances to be biased.

Limited Validity – The business environment factors and variables underlying

the study belong to a very dynamic category.

 Inexperience trainee is also the limitation of the study.

 Limitations of subjectivity of respondents involved in the study.
 Analysis is only a means not an end. The analysis has been done on the
basis of my own interpretations and up to my best knowledge but every
analyst has his/her own interpretations and suggestions.

Significance of Study –
1. The scope of the study is very wide.
2. Different -2 researchers have given their points on this problem.
3. It helps in reducing the turnover of employees in the organization.

48
 4. With the help of this study it is very easy to know the perception of
employees regarding satisfaction by the organizations system.
5. After going through the factors regarding satisfaction it seems to look
after its development for the overall development of the organization.
6. This is also helpful for the organization as well as for the betterment of
the employees in the organization.

RECOMMENDATIONS FOR THE

IMPROVEMENT OF THE
RECRUITMENT AND SELECTION PROCEDURE

Based on the survey analysis and suggestion from the respondents, the
following are the proposed recommendation to improve the existing system and
practices of recruitment and selection procedures:

Recruitment Policy
A part from the director of the company, the operational head should have the
authority for sanctioning the vacancy of a right to recruit the candidates as per
the decisions.

Recruitment of summer/in-plant trainees

There should be a provision for the recruitment of summer / inplant trainees in

the organization.

Internet Recruitment
Advertisement of job on internet should be an accessible to maximum job
seekers. Service portal like monster.com, jobsahead.com, naukri.com etc should
be used.

Sources of Recruitment
Company must recruit the individuals through valuable sources of recruitment.

Selection Policy
Test develop by the company for the purpose of selection of the candidates
should not be of complex nature.
There must be proper communication between the interviewer and interviewee
at the time of interview.

49
The reference procedure if adopting should be analyzed properly before
recruitment them.
Suggestions
Suggestion received from the respondents of the questionnaires:

The following are the suggestions received from the respondents of the
questionnaire. These suggestions are based on their awareness regarding the
recruitment and selection procedure.
Selection Process
During the selection process not only the experienced candidates but also the
fresh candidate should be selected so as to avail the innovation and enthusiasm
of new candidates. These candidates should be kept on the job for some time
period; if suitable they should be required. During the selection process, the
candidates should be made relaxed and at ease.

summer / in plant management Trainees

In the organization where summer/ in-plant/management training facility

prevailing then such kind of practices must be adopted so that the student can
learn and gain from their practical views.

Steps of Recruitment and Selection

Company should follow all the steps of recruitment and selection for the
selection of the candidates. Selection process should be less time consuming.

Interview
The interview should not be boring monotonous. It should be made interesting.
There must be proper communication between the interviewer and the
interviewee any the time of interview.

Evaluation and Control

Evaluation and control of recruitment and selection should be done fair

judgment.
Methods
Methods used for selection of candidates should be done carefully and
systematically.

Fair selection

50
The attainment of goals and objective of any organization depend on the type
and quality of its manpower. To have right type of men at right job and at right
time , the recruitment and selection procedure should be fair and impartial.

Group Discussion for Better Assessment

This is indeed an important suggestion and authorities concerned should

immediately look into it and try to implement it.

Internet Recruitment

Internet Recruitment must be promoted so that if in some area the information

about recruiting the new employees or filling of new vacancies may be known
to them. And with this the organization would also recruit the right job, which
would result in lower labour turnover.

51
Conclusion
Based on the analysis through the questionnaire responses the following is the
conclusion of the study.
The organization follows the rules and regulation involved in their recruitment
and selection procedure of the organization. However, there is some scope for
improvement with regard to following:

1. The managers are fully satisfied with the existing recruitment and
selection procedure.
2. The recruitment and selection procedure should not be lengthy.
3. To some extent a clear picture of required candidates should be made in
order to search for appropriate candidates.
4. The recruitment and selection procedure should be impartial.

52
 Appendix / Annexure

53
Questionnaire

Survey on the Managerial Satisfaction Level for Recruitment

And Selection
Dear Respondent,
We are conducting a survey on the managerial satisfaction level for the
RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion
would be very valuable with a ( ) in the appropriate boxes:

MANPOWER PLANNING :

1. Does your company make forecast of future manpower planning

recruitment ?
(a) Yes (b) No

2. If yes , then please specify the time period(s) for which the estimates are
made ?

a. 0-2 years
b. 2-3 years
c. 3-4 years
d. 4 & above years

3. What do you suggest should be the basis of forecasting ?

a. Total cost of project

b. Past experience
c. Different phases of project
d. All of the above

Recruitment Policy:

4. Does your organization plan the recruitment policy ?

a. Yes b. No

5. Do you think the present recruitment policy is helpful in achieving the

goals of the company?
a. Yes b. No

6. Does the company’s recruitment policy enable to identify the following

areas?

54
 a. Recruitment needs of the organization
b. Preferred sources of recruitment
c. Appropriate criteria for selection
d. Identification of the cost of recruitment

SOURCES OF RECRUITMENT:

7. Through which source your organizations recruit the employees?

a. Internally
b. Externally
c. Both

8. Which of the following external source you choose for the recruitment of
the employees?
a. Employee exchanges Consultants
b. Private employee Agencies
c. Campus Requirements
d. Advertisements
e. Any other………..

LATEST TECHNIQUE OF RECRUITMENT

9. Do your organization recruit employees through latest method of

recruitment through internet –
a. Yes
b. No

10. If yes, then the company use owns web site or this purpose.
a. Yes
b. No

11. Does your company hire the server portal?

a. Yes
b. No

12. Is internet recruitment is effective in your opinion?

a. Yes
b. No

55
RECRUITMENT OF SUMMER / IN PLANT TRAINEES :

13. Is there any provision for recruitment of summer/in plant trainees?

a. Yes
b. No
c. To some extent

Selection Policy
14.Which type of technique is used for selecting the employees?

a. Interview
b. Reference
c. Test
d. Any other…..

56
BIBLIOGRAPHY

1. Books :

 Principles and Practices of Management by L.M Prasad.

 Human Resource Management by Shashi K. Gupta
 Human Resource Management by K. Aaswathappa

2. ACC Ltd.
 http://www.acclimited.com/profile
 http://www.acclimited.com/management
 www.google.com

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