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PUNJAB TECHNICAL UNIVERSITY

PROJECT REPORT ON RECRUITMENT AND

SELECTION OF HERO CYCLE, LUDHIANA

Submitted By: Submitted To:

NAME: Muskan NAME:
CLASS:
ROLL NO: 1718694
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ACKNOWLEDGEMENT
Simply put, I could not have done this work without the help and support I
received from the HERO CYCLES, Ludhiana. Everybody is very friendly and
cheerful and no one could never feel stressed out or burned out in such a
wonderful work culture. I wish to express my sincere thanks to MRS. Salooni
sood who had been enough, to grant me an Opportunity to learn through our
Project, in one of the leading Recruitment .
It gives me a feeling of pride and satisfaction that Dr. Harpreet Kaur the Director
of khalsa Institute of Management & Technology (KIMT), Ghumarmandi
Ludhiana which Is Affiliated from PTU. Has coordinated to get me training in
HERO CYCLES LTD. Gill Road Ludhiana. I wish to express my appreciation and
thanks to all those with whom I had the Opportunity to work and whose
thoughts and insight has helped me in furthering my knowledge and
understanding of the Training practice.
My sincere gratitude goes to ……………….(Human Resources Manager at HERO
CYCLES LTD).And Mrs. Taranjeet kaur the Placement Officer and full time faculty
at khalsa Institute of Management & Technology Ludhiana. Without salooni
Mam Guidance, Encouragement and Inspiration, the successfully completion of
this project would never had been possible in such a Great manner.
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DECLARATION
This is to certify that the project titled “Recruitment& selection” of Hero Cycles,
Gill Road, Ludhiana has been done and is a bonafide work completed by Muskan
(Enrolment Number ……), in partial fulfilment of the requirement of the
Bachelors of Business Administration (BBA).
I hereby declare that this project work is the result of my own efforts which I
made in doing work in the bank and has not copied from any other source. I
have taken help from various sources to gather necessary information to
continue my project and the research on the above topic. Some of the
references from which information is taken are given in the reference section of
this report.
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PREFACE
Graduate Diploma in Management is a three year full time programme. It is being
carried out by KIMT Ludhiana in third semester. It has a provision for summer
training by the students from any recognized organization. The study & report is
based on Recruitment of the organization. It presents some information regarding
the basics of Recruitments along with all details.
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Certificate Of the HOD

To whom it may concern
This is to certify that Ms …… Roll no…….. is the student of BBA ……. and has
successfully completed her project on “Recruitment” at HERO CYCLES”

DATE HOD
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Executive summary

I had started my Summer Training Program at HERO CYCLES Ltd. This is a

Recruitment firm in Gill road, Ludhiana. I have done my Internship there for the
45 days. And got the Topic for my Project Report. The Topic was given by the
head of the Company person . His name is Mrs. salooni sood who really gives me
great Confidence to do the work at HERO CYCLE. She gives me relevant
Company information for preparing my Project as well. She tells me so many
things that how I can pitch the JD to the Candidate so that I can easily convince
to them for the Interview regarding the Current job profile. Here I want to discuss
briefly about the Recruitment and Selection Process which I have done earlier at
the HERO CYCLE.
 Recruiting is the discovering of potential applicants for actual or
anticipated Organizational vacancies. It makes it possible to acquire the
number and types of people necessary to ensure the continued operation of
the Organization.
 In simple terms, it is an attempt to draw attention of applicants in the
market, get interested applicants, and generate a pool of prospective
employees so that management can select the right person for the right job.
 The recruitment process is one of the most critical aspects of running a
successful business .Because every organization’s performance is largely
dependent on the quality of its workers.
 The question comes into the mind that why I have chosen my topic as
“Recruitment and Selection Process”. Because as a HR and Marketing
professional in M.B.A this topic is covers all those aspects which really
help me for using my theoretical knowledge in Practical aspects.
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INDEX
Chapter -1
Introduction of Hero Cycles
 History of Hero cycle
 Hero Group
Chapter-2
Review and literature of Hero cycle
 Objective of study
 Introduction of the Recruitment
 Positive Recruitment Process
 Factors and Sources
 Methods of Recruitment
 Selection
 Theories and polices
 Limitations of study
Chapter-3
 Research Methodology of Hero Cycles
 Analysis and Interpretations
Chapter-4
 Hero Cycles Production Process
 Findings and Suggestions
 Conclusion
 Bibliography
 Questionnaires
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Chapter-1
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Introduction to Hero cycle

HERO-There is always a better way

Hero", the brand name symbolizing the steely ambition of the Munjal brothers,
came into being in the year 1956. From a modest manufacturer of bicycle
components in the early 1940's to the world's largest bicycle manufacturer
today, the odyssey was fuelled by one vision - to build longlasting relationships
with everyone, including workers, dealers and vendors. This philosophy has paid
rich dividends through the years. Hero, a name synonymous with two wheelers
in India is today a multi-unit, multiproduct, geographically diversified Group of
companies. Through fully integrated operations, the Munjals roll their own
steel, make critical components such as free wheels for their bicycles, and have
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the foresight to simultaneously diversify into myriad ventures, like product

designing, IT enabled services, finance and insurance, just to name a few. Like
every success story, Hero's saga contains an element of spirit and enterprise; of
achievement through grit and determination, coupled with vision and
meticulous planning. Throughout its success trail, the Hero Group and its
members have displayed unwavering passion of setting higher standards for
themselves and delivering simply the best to their customers. The Hero Group
philosophy is:
"To provide excellent transportation to the common man at easily affordable
prices and to provide total satisfaction in all its spheres of activity
Thus apart from being customer-centric, the Hero Group also provides its
employees with a fine quality of life and its business associates with a total
sense of belonging.
"Engineering Satisfaction" is the prime motive of the Hero Group and it has
become a way of life and a part of the work culture of the Group.
This is what drives the Group to seek newer vistas, adopt faster technology and
create quality driven products to the utmost satisfaction of customers, partners,
dealers and vendors. Today the Hero Group has a number of accolades and
achievements to its credit yet consumer requirements and newer technologies
provide fresh challenges every day, and at Hero the wheels of progress continue
to turn...
Vision
"We, at the Hero Group are continuously striving for synergy between
technology, systems and human resources to provide products and services that
meet the quality, performance, and price aspirations of the customers. While
doing so, we maintain the highest standards of ethics and societal
responsibilities, constantly innovate products and processes, and develop teams
that keeps the momentum going to take the group to excellence in everything
we do."
Mission
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"It’s our mission to strive for synergy between technology, systems and human
resources, to produce products and services that meet the quality, performance
and price aspirations of our customers. While doing so, we maintain the highest
standards of ethics and societal responsibilities.
Values Customer Focus
We believe in walking the extra mile in delivering quality to meet the customers'
expectations, both expressed and implied. We do this for both external and
internal customers.
Individual Dignity and Team Work
We treat people with dignity, care for our colleagues, collaborate without
boundaries and contribute wherever we can.
Ethics and Integrity
We are fair in our dealings, respect the law of the land and follow the highest
level of intellectual, moral, financial and professional conduct.
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HISTORY OF HERO CYCLE

Hero Cycles is a product of this philosophy. The philosophy that installs
commitment, team work and foresight. Hero’s colossal journey started before
independence. The four Munjal brothers, hailing from a small town called
Kamalia, now in Pakistan, are the men who are behind the mission.
Brotherhood apart, what knit the men together was the wealth of will, integrity,
ambition & determination. In the year 1944, they decided to start a business of
bicycle spare parts in Amritsar. It is modest beginning and the next 3 years saw
the business grow rapidly. But the dark clouds of partition eclipsed their plans of
the future. With renewed vigor and optimism, the operational base was shifted
to Ludhiana. By 1956, the brothers had begun manufacturing key components
of bicycles and as a logical way forward, began to assemble the entire cycle at
their manufacturing plant in Ludhiana. In the early days, the plant had a
capacity for 25 cycles per day. Over the next few years, the Bicycle Unit started
growing in stature and size, attracting skilled engineers, technocrats,
administrators and entrepreneurs. From a modest beginning of mere 639
bicycles in the year 1956, Hero Cycles produced over 18500 cycles a day today,
the highest in global reckoning. With the 48% share of the Indian market, this
volume has catapulted Hero in the ‘Guinness Books of World Records’ in 1986
and edge over global players is being maintained. A tiny acorn has now become
a mighty Oak. From cycle to two - wheelers were a natural step, and the Hero
Group came into being. The Hero Group, today, is a vast conglomerate of
companies, either in the form of collaborations, joint ventures or fully owned
subsidiaries, with more than Rs. 10000 Crore turnover annually. Hero Group,
besides being the world’s largest manufacturers of bicycles, motorcycles and
chains to this date, has diversified into newer segments like Information
Technology, IT Enabled Services and Financial Services.
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HERO GROUP

The Hero Group has done business differently right from the inception and that
is what has helped us to achieve break-through in whatever product category
we have ventured in. The Group’s low key, but focused, style of management
has earned dealers, as also worldwide recognition. The growth of the Group
through the years has been influenced by the number of factors. The Hero
Group through the Hero Cycles Division was the first to introduce the concept of
just-in-time inventory. The Group boasts of superb operational efficiencies.
Every assembly line worker operates two machines simultaneously to save time
and improve productivity. The fact that most of the machines are either
developed or fabricated in-house, has resulted in low inventory levels. In Hero
Cycles Limited, the just-in-time inventory principle has been working since the
beginning of production in the unit and is functional even till date. The vendors
bring in the raw material and by the end of the day the finished product is rolled
out of the factory. This is the Japanese style of production and in India. Hero is
the first company to have mastered the art of the just-in-time (JIT) inventory
principle.
The company has fulfilled its social obligation, charged with their mission
nationalistic fervor, the Hero Group has always been actively involved in Social
and Medicare activities, such as providing medical facilities for the under
privileged. Hospitals, Heart Research Foundation and Mobile Medical Vans help
to fulfill this objective. Hero also runs schools and colleges, maintains parks and
public facilities.
Global Gearing > Exports
 Hero Cycles
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 Hero Honda Motors

 Hero Motors
 Hero Corporate Service Limited (Hero Mindmine, Munjal eSystems, Nsure
Plus)
 Hero Management Service Limited (HEROITES) Munjal Showa Limited

As early as in the 1960s' very few Indian bicycle manufacturers were interested
in exports. However, the Hero Group's foray into the overseas markets in 1963
pioneered Indian exports in the bicycle segment. It was a move prompted
essentially by the need to remain attuned to the global market. While initial
exports were restricted to Africa and the Middle East, today more than 50
percent of the exports from Hero Cycles Limited meet the demands of
sophisticated markets in Europe and America. This is primarily because of
appropriate product development and excellent quality that Hero offers. The
Group has been continuously upgrading technology and has set up special units
- like Gujarat Cycles Limited (now Munjal Auto Industries Limited), to meet
international quality standards.
Munjal Auto Industries Limited has state-of-the-art equipment’s imported from
Europe and Taiwan. The unit is designed to match international standards and is
an Export Oriented Unit (EOU). Its products are supplied to the International
Markets of developed countries like United Kingdom, Germany, and France etc.

Economic development
Mr. Munjal started Hero Cycles in 1956 with limited resources and no technical
qualification. He had migrated from Pakistan and set up Bi-cycle parts unit in
Ludhiana. He had before him the formidable challenge of providing a low cost
means of transportation at an affordable cost for the

Common man the AAM ADMI. He achieved that successfully and today Hero
Cycles features in the Guinness Book of World record for manufacturing 18500
Bi-cycles daily. Mr. Munjal had pioneered the concept of, off the assembly line
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in India and a pull based supply system, which was sheerly driven by the
constraint of capital. Inspite of rapid industrialization he maintained Hero Cycles
as a labour intensive unit since for him the employees were an extended family.
Most of them have joined and retired from Hero Cycles, which is a no mean
achievement.
The growth and prosperity of Hero Cycles was not just restricted to the
promoters but was shared with the vendors, dealers and other associates. The
loyalties developed are mutual and everlasting. Today Ludhiana is synonymous
with Hero Cycles and a large population is dependent either directly or
indirectly on Hero Cycles.
As part of corporate social responsibility Mr. Munjal is known for his highest
contribution to the exchequer of the Punjab State Govt. He has been accredited
with the ‘Samman Patra’ for his contribution made to the state for several
years.

Social development
The success of a man is too gauged not purely from his wealth/ prosperity or
economic standing but also on what he gave back to society. Mr. Munjal has
made significant contribution to the society by establishing many schools,
colleges / institutions and hospitals benefiting the society at largeMr. Munjal
has nurtured schools and institutions in and around Ludhiana - over 20,000
children gets education every year. There are concessions for students from
economically weaker sections and their employees.
He has set up a world class medical facility in the name of ‘Dayanand Medical
College’ (DMC). The hospital is equipped with most modern equipment and
facilities. There is a highly experienced/dedicated team of Doctors to provide
high quality treatment at an affordable cost.
Awards and accreditations
Recognition / honors from the former Presidents of India - Dr. Radhakrishnan,
Sri V V Giri, Sri Giani Jail Singh and Dr. Abdul Kalam Udyog Rattan Award from
Capt. Amrinder Singh – former CM of Punjab for outstanding contribution
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towards economic development of the State (Punjab) ‘Samman Patra’ award

towards highest contribution to exchequer of the state Govt. between year
1995-1996 to 1999-2000 ‘Indira Gandhi National Unity’ award to recognize his
social contribution ‘Punjab Rattna’ award to commemorate his contribution to
the s state economy.

Om Prakash Munjal (left hand side in the above photo), chairman of bicycle
giant Hero Cycles Ltd, died after a heart attack in Ludhiana. He was survived by a
son, four daughters and 10 grandchildren. OP, as he was famously known (his
older brother Brijmohan Lal is fondly called BM), was born on 26 August 1927 in
Kamalia, in the then undivided Punjab. It is now in Pakistan.
His father Bahadurchand owned a small wholesale shop in the village where
farmer’s grains were sold. A nationalist, OP spent most of his initial days doing
community service until one day his elder brother, Dayanand, asked him to join
the business. That also meant he could not study beyond the 10th grade.
The family shifted base to Amritsar and then to Ludhiana in 1944, before India’s
Independence in 1947, in search of greener pastures. India needed affordable
mobility for its growing population and the Munjals were quick to understand
that. They set up a business that made bicycle parts, but wanted to do more.
The family won a contract from the Punjab government to make cycles in 1956.
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While BM is often credited with building the group as it exists today, OP was
instrumental in getting the group’s fundamentals right.
“Brijmohan used to say that people often underestimate his brother and
overestimate him,” said Gita Piramal, a business historian and post-doctoral
fellow at Oxford University.
He built the firm’s distribution network, a rarity in those days.
“His role was very important in areas such as accounting and putting systems in
place. Most importantly, he will be remembered for setting up the sales
machinery of Hero Cycles,” Sunil Kant Munjal, joint managing director, Hero
MotoCorp, said in a phone interview. Sunil was BM’s son.
Both the brothers travelled across India and built relationships with vendors and
dealers that support the family and its business to date.
In fact one story, according to a person who still has business interest with the
family, goes like this: A dealer partner had lost a sizeable chunk of his business
in Jammu when a truck carrying Hero Cycles caught fire. The remains had no
value and the dealer wanted to shut shop.
“The family asked him to come with the ashes and returned him the money that
he had paid for the cycles,” this person said, requesting anonymity
It was gestures like these that helped the family when Japanese automaker
Honda Motor Co. was looking for a local partner to build motorcycles in India,
Sunil Kant Munjal said in a 2013 interview
“After they did choose Hero as a partner, we asked them why they picked our
company,” he said. “The responses were quite interesting. They said four or five
things. They said we like the way you treat your people. Secondly, they said we
like the way you treat your suppliers, which was in some sense a Japanese thing
to do,” Sunil Munjal had said.
In 1986 Hero Cycles was recognized by the Guinness Book of World Records as
being the world’s largest maker of bicycles. By now, the B.M. Munjal family was
looking after the then Hero Honda Motors Ltd, the group’s automotive business.
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The O.P. Munjal family also tried its hand at the automotive sector, but with
little success. In 1996, Hero Motors partnered with BMW to manufacture
motorcycles in India, but the deal fell through as the Hero Group had a
noncompete agreement with Honda.
A partnership with Italy’s Aprilia to make and sell scooters was called off after
Piaggio and Co. SpA acquired the Italian manufacturer in 2005.
In 2010, Hero MotoCorp Ltd, run by BM’s sons Pawan Kant and Sunil Kant, split
with long-time partner Honda Motor Co.
From the time the Munjal brothers set shop in Amritsar to sell bicycle parts,
they have stuck together, said Piramal.
“In an attempt to reduce tensions, elders kept young minds busily focused on
work rather than on each other,” Piramal said. “New companies or divisions
were floated for every incoming blueblood.”
“Frankly, they believe in a web of relationship,” she added.
Until 2011, the larger Munjal family had cross-holdings in each other’s
companies, but a settlement that year saw these being unwound. Pankaj
Munjal, O.P. Munjal’s son, now owns most of Hero Cycles.
Perhaps the reason the Hero Group stayed together when so many business
houses split messily was because they, unlike the Munjals, probably didn’t take
relationships as seriously.
“We were fortunate that it was done in a very friendly manner and it was done
very proactively,” Sunil Munjal said. “It is all about the values, practising the
motherhood statements. After all, we all grew up in one house in Ludhiana.”
“He is a big loss to the family, group and above all the city of Ludhiana. He was
one of the leaders of the city.” After the death of O.P.Munjal Hero Cycles,
world's largest bicycle manufacturer, has appointed Pankaj Munjal (Son of
O.P.Munjal) as its chairman and managing director. He succeeds the co-founder
of Hero Cycles, Om Prakash Munjal, who led the Ludhiana-based company for
more than 60 years.
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Hero Cycles had also recently announced the appointment of Mr K.K. Vij as
Chief Executive Officer. Vij has been earlier associated with Eicher Motors and
Escorts Construction Equipment’s.
Pankaj Munjal had recently announced Hero Cycles' entry in European market
with special focus on UK and Germany and setting up of an assembly plant for
high-end cycles in Poland. As part of his corporate strategy, Mr Munjal has
announced that the group will aim to increase its current turnover from Rs 3000
crore to Rs 8000 crore by 2018.
The company has a manufacturing capacity of 7.5 million bicycles per year, with
its unit in Ludhiana (Punjab), Bihta (Bihar) & Ghaziabad (UP). The company has a
highly integrated plant in Ludhiana which produces 19,000 cycles every day. It
also manufactures automotive rims and various other auto components. The
company produced 5.5 million bicycles in FY14 .
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CHAPTER-2
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Review of literature of study

Objectives of HR :-
1. To know to evaluate the present position in the concerned area of
research.

2. To know the facilitates prediction of future events and behavioural

patterns.

3. To know the Evaluation of current programmes, practices and policies is

possible through HR research.

4. To know objective base for revision of current organisational programmes,

practices and policies.

5. To know ways and means for building up of capabilities and attitudes of

employees regularly.
6. evaluation of proposed HR policies and programmes.

7. facilitates change, enables management to replace old techniques .

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RECRUITMENT
INTRODUCTION:
Recruitment forms the first in the process, which continues with selection
and ceases with the placement of the candidate. It is the next step in the
procurement function, the first being the manpower planning, Recruitment
makes it possible to acquit the

number and types of people necessary to ensure the continued operation of

the organization.” Recruitment is the discovering of potential applicants for
actual or anticipated organizational vacancies”. Recruitment has been
regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans,
organization charts and control systems would not do much good.
DEFINITION:
“Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for
attracting that manpower in adequate number to facilitate effective selection
of an efficient working force”. “Recruitment is the process of searching the
candidates for employment and stimulating them to apply for job in the
organizations recruitment is the activity that links the employers and the job
seekers”.
PURPOSES AND IMPORTANCE:
o Determine the present and future requirements
o Increase the pool of job candidates at minimum cost
o Reduce the probability of employee turnover
o Increase the success rate of the selection process
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o Increase organizational and individual’s effectiveness

EFFECTS: POSITIVE RECRUITMENT PROCESS:
o Attract highly qualified and competent people
o Ensure that the selected candidates stay longer with the company
o Make sure that there is match between cost and benefit
o Help the firm create more culturally diverse work-force
NEGATIVE RECRUITMENT PROCESS:
o Failure to generate qualified applicants
o There is no match between cost and benefit
o Extra cost on training and supervision
o Increases the entry level pay scales

External Internal
Recruitment
factors factors

Supply and demands size of the firm

Unemployement cost
Labour market growth and expansion
Political social Recruitment policy

RECRUITMENT PROCESS:
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o Planning
o Strategy development
o Searching
o Screening
o Evaluation and control

OBJECTIVES OF RECRUITMENT:
To attract people with multi-dimensional skills and experiences that suit the
present and future organizational strategies so as to obtain a pool of suitable
candidates for vacant posts.
To induct outsiders with a new perspective to lead the company
To infuse fresh blood at all levels of the organization.
To develop organizational culture that attracts competent people to the
company.
To use a fair process.
To ensure that all recruitment activities contribute to company goals.
To search for talent globally and not just within the company.
To conduct recruitment activities in an efficient and cost effective manner.
FACTORS EFFECTING RECRUITMENT:
All organizations whether small or large, do engage in recruiting activity,
though not to the same extent. This differs with
1) The size of the organization.
2) The employment conditions in the community where the organization is
located.
3) Working conditions, salary and benefit packages offered by the
organization.
4) The rate of growth of the organization.
5) Future expansion program of the organization. And
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6) Cultural and legal issues.

7) Organization’s ability to find and retain good performing people.

FACTORS :-
INTERNAL FACTORS:
Employees from within the organization are hired to fill a job vacancy. It is
normally used for higher level jobs.
The internal factors are:
1) 1 Company’s pay packages
2) 2 Quality of work life
3) 3 Organization culture
4) 4 Career planning and growth
5) 5 Company’s size
6) 6 Company’s products/services
7) 7 Geographical spread of the company’s operations
8) 8 Company’s growth rate
9) 9 Role of trade unions
10) 10 Cost of recruitment
11) 11 Company’s name and fame.
EXTERNAL FACTORES:
The external factors are:
1) 1 Socio-economic factors
2) 2 Supply and demand factors
3) 3 Employment rate.
4) 4 Labour market conditions.
5) 5 Political, legal and governmental factors like reservations for SC/ST/BC
and sons of soil.
6) 6 Information systems like employment exchanges /Tele-recruitment
like internet.
SOURCES OF RECRUITMENT
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iiin Internal
External

1.Transfers 1. management consultant

2. Promotions 2. public advertisement
3.Present employees 3. campus recruitment
4.Internal advertisement 4. employment exchanges
5. Retired managers 5. recommendation
6. Recall for long leave 6. deputation personnel

Internal sources

1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs.
These do not involve any change in rank, responsibility or prestige. The numbers
of persons do not increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige,
higher responsibilities and more pay. The higher positions falling vacant may be
filled up from within the organisation. A promotion does not increase the
number of persons in the organisation.
3. Present Employees
The present employees of a concern are informed about likely vacant positions.
The employees recommend their relations or persons intimately known to
them. Management is relieved of looking out prospective candidates.
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4. Internal Advertisements : Here, the vacancy is advertised within the

organisation. The existing employees are asked to apply for the vacancy. So,
recruitment is done from within the organisation.
5. Retired Managers : Sometimes, retired managers may be recalled for a short
period. This is done when the organisation cannot find a suitable candidate.
6. Recall from Long Leave : The organisation may recall a manager who has gone
on a long leave. This is done when the organisation faces a problem which can
only be solved by that particular manager. After he solves the problem, his leave
is extended.
External sources
1. Management Consultants : Management consultants are used for selecting
higher-level staff. They act as a representative of the employer. They make all
the necessary arrangements for recruitment and selection. In return for their
services, they take a service charge or commission.
2. Public Advertisements : The Personnel department of a company advertises
the vacancy in newspapers, the internet, etc. This advertisement gives
information about the company, the job and the required qualities of the
candidate. It invites applications from suitable candidates. This source is the
most popular source of recruitment. This is because it gives a very wide choice.
However, it is very costly and time consuming.
3. Campus Recruitment : The organisation conducts interviews in the
campuses of Management institutes and Engineering Colleges. Final year
students, who're soon to get graduate, are interviewed. Suitable candidates are
selected by the organisation based on their academic record, communication
skills, intelligence, etc. This source is used for recruiting qualified, trained but
inexperienced candidates.
4. Recommendations : The organisation may also recruit candidates based on
the recommendations received from existing managers or from sister
companies.
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5. Deputation Personnel : The organisation may also recruit candidates who

are sent on deputation by the Government or Financial institutions or by
holding or subsidiary companies.

METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:
a) Direct method
b) Indirect method
c)Third-party method

a) Direct Method:
These include the campus interview and keeping a live register of job seekers.
Usually under this method, information about jobs and profile of persons
available for jobs is exchanged and preliminary screening is done. The short
listed candidates are then subjected to the remainder of the selection process.
Some organization maintains live registers or record of applicants and refers to
them as and when the need arises.
b) Indirect Method:

They cover advertising in newspapers, on the radio, in trade and professional

journals, technical journals and brochures. When qualified and experienced
persons are not available through other sources, advertising in newspapers and
professional and technical journals in made. Whereas all types of
advertisements can be made in newspapers and magazines, only particular
types of posts should be advertised in the professional and technical journals. A
well thought-out and planned advertisement for appointments reduces the
possibility of unqualified people applying. If the advertisement is clear and to
the point, candidates can assess their abilities and suitability for the position
and only those who possess the requisite qualifications will apply.
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c) Third Party Method:

Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement
offices of schools, colleges and professional associations, recruiting firms,
management consulting firms, indoctrination seminars for college professors,
friends and relatives.

Employment Agencies
They are specializing in specific occupation like general office help, sales man,
technical workers, accountants, computer staff, engineers and executives and
suitable

State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main agencies for
public employment. They also provide a wide range of services, like counseling,
assistance in getting jobs, information about the labor market, labor and wage
rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives

and recommend persons of high caliber for managerial, marketing and
production engineers posts. These agencies are looked upon as head hunters,
raiders, and pirates.

Trade Unions:
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The employers to supply whatever additional employees may be needed often

call on Trade Unions. Unions may be asked for recommendations largely as a
matter of courtesy and an evidence of goodwill and cooperation.

THEORIES AND POLICIES OF RECRUITMENT AND SELECTION

Theories:
• Objective theory
(1) Assumes applicants use a very rational method for making decisions
(2) Thus, the more information you can give them (e.g. salaries, benefits,
working condition, etc., the better applicants weight these factors toarrive at a
relative “desirability” index
• Subjective theory
(1) Assumes applicants are not rational, but respond to social or psychological
needs (e.g. security, achievement, affiliation)
(2) Thus, play to these needs by highlighting job security or opportunities for
promotion or collegiality of work group, etc.
• Critical Contact theory
(1) Assumes key attractor is quality of contact with the recruiter or recruiter
behaviour, e.g. (promptness, warmth, follow-up calls, sincerity, etc.)
(2) Research indicates that more recruiter contact enhances acceptance of offer,
also experienced recruiter (e.g. middle-aged) more successful than young or
inexperienced recruiter - may be especially important when recruiting ethnic
minorities, women, etc.
Policies:
Recruitment policy of any organization is derived from the personnel policy of
the same organization. However, recruitment policy by itself should take into
consideration the government’s reservation policy, policy regarding sons of soil,
etc., personnel policies of other organizations regarding merit, internal sources,
social responsibility in absorbing minority sections, women, etc.
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Specific issues which may be addressed in Recruitment Policy:

(1) Statement: Non-discrimination (EEO employer) or particular protected
class members that may be sought for different positions (see also Affirmative
Action guidelines)
(2) Position description: Adherence to job description (& qualifications) in
recruitment & selection -BFOQ’s -bonfire occupational qualifications
3) How to handle special personnel in recruitment/selection: e.g. Relatives
(nepotism) veterans (any special advancement toward retirement for military
experience?), rehires (special consideration? Vacation days or other prior
benefits?), part-time or temporary personnel (special consideration? benefits?)
(4) Recruitment budget/expenses: What is covered? Travel, Lodging/meals, Staff
travel to recruit, relocation, expenses, etc.
5) Others:
(A).Residency requirement in district?
(B) Favours, special considerations related to recruitment? - E.g. get spouse a
job?

SELECTION

SELECTION'

Selection is the Process of choosing the most suitable person out of all the
applicants. It is the process of matching qualifications of applicants with the
job requirement. the selection of a candidate with the right combination of
education, work experience, attitude, and creativity will not only increase the
32 | P a g e

quality and stability of the workforce, it will also play a large role in bringing
management strategies and planning to fruition.
features of selection
selection is choosing the best out of the recruited person
It is a negative process
It reduces absenteeism and labour turnover
It helps in increasing the productivity
It helps in building up of stable workforce

Factors affecting Selection

 external environment
o supply and demand of specific skill
o legal and political consideration
o unemployment rate
o company image

 Internal environment
o Company policy
o HRP
o Cost of hiring

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, reliability and pressure.
33 | P a g e

Fairness:

Fairness is selection requires that no individual should be discriminated against

on the basis of religion, region, race or gender. But the low numbers of women
and other less-privileged sections of the society in middle and senior
management positions and 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 results when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

Pressure:

Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because
of compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.

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
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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 acts but it is essentially a
series of methods or steps or stages by which additional information is secured
about the applicant. At each stage, facts may come to light, which lead to the
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 screens 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 usually 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 and more information about the candidate. There is
no idle selection procedure appropriate for all cases.
Steps in selection process

Preliminary screening
Preliminary interview

Receiving Applications

Screening applications

Employment test

Employment interview

Checking reference
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Medical examination

Final approval

Preliminary Interview:
The preliminary interview is also called as a screening interview wherein
those candidates are eliminated from the further selection process who do
not meet the minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill
sets, family backgrounds and their interest in working with the firm. The
preliminary interview is less formal and is basically done to weed out the
unsuitable candidates very much before proceeding with a full-fledged
selection process.
Receiving Applications:
Once the individual qualifies the preliminary interview he is required to fill in
the application form in the prescribed format. This application contains the
candidate data such as age, qualification, experience, etc. This information
helps the interviewer to get the fair idea about the candidate and formulate
questions to get more information about him.
Screening Applications:
Once the applications are received, these are screened by the screening
committee, who then prepare a list of those applicants whom they find
suitable for the interviews. The shortlisting criteria could be the age, sex,
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qualification, experience of an individual. Once the list is prepared, the

qualified candidates are called for the interview either through a registered
mail or e-mails.
Employment Tests:
In order to check the mental ability and skill set of an individual, several tests
are conducted. Such as intelligence tests, aptitude tests, interest tests,
psychological tests, personality tests, etc. These tests are conducted to judge
the suitability of the candidate for the job.
Employment Interview:
The one on one session with the candidate is conducted to gain more insights
about him. Here, the interviewer asks questions from the applicant to
discover more about him and to give him the accurate picture of the kind of a
job he is required to perform.
Also, the briefing of certain organizational policies is done, which is crucial in the
performance of the job. Through an interview, it is easier for the employer to
understand the candidate’s expectations from the job and also his
communication skills along with the confidence level can be checked at this
stage.
Checking References:
The firms usually ask for the references from the candidate to cross check the
authenticity of the information provided by him. These references could be
from the education institute from where the candidate has completed his
studies or from his previous employment where he was formerly engaged.
These references are checked to know the conduct and behavior of an
individual and also his potential of learning new jobs.
Medical Examination:
Here the physical and mental fitness of the candidate are checked to ensure
that he is capable of performing the job. In some organizations, the medical
examination is done at the very beginning of the selection process while in
some cases it is done after the final selection. Thus, this stage is not rigid and
can take place anywhere in the process. The medical examination is an
37 | P a g e

important step in the selection process as it helps in ascertaining the

applicant’s physical ability to fulfill the job requirements.
Final Selection:
Finally, the candidate who qualifies all the rounds of a selection process is
given the appointment letter to join the firm. Thus, the selection is complex
and a lengthy process as it involves several stages than an individual has to
qualify before getting finally selected for the job.

IMPORTANCE OF RECRUITMENT & SELECTION

PROCESS:
Human Resources Management is concerned with human beings, who are
the energetic elements of management. The success of any organization or
an enterprise will depend upon the ability, strength and motivation of
person’s working in it.
The Human Resources Management refers to the systematic approach to the
problems in any organization. It is concerned with recruitment, training and
Development of personnel. Human resource is the most important asset of
an organization. It ensures sufficient supply, proper quantity and as well as
effective utilization of human resources.
In order to meet human resources needs, and organization will have to plan
in advance about the requirement and the sources, etc. The organization may
also have to undertake recruiting selecting and training processes. Human
Resources Management includes the inventory of present manpower in the
organization. In cases sufficient number of persons is not available in the
organization then external sources are also identified for employing them.
Human Resources
Management lays emphasis on better working condition and also ensures the
employment of proper work force. A part of Human Resources Management
is assigned to personnel who perform some of the staffing function. The
staffing process is a flow of events, which result in a continuous managing
38 | P a g e

organizational position at, all levels from the top management to the
operatives’ level. This process includes manpower-planning, authorization for
planning; developing sources of applicant evaluation of applications
employment decision (selection) offers (placement) induction and
orientation, transfers, demotions, promotions and separations.
Manpower’s planning is a process of analyzing the present and future
vacancies as a result of retirement, discharges, transfer, promotion, absence
or other reasons.
Recruitment is concerned with the process of attracting qualified and
components personnel for different jobs. This includes the identification of
existing sources of the labor market, the development of new sources and the
need for attracting large number potential applications so that good selections
may be possible.

Limitations of study
o Workers were present on contractual basis.
o Most of the respondent feared to give their name.
o Most of the employees were busy with their tight work and they don’t
want to be disturbed.
o Since its new plant so employees are very limited and duration is limited.
39 | P a g e

Chapter-3
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RESEARCH METHODOLOGY OF HERO CYCLES

RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.
EXPLORATORY RESEARCH:
Exploratory research focuses on collecting data using an unstructured formal
or informal procedures to capture data and to interpret them. It is often used
to classify the problems or opportunities and it is not intended to provide
conclusive information from which a particular course of action can be
determined.
SAMPLING DESIGN:
A sample design is a definite plan for obtaining a sample from a given
population.
POPULATION:
The employees of HERO CYCLES will constitute the entire population. Here
the entire population is considered for my study because the population is
limited and amounts around 45-50 employees along with contractual
workers on the daily basis.

DATA COLLECTION:
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Data is recorded measure of phenomena. While deciding about the method

of data collection, the researcher should keep in the mind about two types of
data. They are, Primary Data and Secondary Data
Primary data
Primary data represent the first hand raw data that have been specifically
collected for the current research problem. Primary data are raw,
unprocessed and yet to receive any type of meaningful interpretation.
Sources of primary data tend to be the output of conducting some type of
exploratory, descriptive or casual research.

DATA COLLECTION: OBSERVATION, INTERVIEW

Directness of the observation

Based on the directness of observation, it can be grouped as direct or
indirect. Direct observation happens when the observer is physically present
and monitors while the event is taking place. This is highly flexible as the
observer can decide what to observe, how much time to spent on
observation of an aspect, when to shift focus etc. The observer may feel
bored or frustrated by constantly being on the watch and may tend to lose
focus. This might reduce the accuracy and completeness of the observation.
Another weakness is that the observer may be overloaded when the events
takes place quickly which cannot be kept track of or recorded.

Secondary data
The secondary data is the historical data previously collected and assembled for
some other research problem. Secondary data can be usually gathered at faster
and economical manner than the primary data. However the data may not fit in
the researchers information need. The secondary data can be obtained from the
libraries, website, published as well as unpublished documents etc.
42 | P a g e

Attributes of Payroll Management System

Masters:
This module helps the administrator to enter the designation and the related
description.it also helps to add the department.
Employee:
This module helps to add the details of the employee like the personal details
and the employee detail.
Search:
This module helps to search the employee details department wise and
designation wise.
Attendance:
This module helps to different types of leave for the different year. It also
helps the employee to enter their entry and exit time. Using the attendance
module the employee can also check the remaining leaves and also apply for
the leave.
Salary:
This module helps to calculate the salary by adding the allowances and the
basis salary and by deducting the deductions based on leaves and also PF,
ESI. It also helps to generate the employee pay slip.
Report:
This module helps to generate the administrative reports like the salary
report, attendance report and the employee report which is in can be
exported to word, PDF.
Payroll Methodology
• SAP-source is a software-Talent payroll service provider which can take
best of the available software to suite client need.
• We can use any payroll software with strong methodical service
orientation.
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• To believe sensitive activity like payroll services is more important than

the tool used.

Execution Objectives
To build methodical & services oriented approach in execution of payroll as it
is a:
• Sensitive activity and needs to be executed.
• Timely & consistently
• Correctly to the last detail
• To fulfil statutory obligations/compliances.
• To give complete picture every month to management and employee.
• Supportively & predictably.
• Methodical structured approach to payroll outsourcing.
• To help us Access, analyse and to build solid execution.

ANALYSIS AND INTERPRETATIONS

SIMPLE AVEARGE ANALYSIS

Reasons for satisfaction/dissatisfaction level towards the Measurement of Software

usage:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 45 90
DISSATISFIED 3 6
NEUTRAL 2 4

Source: Primary Data

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90

80

70
SATISDIED
60
DISSATISFIED
50 Column2
40 Column3

30 Column4
Column5
20

10

0
SATISFIED DISSATISFIED NEUTRAL

90% of the Employees are satisfied by the software and we need to more focus
on the 6 % dissatisfied and 4% not yet responded.

Reasons for satisfaction/dissatisfaction level towards, whether the software user friendly

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 41 82

NO 9 18
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90

80

70

60

50 The software user

40 friendly or not
Column1
30

20

10

0
No of % of
Respondent Respondent

SOURCE: PRIMARY DATA

Among 50 employees 82 % of the employees are satisfied with the software

system helps for future growth that they had improved themselves after the
program. 18 % of the employees are not satisfied with software system helps for
future growth.

Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints

regarding loading of pay sheet in software:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 45 90
46 | P a g e

DISSATISFIED 0 0

NEUTRAL 5 10

90

80

70

60
Series 1
50
Series 2
40
Series 3
30

20

10

0
Satisfied Dissatisfied Neutral (Pass)

SOURCE: PRIMARY DATA

90 % of the Employees are satisfied by the software and we need to more focus on 10% not
yet responded.

Reasons for satisfaction/dissatisfaction level towards the usage of new software for
payroll process:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

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SATISFIED 38 76

DISSATISFIED 12 24

NEUTRAL 0 0

80

70

60

50
Series 1
40 Series 2
Series 3
30

20

10

0
Satisfied Dissatisfied Neutral (Pass)

SOURCE: PRIMARY DATA

76 % of the Employees are satisfied with the calculation and we need to more focus on 24%
of employees dissatisfied

Reasons for satisfaction/dissatisfaction level towards the Measurement of delivery of

payroll report to clients:
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LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 30 60

DISSATISFIED 5 10

NEUTRAL 15 30

60

50

40

Series 1
30 Series 2
Series 3

20

10

0
Satisfied Dissatisfied Neutral (Pass)

Axis Title

SOURCE: PRIMARY DATA

60 % of the Employees are satisfied by the delivery and we need to more focus on the 10%
dissatisfied and 30% not yet responded.
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Reasons for satisfaction/dissatisfaction level towards the usage period of payroll

management software:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 47 94

NO 3 6

100

90

80

70

60
Series 1
50
Series 2
40 Series 3

30

20

10

0
NO OF % OF
RESPONDENTS\ RESPONDENTS

Axis Title

SOURCE: PRIMARY DATA

84 % of the Employees are satisfied by the clients input records and we need to more focus
on the 16 % dissatisfied.
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Reasons for satisfaction/dissatisfaction level towards the Measurement of clients input:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 42 84

NO 8 16

90

80

70

60

50 Series 1
Series 2
40
Series 3
30

20

10

0
NO OF % OF
RESPONDENTS\ RESPONDENTS

SOURCE: PRIMARY DATA

51 | P a g e

84 % of the Employees are satisfied by the clients input records and we need to more focus
on the 16 % dissatisfied.
Reasons for satisfaction/dissatisfaction level towards the Measurement of training given
to employees:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 30 60

NO 20 40

60

50

40

Series 1
30
Series 2
Series 3
20

10

0
NO OF % OF
RESPONDENTS\ RESPONDENTS
52 | P a g e

SOURCE: PRIMARY DATA

60 % of the Employees are satisfied by the software training and we need to more focus on
the 40% dissatisfied with training.

The way in which the organization maintains records as per government norms:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 50 100

NO 0 0
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100

90

80

70

60
Series 1
50
Series 2
40 Series 3

30

20

10

0
NO OF % OF
RESPONDENTS\ RESPONDENTS

SOURCE: PRIMARY DATA

100 % of the Employees are satisfied by the organization maintains all reports according to
government norms

The maintains of client details confidentially:

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 46 92

NO 4 8
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100
90
80
70
60
Series 1
50
Series 2
40 Series 3
30
20
10
0
NO OF % OF
RESPONDENTS RESPONDENTS

SOURCE: PRIMARY DATA

92% of the Employees are satisfied by the maintains of client inputs and we need to more
focus on the 8 % dissatisfied

Statistical tool applied:

CHI-SQUARE TEST

Satisfied Dissatisfied Neutral/pass Total

Yes 38 2 1 41
No 7 1 1 9
Total 45 3 2 50
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S.no Oi Ei (Oi-Ei)2 (Oi-Ei)2

Ei

1 38 36.9 1.21 0.0327

2 2 2.46 0.2116 0.0860

3 1 1.64 0.4096 0.2497

4 7 8.1 1.21 0.1493

5 1 0.54 0.2116 0.39185

6 1 0.36 0.4096 1.1377

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Chapter -4
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HERO CYCLES (PRODUCTION PROCESS)

Since company’s new plant in Patna was set up in August 2014 so here are few
objectives of its production process:
Objectives:

Support in developing New Plant Layout with following capacity requirement of

next three years
Targeted Capacity i. Year 2014:3000 cycles / day
ii. Year 2015:4000 cycles / day
iii. Year 2016:5000 cycles / day
• Set up best possible layout for Stores, Assembly, Packaging, and Dispatch
ensuring smooth Material Flow
• Minimum 25% improvement in space, productivity and cost against existing
HCL norms
• To arrive at the required manpower for the scope of the study.
• No material on the floor
• Movement on conveyor and unloading from conveyor to be integral part of
the process.
• No painted component touching each other
• Ensure Smooth Material Flow. Hero Cycles mentioned support required for
Material Planning, Inventory Management based on the principals of Lean Flow
58 | P a g e

FINDINGS
1. The effectiveness of the existing software system in HERO CYCLES is
measured by using the following variables:

 Software (sap)
 Import of data in software
 Software calculation
 Accept & implement change
 Flexibility
 Company policies
 Education &Computer Skills
 Client Relation
. 2. 90% of the Employees are satisfied by the software and we need to more
focus on the 6 % dissatisfied and 4% not yet responded.
3. Among 50 employees 82 % of the employees are satisfied with the software
system helps for future growth that they had improved themselves after the
program. 18 % of the employees are not satisfied with software system helps
for future growth.
4. 90 % of the Employees are satisfied by the software and we need to more
focus on 10% not yet responded.
5. 76 % of the Employees are satisfied with the calculation and we need to
more focus on 24% of employees dissatisfied
6. 60 % of the Employees are satisfied by the delivery and we need to more
focus on the 10% dissatisfied and 30% not yet responded.
7. 94 % of the Employees are satisfied by the service provided for the software
complaints and we need to more focus on the 6 % dissatisfied.
8. 84 % of the Employees are satisfied by the clients input records and we need
to more focus on the 16 % dissatisfied.
9. 60 % of the Employees are satisfied by the software training and we need to
more focus on the 40% dissatisfied with training.
59 | P a g e

10. 100 % of the Employees are satisfied by the organization maintains all
reports according to government norms.
11. 92% of the Employees are satisfied by the maintains of client inputs and we
need to more focus on the 8 % dissatisfied.

SUGGESTIONS

1. In order to improve the Software skills of employees the organization should

create more awareness and to provide feedback regularly to the employees
about software system.
2. Proper training should be given to the employees, in order to increase their
knowledge about the usefulness of the software system.
3. Top management shall continually review the software according to the client
requirements, which shall be seen as positive support to the system by the
employees as well as clients.
4. After software testing, if there is any changes, the employees should be
informed by the software technology team.
5. The delivery of clients output should be on time.
6. Latest software should be implemented in future to fight with the
competitors and retain their clients.
7. The company should motivate workers by providing monetary and non-
monetary incentives within the manufacturing plant for increasing efficiency in
production and getting whole hearted efforts from workers.

CONCLUSION
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1. The study had confirmed that the company is having a good Software System.
2. From this study, it is found that majority of the workers were satisfied with
Software used and working condition of the manufacturing plant.
3. To make the software system more efficient and excellent, the company
should give importance to the clients and create awareness among employees
and it shall consider some of the ways and means suggested by the employees
like addition of parameters such as short cut for calculation PF,ESI,TAX,Etc,.
Dependability and conducting regular training program on the software usage.
4. The company should conduct the similar type of research at regular interval
to know the changing software’s and to know about the latest technology like
baan software etc..
5. Since plant is established in Patna, Bihar which is known for labors basically
so company can focus on getting permanent labors rather than labors on
contractual basis and from various private agencies.

BIBLIOGRAPHY

BOOKS
 Fisher shoenfelt Shaw-Human resource management-4th edition-
Macmillan Press limited.
 Kothari C.R research Methodology-Methods and techniques (2nd
edition)new age International (pvt) limited.
 Bratton John and Gold Jeffery (1994)-HRM-Theory and practice, 6th
edition-Macmillan press Limited.
 Mamoria C.B-Human Resource Management-Himalaya publishing home,
11th edition 1993.

Websites
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 WWW.HVS INTERNATIONAL JOURNALS.COM

 WWW.SLIDESHARE.COM
 WWW.HEROCYCLES.COM
 WWW.CITEHR.COM
 WWW.MANAGEMENTPARADISE.COM

Questionnaires
SAFETY QUESTINNAIRE
Name __________________
Age __________________
Department __________________
Marital status ___________________
Q1. Are you aware of safety policy of your organization?
Yes No
Q2. Does the organization provide safety training regarding the handling of
machines/equipment’s related to dangerous operations?
Yes No
Q3. Does your organization provide you safety equipment’s for work on
dangerous machines?
Always Sometimes Never
Q4. To what level machines are properly maintained and fenced?
Highly satisfactory satisfactory average dissatisfactory
highly dissatisfactory
Q5. How frequently do accidents occur in your company?
62 | P a g e

Very frequently frequently sometimes never

Q6. What are the common reasons for accidents?
____________________________________________________________
_____________________

Q7. Does the company analyze the causes of accidents and take corrective
measures to reduce the number of accidents in future?
Always sometimes never
Q8. Does the safety officer take corrective actions in time whenever needed?
Always sometimes never
Q9. Does the organization provide safety provisions on the following?
Yes no Protection
of body Protection against dangerous fumes To lift heavy loads/weights

Q10. Would you like to give any suggestion for improvement in the safety
policy?
____________________________________________________________
____________________

Thank You!