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Training Report On RECRUITMENT PROCESS AND TRAINING SYSTEM IN SWATI INDUSTRIES In Partial fulfillment of the requirements For the degree of bachelor of Business Administration 2009-2012

SUBMITTED TO:BY:Mr.Savdeep S. Khokar Maninderpal Kaur Asst. Proff. 94192449803 Deptt.of mgt.studies BGIMT



Bhai Gurdas Institute of mgt & Tech.


The project To study the RECRUITMENT AND TRAINING PROCESS IN SWATI INDUSTRIES is an outcome of my research. For the completion of this project I get an opportunity to express my deep gratitude to all those who helped me in making this report. First of all I would like to thank the almighty to Mr. VISHAL GARG for granting me permission to obtain training in SWATI INDUSTRIES. I would like to extend my sincere thanks to Mr. GAURAV JOHAR and Mr. JASMEET SINGH for providing me with the articulate guidance and ceaseless encouragement throughout my training. I also like to convey thanks to all the staff members for providing their kind cooperation and positive environment they offered, which played a vital role at every step of my project. Last but not the least, I also express my deep regards to respondents for giving their valuable time to make this project a success.


A project report is an outcome of sincere labor of different minds. The importance of any academic course would gain advantage and acceptance of the true form only through practical experience. The main objective of this summer training is to supplement the vast knowledge with the exposure in practical operations of an organization. This provides the students with a better understanding to analyze all the key functional areas of management. This project has updated me with an opportunity to gain confidence with practical applicability that makes me learn faster and develop better understanding of problems and decision making which in turn contributed significance in better utilization of resources available to the management. I did my summer training in SWATI INDUSTRIES with the project RECRUITMENT AND TRAINING SYSTEM PROCESS. This project aims about the important and various steps for the development of the employees in the organization.

S.NO PAGE NO. 1 05 2 20 3 44 a) Objective of the study b) Significance of the study c) Research methodology d) Limitations of the study 4 54 5 63 Analysis and Interpretation of data




Introduction to HRM.

Review of Literature and research methodology

Findings and suggestions

6 65 7 66 8 67

Conclusion and Summary Bibliography Annexure

SWATI INDUSTRIES a group of companies is a global provider of Forged, Cast, Machined, Sheet metal, Fabrication products for automobile, agriculture and construction industry has excelled itself in the field of manufacturing and exporting since 1991. We are accredited to ISO 9001:2000 certification and follow the latest international

standards and continuously upgrade R&D activities and Infrastructure to comply with the latest standards. We have a state to art technology; three production plants, 15000sq.yard covered area, 800 strong workforce and are well equipped with latest production machinery , Modern Testing facilities (UTM, Chem. Lab) and backed by well strengthened Tool room (VMCs) and Development section with CAD/CAM stations. Quality and Delivery is prime factor for us. Our motive is to deliver the product as per customer satisfaction. We are capable of developing new products as per customer specification and with in time frame. I express my gratitude to our clientele with whose cooperation Swati Industries has emerged as one of the pioneers in the field of Engineering Industry of India. Our prime objective is to meet the standards set out by our customers for their various specific needs to their ultimate satisfaction. Swati Industries, an ISO 9001:2008 & TS 16949:2009 certified company is having certification from TUV SUD and two star export house recognized from govt. of India. Value and performance with flexibility are our watchwords. As an exceptional achiever, Swati Industries has been successful in completing its entire process under one control and

one roof; from Forging, Casting, Sheet Metal and Fabrication to finishing, factually generating total confidence in our product. With a total factory area of 1, 86, 000 Sq. ft., and with an annual turnover of more than 25 million USD and a highly skilled workforce, Swati is fully committed towards customization of its services. Swati's success is entirely due to the confidence expressed by our esteemed customers all over the world for our product quality and dependability. With 4 plants in Ludhiana, Punjab India - having facilities of Fabrication with 52 nos. mig welding machines, Forgings up to 2 tons capacity, Casting (SGI-500 KG), Machining (CNCs & VMCs) & Electro Zinc Plating --- we have capacity of 2,800 tons, having Pan world presence and exports to over 35 countries around the globe including Middle East, Europe, South Africa, Latin America, USA etc. Business Type Exporter, Manufacturer Export Percentage 100% No of Staff 400 Year of Establishment 1991 Export Markets Worldwide OEM Service Provided Yes Production Type Semi-automatic No of Engineers 4 No of Designers 4 Monthly Production Capacity 800 tones

Product Range Drop Forged Fittings: Swivel couplers,

Double couplers,

Scaffold couplers, etc. Pressed Fittings: Drop forged couplers, double couplers, swivel couplers, scaffold couplers, etc. Kwik Stage Systems: Vertical / standard, ledger, transom, face brace, stage brackets, etc. Cuplock Systems: Vertical / standard, ledger, inside board transom, intermediate transom, etc. Form Works: Wing nuts, forged wing nuts, Three wing anchor nuts

Water barriers,

Water barriers with discs, etc. Props: Column clamps, heavy duty props and light duty props Jacks & Base Plates: Adjustable base jacks,

Base plates, adjustable u-heads, Universal jacks


Fabrication: Ready lock transom, pig tail, tension pins, etc. Tractor Parts: Top links, replacement balls, top ball repair ends & weld on ends and hitch balls / trailer balls Ornamentals Other Pressed & Forged Components Standard Certification ISO 9001:2000. A technological driven entity, Swati Industries has earned a dignified rapport in the arena of forged components and scaffolding fittings. Powered with a sound infrastructural setup and well trained manpower, we introduce ourselves as an eminent manufacturer and exporter of premium quality scaffoldings, automobile parts, ornamentals, drop forged fittings, pressed fittings, cuplock systems, pressed & forged components, etc. We are accredited with ISO 9001:2000 certification and follow international safety standards required in scaffolding and forging industries.

Our uncompromising attitude towards product innovation, client satisfaction and on-time delivery schedules has helped us to carve a special niche for ourselves in today's competitive business scenario. At our premises, every single component is stringently inspected to see that it matches the proper specifications. Having years of experience, our core values are innovation and client satisfaction. We work at low operating and maintenance costs in order to come up with cost-effective solutions. Our entire production is consumed in various overseas markets, spread across the globe. Assured Quality Quality has been the paramount objective since our inception and we maintain a stringent quality policy for protecting customer's integrity with us. ISO 9001:2000 and other internationally accepted production norms and methods are followed in the process to ensure smooth and hassle free production at our unit. Our entire process is monitored by an expert team of professionals having years of experience behind them. We also have an advance laboratory to conduct various tests on our products. The finished items are tested for their dimensional accuracy, strength and other technical specifications, thus leaving no stone unturned in ensuring the flow of only the best items to the market.


Our Strengths The following factors strengthen us in fulfilling all our business objectives: A state-of-the-art facility outfitted with the latest techniques and technically proficient manpower Facility loaded with cutting edge machines like drop hammer, screw presses, etc. to ensure hassle-free production Modern testing facilities equipped with ultra modern machines like EDM and CAD / CAM machining center Team of experts to monitor the production process Competitive prices--the best price offered in the market Enhancement of products both in quality and innovation. VISION & MISSION Our vision is to be a market leader, better known for its corporate culture where TOTAL QUALITY and TOTAL COMPLIANCE are two religions, where the mission is to provide Total Services under One Roof in Financial Services Sector to the utmost


satisfaction of the customer, where the customer is the friend and partner in companys prosperity.

Our achievement:-





The success of an organization depends on quantity and quality of its Human resources. No organization can be successful in the long run without having right


number and right kind of people doing right jobs at the right time. It becomes necessary to determine the quality and quantity of people required in the organization. This is one of the functions of Human Resource Management. Human resources management refers to a broad range of specialized functions related to the individual in the workplace. The Human Resources Management function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance appraisal, organization development, safety, wellness, benefits, employee motivation, communication, administration, training and promotion. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. HRM means to Select, Develop, Motivate and Maintain human resources, in the organization. It first selects the right human resources or staff (i.e. managers and employees). It trains and develops them. It motivates them by giving them recognition and rewards. It also provides them with the best working conditions.

Human resource management is sometimes referred to as:


Organizational Management Personnel Administration Manpower Management Human Capital Management Industrial Management

Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their worklife needs. HRM - proposes that the adoption of certain best practices in HRM will result in better organizational performance. Who argued that there were seven best practices for achieving competitive advantage through people and 'building profits by putting people first'. These practices included: providing employment security, selective hiring, extensive training, sharing information, self-managed teams, and high pay based on company performance and the reduction of status differentials. . Overall, the theory of HRM argues that the goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company. The basic premise of the academic theory of HRM is that humans are not machines; therefore we need to have an interdisciplinary examination of people in the workplace. Human resources management involves several processes. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by other departments. When effectively integrated they provide significant economic benefit to the company.

Workforce planning Recruitment (sometimes separated into attraction and selection) Induction, Orientation Skills management Training and development Personnel administration


Compensation in wage or salary Employee benefits administration such as incentives Personnel cost planning Performance appraisal

An HRM strategy pertains to the means as to how to implement the specific functions of Human Resource Management. An organization's HR function may possess recruitment and selection policies, reward/recognition policies, an HR plan, or learning and development policies; however all of these functional areas of HRM need to be correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas. An HRM strategy typically consists of the following factors:"Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy of the enterprise. As HRM as a field seeks to manage human resources in order to achieve properly organizational goals, an organization's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives of the organization. As an example, a firm selling cars could have a corporate strategy of increasing car sales by 10% over a five year period. Accordingly, the HRM strategy would seek to facilitate how exactly to manage personnel in order to achieve the 10% figure. Specific HRM functions, such as recruitment and selection, reward/recognition, an HR plan, or learning and development policies, would be tailored to achieve the corporate objectives.

Close co-operation between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organization's corporate objectives are devised. This is so, since it is a firm's personnel who actually construct a good, or provide a service. The personnel's proper management is vital in the firm being successful, or even existing as a going concern. Thus, HR can be seen as one of the critical departments within the functional area of an organization.

Continual monitoring of the strategy, via employee feedback, surveys, etc.


Features or nature of Human Resource Management

1. HRM as a Process

HRM is a process of four functions:1. Acquisition of human resources: This function includes Human Resource Planning, Recruitment, Selection, Placement and Induction of staff. 2. Development of human resources: This function includes Training and Development and Career development. The knowledge, skills, attitudes and social behaviors of the staff are developed. 3. Motivation of human resources: This function includes giving recognition and rewards to the staff. it also includes Performance Appraisal and handling the problems of staff. 4. Maintenance of human resources: This function includes providing the best working conditions for employees. It also looks after the health and safety of the staff. 2. Continuous Process

HRM is not a one-time process. It is a continuous process. It has to continuously change and adjust according to the changes in the environment, changes in the expectations of the staff, etc. HRM has to give continuous training and development to the staff due to changes in technology.

3. Focus on Objectives HRM gives a lot of importance to achievement of objectives.


The four main objectives HRM has to achieve are:1. 2. 3. 4. Individual objectives of the staff. Group or Departmental objectives. Organizational objectives. Societal objectives.

4. Universal Application

HRM has universal application. That is, it can be used for business as well as for other organizations such as schools, colleges, hospital, religious organizations, etc.

5. Multidisciplinary

HRM is multidisciplinary. That is, it uses many different subjects such as Psychology, Communication, Philosophy, Sociology, Management, Education, etc.

6. Develops Team Spirit

1. HRM tries to develop the team spirit of the full organization. Team spirit helps the staff to work together for achieving the objectives of the organization. Now-a-days more importance is given to team work and not to individuals.

7. Develops Staff Potentialities


HRM develops the potentialities of the staff by giving them training and development. This will make the staff more efficient, and it will give them more job satisfaction.

8. Key Elements for solving problems Today, we have rapid technological, managerial, economic and social changes. These changes bring many problems. HRM continuously tries to solve these problems.

9. Long Term Benefits HRM brings many long term benefits to the individuals (staff), the organization and the society. It gives many financial and non-financial benefits to the staff. It improves the image and profits of the organization. It also provides a regular supply of good quality goods and services at reasonable prices to the society.

Scope of Human Resource Management

The Scope of Human Resource Management HRM is discussed below:-

1. Human Resource Planning (HRP) HRP estimates the manpower demand and manpower supply of the organization. It compares the manpower demand and manpower supply. If there is manpower surplus then it gives voluntary retirement, lay-off, etc. to some employees. If there is manpower shortage then it hires employees from outside, gives promotion to employees, etc.


2. Acquisition Function Acquisition function includes Human Resource Planning, Recruitment, Selection, Placement and Induction of employees. HRM uses the scientific selection procedure for selecting the right man for the right post. The "right man" is given proper placement and induction.

3. Placement Function HRM also performs the placement function. Placement is done after selection of employees. It means to put the right man in the right place of work. Proper placement gives job satisfaction to the employees, and it increases their efficiency.

4. Performance Appraisal HRM also conducts a performance appraisal. Performance appraisal is a systematic evaluation of the employees' performance at work. It informs the employees about their strengths and weakness. It also advises them about how to increase their strengths and remove their weaknesses.

5. Career Development HRM also helps the employees in planning and developing their careers. It informs them about future promotions and how to get these promotions. It helps them to grow and develop in the organization.

6. Training and Development


HRM also provides training and development to the employees. Training means to increase the knowledge and skills of the employee for doing a particular job. Training given to managers is called development. So, training is given to employees while development is given to managers.

7. Employees' Welfare HRM provides employee's welfare. Welfare measures include paid holidays, medical insurance, canteen facilities, recreation facilities, rest room, transport facilities, etc. Proper and timely welfare facilities motivate the employees to work hard in the organization.

9. Compensation Function Employees must be rewarded and recognized for their performance. HRM makes proper compensation packages for the employees. These packages motivate the employees and increase their morale. Rewards are given to individuals, and teams. The rewards may be in the form of higher pay, bonus, other monetary incentives, and non-monetary incentives such as a certificate of appreciation, etc.

10. Labor Relations HRM is also includes industrial relations. It includes union management relations, joint Consultations, negotiating, collective bargaining, grievance handling, disciplinary actions, settlement of industrial disputes, etc.

11. Maintenance Function HRM also performs the maintenance function. That is, protecting and promoting the health and safety of the employees. HRM introduces health and safety measures. It also provides other benefits such as medical aid, provident fund, pension, gratuity, maternity benefits, accident compensation, etc., to employees.


Objectives of Human Resource Management The objectives of HRM as follows: 1. Accomplish the basic organizational goals by creating and utilizing an able and motivated workforce. 2. To establish and maintain organizational structure and desirable working relationships among all the members of the organization. 3. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization. 4. To attain an effective utilization of human resources in the achievement of organizational goals. 5. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status. 6. To maintain high employees morale and human relations by sustaining and improving the various conditions and facilities.

7. To strengthen and appreciate the human assets continuously by providing training and development programs. 8. To consider and contribute to the minimization of socio-economic evils such as unemployment, under employment, inequalities in the distribution of income and wealth and to improve the welfare of the society by providing employment opportunities to women and disadvantaged sections of the society. 9. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment. As playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. All the activities of the Employee development are the part of Human Resource Development.


EXECUTIVE SUMMARY Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips.


Sources of Recruitment through which an Organization gets suitable application, which an Organization should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection. Recruitment and Selection are simultaneous process and are incomplete other. without each other. They are important components of the organization and are different from each


Introduction In this is competitive global world and increasing flexibility in the labor market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. Most problems concerning Human resources commences when recruitment is not handled properly. Resignations, low motivation, poor performance may be due to incorrect procedures in the recruitment process. Recruitment is a responsibility of every manager in the Organization.

Definition of recruitment Recruitment is the process which aims to attract suitably qualified candidates for a job from which it is possible to select a competent person. Selection is the application of techniques with the aim of selecting and appointing a competent person. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.


For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.

Recruitment is the process of searching for prospective employees and stimulating to apply for jobs in the organization. - Flippo Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing. Recruitment is the process of finding and attracting capable applicants for employment. The result is a pool of applicants from which new employees are selected. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.


Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time.

Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization.

Purposes & objectives The process of recruitment does not stop when it commences, it is a dynamic activity. The purpose of it is to provide an Organization with a pool of qualified candidates. Recruitment fulfills the following objectives 1. It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public. 2. It forecasts how many people will be required in the company. 3. It enables the company to advertise itself and attract talented people. 4. It provides different opportunities to procure human resource.


Need for recruitment: The need for recruitment may be due to the following reasons / situation: a) Vacancies termination, turnover. due to promotions, transfer, death retirement, and labor permanent disability,

b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

Deficiencies and problems Many people we see in organizations today are in the wrong jobs and as a result, they are not utilizing their full potential. This is compounded by the fact that some companies have built a tradition of hiring people based on personal connections when the person is not qualified for the job. From the authors experience, most recruitment that involves managers is done during discussions at lunch hour, at social clubs or during the coffee break time.

Many of those appointed may not have the necessary skills and competencies to carry out the functions competently. Also they may not have proper qualifications in the field they are working. Such


people will not have much desire to make any contributions in terms of growth and development. Their contributions are marginal if any; they are just passengers in the system and are protected by those who recommenced them.

Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process.

Policies should always be reviewed as these are affected by the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements.

Types / sources of recruitment Sources of recruitment



1) Advertisement


2) Transfers 3) Employee referrals 4) Re-employment of ex-employees 5) Former employees

2) Employment exchanges 3) Employment agencies 4) Recommendations 5) Educational institutions

1. Internal Recruitment - is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three Transfers, promotions and Re-employment of ex-employees. Reemployment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done. Employee referrals35

Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. Re-employment of ex-employees Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern.

Former EmployeesThese include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an


orientation program for them, since they are familiar with the organization. 2. External Recruitment - External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc. Employment at Factory Level - This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are Advertisement - It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. Employment Exchanges - There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies - There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.


Educational Institutions - There are certain professional Institutions which serve as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions is called as Campus Recruitment. They have a special recruitment cell which helps in providing jobs to fresh candidates. Recommendations - There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.

Recruitment process

The recruitment 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. A general recruitment process is as follows: 1. Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:


Posts to be filled Number of persons Duties to be performed Qualifications required 2. Preparing the job description and person specification. . Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics.


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 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. Recruitment policy of a company In todays rapidly changing business environment, a well defined recruitment policy is necessary for organization to respond to its human resource requirement 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 hiring process. A clear and concise recruitment helps ensure a sound recruitment process. A recruitment policy of Swati industries is as follows:a) b) c) d) e) f)

It focuses on recruiting the best potential people. Unbiased policy. To encourage employees in realizing their full potential. Transparent, task oriented and merit oriented. Integrates employee needs with the organizational needs. Defining the competent authority to approve each selection.




Once the potential applicants are identified, the next step is to evaluate their qualification, qualities, experiences, capabilities, etc. & make the selection. It is the process of offering jobs to the desired applicants. Selection means it is a process choosing the most suitable person out of all the applicants in this process, relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. In short, be can say that right people at right place and right time for right work is required Selection means choosing a few from those who apply, It is picking up of applicants or candidates with requisite qualifications and qualities to fill jobs in the organization. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is

considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Selection Process 1) Initial screening / preliminary interviews 2) Application blank or application form 3) Written examination & other selection tests 4) Comprehensive interview 5) Medical examination

External Environment

Internal Environment

Preliminary Interview

Application form

Written examination Comprehensive interview

Medical examination Final employment decision Job Offer / placement


7) Final employment decision 8) Placement 1. Preliminary InterviewsIt is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.

2. Application blank/form:Application blank is the application form to be filled by the candidate when he applies for a job in the company. The application blank collects information consisting of 4 parts- 1) Personal details 2) Educational details 3) Work experience 4) Family background.

3. Written test: The applications which have been received are screened by the HR department and those applications which are incomplete are rejected. The other candidates are called for the written test. Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Interview:Candidates who have successfully cleared the test are called for an interview. The entire responsibility for conducting the interview lies with the HR department. It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged.

Objectives of interview: Interview has at least three objectives and they are a follows: 1) Helps obtain additional information from the applicants 2) Facilitates giving general information to the applicants such as company policies, job, products manufactured and the like 3) Helps build the companys image among the applicants. Types of interview:1) Informal Interview: An informal interview is an oral interview and may take place anywhere. The employee or the manager or the personnel manager may ask a few almost inconsequential questions like name, place of birth 2) Formal Interview: Formal interviews may be held in the employment office by his employment office in a more formal atmosphere, with the help of well structured questions, the time and place of the interview will be stipulated by the employment office. 3) Group Interview: It is designed to save busy executives time and to see how the candidates may be brought together in the employment office and they may be interviewed. 4) Panel Interview: A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment.

5) Structures Interview: In a structured interview, the interviewer uses preset standardized questions, which are put to all the interviewees. This interview is also called as Guided or Patterned interview. It is useful for valid results, especially when dealing with the large number of applicants.

5. Medical examination:. The candidates who have successfully cleared the interview are asked to take a medical exam. This medical exam may be conducted by the organization itself. Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Initial job offer:Candidates who successfully clear the medical exam are given an initial job offer by the company stating the details regarding salary, terms of employment, employment bond if any etc. The candidate is given some time to think over the offer and to accept or reject. 7. Acceptance/ rejection:Candidates who are happy with the offer send their acceptance within a specified time limit to show that they are ready to work with the company. 8. Letter of appointment/final job offer:Candidates who send their acceptance are given the letter of appointment. The letter will state the name of the job. The salary and other benefits, number of medical leaves and casual leaves, details of employment bond if any etc. It will also state the date on which the employee is required to start duty in the company. 9. Induction:On the date of joining the employee is introduced to the company and other employees through am elaborate induction program.

There are some questions which are commonly are asked from the candidates at the time of selection, are written as below:-

1. Tell me about yourself. 2. Why did you leave your last job? 3. What experience do you have in this field? 4. What do you know about this organization? 5. Are you applying for other jobs? 6. Why do you want to work for this organization? 7. Do you know anyone who works for us? 8. What kind of salary do you need? 9. How long would you expect to work for us if hired? 10. Why should we hire you? 11. Do your skills match this job or another job more closely? 12. If you were hiring a person for this job, what would you look for? 13. Do you have any questions for me?

Recruitment process is followed by selection. After knowing about the requisitions of the firm recruitment takes place and when the applications of the candidates are come under the hand of the hr department selection process starts. Recruitment is positive in nature and selection is negative because in recruitment applications are collected by the department and in selection scrutiny of the applicants is takes place. Thus, these two processes are related to each other.



Q1. In your opinion how was the whole recruitment process at the time of your recruitment?

Total respondents 7

Transparent & Impartial 6

Susceptive 1 0


Cant say 0

7 6 5 4 3 2 1 0
Su sc ep t iv e pa rti al Pa rti al Ca n t sa y


Q2. How do you come to know about the vacancies existing in the organization at the time of your recruitment?

Tr an sp ar en t





Co. Notice




Respondents 7 1
6 5 4 3 2 1 0
Ne ws pa No pe tic r e Re fe re nc e In te rn et bo ar d

board 0

Reference 5 1

interview 0


3. Why did you leave your last job? Total Due to respondents salary 7 3 Personal problem 1 Company For success Any other environment reason 2 1 0

There are some questions which are commonly are asked from the candidates at the time of selection, are written as below:-

1. Tell me about yourself.


Co .

Ca m pu s

An y

in te rv i


2. Why did you leave your last job? 3. What experience do you have in this field? 4. What do you know about this organization? 5. Are you applying for other jobs? 6. Why do you want to work for this organization? 7. Do you know anyone who works for us? 8. What kind of salary do you need? 9. How long would you expect to work for us if hired? 10. Why should we hire you? 11. Do your skills match this job or another job more closely? 12. If you were hiring a person for this job, what would you look for? 13. Do you have any questions for me?



FINDINGS The findings of the research after analyzing the response of the respondent are as follow: RECRUITMENT Most of the employee is of the opinion that recruitment process at the time of their recruitment was transparent and impartial The content of the examination was also standardized and related to job requirement
Out of the total respondent most of the respondent come to know about the

vacancies existing in the organizations through references.. TRAINING Most of the respondent believes that training is required for effective discharge of allocated duties and help in eliminating the fear of attempting new task. Employees feel that training aids in encouraging self-development and self-confidence.


Mostly people feel that training help in increasing job satisfaction and

recognition. At, the job ocean, stress is laid on the skill development.
Employees also feel that on the job training was the best method of

training that should be followed to Paul merchants.


A part from references organization can recruit well-qualified personnel

for the different vacancies through Internet and newspapers. Hindi language should not act as a barrier to selection. TRAINING . Feedback must be taken from the employees after training so as to know their opinion on whether the training has been useful to them or not. Feedback of performance of the employees must also be given to them. This will help in boosting there moral also to inform them about their areas of improvement. Since the organization involves technological aspects the employee must be imparted special training regarding specific engineering and technical operations. At the time of training there should be open discussion between trainers and trainees.


CONCLUSION After completing the study, it was concluded that the recruitment process at PAUL MERCHANTS transparent and impartial. The process of recruitment for selecting the right candidate is in a proper format as recruitment is the root of strong foundation for an organization. The successive hurdles at each selection process stage have been devised first to select the best candidate out of the whole pool of applicants. After the induction of employees into the organization the training is provided at regular intervals. The company attaches great importance to training and development and it leads to establishing motivated and harmonious work environment. It has been exposing all its executives and worker to various external training programmes in different disciplines to upgrade their knowledge and skills. Besides, the corporation has established a training institute of its own, where training imparted to its employees on a continuous, basis throughout the year.


For the effective discharge of allocated duties the employee require training, which help to eliminate the fear in attempting new tasks resulting in achieving self-confidence and self-development. The training facilities provided by the organization at present are adequate and the best method for training is on the job training. At last I would like to conclude, that the corporation has been giving the most importance to human resources development. Appropriate recruitment and training process will result in effectively and efficiently development Percentage and performance of employees, which ultimately give shape to an effective organization where each and every employee thinks and acts productively.

Decenzo ad and Robbins P.S. 1998 Fundamentals of Human Resources

Management, p.p. 12-28 Human resources Management John Wiley and Soms, Inc, Singapore. Murthy DBN P.S. 1994 Training-upgrading skills, p.p.120-124 of Man and Management UBS Publishers Ltd, New Delhi. Manorial C.B. and Gankar S.V. 2001 Personnel Management p.p.-227315 Himalaya Publishing House.
HRD Manuals of the Paul merchants 57

WEBSITES: www.recruitment & QUESTIONNAIRE Q1. In your opinion how was the whole recruitment process at the time of your recruitment? Transparent & Impartial Susceptive Partial Cant say

Q2. How do you come to know about the vacancies existing in the organization at the time of your recruitment?


Co. Notice Any board Reference


Campus interview

TRAINING PROCESS Q3. Does training in your opinion help to eliminate the fear in attempting new task?



Cant say

Q4. Do you think training aids in encouraging and achieving self development and self confidence? Yes No Cant say

Q5. Does training increase job satisfaction and recognition? Yes No Cant say

Q6. According to you what are the best method of training to be followed by the organization? On the job training Case study Lecture/class room teaching Audio visual aids

Q7. Are training programmers being conducted by the organization are at regular intervals?



Q8. Do you think training facilities provided by the organization are adequate or not? Adequate Inadequate

Q9.What are all the important barriers to training and development in your organization? Time Money Lack of interest by the staff Non availability of skilled trainer

Q10.Do you think that training process is beneficial for you? Yes No Cant say


PERSONAL DETIALS:Name:Designation:Sex:Contact no:-