CHAPTER-1 INTRODUCTION: STATEMENT OF PROBLEM

1.1.1 RECRUITMENT
Recruitment forms the first stage in the process, which continue selection and cases with the placement of the candidate. It is second step in procurement function of manpower planning. Recruitment is a linking activity bringing together those with jobs and those seeking jobs.

According to Flippo:
"Recruitment is both positive and negative activity. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio. Selection on the other hand tends to be negative because it reject a good member of those who apply living only the beat to be hired. "

According to Yoder:
"Recruitment is the process to sourc e of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate affective selection of an efficient working force Theory Regarding Recruitment: Recruitment is a two way street: -- It takes a recruiter and a Recruiter. Just as the recruiter has a choice whom to recruit and whom not. So also the prospective employee has to make the decision if he should apply for that organization join. The individual makes this decision usually on three different

bases; the objective factors critical contact, and subjective factors. The objective factors theory views the process of organizational choice as being one the weighing and evaluating a set of measurable characteristics of employment offer such as pay, benefit, location, opportunity for advancement, the nature of the work to be performed and educational opportunities. The critical contact theory suggest that the typical candidate unable to make a meaningful differential of organization's offer in term of objective or subjective factors because of his limited or very short contact with the organization. Choice can be made only when the applicant can readily perceive the factor such as the behavior or the recruiter the nature of the physical facility, and the efficiency in processing paper work associated with the application.

Factor affecting Recruitment:

All the organization whether large pr small engage in Recruiting activity it differs with:
The size of organization. The rate of growth of organization. The employment condition in the community where the organization

located.
Working condition shall be and benefit package offered by the

organization.
Cultural economic and legal factor etc.

1.1.2 RECRUITMENT POLICY:

Such a policy asserts the objective of the recruitment and provides a framework of implementation of the recruitment program in the form of procedure. As Yoder and other observe: Such a policy may involve commitment to board principal such as filling vacancies with the best qualified individuals. It may embrace several issues
2

such as extend of promotion for with in, attitude of enterprise in recruiting its old employer, handicap, minority, group woman employee, part time employees, friends and relative of present employees. It may also involve the organization system to be developed for implementing recruitment program and procedures to the employed. Therefore a well consider and preplan recruitment policy, based on corporate goals, study of environment and the corporate needs may avoid hasty or illconsidered decision and may a long way to main the organization with the right type of personal. A good recruitment policy must contain these elements:
(A)

Organization objective both in the short term and long term must be taken consideration as a basis parameter for recruitment decision and needs of personal - area wise job family wise.

(B)

Identification of the recruitment needs to take decisions regarding the balance of the qualitative' dimensions' of the would be recruits i.e. the recruiter should prepare profile for each category of worker accordingly work out the man specification decide the section, department upper braches where the should be placed and identify the particular responsibilities which may be immediately assigned to them.

(C)

Preferred sources of recruitment, which would be tapped by the organization e.g. for skilled or semi skilled annual workers internal sources and employment exchanged may be preferred for highly specialized categories and managerial personal, other sources besides the former, may be utilized.

(D)

The cost of requirement and financial implication of the same.

There are several pre-requisites of a good recruitment policy:

1)

Abide by the relevant public policy legislation on hiring and employment relationship. Provide employees with job security and continuous employment. Integrate organizational needs and employee needs. Provide each employee with freedom and opportunity to utilized and developed knowledge and skilled to the maximum possible extent.

2) 3) 4)

5)

Treat all employees fairly and equitably in all employment relationship. Provide suitable jobs and protection to handicapped, woman and minority groups. Encourage responsible trade union. Be flexible enough to meet the changing needs of the organization.

6)

7) 8)

Sources of Recruitment: Normally an organization can fill up its vacancies either through promotions of people available in the organization or though the selection of people from outside. Thus recruitment may be classified in two broad categories.
Internal sources External sources

Internal Sources:
a. Present employees- whenever any vacancies occur somebody from

with in the organization is promoted transferred promoted or some time demoted.

b. Retired and retrenched employees who want to return to the company

may be hired.

c. Dependents and relative of diseased and disabled employees

Advantages of internal sources: It improves the moral of employees. Provide grater motivation for good performance. It is a less costly source than going outside to recruit. Greater promotion opportunities for the present employees. Labor turns over reduced.

Disadvantages of internal sources:

Chances of favoritism. It discourages the flow of new blood in to the organization. As promotion is based on seniority the danger is that really capable

hands may not he chosen.

1.1.3 EXTERNAL SOURCES:

While vacancies through internal source can be filled up either though promotion or transfer, recruiter tends to focus their attention on external source. Normally following external source is utilized for different position. 1. Advertisement: Advertisement is the most effective means to search potential employees from out side the organization. Employment in journals, newspaper, bulletins etc is quite common is our country. It has a very wide reach. One advertisement in a leading daily can cover millions of persons throughout the country. Cost per person is very low it is used for clerical, technical and managerial jobs.

2. Employment Agencies:

In our country two types of employment agencies are operating. Public employment agencies and private employment agencies.
a.

Public employment agencies: there are employment exchanges run by the government, almost in all districts. Normally such exchanges provide candidates for lower position like clerk and junior supervisor etc.

b.

Private employment agencies: there are many consultancies and employment agencies like ABC consultant, A.F. Ferguson and company, personal and productivity services, S.B. Billimoria and company etc. which provide employment services particularly for selecting higher level and middle level executives.

3. Campus Recruitment: Many organizations conduct preliminary search of prospective employees by conductive interviews at the campuses of various institute, universities and colleges. IIMs, IITs, engineering colleges. It is and universities are good sources for recruiting well-qualified executives, engineers, medical staff, chemist, pharmacist etc. 4. Employee recommendations: The idea behind employee recommendation as a source of potential applicants is that the present employees may have a specific knowledge of the individuals who may be their friends, relatives. If the present employees are reasonably satisfied with their jobs, they communicate these feelings give preference to local people (sons of the sole) in recruitments, particularly at lower and middle levels jobs.

5. Labor Contractors: Manual workers can be recruited through a contractor who maintains close links
6

with source of such workers. This source is often used to recruit labor for construction jobs. The disadvantage of this source is that when the contractor leaves the organization people employed through him also go. 6. Gate Recruitment: Gate recruiting is quite useful and convenient method at the initial stage of the organization. When large number of such people may be required by the organization. In some industries like jute the large number of workers work as "badli" or "substitute" workers. A notice on the notice board of the company specifying the details of the job vacancies can be put. It is very economical.

7. Similar Organizations: Experienced employees can be recruited by offering better benefits to the people working in similar organization. Newly established organizations of well-known houses often lure experienced executives and technical experts from the public sectors.

8. Deputation: Many organizations take people on deputation from other organization/department of the same corporate. Such people are given choice either to return to their original organization after a certain time or to opt for the present organization.

9. Computer data Banks: When a company desires a particular type of employee, job specification and requirements are fed into a computer where they matched against the resume

data stored therein. The output is a set of resumes for individuals who meet the requirements. Advantages of External Sources:
It helps to bring new blood and new ideas into the organization. Expertise and experience from other organization can be brought. It doesn't change the present organizational hierarchy that much. As recruitment is done from a wider market, best selection can be made.

Disadvantages of External Sources:

This source is more costly and time consuming. The orientation and training of new employees is necessary. If higher level of jobs is filled from external sources, motivation and

loyalty of existing staff are affected.

RECRUITMENT
Internal Sources 1 Transfers 2 Promotions External Sources 1 Advertisement 2 employment 3 Agencies 4 Campus Recruitment 5 Labour Contractor 6 Similar Organization 7 Deputation 8 Employee Recommendation 9 Computer Data Bank
Sources of Recruitment

1.1.4 METHODS OF RECRUITMENT:

Direct Method:
In this method organization sends traveling recruiters to educational and professional institution. One of the most widely used methods is that of sending of recruiters to college and technical schools. Sometimes some organization open their placement offices in the college and schools. The placement office usually provides help in attracting student arranging interviews and providing in MBA or this manner. Sometimes firms directly solicit information from the concerned proffers about student with an outstanding record. Other direct method includes sending recruiter to seminars and conventions and using mobile officers to go to desired centers.

Indirect Method:
This invoices mostly advertising in newspapers, on the Radio, in trade and professional journals, Technical magazines and brochures. It is very
9

useful for blue collar and hourly workers as well as scientific professionals and technical employees. Whenever necessary a blind advertisement can be given in which only box no. is given, without identifying the company.

Third Party Method:

Various agencies can be used to recruit, personnel. Public employment exchanges, agencies. management consulting firms, professional societies, temporary help societies, trade union, and labor contractors are the main

1.1.5 SELECTION
Selection is the process of choosing the most suitable persons out of all the application. 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 fined. Selection is a process of matching the qualifications of applicants with the job requirements. It is a process of weeding out unsuitable candidates and finally identifies the most suitable candidate.

Selection strategies play an extremely important role in new organizations and in those that they are fast expanding. Through proper selection it is a possible to desirable culture and desirable norms. Proper selection is a too in managerial hand by which they can increase efficiency and productivity of the enterprise. For the succession of the selection process one should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the work force.

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There must be some standard or personnel with which a prospective employee may be compared. A sufficient number of applicants are also necessary.

1.1.6 ESSENTIALS OF THE SELECTION PROCEDURE:

The nature of the selection weather faulty or staff. Faulty selection leads

to wastage of time and money and spoils the environment and the image of company.
The policy of the company and the attitude of the management. As a

practice some companies usually hire more than the actual number needed with a view to removing the unfit persons from the jobs.
The length of the probationary period. The longer the period, the greater

the uncertainty in the minds of the selected candidate about his/her future.

1.1.7 SELECTION PROCEDURE:

The selection procedure is concerned with recruiting relevant information about an application. The objective of it is to determine whether an applicant meets the qualifications for a specific job and to choose the applicant who is most likely to perform that in job According to Yoder - "the living process is a one or many 'go no-go' gauge. Candidates are screened by the application) of their tools. Qualified applicants go on to the next hurdle. While the unqualified are eliminated."

Steps in selection process:1. Preliminary Interview: A special interviewer or a high caliber receptionist in the employment office usually conducts the initial screening. This interview is essentially a sorting process in which prospective applicant are given the necessary

11

information about the nature of the in the organization. Necessary information is also elicited from the candidates about their education, skills, experience, salary expected etc.

2.

Application Blank: An application blank is a traditional, widely accepted device for getting information from a prospective applicant. The application form should provide all the information relevant to selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence of discrimination. Generally' an application form contains the following information.
a. Identifying information: Name, Address, Telephone no. b. Personal

information: Name, Age, Sex, Marital Status, and

Dependents.
c. Physical Characteristics: Height, Weight, and Eyesight. d. Education:

Academic

education,

Professional

Degree,

work

experience, references etc. 3. Selection Test: Many organization hold different kinds of selection tests to know more about the candidates. A test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are useful when the number of applicant is large. In India the use of psychological and other tests is gaining popularity. 4. Employment interview: It is face-to-face interaction between two persons for a particular purpose. Selection test is normally followed by personal interview of the

12

candidate. It consists of interaction between interviewer and applicant. It helps in obtaining information about the background, 'education training, work history and interest of the candidate and giving Information to him about the company and policies. As well as it is also helpful to establishing friendly relationship between the employer and the candidate. It can be different types like information, formal, structured, unstructured, depth, group and stress interview. 5. Medical Examination: It is carried out to ascertain the physical standards and fitness of prospective employee. Either company's physician or a medical officer approved for the purpose. It determines candidate's physical fitness for the job. It prevents the employment of people suffering from contingencies disease. It provides a record of the employee's health at the time of selection. This record will .help in setting company's liability under the workmen compensation act for claim for an injury. 6. Reference checks: Many organizations ask the candidates to provide the names of two or three persons who know him well. The organization contacts them by mail or telephone. In this way organization can get more information 7. about the candidate like character, working etc. Final Approval: On the basis of the above steps the selection committee or personal department recommends suitable candidates for selection. The candidate short-listed by the department is finally approved by the executives of the concerned departments. Employment is offered in the form of an appointment letter, mentioning the post, the rank, the salary grade, and

13

the date by which the candidate should join and other terms and conditions in brief. 8. Placement: After all the formalities are completed the candidate are placed on their jobs, initially on probation basis. The probation period may range from 3 months to 2 years. During this period they are observed keenly and when they complete this period successfully they become the permanent employment of the organization.

1.2 COMPANY PROFILE

THE GATES CORPORATION

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The Gates Corporation is headquartered in Denver, Colorado, USA. Known worldwide for its belts & hose, Gates is a wholly owned subsidiary of Tomkins plc. Tomkins is an international group of companies focused on manufacturing, with leadership across three business groups : Industrial and Automotive, Air System Components, and Engineered and Construction Products.

Established in 1911 by Charles Gates as The Gates Rubber Company is the only non-tyre rubber company with facilities in almost all parts of the world : Europe, Australia, Asia-Pacific and the Americas. In 1917, John Gates, brother of Charles, invented the V-Belt. The company has continued its engineering leadership ever since.

The strength of the Gates brand presence continues to grow. With the addition of the Tomkins Industrial and Automotive brands, including Amflo, Camel, Edelmann, Ideal, LubriMatic, Plews, Schrader, Stant, Trico, Tridon and Tru-Flate, the company is well positioned for success.

GATES IN INDIA Gates is India's most advanced and complete hose manufacturer. As the Indian subsidiary of The Gates Corporation, USA, it has established itself firmly in the Indian hose market. Equipped with the latest technology, the manufacturing facility of Gates India is spread over an area of 35 acres at Lalru, near Chandigarh. Gates India is the one of the newest Gates facilities, manufacturing hydraulic & industrial hoses and is backed by sufficient captive power generation. Today, we have to our credit a distinguished client list in the construction, mining & earthmoving industries. Our products are also reaching foreign shores

15

through markets in the U.S., Europe, South Africa, Japan, Singapore & other countries.

QUALITY SOLUTIONS At Gates India, we always strive to provide quality solutions to our customers. Our stringent quality practices ensure that any Gates Global Hydraulic Hose meets the industrys highest production standards, regardless of where it is made. We are perhaps the only hose plant in India producing long length hoses without using harmful lead in the manufacturing process.

RESEARCH & DEVELOPMENT We continue to be innovative and implement quality improvements to our products. We believe that the understanding of customer needs includes the shared responsibility of designing products accordingly and delivering outstanding service across all points of contact. World-class physical and chemical testing equipment, combined with excellent human resources have been instrumental in developing the kinds of products that make Gates a leader in the industry.

MARKETING NETWORK Our All-India Distribution Network brings with it numerous years of experience and knowledge to better serve our customers. Our representatives are strategically located in the major cities throughout India, so as to provide the vital interface between the organisation and the customers.

INDIAN CLIENTS

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The high quality standards maintained by Gates India is reflected in its client list, which reads like a whos who of the industry. Our quality products are approved by Directorate General of Mines & Safety (DGMS) and Directorate General of Quality Assurance (DGQA) , Ministry of Defence. Our prominent Indian clients include:

Construction & Heavy Equipment Manufacturers viz. Caterpillar

India, Escorts Construction, Greaves, Gujarat Apollo, Ingersoll Rand, JCB-India, L&T-Case, L&T-Komatsu, Schwing Stetter, Terex, Telcon, TIL...
Other OEMs such as Ashok Leyland, Cummins India, ELGI, Eicher,

Ferromatik-Milacron, Power, amongst others

Godrej,

Inductotherm-India,

Kirloskar

Oil

Engines, L&T Pumps, Midco, Tata Motors, UT Ltd., Voltas, Wipro Fluid
Mining Sector such as Eimco Elecon, Simplex, various subsidiaries of

Coal India Ltd. and Singareni Collieries Company Ltd.

Oil Sector such as ONGC, IOCL, BPCL, HPCL, IBP, Reliance, ... Steel Manufacturers viz. SAIL Bhilai, SAIL Bokaro, TISCO, Vizag

Steel Plant, Ispat, Jindal...

Cement Plants like ACC, Birla Cements, Century Cement, Gujarat

Ambuja, India Cements and more.

GLOBAL CLIENTS Case New Holland, Caterpillar, Chrysler, DitchWitch, Ford, General Motors, Hitachi, Ingersoll Rand, JCB, John Deere, JLG, Komatsu, Nissan, Toyota, and Vermeer amongst others

17

PRODUCTS Hydraulic and Industrial Hose Products, wire and yarn reinforced. Spiral and Braided Hydraulic Hoses, Mining Hoses, and a wide range of specialist hydraulic hoses. Special application Industrial hoses like Rock/Air Drill, Petrol Dispensing, Chemical, Steam, Sand Blast, Carbon Free, CNG, Pneumatic, Air/Water, Super Spray and Wash Down hoses. Gates Global Hoses are the same high quality, dependable products for which the brand is renowned, but now, all hoses -- regardless of origin -- will meet strict specifications before carrying the global hose label. This ensures that any hose, regardless of where it is made -- Belgium, Brazil, Canada, India, Mexico or the U.S. -- will meet the highest industry standards. Industrial working conditions, in India, are very demanding. Knowing this, we started off an exhaustive R&D effort for re-engineering our product to optimise the design so that it could meet the exacting requirements of the Indian industry. The result was Gates Greenline Industrial Hoses -- just ideal for the Indian conditions.

CHAPTER-2 REVIEW OF LITERATURE

RECRUITMENT AND SELECTION Winston & Creamer, (1997)
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According to authors, Higher education is a human resource intensive enterprise. It is not surprising, then, that recruitment and selection of staff should be a very high priority in most if not all units and divisions of student affairs. Recruitment and selection should include procedures directed to analyze the need and purpose of a position, the culture of the institution, and ultimately to select and hire the person that best fits the position. Recruitment and selection policy should, then, be directed toward the following objectives:
Hire the right person. Conduct a wide and extensive search of the potential position candidates. Recruit staff members who are compatible with the environment and

culture.
Hire individuals by using a model that focuses on company objectives Place individuals in positions with responsibilities that will enhance their

personal development.
Every position vacancy will be filled based upon a thorough position

analysis regardless of the level of the position or the extent of the search. The diversity goals of the institution, division of student affairs, and the unit will be addressed in all recruitment and selection processes. Units may use different processes for recruitment depending upon the circumstances surrounding the need to fill the position, but must take steps to ensure that the values of the profession are applied in all procedures that are used., Recruitment and selection committee' members should be properly trained to assume the important responsibilities of recruitment and selection. Supervisors should adhere to any institution-wide recruitment and selection programs. This cannot, however, substitute for an understanding of procedures and processes from a student affairs perspective.

19

Recruitment and selection will be planned, implemented, and evaluated to ensure that each potential employee is provided equal opportunities to compete for the position.

APPOINTMENTS PROCESS FOR CONSULTANT RECRUITMENT Professor Fiona Patterson Dr Maura Kerrin (November 2007) The design and implementation of valid assessment methods starts with a thorough job analysis which defines the selection criteria required for the post. When choosing a selection method, issues of reliability, validity, feasibility, fairness and equity should be taken into account. It is important that the process is seen to be fair by all candidates. Research shows that candidates favour selection methods which are job relevant and less personally intrusive. Applicants also value the opportunity to meet personally with recruiters and have a preference for multiple opportunities to demonstrate their skills. They also tend to prefer selection systems which are administered consistently for all applicants. The selection methods should be developed carefully through piloting with diverse populations. The selection process must be evaluated and reviewed by monitoring candidates with respect to diversity and subsequent job performance. The evaluation of the selection process should lead to improvements aimed at enhancing validity and reducing adverse impact. Individuals involved in assessing candidates during the selection process should have received appropriate training (for example in interview skills) and have been adequately briefed about the selection criteria. Assessors should 'also be aware of unfair discrimination and equal opportunity legislation, two aspects which have a
20

serious impact on the diversity of the organisation. Feedback should always be provided as part of the selection process. RECRUITMENT AND SELECTION: MEETING THE LEADERSHIP SHORTAGE IN ONE LARGE CANADIAN SCHOOL DISTRICT Anthony H. Normore, Florida International University (2004) The purpose of this study was to investigate a recruitment and selection program used to attract and retain aspiring and practicing school administrators in North Western School District (pseudonym) - a large urban Canadian school district in Ontario. The district recently developed and implemented a recruitment and selection program in attempts to meet the leadership shortage for its schools. For purposes of the article, recruitment and selection refers to the processes and strategies school districts engage in to attract future leaders. The article will focus on: (a) a description of the recruitment and selection efforts, and; (b) perspectives from the participants about the process and its effectiveness, followed by a discussion. An analysis of the findings is presented and linked to the literature. Implications for practice and policy are discussed. The role of the principal in successful schools has transcended the traditional notion of functional management, power, behaviour style, and instructional leadership. Today's principals face more complex expectations forged by a very different student population and a new generation dissatisfied with the educational status quo. At a time when many view the schools as one of the few intact social organizations, students arrive with very different attitudes, motivations, and needs than students of generations past.

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CHAPTER-3 RESEARCH METHODOLOGY

Research methodology in a way is systematic representation of research or any other problem. It is a written game plan for conducting any kind of research. It tends to describe the steps taken by the researcher in studying the research problem along with logical background. It tends to describe the methodology for solution of the problem that has been taken for the purpose of study. This plan throws light on the research problem, the objective of study & limitation of study. Therefore in order to solve a problem it is necessary to design a research methodology for problem as the same way differ form problem to problem. Research methodology is a way to systematically solve a research problem. It is a procedure that is followed step by step to solve a particular research problem

Research design; A Research design specifies the methods and procedures for
conducting a particular study. It is the arrangement of the condition for collecting and analysis of data in a manner that aim to combine relevance to the research purpose. Descriptive Research is to undertaken for this project.

3.1 OBJECTIVE OF THE STUDY

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The main objective of my project Recruitment And Selection is to study the various methods and procedures of Gate India Private Limited for the recruitment of employees. Recruitment is a pervasive function as all organization. So my aim is to gather all the necessary information from the respective authority i.e. HRD, accounts, research and development and marketing etc. and to summarize an the information collected from various departments and get a complete picture of recruitment and selection procedure at Gate India Private Limited
1)

To study the recruitment & selection procedure of Gate India Private Limited To study that what type of candidate do company prefer to select like fresher or experienced. To study that what sources are used for the recruitment and selection. To study that the company conduct online recruitment or not.

2)

3) 4)

3.2 RECRUITMENT IN ORGANISATION: 3.2.1 RECRUITMENT:

In the Gate India Private Limited recruitment of employees is done through two sources, which are as under:
(1) INTERNAL SOURCES (2) EXTERNAL SOURCES

(1).

Internal Sources:
a. Transfers. b. Promotions.

Internal sources are very powerful, time and money saving sources in Gate India Private Limited . They fill up their vacancies by transfer and promotions of their employees with in the company. In some cases, if it is
23

not possible than other sources are applied. (2). External Sources:
a. Press advertisements. b. Placement Agencies c. Labour contractors d. Campus recruitment e. Data bank f. Similar organization

a.

Press Advertisement: Press advertisement is the most powerful sources of recruitment in the gate India private limited . Various newspaper such as Times Ascent, Employment news etc, are approached for publishing the advertisement for recruitment.

b.

Placement Agencies: For better recruitment, Gate India Private Limited maintain strong contact with placement agencies in Bhopal, Delhi, Indore etc. who makes their own commission by giving better recruitment to Gate India Private Limited

c.

Labour Contractor: Gate India Private Limited also have contacts with contractor for house keeping, which include, cleaning of office, catering, security etc. such contracts are only for few month or for few years.

d.

Campus Recruitment: Gate India Private Limited recruit fresher candidate only from some

24

repudiated college by the campus selection. In the campus recruitment Gate India Private Limited arrange the program in a college and select appropriate candidates for the company. e. Data Bank: Gate India Private Limited collect the resume by the data bank. This box exists in the entrance gate or reception. When need only one or two candidate than they collect resume by the data bank and calling the candidate for recruitment. f. Similar organization: Gate India Private Limited recruit by offering better benefit to the people working in similar organization.

3.2.2 SELECTION:
It is process of weeding out unsuitable candidate are finally identify. The most suitable candidate in the Gate India Private Limited Selection Process: In the Gate India Private Limited selection process completed in seven steps are as follows-:
1. Application form 2. Selection test 3. Selection interview 4. Physical Exam 5. Reference check 6. Final Approval 7. Placement

1. Application form:

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In the Gate India Private Limited application blank is widely accepted device for getting information from a prospective applicant. In the application form gives all the information relevant to selection. Check general information of the candidate in the application blanks.
Name Address Telephone no. Age Sex Marital status Physical Characteristics Education Experience.

2. Selection Test: Gate India Private Limited hold different kinds of selection test to know more about the candidate. Test is useful for sort out unsuitable candidates. 3. Selection interview: Those candidates who qualify the written test are allowed for final interview. Selection in an interview is conducted in different phase in the Gate India Private Limited Personal Interview.
a. Technical Interview. b. H.R. Interview.

a. Personal Interview:Gate India Private Limited conducts first the personal interview. In the personal interview talk about general information, hobbies etc to know the level of confidence in the candidate.

26

b. Technical Interview: Technical interview is the main interview for Engineers and other technical persons, if the candidate comes for technical post, and the technical head conducts the interview. Those who qualify in this round are forwarded for H.R. interview. c. H.R. Interview: H.R. interview is a major part of the selection interview. In the H.R. interview, check the number, which is given in written test, technical interview and other test of the candidate. H.R. interview is conduct by the H.R. department. The any H.R. employee with the H.R. head may conduct it. In the Gate India Private Limited negotiation on salary is done in H.R. interview. In this interview company gives 15 % on the basic pay. 4. Physical Exam: In the Gate India Private Limited after the selection interview candidates are face the physical exam. In the physical exam company check the body of a candidate in the hospital; check wait, height, eye sides and other disease. Candidate should not suffer from any kind of disease. If candidates are able to any disease than the candidate unfit to next exam. 5. Reference Check: Reference check is as a guaranty who person know to you. That is mention in the application form; references person should have name, address and telephone no. in the Gate India Private Limited contacts them by mail or telephone for the candidates.
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6. Final Approval: In the Gate India Private Limited check all the previous exam record (marks) and take final decision about the candidate. 7. Placement: The last step is placement in which they give the appointment letter to the best candidate. The H.R. department after which a candidate can join the company within 15 days issues all the placement order. Time Period: The whole process of recruitment and selection takes above 2 months in the company.

3.3. SCOPE OF THE STUDY

It was not feasible to interview every employee of the company , so sampling was done. The scope of the p[resent study are the employees of the Gates India Pvt. Ltd. This study is helpful in understanding the procedures adopted by the company in recruitment and selections, their effectives and satisfactions of the employees with regards to the procedures used. This studies tries to understand the views of the employees regarding recruitment and selections processes. Sampling: it is simply the process of learning about the population on the basis of the sample drawn from it. Thus in the sampling technique instead of every unit of the universe only a part of the universe is studied and the conclusions are drawn on that basis. for the entire universe. This process involves three elements:
Selecting the sample Colleting the data

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 Making an inference about the population.

Sampling unit: the sampling units selected for the study/were the employee survey. Sampling Technique: the following technique was used: Convenience Sampling : in this type of sampling, the choice of the sample is left completely to the convenience of the investigator. Sample size: A sample is a subset of population units. Using the above technique, a sample of 100 employees was selected.

3.4 DATA COLLECTION

Both primary and secondary data were used. .

Primary data collection:

Questionnaire: A questionnaire was designed in order to know about the various aspects of the recruitment and selection procedures of the company Gate India Private Limited. Structured questionnaires were used, as the questions were predetermined, specific and concrete. Multiple-choice questions were used. Care was taken not to add questions related to personal life or any kind of strenuous questions. The language was kept simple so that the respondents could easily understand it. Personal interview: In order to know about the hiring procedure i.e. the basis for recruitments, recruitment and selection techniques etc. a personal interview was conducted with the Senior Executive of the HR department. It was a

29

combination of structured as well as unstructured typed as the questions were predetermined but no specific sequence was followed and no standardized technique was used for recording it. The interview was kept short taking care of the precious time of the interviewee. Oral investigation from Senior Officers is also done at Gate India Private Limited Secondary data was also used in order to find out the aspects of recruitment and selection process. Methods of Secondary Data was used in Gate India Private Limited
a) Reference by Books b) Reference By Internet c) Reference by Gate India Private Limited written data

3.5 ANALYSIS OF DATA

Collection of Data is of no use until it is properly recorded, organized and deeply analysed. Analysis of the data is done either manually or by the use of computers, various statistical and mathematical techniques are used for Data Analysis. In this project Data is analysed through PIE CHARTS.

3.6 LIMITATIONS OF THE STUDY

The result have been drawn on the basis of information given by

responder response either might have crept in.

The study involve sampling method, the drop III or go through error

might 1 crept in.

Researcher limited experience may have led to some error. Limited resources like limited time and money' makes my survey

difficult.
The sample size was only 100 so it was not possible to show clear

picture.
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CHAPTER 4 DATA ANALYSIS & INTREPRETATIONS

4.1 Are you satisfied with the Recruitment & Selection policies of Gate India Private Limited?

32%

68%

Yes

No

Yes 68

No 32

The above shows that 68% are satisfied with the Recruitment & Selection policies of Gate India Private Limited whereas 32% were not.

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4.2 What

type of candidate do you really prefer?

25%

75%

Experienced

Fresher

Experienced 75

Fresher 25

The above shows that the company prefers to recruit 75% experienced and 25% fresher.

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4.3 Is it right to recruit a fresher?

5% 33% 62%

Yes

No

Cant Say

Yes 62

No 33

Cant Say 5

The above shows that 62% say that it is right to recruit a fresher and 33% says that it is not right to recruit a fresher whereas 5% are unable to express their views.

4.4 What source of recruitment do you choose?

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10%

13% 22%

43% 12%

Press Advertisement Data Bank Similar Organisation

Consultancy Campus

Press Advertiseme nt 13

Consultancy

Data Bank

Campus

Similar Organisation

22

12

43

10

The above shows that 13% are recruited by Press Advertisement, 22% by Consultancy, 12% by means of Data Bank, 43% by means of Campus and 10% by means of similar organization.

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4.5 Are

internal promotion used in the company?

15%

85%

Yes

No

Yes 85

No 15

The above shows that 85% recruitment are carried out internally whereas only 15% are carried out by external sources.

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4.6 Are Reference Checks necessary for every candidate?

5%

42%

53%

Yes

No

Cant Say

Yes 53

No 42

Cant Say 5

The above shows that 53% say that reference check is necessary whereas 42% say that its not whereas 5% were unable to express their view for the same.

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4.6 Are the employees satisfied with the recruitment procedure of the company?

15%

85%

Yes

No

Yes 85

No 15

The above shows that 85% say that they were satisfied with the recruitment process adopted by the company whereas 15% were unsatisfied.

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4.7 Does the company conduct online recruitment?

12%

88%

Yes

No

Yes 12

No 88

The above shows that 12% say that the company conducts online recruitment and 88% say that no online recruitment was conducted.

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4.8 Does internal promotion are also used for Recruitment and Selection Process?

39%

61%

Yes

No

Yes 39

No 61

The above shows that 39% say that the company uses internal promotion as for recruitment where as 61% says that internal promotion were not used for recruitments.

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4.9 How important external and internal sources are for recruitment?

3% 34%

63%

Important

Not Important

Not so Important

Important 63

Not Important 34

Not so Important 3

The above shows that 63% say that the internal and external sources are important for recruitment whereas 34% say its not important and 3% say that internal and external sources are not so important.

40

4.10 Are you satisfied with the time period which company takes for recruitment and selection process?

28%

72%

Yes

No

Yes 72

No 28

The above shows that 72% say that they are satisfied with the time period the company takes for recruitment and selection whereas 28% were not satisfied.

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4.11 Since how much time are you working with this company?

18% 37%

45%

1 year

2 years

3 years

1 year 37

2 years 45

3 years 18

The above shows that 37% say that they are working since last 1 year with the company, 45% say they are working for last 2 years and 18% say that they are working since last 3 years.

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4.12 Are you satisfied with the tests taken during the recruitment process?

32%

68%

yes

no

Yes 68

No 32

The above shows that 68% say that they are satisfied with the tests taken during the recruitment process whereas 32% say that they are not satisfied.

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4.13 Is the proper procedure selected for recruitment & selection by the company?

25%

75%

yes

no

Yes 75

No 25

The above shows that 755 say that proper recruitment selection was adopted by the company whereas 25% said the recruitment to be improper.

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CHAPTER 5 FINDINGS & SUGGESTIONS

5.1 FINDINGS
1. 2. 3. Mostly experienced candidate are recruited in Gate India Private Limited for technical jobs. Vacancies are floated mostly through print media i.e. through newspaper. Interview are generally conducted in three phases:
Personal Interview Technical Interview H.R. Interview

4. 5. 6. 7. 8. 9. 10. 11. 12.

Internal promotions are also used in this company. Reference checks are an important part of their selection procedure. After selection probation period is of 2 months. They give 15 days time for joining after final selection. Candidates are selected only through the proper procedure of recruitment and selection. The company takes 2 months time for completing the whole process of recruitment & Selection. 75% employees feel that fresher should be recruited for marketing jobs. 85 % employee are satisfied with the Recruitment procedure of the Company. 85 % employees feel that Recruitment should be from external sources and 15 % external sources.

5.2 SUGGESTIONS

45

Gate India Private Limited Ltd. is the leading company in the area of telecom. It has a well-organized Human Resource Department for helping and maintaining the company, for achievement of its goal & Target. I would like to mention some points that will help the organization in near future.
The company should conduct online Recruitment, which will help them

to find most capable candidates from allover the world.

Gate India Private Limited Ltd can recruit the fresher candidates of

technical field and can trained them by on job training method so that they can work effectively.
Gate India Private Limited should give emphasis on recruitment by

placement agencies as they can conduct the preliminary interview for the company.
By involving placement agencies for conducting the preliminary

interview or short-listing the candidates according to the requirement for the post, company can shorten the time period, which it takes for recruitment & selection process.

46

5.3 CONCLUSION
Recruitment & Selection in Gate India Private Limited is good enough. To pick out good quality people from the crowd. Recruitment is an important function as it makes it possible to acquire the number and type of persons necessary for the continued functioning of the organization. Careful recruitment of employees is particularly important in India because the chances of mismatching the job and the person are greater. Due to widespread unemployment the job seeker tends to accept any job irrespective of his suitability. The basic purpose of Recruitment is to locate the sources of people required to meet job requirements and attracting such people to offer themselves for employment in the organization.

BIBLIOGRAPHY
1. 2. H.R.M. Personnel Management
All the HR department

Dr B.C. Gupta C.B. Mammoria

QUESTIONNAIRE
Represent the data through graphs so that the objectives of the study can be analyzed. Name Age Gender Marital Status Occupation Working Experience Income Family Income Q.1 : : : : : : : :

No. of Family Members :

Are you satisfied with the Requirement & Selection policies of Gate India Private Limited ? Yes No

Q.2

What type of candidates do you really prefer? Yes No

Q.3

Is it right to recruit a fresher? Yes No

Q.4

What source of recruitment do you choose? Press Advertisement Consultancy

Data Bank Similar Organisation Q.5 Are internal promotion used in the company? Yes Q.6 No

Campus

Are reference checks necessary for every candidates? Yes No Cant Say

Q.7

Are the employees satisfied with the recruitment procedure of the company? Yes No

Q.8

Does the company conduct online recruitment? Yes No

Q.9

Does internal promotion are also used for Recruitment and Selection Process? Yes No

Q.10 How important external and internal sources are for recruitment? Important Not so Important Not Important

Q.11 Are you satisfied with the time period which company takes for recruitment and selection process? Yes No

Q. 12 Since how much time are you working with this company?

1 years

2 years

3 years

Q.13 Are you satisfied with the tests taken during the recruitment process? Yes No

Q. 14 Is the proper procedure selected for recruitment & selection by the company? Yes No