Professional Documents
Culture Documents
Divya Pandey
(Roll No.0805070015)
Under the guidance of
submitted for any other Purpose, And the data included in the
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ACKNOWLEDGEMENT
First of all I praise and thank Almighty god for all his blessings and
Prof. Dr. M. A. Naqvi, Director C.M.S. College for his valuable guidance
research work.
manager HR and my guide, for his steady encouragement direction and guidance
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I extend my heart felt thanks to Mr.Ajeet singh, personal manager and Mr.Ram
Shankar Gautam, Executive, for spending their valuable time with me and
DIVYA PANDEY
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CONTENTS
BIBLIOGRAPHY
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CHAPTER 1
INTRODUCTION
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1.1-EXECUTIVE SUMMARY
Organization.
Working force.
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1.2- OBJECTIVE
Industry.
Organization.
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CHAPTER 2
THEORETICAL OVERVIEW
2.1 INTRODUCTION
2.2 RECRUITMENT PROCESS
2.3FACTORS AFFECTING RECRUITMENT
2.4 THEORIES REGARDING RECRUITMENT
2.5 SOURCES OF RECRUITMENT
2.6 METHOD OR TECHNIQUE OF RECRUITMENT
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2.1 Introduction:
required, the human resource and personnel Manager proceeds with the
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RECRUITMENT
organization”
additional employees”
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2.2 PROCESS OF RECRUITMENT
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RECRUITMENT & SELECTION PROCESS
As yolder pointed that the recruitment is the process to discover the source of
manpower to meet the recruitment of staffing schedule and to employee effective
measures for attracting that manpower is adequate numbers to facilitate effective
selection of an efficient working source.
In other words we can say that recruitment is to locate
sources of manpower to meet job requirement and job specification.
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2.4 THEORIES REGARDING RECRUITMENT
Recruitment is a two way street: it takes a recruiter and recruitee
“The objective factor theory views the process of organizational choice as being
one of weighing and evaluating a set of measurable characteristics of
employment of us such as pay, benefits, location, opportunity for advancement,
The nature of work to be performed and educational opportunities”.
“The critical contact theory suggest that the typical candidate is unable to
make a meaningful differentiation of organizations offer in term of objective and
subjective factors, because of his limited or very short contact with the
organization. Choice can only be made only when the applicant can readily
perceive the factor such as behavior of the recruiter, the nature of physical
facilities and the efficiency processing paper work associated with application”
“The subjective factor theory emphasize the congruence between personality
pattern and the image of the organization, i.e. choice made on a highly personal
and emotional basis.”
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2.5 SOURCES OF RECRUITMENT
INTERNAL SOURCE
EXTERNAL SOURCE
2. The unemployed.
4. Other labor force like married women and person from minority.
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2.6 METHODS OR TECHNIQUES OF RECRUITMENT
INTERNAL METHOD
Promotion and transfers
Many organization prefer to fill vacancies through promotion or transfers from within
whenever possible. Promotion involve movement of an employee from a lower level
position to an higher level position accomplish by change in duties, responsibilities,
status and value. The Tatas, the Birlas and most multinationals have fast-track
promotion system in place.
Job posting
Job posting is another way of hiring people from with in. In this metod , the
organization publicises job openings on bulletin boards, electronic media and similar
outlets. Hindustan Uniliver limited introduced its version of open job postings in
early 2002 and over 40 positions have since filled through the process.
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Employee Referrals
Employee referrals mean using personal contracts to locate job opportunities. It is a
recommendation from current employee regarding a job applicant. The logic behind
employee referral is that “It take one to know one”. In fact, this has become a popular
way of recruiting the people in the higher competitive information technology
industry nowadays. For example City Bank offers Rs. 50,000 to its employees for
every vacancy filled up by the bank on the basis of their referral.
DIRECT METHODS
Campus Recruitment
These include sending traveling recruiters to educational and professional
institution, employee’s contracts with public and manned exhibits. One of the
widely used direct methods is that of sending of recruiter to college and
technical school. Most college recruiting is done with the cooperation with the
placement officer of the college.
Other direct method include sending recruiter to convention and seminars,
setting up exhibits at fairs and using mobile offices to the desired centers
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INDIRECT METHODS
Indirect method involve mostly advertising in newspapers, on the radio , in
trade and professional journals, technical magazines and other Advertisement is
generally given for the top legal executives. In order to get the best out he
advertisement following three pointes should be kept in mind. Firstly, to
visualize the type of the applicant one is trying to recruit. Secondly, to write
out the list of advantages a company offers; in other words, why the redder
should work for the company. Thirdly to decide where to run the advertisement.
Many organization often places “blind advertisement” 0ne in which there
is no identification of the organization.
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CHAPTER 3
COMPANY PROFILE
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UPSIDC is the government organization that has captured a large area for industrial
development. It headoffice is located at A1/4 Lakhanpur kanpur. It has 10 Regional
Manager Office & 10 Executive Engineer office in all U.P.
1. Kanpur
2. Lucknow
3. Allahabad
4. Meerut
5. Ghaziabad
6. Agra
7. Aligarh
8. Bareilly
9. Faizabad
10.Banaras & many more .
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Development Process
The development works above Rs. 5.00 Lacs are published in the news
paper as per policy of the Corporation.
The registered contractors are required to purchase the tender form from
the concerned office during office hours on payment of cost of tender
which are as below:-
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These rates are applicable in the single Bid system (i.e. upto 50.00
Lacs) but the cost of tender invited on double Bid system is Rs. 2500.00
plus Trade Tax 10% extra per set of forms.
Tenders are accepted on the basis of lowest rates quoted by the contractor
within the sanctioned estimated amount and supported with earnest
money 1% of the tender cost as mentioned in the tender notice and in the
news papers and website available.
For execution of agreement contractor shall be required to submit stamp
duty as per Govt. rules.
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NAME OF
DIVISION
Sl. CARRYING OUT
NAME OF I.A.
No. THE
DEVELOPMENT
WORK
1. I.A. Tronica City & Apparel Park CD-I
2. I.A. Sikandrabad CD-I
Apparel Park Tronica City, & Commercial Sector
3. CD-II
D-1
4. I.A. Pilkhani CD-II
5. I.A. Tronica City, Ghaziabad. CD-III
6. I.A. CDS Aligarh CD-IV
7. N.B.Q.C.C. Baghpat CD-III
8. G.C. Bijoli, Jhansi CD-V
9. I.A. Orai CD-V
10 G.C. Jainpur CD-VI
11. Agro Park Kursi Road & IIDC CD-VII
12. I.A. Sandila CD-VII
13. I.A. Jagdishpur, Utelwa CD-VII
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Name Of
Sl. Amount Name Of Division
Name Of Work
No. (in lacs) Related Deppt. Carrying
The Work
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but upto
Rs. 25.00
Lacs
4. Over Rs. - Rs.1500.00
25.00 Lacs
but upto
Rs. 50.00
Lacs
( 10% Trade Tax shall be charged extra on the
cost mentioned above)
UPSIDC has categorised the areas into Very Fast, Fast and Slow moving depending
on the market demand, industrialisation and infrastructure position. Allotment
procedure varies with category. Categorisation of Industrial areas be seen before
appreciating the allotment procedure.
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Interview of the applicants to Allotments on first come first
check their genuinity and served basis
interest
Application Procedure
Application form and other documents should be submitted as per details below:
Bank Draft for Earnest and Processing money as per details given in the application
form, in name of UPSIDC Ltd payable at place of deposit of application.
Terms of Allotment
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monthly installments along- moratorium, balance
with interest on balance amount 90%in 10 equal 6
monthly installments
along-with interest on
balance amount
Possession after execution of Lease Deed Possession after execution of Lease Deed to be
to be executed within 3 months within 3 months
Unit to be brought under production in 2 Unit to be brought under production in 2 years c
years covering 30% area 30% area
EPIP, AGRA
SEZ, MORADABAD
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APPAREL PARK, ROOMA
S.T.P.I., KANPUR
EPIP, GREATER NOIDA
TRONICA CITY
AGRO PARK, BARABANKI
AGRO PARK, VARANASI
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Industrial Area Description
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PERSONNEL DEPARTMENT AT UPSIDC
Introduction
goal.
deal its employees as the assets of the organization so that to get the
the employees.
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FUNCTION OF PERSONNEL DEPARTMENT
3. Promotion.
4. Retirement.
6. Safety.
to only when internal sources dries up. But for the higher level
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• 40% external sources.
certain criteria for screening the application with help of which suitable
application are screened out and then the applicants are called for
the right to transfer him from one post to other, any where in
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• Promotion
• Retirement
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• Training and development
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• Safety
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CHAPTER 4
METHODOLOGY
4.1 INTRODUCTION
4.2 RESEARCH DESIGN
4.3 OBJECTIVES OF RESEARCH
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RESEARCH METHODOLOGY
knowledge”.
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suggested solution; collecting, organizing and evaluating data, making
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4.1 INTRODUCTION
about the method that he could use in solving his research problem.
problem, such as the manner in which the problems are formulated, the
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Research Design
Pantnagar.
• Population
• Sample
• Data collection
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OBJECTIVE OF RESEARCH
application of scientific procedures. The main aim of research is to find out the
trouth which is hidden and has not been discovered as yet. Through each research
study has its own purpose, the research objectives as falling inton av no. of
situation or a group
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TYPES OF RESEARCH
science and business research we quite often use the term .Ex post facto research
for descriptive research studies. The main characteristics of his method are that
the research has no control over the variables; he can only report what has
happened or what is happening. Most ex post facto research projects are used for
descriptive studies in which the researcher seeks to measure such items as, for
use facts or information already available, and analyze these to make a critical
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2) Applied vs. Fundamental:-- Research can either be applied{or action}
quality or kind. For instance, when we are interested in investigating the reasons
for human behavior ,we quite often talk of ‘Motivational Research’ ,an important
behavioral sciences where the aim is to discover the underlying motives of human
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behavior.
desired information.
4. Historical research
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Criteria of Good Research
Whatever may be the types of research works and studies, one thing that is
important is that they all meet on the common ground of scientific meathead
criteria;
1 The purpose of the research should be clearly defined and common concepts
be used.
another researcher to repeat the research for further advancement, keeping the
3 The procedural design of the research should be carefully planed to yield result
and the method of analysis used should be appropriate. The validity and
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6 Conclusions should be confined to those justified by the data of the research
and limited to those for which the data provide an adequate basis.
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CHAPTER 5
5.1 INTRODUCTION
5.2 ANALYSIS AND INTERPRETATION OF
QUESTIONNAIRE
5.3 SCORING PROCEDURE
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5.1 INTRODUCTION
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ANALYSIS AND INTERPRETATION:
14% 0%
28%
s .dis aree
dis agree
agree
s .agree
26%
undec ide
32%
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Interpretation:
agree, 14% are undecided and 28% disagree with the above
statement.
So the conclusion can be made that 58% of
the employees are satisfied with the sources used and 28% are
not satisfied and 14% don’t have any opinion of their own
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2- You have been intimated for the interview(call of interview)
8% 8% S.agree
26%
6% Agree
Undecided
Disagree
52% S.Disagree
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Interpretation: From the above chart it can be concluded
that 26% of the employee strongly agree by the way used for
calling them for the interview purpose, 52% agree, 6% cant say
the total sample surveyed 78% are fully satisfied by the way
the call is made to them for the interview and remaining 22%
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3- Date, Time and venue for interview was decided in
accordance to my convenience.
14% 6% S.agree
20%
Agree
Undecided
Disagree
42% 18%
S.Disagree
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Interpretation: The following chart shows the fact that 6% of the employees
S.Agree with the statement that, the date, time and venue for the interview was
the employees are satisfied with the above fact,while 74% shows their
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4- Interview was well planned & finished in well time.
8% 14% S.Agree
18% Agree
Undecided
10% Disagree
50% S.disagree
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Interpretation: The above chart clarifies that 14% of the
the employees are satisfied with this, while 36% are of the
interviews.
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5- I have been intimated properly regarding my
0%
2%
S.Agree
48% Agree
50% Undecided
Disagree
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Interpretation: The above pie chart shows that 48% of the
employees are of the view that the management dealt with them
given statement.
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6- Before induction I was given proper and adequate time to
8% 4% S.Agree
4%
42% Agree
Undecided
Disagree
42% S.disagree
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Interpretation: The above chart shows that 42% of the
employees S.agree with the fact that the proper and adequate
4% S.disagree.
are dissatisfied.
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7- We find no difficulty in getting employees as per the required
30% S.Agree
36%
Agree
Undecided
Disagree
6%
0% S.disagree
28%
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Interpretation: The above pie chart focuses that 36% of the
staff employees are of the view that the company don’t find
getting the skillful employees, while 36% are against this fact.
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8- Sometimes we go for judgment methods of determining
6% 2% S.Agree
26%
26% Agree
Undecided
Disagree
40% S.disagree
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Interpretation: The above pie chart shows that 2% of the
people can’t give any opinion regarding this fact, 28% agree
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9- Usually company needs to recruit new employees when there
8% 2%
28% S.Agree
Agree
Undecided
Disagree
62%
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Interpretation: The above pie chart shows that 28% of the
improvement in this.
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10- We can get good and experienced employees by way of
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Interpretation: From the above pie chart the conclusion
comes out, that 24% of the sample are strongly agree with the
fact.
So overall inference is that 84% of the
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11- Internal job posting gives us the best method of recruitment.
0%
22% 24% S.Agree
Agree
Undecided
Disagree
S.disagree
54%
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Interpretation: Above pie chart shows that 24% of the
total employees are agree with the fact that internal job posting
are undecided with this fact, they can’t say anything regarding
that fact, 22% employees are disagree with the fact that IJP is
employee are undecided, they did not have any opinion regarding
that.
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12- Normally my organization depends on external sources of
recruitment.
0% 10%
S.Agree
44% Agree
Undecided
32%
Disagree
S.disagree
14%
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Interpretation: The above pie shows that 10% of the
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13- My organization follows a well planned process for
recruitment.
8% 22%
10% S.Agree
4% Agree
Undecided
Disagree
S.disagree
56%
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Interpretation: From the pie chart it can be concluded that
improvement is needed.
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14- I personally feel that I am satisfied with the recruitment
process of my organization.
75
Interpretation: The following pie chart shows that 22% of
required.
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The scoring pattern of the favorable and unfavorable items.
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SCORING PROCEDURE
calculated by adding the score values of all responses to the statement in the scale.
score above 56 shows that the recruitment process is outstanding and it tends to be
0-14 Unsatisfactory
29-42 Good
57-70 Outstanding
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CHAPTER 6
6.2 RECOMMENDATION
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6.1 CONCLUSION BASED ON THE FINDING OF STUDY
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6.2 RECOMMENDATIONS
should be proper time for the new employee to adjust with the new
working environment.
• The management of UPSIDC should decide proper and aequate time for
the interview, they should try to make a proper planning that the
• Choose the right person for the right job is such a difficult thing so they
can help for recruit the new people from the various source of
recruitment.
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• Transparency regarding the procedure, rules and policies of recruitment
source of recruitment.
• Trainee has found in his survey thea most of the employee of UPSIDC are
not bsatisfy with the IJP, so modification in this field is also required.
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BIBLIOGRAPHY
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1- Dessler, Garry. (2004). Human Resource Management. New Delhi;
Company.
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APPENDIX
2. Organization of UPSIDC
5. Questionnaire
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