Professional Documents
Culture Documents
Research methodology
Organizational set up
Suggestions
Conclusion
Bibliography
Annexure
1
OBJECTIVE OF THE PROJECT
procedure.
Different method adopted towards employees trained them and how it is followed.
an individual.
2
RESEARCH METHODOLOGY
The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and analysis
procedure. Out of total universe 15 respondents from Vadilal ice cream have been taken
for convenience. The sample procedure chosen for this are statistical sampling method.
Here randomly employees are selected and interviewed. Information, which I collected,
was based on the questionnaires filled up by the sample employees. Under secondary
reference books which I have mentioned in bibliography and also by way of surfing
Primary Data
with a mixture of close and open-ended questions will be administered to the relevant
Secondary Data
Organizational literature: Any relevant literature available from the organisation on the
wise break up of manpower strength and the organisational structure. Other Sources:
company brochures and articles on www sites will also be used to substantiate the
identified objectives.
3
Sampling Plan and Design
A questionnaire will be used for the purpose of research: Questionnaire: To test the
validity and effectiveness of the recruitment and selection procedures within the
organisation and to test th validity and effectiveness of the policies and procedures within
the organisation. The basic rationale of Questionnaire is to ascertain the perception of the
non-HR departments in terms of the validity and effectiveness of the policies and
procedures used by the organisation. It is also in line with the assessment of any
recruitment and selection, than what already forms the current practice of the HR
belonging to typical Departments within the organisation and holding senior designations
within their respective Departments. Sampling Element For the purpose of administering
designations within the Personnel Department of the organisation. The respondents for
the Questionnaire will also be preferably being panel members of the Recruitment &
Stores
Finance Operations
4
COMPANY
PROFILE
5
INTRODUCTION TO THE ORGANIZATION
Vadilal group has its humble beginning, more than 95 years ago, when its
Head Quartered in Gujarat, the most industrialized State in India, the Group
the Group are listed in several Stock Exchanges of. India. The Group has a
large investor base and its brand name "Vadilal" commands an excellent
equity.
and services at affordable prices has resulted in the brand being a household
name in India.
6
Vadilal is having one fourth of the Indian Ice-cream market as its share.
The Processed Foods Division processes and markets a wide variety and
also exports several of these products to the European Union, the Middle
VADILAL ICECREAM
Vadilal, the name conjures up images of ice cream laden bowls and a
plethora of new flavours. Starting from one man show with a hand cranked
machine in 1926 as a small retail outlet, the ice cream division now has a
Ahmedabad, Pundhra and Bareilly. These ISO 9002 certified plants for
Pundhra and Bareilly are established in such a way that they are in
Vadilal has one of the largest cold chain networks in India, comprising of 15
C&F agents, 250 distributors and 15,000 retailers. The network is kept alive
7
Vadilal has 25% of the Indian ice cream market as its share. But that's no
surprise considering that the group has the largest range of ice creams in the
country in a variety of flavours, packs and forms. The group has a product
matrix of over 200 SKUs comprising of cones, cups, candies, family and
party bricks and bulk packs. Vadilal introduced the concept of "flavour of
the month" under which the company develops and markets one new flavour
Product range
Vadilal has the maximum range of ice-cream products in India i.e. over 200
SKUs. It has preference for tastes as per budgets. There are rich creamy ice
creams for the connoisseurs and low fat frozen desserts for the health
nutty delight, fresh fruit fantasies and are guaranteed to spark your taste
buds. Vadilal has priced its products on the principle of real value for
money.
Quality
chocolate or fresh fruits. Great pains are taken to find the finest ingredients
from around the globe. State-of-the art-technology ensures that each scoop is
8
dense, rich and filling, with no extra air or ice-flakes. Special care is taken
is maintained. This is why when the end product reaches the customer; he is
New Launches
Recently the group has launched Fresh Fruit Ice-cream with ripples
under the Fantasy range viz. Fresh Orange Fantasy, Fresh Mango
Three new Koolfi's have hit the market. Namely Mango Koolfi, Mava
Koolfi and Pista Koolfi, these koolfis priced at Rs.10/- is a big hit in
Two new Sundaes ---- Chocolate Sundae & Strawberry Sundae at Rs.
.1+1 scheme on cup of butter scotch, kaju kish mish, Mango cup.
Mango dolly free with Bomber,& Rasb berry dolly free with CONE
No 1
1+1 Party Pack Scheme: Yet another Bumper offer was the scheme of
9
Purchase discount with the slab of 5%,6% & 7%
consumers. Consumers have been writing letters with requests for the
extension of the scheme period. The growth in sales during the scheme
Happinezz Parlour
Vadilal introduced exclusive ice cream parlours under the name "Happinezz
Happpinezz provides cosy, nice & cool ambience where one can enjoy
world-class ice creams, ice-cream sundae, shakes and other various ice
Presently Vadilal has 23 such parlours in India and it expects to increase its
have to be met.
10
Operational Requirements
2. Minimum two display dispensers- one storage deep freezer unit and
4. Inside parlour walls should be clean and may have product display to
11
Recruitment and
selection process
12
RECRUITMENT
All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people
.The recruitment policy should, therefore, address itself to the key question; what are the
levels etc to meet present and future needs of production and technical and other changes
stimulating them to apply for jobs in the organization .To recruit means to enlist,
and employer with a view to stimulate and encourage the former to apply for a job with
the latter. The primary purpose of recruitment and selection is to achieve one desired aim
Developing Managers-ensuring that these key people are delivering what the
organization requires.
13
Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.
demand and supply interact and thus affect the price of labor.
Available Skills:- Companies must locate the areas where they can find
qualified workers are out of wok has quite a different recruitment problem.
higher wages, clean work, better fringe benefits and rapid promotions serves as
14
PROCESS OF RECRUITMENTS
PLACING
HUMAN RECRUITTING SELECTING SELECTED
RESOURCE REQUIRED QUALIFIED PERSONNEL
PLANNING PERSONNEL PERSONNEL ON JOBS
SEARCH FOR
FINDING AND PROSPECTIVE
DEVELOIPING EVALUATING
EMPLOYEES: EFFECTIVENESS
SOURCES OF a). DEVELOPING
POTENTIAL OF
TECHNIQUES RECRUITING
EMPLOYEES b). ATTRACTING
CANDIDATES
TRANSFERING TO
INTERNAL PERSONNEL NEW JOBS
SOURCES RESARCH
EMPLOYEE
REFERALS
PROVIDING
ADVERTISING INFORMATION
SCOUTING CLARIFYING
DOUBTS
15
Recruitment begins by specifying the human resource recruitment, initiating activities
and action to identify the possible sources form where they can be met, communicating
the information about the jobs, terms and conditions and prospects they offer, and
enthuse the people who meet the recruitment to respond to the invitation by applying for
If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit more
people.
Analyzing the job is the process of assembling and studying information relating to
all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be
The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of
work.
16
c) Drafting a job description:
After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed
to do the job.
Job title
Responsible to
Responsible for
Purpose of job
Duties
Responsibility
the skills; knowledge and experiences required doing the job successfully. Studying
the description makes it. An employee specification will help in deciding where to
advertise what to include in job advertisement to attach the right person. It is based
upon:
Physical make-up
Attainment
Specific aptitude
Interest
Disposition
Circumstances
17
e) Evaluation future needs
studying the make-up of present work force, assessing forthcoming changes and
The human resource requirement can be met from internal or external sources.
18
SOURCES OF RECRUITMENT
Internal Sources
These refer to persons already employed in the organization. Promoting persons from lower
levels may fill up vacancies at higher levels. Shortage of manpower in one branch \ factory may
be met by transferring surplus staff from another branch \ factory. Promotion means shifting of
an employee to higher post caring greater salary, status and responsibility. On the other hand
transfer refer to the shifting an employee with salary, status and responsibility. Some time ex-
1. Filling vacancies for higher job by promoting employees from with in the organization
helps to motivate and improved the morale of the employees. This induces loyalty among
them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait for
3. Candidates working in organization do not require induction training. They are already
19
Disadvantages of Internal Sources:
1. There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates
3. The employees may become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion with in the organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to
external recruitment at some stage because all vacancies cannot be filled from with in
organization.
External Sources
It refers to recruitment of employees from outside the organization. External sources provide
wide choice of the required number of the employees having the desired qualification. It also
provides the people with new ideas and specialized skills required to cope with new challenge
and to ensure growth of the organization. Internal competitors have to compete with the
outsiders. However, existing employees resent the policy of filling higher-level vacancies from
outsiders. Moreover it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the existing employees that aspires
for promotions. There is no guarantee that the organizations will attract sufficient number of
suitable candidates.
20
Advantages of External Sources:
1. The entry of fresh talent in to the organization is encouraged. New employees bring
3. Requisite type of personnel having the required qualifications, training and skill are
1. The enterprise can make the best selection since selection is made from among a large
number of applicants.
3. The personnel’s selected from outside may suffer from the danger of adjustment to the
21
METHODS OF RECRUITMENT
a) Direct method
b) Indirect method
c) Third-party method
a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under
this method, information about jobs and profile of persons available for jobs is exchanged
and preliminary screening is done. The short listed candidates are then subjected to the
remainder of the selection process. Some organization maintains live registers or record of
b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals,
When qualified and experienced persons are not available through other sources, advertising
in newspapers and professional and technical journals in made. Whereas all types of
advertisements can be made in newspapers and magazines, only particular types of posts
22
A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can
assess their abilities and suitability for the position and only those who possess the requisite
Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices of schools,
Employment Agencies:
They are specializing in specific occupation like general office help, salesman, technical
workers, accountants, computer staff, engineers and executives and suitable persons available
for a job. Because of their specialization, they can interpret the needs of their clients and seek
They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance in
getting jobs, information about the labor market, labor and wage rates, etc.
23
Executive Research Agencies:
They maintain a complete information records about employed executives and recommend
persons of high caliber for managerial, marketing and production engineers’ posts. These
Trade Unions:
The employers to supply whatever additional employees may be needed often call on Trade
Unions. Unions may be asked for recommendations largely as a matter of courtesy and an
Professional Societies:
They may provide leads and clues in providing promising candidates for engineering,
technical and management positions. Some of these maintain mail order placement services.
24
SELECTION
Selection is the process of carefully screening the candidates to choose the most suitable person
for the job vacancies to be filled. Under it qualifications, training, experience, and background of
applicant are evaluated in the light of job requirement. It divides the candidates into two
categories namely,
“It is the process of differentiating between applicants in order to identify (and hire) those with a
Selection process assumes and rightly so, that there are more number of candidate
25
BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments, which check
Fairness: Fairness is selection requires that no individual should be discriminated against on the
basis of religion, region, race or gender. But the low numbers of women and other less-privileged
sections of the society in middle and senior management positions and open discrimination on
the basis of age in job advertisements and in the selection process would suggest that all the
Reliability: A reliable method is one that will produce consistent results when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job performance with
precision.
Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and
peers to select particular candidates. Candidates selected because of compulsions are obviously
not the rights ones. Appointments to public sector undertakings generally take place under such
pressures.
26
SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant information about an applicant. This
information is secured in a number of steps and stages. The objective of selection process is to
determine whether an applicant needs the qualification for a specific job and to choose the
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts may
come to light, which lead to the rejection of the applicant. A procedure may be considered to a
These are indented as screens and they are designed to eliminate an unqualified applicant at
any point in this process. That technique is known as the successive hurdle technique. Not all
selection process includes all these hurdles. The complexity of process usually increases with the
for various jobs. Each step in the selection process should help in getting more and more
information about the candidate. There is no idle selection procedure appropriate for all cases.
Preliminary Screening
Application Blank
Employment Tests
Selection Interview
27
Medical or Physical Examination
Checking Reference
Final Approval
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.
The job seekers are received at the reception counter of the company. The receptionists or other
official interviews the candidates to determine whether he is worthwhile or the candidate to fill
up the application blank. Candidates processing the minimum qualification and having some
chances of being selected are given the prescribed application form known as application blank.
Application Blank:
The candidates are required to give full information about their age, qualification, experience,
family background, aptitude and interests act in the application blank. The application blank
provides a written record about the candidate. The application form should be designed to obtain
all relevant information about the candidates. All applications received from the candidates are
carefully scrutinized. After the scrutiny more suitable candidates among the applicants are short-
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
28
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector asks
a job related and general questions. The way in which a candidate responds to the question is
To cross-check the information obtained through application blank and tests, and
Interview is the most widely used step in employee selection. However, interview suffers from
several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of
the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may
29
fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias
Interview should be properly conducted in a proper physical environment. The interview room
should be free from noise and interruptions. The environment should be confident and quite.
People generally talk freely and frankly when there is privacy and comfort. Therefore, candidates
should be put at ease. The interviewer should pay full attention to what the candidates have to
say.
30
Medical or Physical Examination:
Candidates who are found suitable after interview are called for physical examination. A Panel
of doctors to insure that they are healthy and physically fit for the job does a medical check-up of
such candidates. A proper medical examination will also ensure that the candidates selected do
not suffer from any serious desirous which may create problems in future.
Checking Reference:
Generally, every candidate if required to state in the application form, the name and address of at
least two responsible persons who know him. The reference may not give their Frank opinion
unless promises made that in all information will be kept strictly confidential. Moreover the
Final Approval:
The candidates who are found suitable after the medical check-up and background investigation
are formally appointed by issuing appointment letter to them. They are asked to join duty by the
specified date. No selection procedure is foolproof and the best way judge a person is by
observing him working on the job. Candidate who gives satisfactory during the probationary
31
SUCCESSIVE HURDLES IN THE SELECTION PROCESS
32
Suggested Selection Criteria for Students
It is imperative to not only recruit those students who do well academically but also those who
possess a winning attitude but may not have done as well academically. The following selection
At the end of the selection process, the Campus Recruitment Team will compile a list of selected
candidates and handover the same to the Placement Officer. An announcement can also be made
Offer Letters:
Offer Letters will be sent to the selected candidates within 7 days of the selection process at the
Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the
letter to HR not more than15 days after receipt of the letter. Where required blank offer letters
will be carried to the Campus and given at the time of placement itself.
33
A. Trainee Scheme (A)
Once selected, all trainees will be provided with an HR brochure that lists the details of the
Travel: Management Trainees will be provided with AC class Train Fare from home to the
company. Conveyance expenses such as travel (taxi) from the Railway station to the place of
bachelors/spinsters). Guest House (twin sharing) will be provided for one month for outstation
candidates. Any accommodation required after this period will be deducted from the trainees’
stipend.
34
TYPICAL REASONS FOR EMPLOYEE TRAINING AND
DEVELOPMENT
Training and development can be initiated for a variety of reasons for an employee or group of
employees, e.g.
35
TYPICAL TOPICS OF EMPLOYEE TRAINING
2. Computer skills: Computer skills are becoming a necessity for conducting administrative and
office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical that
4. Diversity: Diversity training usually includes explanation about how people have different
5. Ethics: Today's society has increasing expectations about corporate social responsibility.
Also, today's diverse workforce brings a wide variety of values and morals to the workplace.
6. Human relations: The increased stresses of today's workplace can include misunderstandings
benchmarking, etc., require basic training about quality concepts, guidelines and standards for
quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals,
repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of the
organization's policies about sexual harassment, especially about what are inappropriate
behaviors.
36
GENERAL BENEFITS FROM EMPLOYEE TRAINING AND
DEVELPOMENT
There are numerous sources of on-line information about training and development. Several of
these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
Every time I see a recruitment ad or manual that makes a reference to "on the job training," I
cringe. Would this be one of those situations where there is effectively "no training?" Designing
a program for employee training and development is not a trivial process that can be left to
chance. It is not enough to "hope" that employees will get trained "on the job."
But, before I make a case for effective employee training and development, let us examine the
37
You will be perceived as a premium employer as employees' skill sets will be enhanced
Superior employee training and development will ensure that serious succession related
The list can go on and on. But, since I have made an effective case for organizations to take
interest in employee training and development, let us look at some of the don't dos:
Employee training and employee development are not goals in themselves. There is the
risk of the HR function developing a divergent set of objectives from the objective set of
the organization.
Budgeting for employee training and development is a very tricky process. On the one
hand, I have noticed enthusiastic organizations which, in a fit, allocate as much as 40% of
personnel budgets on training. On the other, I have seen employee training and
development budgets being the first victim of budget cuts. The ideal situation would be to
budget moderately, making sure that the development program can be sustained.
Gee-whiz and buzz word training can be fun (especially for the trainer), but does not
result in employee development. Care must be taken to ensure that the trainer and the
training program designer are the best that money / time / effort can buy.
Keeping some of these ideas in mind, the human resource manager can help senior management
Management training programs can be very beneficial for your business and your employees.
38
Ongoing education is a key ingredient to any firm's ability to grow, both as a business and in
If the employees are nurtured and provided with opportunities once on-board, it will not only
lead to a greater retention rate, but also growth potential in your industry.
AREAS OF TRAINING
6. Apprentice training
39
HYPOTHESIS
This survey is conducted under the presumption of the functioning of the Recruitment and
Manpower Planning
Recruitment Policy
Sources of Recruitment
Selection Policy
40
Data analysis and
interpretation
41
1. How long have you been working in the organization?
Option Response
less than 1 year 11
1 to 4 year 15
more than 4 year 24
response
less than 1 year
22%
more than 4
year
48%
1 to 4 year
30%
42
2. Were you aware of the company brand before applying for a position?
response
yes 46
no 4
response
no
8%
yes
92%
43
3. Were you satisfied with the recruitment process?
response
yes 37
no 4
could have been
better 9
response
yes no could have been better
18%
8%
74%
44
4. Do you think the present profile / position will help you to grow individually ?
response
yes 40
no 3
can't say 7
response
no
6% can't say
14%
yes
80%
45
5. Which internal source of recruitment is followed by the company and given more
priority?
response
internal
promotion 22
employee
referrals 24
transfer 4
response
transfer
8%
internal
promotion
44%
employee
referrals
48%
46
6. Which source of recruitment is relied upon when immediate requirement arises?
response
internal 35
external 15
response
external
30%
internal
70%
47
7. What would be your primary reasons for leaving the company ?
response
benefits & salary 11
better job opportunity elsewhere 24
conflict with co-worker/ higher
authority/management 1
working conditions 3
job expectations 10
poor performance evaluation 1
response
25
20
Axis Title
15
10
5
0
benefit better conflict working job poor
s& job with conditi expecta perfor
salary opport co- ons tions mance
unity worker evaluati
elsewh / higher on
ere autho…
response 11 24 1 3 10 1
48
8. Do you clearly understand the basis on which your performance is judged?
response
yes 34
no 7
not sure 9
response
yes no not sure
18%
14%
68%
49
9. Which quality of candidate your organization looks while selecting a candidate for a
job?
response
knowledge 37
nature 1
past 6
experience
team work 3
others 3
response
40
35
30
25
20 response
15
10
5
0
knowledge nature past team work others
experience
50
10. Which of the following methods does your company choose for sourcing ?
response
campus 15
consultants 5
walk in 6
advertisement 5
job fair 7
portals 3
employee
referrals 9
response
16
14
12
10
8
6
4 response
2
0
51
11. Have you ever observed or experienced any kind of harassment at this company?
response
caste harassment 3
working hours
harassment 4
required leave
harassment 4
none of these 39
response
40
35
30
25
20 response
15
10
5
0
caste working hours required leave none of these
harassment harassment harassment
52
12. Do you satisfied with the health welfare and safety schemes of the company?
response
strongly
satisfied 13
strongly
dissatisfied 8
little bit 20
none of these 9
response
20
18
16
14
12
10 response
8
6
4
2
0
strongly strongly little bit none of these
satisfied dissatisfied
53
ANALYSIS AND FINDINGS
The analysis of the various sources of recruitment and selection devices is presented on the
following pages. The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in terms of the sources of
recruitment and selection devices used. The analysis of the response entailed from all the other
departments (as analysed from Questionnaire) forming the sample, represents the perception of
the respondents from these Departments in terms of the validity and effectiveness of the various
sample for administering Questionnaire), in terms of any recruitment source and/or selection
54
RECOMMENDATIONS FOR THE
IMPROVEMENTOF THE
Based on the survey analysis and suggestion from the respondents, the following are the
proposed recommendation to improve the existing system and practices of recruitment and
selection procedures:
Recruitment Policy
Apart from the director of the company, the operational head should have the authority
for sanctioning the vacancy of a right to recruit the candidates as per the decisions.
organization.
Internet Recruitment
Sources of recruitment
55
Selection Policy
Test developed by the company for the purpose of selection of the candidates should not
be of complex nature.
There must be proper communication between the interviewer and interviewee at the time
of interview.
them.
Selection Process
During the selection process not only the experienced candidates but also the fresh
candidates. These candidates should be kept on the job for some time period; if suitable they
should be recruited. During the selection process, the candidates should be made relaxed
and at ease.
such kind of practices must be adopted so that the student can learn and again from their
practical views.
56
Steps of Recruitment and Selection
Company should follow all the steps of recruitment and selection for the selection of the
Interview
The interview should not be boring, monotonous. It should be made interesting. There must
be proper communication between the Interviewer and the Interviewee any the time of
interview.
Evaluation and control of recruitment and selection should be done fair judgment.
Methods
Methods used for selection of candidates should be done carefully and systematically.
Fair Selection
The attainment of goals and objective of any organization depend on the type and quality
of its manpower. To have right type of men at right job and at right time, the recruitment
This is indeed an important suggestion and authorities concerned should immediately look
57
The Problems and Limitations of the Study
Even though every effort has been done to minimize the variations and present a factual
picture with the help of statistical method, but still there are some limitations: -
Availability of less time in meager economical support also acted as a constraint towards
Due to busy schedule of the HR Officers, they were not able to give more time and
attention.
Certain important information was kept secret; this is because of the reason certain
The respondents may not have marked all responses honestly, being apprehensive of
58
CONCLUSION
Based on the analysis through the questionnaire responses the following is the conclusion of the
study.
The organization follows the rules and regulation involved in their Recruitment and Selection
Procedure of the organization. However, there is some scope for improvement with regard to
following:
1. The managers are fully satisfied with the existing Recruitment and Selection procedure.
3. To some extent a clear picture of required candidates should be made in order to search
59
BIBLIOGRAPHY
S. S. Khanka, Organisational Behaviour, Third Edition, S. Chand & Company
International Publishers
WEB SITES:
www.google.com
www.managementparadise.com
www.naukri.com
www.citehr.com
www.wikipedia.com
www.hr.com
60
QUESTIONNAIRE
1. How long have you been working in the organization?
2. Were you aware of the company brand before applying for a position?
yes
no
yes
no
could have been
better
4. Do you think the present profile / position will help you to grow individually ?
yes
no
can't say
5. Which internal source of recruitment is followed by the company and given more
priority?
internal
promotion
employee
referrals
transfer
61
6. Which source of recruitment is relied upon when immediate requirement arises?
internal
external
yes
no
not sure
9. Which quality of candidate your organization looks while selecting a candidate for a
job?
knowledge
nature
past
experience
team work
others
10.
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11. Which of the following methods does your company choose for sourcing ?
campus
consultants
walk in
advertisement
job fair
portals
employee
referrals
12. Have you ever observed or experienced any kind of harassment at this company?
caste harassment
working hours
harassment
required leave
harassment
none of these
13. Do you satisfied with the health welfare and safety schemes of the company?
strongly
satisfied
strongly
dissatisfied
little bit
none of these
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