INTRODUCTION

Introduction to HRM

1.0 INTRODUCTION

Organigestion development is a continuing process comprising three

interdependent components:

• Investment in Organigestion to enhance productive capabilities.

• Utilization of those Organigestion to produce increased output.

• Participation of the human beings who have improved resources (better

education, better skills levels etc.) in the consumption of that increased output
through a better quality of life. (See fig 1.1)

Investment in
Human Resources

Utilisation of human Enhancement of

resources to increase productive
output capabilities

Fig 1.1

Sustainable Organigestion development must involve all three components, as seen in

the diagram above. At a national level, investment in Organigestion must be turned into
effective utilization of those Organigestion if national output is to be increased on a
sustainable basis.

At an individual level, investment in Organigestionimproves earning capabilities.

Therefore individuals and families have more money to do many things including pay for
their own further skills development. There is a very strong link between investing in
organigestion development and improvements in the quality of life. Improvements in
nutrition, health and education are key elements of an improved quality of life and must be
considered important investments in human resources, particularly in developing countries.
Human beings cannot be developed if they do not have enough food, are in poor health or
cannot read or write. For developing countries, it is extremely important that all members of
the society have access to Organigestion development activities, especially the poor, women
and populations in rural areas.

Participation and choice are key elements in this view of organigestion development.
The financial reward obtained from participation in production activity is the main way that
individuals are able to participate in the quality-of-life benefits that are created by
development. Increased job satisfaction and a sense of personal worth arising from increased
productivity are also very important contributions to quality of life. The enhanced capabilities
created by development enlarge the choices made available to both individuals and nations.

Historically, HOD has referred to developing Organigestion in order to increase

economic productivity and therefore a nation’s wealth, that is, very closely linked with
economic outputs. However, within current definitions and discussions, especially in the
context of developing countries, there is more emphasis on the human aspects of HOD. So, in
the development context the meaning of the term’s Organigestion development and human
development are very much interconnected.

1.2 MEANING OF ORGANIGESTIONDEVELOPMENT

According to the American Society of Training and Development (ASTD), HOD is

the integrated use of training and development, organizational development, and career
development to improve individual group, and organizational effectiveness. Society ‘is faced
with new challenges and changes daily which increases the need to provide employees with
appropriate learning experiences. Moreover, HOD helps organizations to provide learning
related to the goals of the organization and to its employees. This learning is accomplished by
providing training, education, and development.
 According to Leonard Nadler, author of Developing Human Resources,

• Training is a learning activity provided by employers to employees, to help

them perform, their current jobs more efficiently;

• Education focuses on learning designed to prepare an individual for a job

different than the one currently held; and

• Development focuses on providing knowledge or skills within a specified area,

but is not necessarily job related.

Objectives:
1. To create and utilize am able and motivated workforce, to accomplish the basic
organizational goals.
2. To create facilities and opportunities for individual or group development so as to
match it with the growth of the organization
3. To identify and satisfy individual and group needs by providing adequate and
equitable wages incentives employee benefits and social security and measures for
challenging work prestige recognition security and status.
4. To strengthen and appreciate the human assets continuously by providing training and
developmental programmes.
5. To maintain high employee morale and sound human relations by sustaining and
improving various conditions and facilities. Also provide fair, acceptable and efficient
leadership.
6. To establish and maintain sound organizational structure and desirable working
relationships among all the members of the organization.
NEED AND IMPORTANCE OF THE STUDY

Organigestion are the most valuable assets of an organization. An organization’s

performance and resulting productivity are directly proportional to the equity of its human
resource, hence it is very important to select individuals with required knowledge, desired
skill, creative abilities, talents and aptitude, and hence selection plays a very important role in
today’s organizations.
Every organization whether large or small requires effective personnel runs its business.
To have efficient personnel has to be selected. To select the right person(s) the management
has to be carefully scrutinized the candidates through the process of interviews are tested and
from the results of these tests, the right person is selected. So to study and evaluate the
process of selection process I have taken this topic for my project study.

The general purpose of recruitment is to provide a pool potentially qualified job candidates.
1. Determine the present and future requirements of the organization in
conjunction with its personnel-planning and job analysis activities.
2. Increase the talent pool at minimum cost.
3. Help increase the success rate of selection process by reducing the number of visibly
under qualified or overqualified applications.
4. Help reduce the probability that job applicants once recruited and selected will have the
organization after a short period of time.
5. Meet the organizations legal and social obligations regarding the composition of its work
place.

6. Being identifying and preparing potential job applicants who will be appropriate
candidates.
7. Increase organizational and individual effectiveness in a short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.

Specific Objectives of Recruitment:

  To attract people with multi-dimensional skills and experiences that suit the present
the future organizational strategies.

 To induct outsiders with a new perspective to lead the company.

 To infuse fresh blood at all levels of the organization.

 To develop an organizational culture that attracts competent people to the company.

 To search or head hunt/head pouch people whose skills fit the company’s values.

 To devise methodologies for assessing psychological traits.

 To seek out non-conventional and development grounds of talent.

 To search for talent globally and not just within the company.

 To design entry pay that competes on quality but not a quantum.

METHODOLOGY OF THE STUDY

The main theme of the chapter us to know the source of the data the researcher has collected
the data or information. The data is the raw facts of observation, typically about physical
phenomena. Thus, data is usually the main theme of the chapter us to know the source of the
data the researcher has collected the data or information. The data is the raw facts of
observation, typically about physical phenomena. Thus, data is usually subjected to a value
added process where:
 It forms aggregated, manipulated and organized.
 Its contents are analyzed and evaluated.
 It is placed in a proper context for a human user.

So information is processed data placed in a context that gives value for the reader. It is basis
for analyzations and interpretations, which helps in making note of findings, conclusions and
also helps to give suggestions. So data should be accurate, correct and clear. If it is
inaccurate or not improper order the whole output gets affected and it may lead to confusion.
COLLECTION OF DATA:
The researcher as a wide variety of methods to consider, either singly or in
combination. They can be grouped as:
 Primary source of data
 Secondary source of data
For this dissertation the data was collected from both the sources. Primary sources of data
included questionnaire and personal interview. Secondary data includes textbooks, Internet
and company past records.
The title of the study “effectiveness of selection process at RIL”, literature reference were
conducted mostly on organigestion Development books.
SOURCES OF DATA:
HRM review, HRM textbooks, assumes that Organigestion Devlopment is the
responsibility of every manager not just those in the ORGANIGESTION department. This
helps how organigestion activity and also helps how to fasten employee commitment. It is
concern with people, acquiring their services, their skills, motivating them to higher levels of
organization of essential to achieving organizational goals. This can be achieved by selecting
a right person for a right job and also satisfaction of the employee.
This is true regarding less of the type of organization, government, business, education,
health and social action.
Thus, Organigestion Development refers to a set of programmes, functions and activities
designed and carried out in order to maximize both employee as well as organizational
effectiveness.
To get information about the above related areas, the following books are been referred:
ORGANIGESTION Management
--By Ashwathappa
ORGANIGESTIONManagement
--By Subba Rao

Internet:
Internet was also used as one of the major source in the data collection process. The
internet has also become a key platform for a rapidly expanding list of information. Online
search has been done to get the information at websites in a variety of ways, using search
sites and search engines such as google.com

Conclusion:

 Introduction to ORGANIGESTION management, it helps to know about the

importance of ORGANIGESTION and role played by ORGANIGESTION in the
organization. It shows how people make things happen.
 It also gives the information about how the recruitment and selection processes takes
place and also different concepts involved in the organization.
 It gives and overall theoretical view about the topic i.e. selection process used by the
organization to their employees and how it is useful to them.
 World Wide Web provides updated information for the researcher relating to various
areas. So, it helps in getting the current information rather old or updated
information.

Sampling Techniques:

Sampling Technique is a technique in which instead of every unit of the universe,

only a part of the universe is steady and conclusion are drawn on that basis for the entire
universe.

The random sampling was used to collect the data for the study. Random sampling
refers to the sampling technique in which each and every item of the population is given an
equal chance of being included in the sample. The selection is therefore free from personal
bias because the investigator does not exercise her/his discretion or preference in the choice
of items. Since the selection of items in the sample depends entirely on chance. This method
is also known as method of chance selection. For this study 50 employees were selected at
random.

Sample size
 Sample size refers to number of elements to be included in the study. The important
decision that as to be taken while adopting a sampling technique is the sample source. In this
study the sample size of respondent was decided to be fifty.

Sample description
No research work can be under taken with out of the co-operation of the respondents
who were interviewed from whom data was collected through questionnaire. Therefore
respondents play a very vital role in this type of study. The data was collected through the
questionnaire. The employees who have experienced more than 10 years from different
departments to fill the questionnaire. The data regarding submissions were also through
general talk the following details of the respondents were collected.

1. Name
2. Qualification
3. Nature of employment
4. Department
5. Designation

The selection of respondents in departments is done randomly who are the associates
of KOTAK MAHINDRA LTD.

STATISTICAL TECHNIQUES
 To get the responds, the questionnaire method was used in this study the
questionnaires were distributed to employees and were asked to answer the questions. The
employees were also contacted personally to get the necessary data information required for
the completion of the survey.

The questionnaire used in this study was a structured one. Here the questions were
arranged in a specific order and were logically interconnected for the research study. The
advantage of the structured questionnaire lies in the reduction of interviewers and interpreters
bias. The questionnaire was framed by keeping in the mind the objectives of employee
satisfaction.

Actual collection of data

As this is an exploratory study, the mode of collecting the data mainly through
questionnaire. The questionnaire has been designed extensively for employees purpose. The
responses were noted down on the questionnaire and their comments were noted on the back
of the questionnaire. These responses especially the comments helpful during the analysis.

Other methods used for data collection work, company records and broachers issued
by the management. Internet was also a source of data collection.

Tools used for testing of hypothesis

A hypothesis is the tentative explanation for something. It frequently attempts to

answer the questions “How & Why” at one level, hypothesis simply suggests how particular
variable is related.

At a more theoretical level hypothesis may offer a reason (Why) for the way that
particular variable was selected. Generally speaking, it is a logically organized set of
proposition, which serves to define the events, describe the relationships among these events
and explains the occurrence of these evens.
By hypothesis, we mean a statement about the population parameters. Hypothesis
testing deals with a procedure, which aspects or rejects the hypothesis. There are two types of
hypothesis.
Null hypothesis

It states there is no significance difference between the sample value and population
value. This means that the observe difference is due to the random fluctuations. Ho denotes
the Null hypothesis.

Alternative hypothesis

Incase the Null hypothesis rejected; we should have the alternate hypothesis to accept.
Alternate hypothesis denoted by HA.

Types of errors:

While testing hypothesis, there are four possible combinations between the population
value and sample value. The four combinations are:
Hypothesis is true and test rejects it (Type 1 error)
Hypothesis is false and test accepts it (Type 2 error)
Hypothesis is false and test rejects it.

Levels of significance

It is nothing but the probability of rejecting a true hypothesis. It represents the level of
risk the experiment is ready to take in rejecting a true hypothesis and denoted by α.

α gives the level of confidence of the experiment in taking the decision. It is always
preferable to keep the levels of significance a low percentage. It means that we should not
reject a true hypothesis. β represents the risk of accepting a false hypothesis. 1- β is called the
power of the test.

Acceptance region
 This represents the region with in which the calculated of the statistics must lie to
accept the null hypothesis. if calculated value lies in this region then the null hypothesis will
be rejected.

Limitations of the study:

1. The study is confined to KOTAK MAHINDRA LTDCompany.

2. Findings of study are based on the assumptions that respondents have disclosed
correct information.

3. Due to time permit, it was not possible to probe deep into the study.

4. Due to the hectic work of associates, the survey was limited to 50 associates.