EXECUTIVE SUMMARY

Today, in every organization personnel planning is an activity is necessary. It is an important

part of an organization. Human resource planning is a vital ingredient for the success of the
organization in the long run. There are certain ways that are to be followed by every organi-
zation , which ensures that it has right number and kind of people, at the right place and right
time, so that organization can achieve its planned objectives.

The objectives of Human Resources Department are Human resource planning, Recruitment
and selection. Training and development, career planning. Transfer and promotion, Risk
Management, Performance appraisal and so on. Each objective needs special attention and
proper planning and implementation.

For every organization it is important to have a right person on a right job. Recruitment and
selection plays a vital role in this situation. Shortage of skills and the use of new technology
are putting considerable pressure on how employers go about Recruiting and Selecting staff.
It is recommended to carry out a strategic analysis of recruitment and selection process.

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 Chapter – 1

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 INTRODUCTION

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 Vardhman Textiles Ltd

Arisht spinning mills, it is the part of Vardhman textiles situated at Baddi, Himachal Pradesh,
which was incorporate in 1973, is one of the pioneers in textile industry with operations in
the segment of yarns, sewing threads, steel, and fabric. There are 24 units of Vardhman in all
over the country and company like VMT spinning company, Vardhman threads and
Vardhman yarns.

Type: Private

Industry: Employment

Headquarters: Patiala (Punjab)

History:

Company was incorporate in 1973. The company was promoted by Vardhman spinning and
General Mills ltd.

Vardhman textiles, exports its products to more than 25 countries and has a strong presence
in market like the EEC, USA, Canada, China, Japan, Korea, Mexico

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Recruitment and section

Recruitment is the process of attracting individual on a timely basis sufficient numbers and
with appropriate qualification, to apply for job within an organization. The process of search-
ing prospective employees with multidimensional skills and experience that suits organiza-
tion strategies in fundamental to the growth of the organization, this demand more compre-
hensive strategic perspective recruitment. Organization requires the service of large number
of personnel, these personnel occupies the various position created to the process of organi-
zation. Each position of the organization has certain specific contribution to achieve the or-
ganizational objectives. The recruitment process of the organization has to be strong enough
to attract and select the potential candidates with right job specification. The recruitment pro-
cess begins with human resource planning and concludes with the selection of required num-
ber of candidates, both HR staff and operating managers have responsibilities in the process.

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NEED FOR RECRUITMENT

The need for recruitment may be due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labor turnover.

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

Purpose and importance of Recruitment

1. Determines the present and future requirements of the organization on conjunction

with its personnel planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of vis-
ibly under qualified and over qualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.

5. Evaluate the effectiveness in the short term and long term.

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RECRUITMENT PROCESS:

Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises five interrelated stages, viz.,

1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control

Sources of recruitment:

Internal sources External sources

1. Promotion Campus recruitment

1. Transfer Press advertisement

1. Internal notification Management consultancy ser-

vice
2. Retirement Educational institutions

3. Former employees Walk-ins, write-ins, talk-ins.

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1. Internal recruitment:

Internal recruitment seeks applicants for positions from within the company. The various in-
ternal sources include:

Promotions and transfers:

Promotion is an effective means using job posting and personnel records. Job posting re-
quires notifying vacant positions by posting notices, circulating publications or announcing at
staff meeting and inviting employees to apply. Personnel record helps to discover employees
who are doing job bellow their educational qualifications or skill levels.

Employee referrals:

Employee can develop good prospects for their families and friends by acquainting them
with the advantage of job with the company, furnishing them with introduction and encour-
aging them to apply.

Former Employees:

These include retired employees who are willing to work on a part time basis, individuals
who left work and are willing to come back for higher compensation.

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EXTERNAL RECRUITMENT:

External recruitment seeks applicants for positions from sources outside the company. The
various external sources include:

Professional or trade associations:

Many associations provide placement service to its members. It consists of comparing job
seekers lists and providing access to members during regional or national conventions.

Advertisements:

It is popular method of seeking recruits, as many recruiters prefer advertisements because of

their wide reach. Want ads describe the job benefits, identify the employer tell those interest-
ed how to apply.

Campus recruitments

Colleges, universities, research labotories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes.

Walk-ins, Write-ins and Talk-ins:

The most common and least expensive approach for candidates is direct applications, in
which job seekers submit unselected application letter or resumes.

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Consultants:

They are in this profession for recruiting and selecting managerial and executive personnel.
They are useful as they have nationwide contacts and lend professionalism to the hiring pro-
cess.

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Selection process:

Selection is along process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.

1. Application screening

2. Selection Process

3. Employment interview

4. Final Applicant pool

5. Employment offer

6. Medical Exams

7. Appointment

 Application Screening:

Applications are screened to determine the best qualified applicants for the requirements of
the position. Only these applicants will be included in the selection process in order to estab-
lish the best applicant pool for the position.

 Selection Process:
The selection process involves fairly testing the qualifications of applicants. This may be a
single interview or a series of tests to demonstrate skills and abilities.

 Final Applicant Pool:

The City shall prepare a final applicant pool consisting of a group of applicants who success-
fully completed the selection process. The City may conduct education verification, reference
checks, and background investigations on those in the applicant pool to further determine
their qualifications based on job requirements. Applicant Pools may remain in effect for up to
6 months.

 Employment Offers:

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 A job offer may be extended to one of the individuals in the final applicant pool who has
been determined to be the most qualified based on bona fide job duties and requirements of
the position.

 Medical Exam & Drug Screening

: Conditional employment offers are contingent upon the applicant successfully completing
any applicable post-employment-offer medical examinations, drug screening, and fingerprint
checks.

 Appointments:
The City may appoint any applicant in the specified applicant pool who has successfully
completed the entire selection process. Newly appointed employees must serve a probation-
ary period of 12 months before attaining regular employee status.

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 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

1. Recruitment is the process of searching for prospective candidates and motivating

them to apply for job in the organization. Whereas, selection is a process of choosing
most suitable candidate out of those, who are interested and also qualified for job.

2. In the recruitment process, vacancies available are finalized, publicity is given to

them and applications are collected from interested candidates. In the selection pro-
cess, available applications are scrutinized. Tests, interview and medical examination
are conducted in order to select most suitable candidate.

3. Recruitment is prior to selection. It creates proper base for actual selection. Selections
next to recruitment. It is out of candidates available/interest.

4. Recruitment is the positive function in which interested candidates are encouraged to

submit application. Selection is a negative function in which unsuitable candidates are
eliminated and the best one is selected.

5. In recruitment services of expert is not required whereas in selection, service of ex-

pert is required.

6. Recruitment is not costly, Expenditure is required mainly for advertising the posts.
Selection is a costly activity, as expenditure is needed for testing candidates and con-
duct of interviews.

7. In recruitment purpose is to attract maximum numbers of suitable and interested can-

didates through applications, In selection process the purpose is that the best candi-
dates out of those qualified and interested in the appointment.

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 Chapter-2

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 Review of Literature

Barber (1998) defines Employee recruitment as “practices and activities carried on by an

organization for the purpose of identifying and attracting potential employees”. Many large
corporations have employee recruitment plans that are designed to attract potential employ-
ees that are not only capable of filling vacant positions but also add to the organization’s cul-
ture.

According to Costello (2006) recruitment is described as the set of activities and processes
used to legally obtain a sufficient number of qualified people at the right place and time so
that the people and the organization can select each other in their own best short and long
term interests.

According to Montgomery (1996) is on matching the capabilities and inclinations of pro-

spective candidates against the demands and rewards inherent in a given job.

Need of the Recruitment and Selection Process

Dessler, (2000) found in his study that the Recruitment and selection forms a core part of the
central activities underlying human resource management: namely, the acquisition, develop-
ment and reward of the workers. It frequently forms an important part of the work of human
resource managers – or designated specialists within work organizations. However, and im-
portantly, recruitment and selection decisions are often for good reason taken by non-
specialists, by the line managers. Recruitment and selection also have an important role to
play in ensuring worker performance and positive organizational outcomes.

Recruitment and selection had the capacity to form a key part of the process of managing
and leading people as a routine part of organizational life, it is suggested here that recruit-
ment and selection has become ever more important as organizations increasingly regard
their workforce as a source of competitive advantage. Of course, not all employers engage
with this proposition even at the rhetorical level. However, there is evidence of increased in-
terest in the utilization of employee selection methods which are valid, reliable and fair.

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 Chapter – 3

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 Need of study

1. To get an idea about the recruitment and selection procedure held by

Vardhman Textile ltd.

2. To determine which recruitment and selection practices are the most effec-
tive.

3. To develop organizational culture that attracts competent people to the com-

pany.

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 Chapter – 4

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 OBJECTIVES

Every task is taken with an objective. Without any objective task is rendered meaningless.

The main objectives for undertaking this project are;

1. To know the perception of employees regarding recruitment and selection process.

2. To know the recruitment process followed in Vardhman ltd.

3. To know the selection process followed in Vardhman ltd.

4. To review HR policies pertaining to recruitment and selection.

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 Chapter-5

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RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the investigation of

matter. The primary purpose for applied research is discovering, interpreting, and develop-
ment of methods and systems for the advancement of human knowledge on a wide variety of
scientific matters of our world and the universe. Research can use the scientific method, but
need not do so.

Scientific research relies on the application of the scientific method, a harnessing of curiosi-
ty. This research provides scientific information and theories for the explanation of the nature
and the properties of the world around us. It makes practical applications possible. Historical
research is embodied in the historical method. Scientific research can be subdivided into dif-
ferent classifications according to their academic and application disciplines.

Aim

To analyze the recruitment and selection process of Vardhman ltd and review HR policies
pertaining to recruitment and selection

 Research design:
Descriptive research
 Source of data collection
The primary as well as the secondary sources was used for collection of data.

Primary data:
Questionnaire and interview

Secondary data:
Books and journals

Primary data involves the collection of data that does not already exist. This can be through
numerous forms, including questionnaire and telephone interviews amongst other.

Secondary data involves the summary, collection and/or synthesis of existing research ra-
ther than primary research, where data are collected from, for example, research subjects or
experiments.

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 Chapter-6

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DATA ANALYSIS AND INTERPRETATION

SOURCES USED IN RECRUITMENT AND SELECTION:

1. Which of the sources of recruitment and selection are used in Vardhman?

a) Internal
b) External
c) Both

Table

Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

CHART

10%

Advertisment
25% Internet
Campus recruitment

15%

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Interpretation

It was found that about 55% of the recruitment and selection is done both by internal and ex-
ternal sources, while as external sources are used more than the internal sources. Employees
are hired mostly from external sources like job portals, consultancy etc.

External sources used in recruitment:

2. Which of the following external sources are used for recruitment in Vardhman?

a) Advertisement
b) Internet
c) Campus recruitment
d) Consultants
e) All of the above

Table

options Advertisement Internet Campus consultancy All of Total

recruitment the
above
Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100%

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 10%

25%
Advertisment
Internet
Campus recruitment
Consultancies
40% 15%
All of the above

10%

Interpretation:

It was found that 40% of the employees are recruited through the consultancies and
20% of the employees are selected by the advertisement followed by internet with
15% and campus selection with 10%. Consultancy and internet are the major source
which provide eligible candidates for the hiring in Vardhman.

Form of Recruitment and selection used:

3. Which form of recruitment and selection is used in Vardhman?

1. Centralized

2. Decentralized

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Table

Options Centralized Decentralized Total

Responses 2 18 20
Percentage 10 90 100%

Chart

10%

centralized
Decentralized

90%

Interpretation:

It was found that recruitment is decentralized. However, for higher positions of em-
ployment the recruitment is centralized. Recruitment is decentralized as all the centers
of Vardhman recruit their employees according to the number of vacancies available
in the respective centers.

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 Chapter-7

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 LIMITATIONS OF STUDY

1. Employees may not reveal the secrets to the company.

2. Busy schedule of the employee also effect to some extent.

3. There is a chance for bias in the information given by the respondents.

4. Collecting data from employees becomes difficulty due to the time constrains.

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 Chapter-8

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 FINDINGS

The collected data are analyzed and general observations has proven that Vardhman
has done remarkable job in its Human Resource department.

The main findings are as follows:

1. In Vardhman Textile employees feels the HR department is good.

2. The recruitment and selection process is decentralized.

3. About 90% of the employees are satisfied with the recruitment and selection pro-
cess.

4. Most of the managers prefers personal interviews.

5. Mostly external sources of recruitment are considered.

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 Chapter-9

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 CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating

and encouraging them to apply for jobs in an organization. And selection is selecting
the right candidate at the right time in the right place.

Employees of Vardhman are satisfied with the current/existing recruitment and selec-
tion process. Vardhman recruiting their employees mainly through consultancies.
Consultancies are the mediator between the organization and the candidates as it
serves the requirements of the employees as well as the organization. Vardhman re-
cruits their employees in a decentralized way.

Also Vardhman Textile has to consider internet sources for recruitment of employees
so that it could motivate the employees. Employees are also well aware about the var-
ious sources and methods of recruitment and selection.

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 Chapter-10

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 SUGGESTION

From the findings I can suggest Vardhman Textile ltd, Baddi branch following things
for the effectiveness of recruitment and selection process and HR policies:

 Recruitment must be done by analyzing the job firstly which will make it easier and
will be beneficial from the companies point of view.

 More emphasis should be given on internet and advertisement so that more and more
candidates apply for the jobs and it will be easy to find the right employee among
them.

 The recruitment and selection procedure should not be too lengthy and time consum-
ing.

 Company should try to use the internal recruitment process first because it incurs less
cost and acts as a motivational factor to the employees

 Providing training to employees so that they get better knowledge, skills and attitude.

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 Chapter-11

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 BIBLIOGRAPHY

BOOKS:

 C.B Gupta, Human Resource Management.

 K Ashwathapa, Human Resource and Personal Management
 Chris Duke, Recruiting the right staff

Websites:

1. www.google.com
2. www.en.wikipedia.org
3. www.citehr.com

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 Chapter-12

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 ANNEXTURE

QUESTIONNAIRE:

Recruitment and selection process of Vardhman Textile ltd.

This questionnaire survey is purely for academic [purpose. Any information collected
through this survey is confidential and would not be shared with anyone other than
the people involved in this.

Name:
…………………………………………………………………………………….
Designation: ………………………………Age: ……………………………………
Department: ………………………………..Qualification: …………………….

Answer the following questions:

Q1. Which of the sources of recruitment and selection are used in Vardhman Textile ltd?

a) Internal
b) External
c) Both

Q2. Which of the following external sources are used for recruitment in
Vardhman Textile Ltd?

a) Advertisement
b) Internet
c) Campus recruitment
d) All of the above

Q3. Which form of recruitment and selection is used in Vardhman Textile?

a) Centralized
b) Decentralized

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Q4. Are you satisfied with the recruitment process?

a) Yes

b) No

Q5. Are you satisfied with the selection process?

a) Yes

a) No

Q6. Does your company follows different recruitment process for different grades of em-
ployment.

1. Yes

2. No

Q7. How do you rate HR Practice of the company?

1. Excellent
2. Good
3. Average
4. Bad

Q8. Are you comfortable with the HR policies of the company?

a. Yes

b. No

Q9. Are you satisfied with External recruitment process of the company?

a. Yes

b. No

Q10. Are you satisfied with the campus recruitment process?

a. Yes

b. No

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