You are on page 1of 72

A REPORT ON RECRUITMENT AND SELECTION In SUPER CASSETTES INDUSTRIES LTD.

SUBMITTED TO: Prof. CHARU CHAUDHARY CO-ORDINATOR BBA I.T.S MOHANNAGAR GHAZIABAD

Submitted by GARIMA RAI Roll No. 9340567 Human Resource Session 2006-2009

A REPORT SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS OF BBA-HR PROGRAM OF ITS MOHANNAGAR, GHAZIABAD

ACKNOWLEDGEMENT
This project report and the learning process behind it would not have been possible without the guidance of my Faculty Guide, Professor Charu Chaudhary. She was able to impart me with the right approach that my training required for its successful practical implementation. Secondly, my company guide Mr. Puneet Jain and Mr. Sanjeev Sharma at T-Series Super Cassettes Industries, who was able to introduce me to the idea of Recruitment and Selection and what goes behind it. These past two months were of utmost importance as they added value towards my path of knowledge. I would like to end this acknowledgement by thanking the staff, clients, and people at large with whom I have interacted during the course of my training. I am grateful for each and every valuable interaction that brought me to a of the workings of the Recruitment and Selection Process in an organization forming the crux of my report.

GARIMA RAI

EXECUTIVE SUMMARY
The purpose of my project was to learn the practical application of Recruitment and Selection Process and its importance in T-Series along with the HR policies of T-Series which prides itself to be the market leader. While carrying out the study I have gained a good amount of knowledge and insights of how HR department works but I have touched the tip of iceberg. There was more to learn but due to constraint of time it was not possible. The HRD manager has to work with the missionary spirit. Unlike many roles in an organization where tangible shortterm benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible short- term accomplishment. Yet HRD managers are tempted to show to the top management, line manager and themselves that they are making things happen through training program, performance appraisal, reward systems and the like. In T-Series a meticulously natural team stands at the very heart of the group. 4,000 Personnel evince perfect camaraderie. A steadfast dedication to qualify an attainment of maximum team potential are the touchstones of the company. The company is engaged in constant learning process through intensive selection and training program. Indeed, the aspiration is to shape a winning team of self motivated, empowered, professionals with knowledge and confidence to take independent decision. SCI recognizes each employees individuality, ability and efforts and also applauds for their contribution to the success of the group.

Acknowledgement Preface Chapter I : Introduction to Company 1.1 1.2 1.3 1.4 1.5 1.6 1.7 Profile of the company Divisions Departments History Activities of T-Series Awards and Achievement Welfare Facilities Page No 1/19 1/6 7/11 12 13 14/15 16 17/19 20 21/24 25/34 35/36 37/63 54 55/58 59 60/65

Chapter II : Objective of the Study Chapter III : Introduction to HR Chapter IV : Recruitment and Selection Chapter V : Research Methodology Chapter VI : Data Representation Chapter VII : Limitation Chapter VIII: Recommendations and Conclusion Bibliography Annexure

CHAPTER 1

INTRODUCTION TO THE COMPANY

The People

A meticulously nurtured staff stands at the very heart of the group. 4000 skilled personnel evince perfect camaraderie. A steadfast dedication to quality and attainment of maximum team potential are the touchstones we live by. We are engaged in a constant learning process through intensive selection and training programs. Indeed, our aspiration is to shape a winning team of self-motivated, empowered professionals with the knowledge and confidence to take independent decisions. We, at SCI, recognize each employees individually, ability, efforts and applaud their contribution to the success of the group.

Into the Future

The promise of tomorrow starts with today. For all of the 21 years of our existence, we have never believed otherwise. An ear finely tuned to the ground has certainly helped. With the exemplary vision of Shri Gulshan Kumar, the group rose to phenomenal heights. And inheriting the same farsightedness and ability to capitalise on small opportunities, the present Managing director, Mr. Bhushan Kumar, leads the group into the future, with the same fixity of purpose. Today, we are a diversified group with $ 90 million in our core business of Consumer Electronics, CDs, Audio/Video Magnetic tapes and cassettes. All of which has achieved through keen perception of the changing consumer practices, infrastructural investment, technological up gradations and a skilled, cohesive workforce. Above all, an aggressive commitment towards quality through technical and professional perfection.

The Infrastructure

For any enterprise to succeed, the support system has to be well oiled and well equipped. With comprehensive infrastructural facilities, we are primed to meet any exigency. Our factories situated at NOIDA, near Delhi, provide centralized solutions to meet our growing needs. With an aim to optimize efficiency, we have successfully embarked on the course of Backward Integration. From the tiniest screws to injection molded plastics, we espouse total self-reliance. This has led to significant reduction in production time and cost, while critically heightening our quality.

The Technology
Continuous innovation and improvement have been our forte. Harnessing cutting-edge
technology, we create products of unsurpassed quality and superior performance. We have high-end systems for CD replication (NETSTAL, LEYBOLD & DUBUIT). VHS duplication facility on PAL and NTSC formats. Digital loop bins (GAUSS, LYREC & OTARI). Printing on HEIDELBERG with POLAR machines for printing of inlay cards and publicity material. To streamline production, we have Magnetic Coating, Calendaring and Slitting Plant, (NISSEL, Fujimoto). We also operate Plastic Moldings facilities with computerized operations to offer the highest quality.

The Quality

A quality product at qualitative prices is what we believe in. We endeavor to envisage the consumers needs and to keep them thoroughly satisfied. The market leader is invariably one with the most satisfied consumers. And that is precisely the way we conduct our business. The ISO 9002 certification is a proud feather in our cap. With an ultra modern R & D laboratory and advanced quality control department, we strive to excel in our quest to be the best.

Divisions of the Company


1. CD Division

12 Million CDs per annum

Resources that reverberates into your soul. Tone that resounds into your spirit. With the onset of the digital revolutions, exceptional reproduction of sound was conceivable through a new medium- CDs. The CD division was started with the sole aim to provide high-class quality at competitive prices. To that end, we have been immensely successful. We have high-end systems for CD replications, with machines from NESTAL (Switzerland), LEYBOLD (Germany) and DUBUIT (France). That translates to a capability to produce 12 million CDs annually or 70 Cds per minute, giving us a competitive edge in a fast moving market. Our plant,located at NOIDA,also has the technical competence to replicate CD-ROMs, Video CDs, Interactive and Graphics CDs, among other applications. To sustain high quality to meet the exacting global standards. With state-of-the-art technology at very appealing prices, theres none that can hold a candle to SCI.

2.

Magnetic Tape Division

ISO 9002 Certified

Excellence that speaks volumes and quest for the highest quality. A dearth of quality magnetic tapes promotes the start of this division, back in 1983. This unit manufacturing Audio/ Video Magnetic Tapes and pancakes has since set numerous benchmarks in product quality, including the coveted ISO 9002 certification. The Magnetic Tape division has its own Magnetic Tape Coating, Calendaring and slitting plant, incorporating systems from NISSEI machines and Fujimoto of Japan.. Quality control tests have ascertained that our products fully comply with international standards. This division has an installed capacity to manufacture 180 million C-60 Audio and 6 million E-180 Video units per annum.

3. Printing Division
114 injection molding machines

Our ultra modern Printing press is equipped with state-of-the-art high-speed systems. The pre press unit with DR HELLs jumbo size scanner (Germany), Image Setter and Flat Bed Scanner from SCITEX (Israel) and 10 (G-3/400) Macintosh work stations for Graphic Designing with BARCO reference Calibrators ensuring extremely high color fidelity, as well as long term color stability. The Printing and Binding section is also equipped with high-end machines such as: 5 Color AL-CPC HEIDELBERG (Germany), 5 Color AL-CPC ADAST DOMINANT Infra Red Drying systems (Czech Republic), Automatic Folding and Creasing Machine (Germany), Die Cutting machines and CNC Program Paper Cutting machines for in-house pre-press, printing & finishing of Inlay Cards for Audio/ CD/ VCDs Posters, Audio/ Video jackets, publicity and other promotional material.

4.

Plastic Moulding Division

Espousing the principle of backward integration we have ushers a new era in the entertainment industry. We are the only organization to source all components in-house, in entirety. Our Injection Moulding Units. CHON-HSONG ( Hong Kong), JSW (Japan) and WINDSOR machines form the backbone of our Injection Moulding Division. Working round the clock, we produce some 5,00,000 units each of injection-moulded parts per day. Audio / Video shells, PPICs and other plastic components, TV cabinets and CD jewel boxes, are some of the units we manufacture for captive use. Besides moulds, we also produce other necessary components like silicon pressure pads, shields and even screws, to streamline our operations.

10

5. Audio/ Video Cassette Division


186 million A/V cassettes per annum

An enticing melody of creativity and technology in complete harmony with you at the core of our commitment to excellence lies a strong in-house infrastructure. A capability to produce 180 million audio cassettes and 6 million video cassettes has catapulted us to the top of the industry. The Audio/ Video cassettes division, set up in 1983, to provide Audio/ Video cassettes, has 65% market share for itself. With VHS video duplication facility on both PAL & NTSC formats, our formats, our stateof-the-art technologies ably assist us in out pursuit to thr highest quality, amply demonstrated by our high fidelity recordings utilizing a combination of high speed digital duplication machines from Gauss (USA), Lyrec (Denmark) & Otari (Singarore). Each of the components are subjected to rigorous quality control tests to eliminate defects, if any. This division also has the hallmark of sourcing all the components in-house while handsomely adhering to the standards set by the IEC

11

Departments of the company


Human Resource Department Personnel and administration Store Department Screw Department Moulding Department Maintenance Department Research and Development Department Finance Department Assembly Department Production Department Cutting Department Coating Department Quality Department Excise Department Security Department

12

History of the company


Thinking ahead is the key to stay ahead. A brief on which, Shri Gulshan Kumar built his dream of an organization for the future. With a focused well thought of strategy, coupled with an intuitive mind, he catapulted T Series into a multi product, multi functional company and a force to be reckoned within the world music industry. In a mere span of 18 years, the company carved a remarkable 65%, market share in pre recorded Indian music industry. All this achieved through quantity, innovation and on sustained dedication to create only the best. Strategic diversification into entertainment electronics further established T series as a well-oiled conglomerate with an annual turnover exceeding $80 million. He firmly believed that an international fraternity of consumers, partners and business associates, through constant innovation and improvement would go long way in enhancing the quality. A philanthropist with a true commitment towards the advancement of the society, his contribution towards social upliftment, born out of a deep love for the fellow citizens became the source of immense happiness. An astute leader and a visionary, who reacted beyond the ordinary, he distinguished himself amongst the preeminent Industrialists in India. August 1997 witnessed the bequeathing of the empire onto the young shoulders of the present managing director, Mr. Bhushan Kumar. A radical strategist whose operational transformation and innovation will evolve SCI into the US $ 200 million entertainment superpower with the next five years. Successful introduction of Indian Pop Music, production of devotional Hindi films, big banner film sound track and tie up with South Korean electronics giant M/S Hyundai corporation, are the outcome of his dynamic leadership and futuristic approach. His foray into multiplexes, music retailing and international music, marketing will further consolidate SCIs supremacy in the global entertainment arena.

13

Activities of T Series
The activities undertaken by T Series includes the following area: 1. Devotional Music: This segment represents one of the focused areas of T-Series in the pre-recorded music. They produce devotional music in all major language. Infact they have the highest number of devotional titles to their credit. 2. Regional Music: They produce the variety of both regional and local language. From Tamil to Bhojpuri and from Marathi to Rajasthani, T series productions are available across the length and breadth of the country. 3. Hindi Film Music: They regularly release the film music and presently have over 5800 Hindi film or combination titles under their name. 4. Remixes: In todays music environment, remixed version of evergreen have literally taken the market by the storm. T Series digitally remaster songs to produce the popular dance tracks. 5. Pop Music: Pop music is undoubtedly one of the fastest growing segments among other forms of music. Although T Series have recently entered this field but it has achieved tremendous success.

14

6. Tributes: Music lovers have always eagerly awaited complications of the works of The legendary music directors and playback singers. T Series has provided this and their extensive varities of tributes includes glorious melodies of Mukesh, Nashad, M.H. Rafi, Shankar Jaikishan and Kishore Kumar. 7. Ghazals Today Ghazals enthrall and resound in every heart. They came alive in T-Series live collection of sensitive and soothing numbers by renowned classical Ghazal singers like Pankaj Udhas, Jagjit Singh, HariHaran, Ghulam Ali etc catering to virtually every Ghazal Lovers taste.

15

Awards and Achievements T-Series having places tremendous importance on customer satisfaction and the world class has been globally recognized. National Citizen Award (1990)

Shri Gulshan Kumar has received this award by the former Prime minister Shri. P. V Narsima Rao for the sterling contribution for the promotion of music and developing new talents in the film industry. Vijaya Ratna Award

This award has been given to T-Series by the INTERNATIONAL FRIENDSHIP SOCIETY OF INDIA. Limca Books of Records Awards (1992)

Mr. Gulshan Kumar has been conferred for this award by the I and B Minister Ajit Pant in the year 1992 for his phenomenal contribution to the field of music. Mother India National Award

It was presented by the NRI Institute, in the reorganization of the outstanding social achievement of Mr. Gulshan Kumar in all works of life.

16

Welfare Facilities
Staff Welfare:
1. Bus facilities are provided to employees from the residence to office and vice versa. 2. Tea facility: tea is provided to employees twice a day. 3. Uniform: provided to worker category. Bonus: Employees who are getting salary (Basic + DA) up to a limit of Rs. 3500/- per month are paid in the shape of disbursement of bonus. The circulations are as per the bonus act only. Bonus is paid after 8 months of closing the financial year. Normally it is given at the time of Diwali. Provident Fund (PF): The employee does deduction of PF. Employer will deposit that amount directly to PF department. The rounding up is of 50 paise. From the employees side: 12% of basic salary + DA. Employer contribution is broken into two heads i.e. employee pension scheme, which is 8.33% of basic salary + DA and the employee.

17

Gratuity: The employer gives gratuity to those employees who have completed his five years in the organization. Group Insurance: Company has taken the assumption from the provident fund organization against EDLI (Employee Deposit Link Insurance) and accordingly doing compliance under General Insurance Policy (from life insurance Corporation), which is more beneficial than EDLI. The benefit of the scheme is that if an employee has Rs. 10,000/- in his Provident Fund account and he dies in an accident then he will get the amount on the basis of the deposit amount after his death but if employer takes the scheme then he will get Rs. 62000/after his death, so insurance scheme covers the risk factor for the employee. If the employer deposits money through EDLI then the employee will get maximum of Rs 60,000/- or the amount calculated on his contribution whichever is less. Through group insurance policy employee will get5 Rs. 62000/-. Medical Allowance: Those employees who are not covered under Employees State Insurance Corporation or are getting gross salary more than Rs. 65000/- per month will be eligible for this allowance or reimbursement for him and their dependent family members. In this allowance one-month gross salary is given to employee. If this amount is more than Rs. 15000/- it will be given to the employee. Whatever the amount comes will be divided on quarterly basis. If the employee shows the bill then his allowance will be treated, as reimbursement and this amount will not be taxable. If the employee does not show the bill then this amount will be treated as medical allowance and this will be taxable. For this allowance HR department considers the salary that is on 1st April, if there is any increment in this period then they will not consider. This amount is paid quarterly. HR department considers the insurance amount also for that policy.It will be applicable only when an employee has covered himself and his dependents by way of medical policy as per HR norms.

18

Incentives: Incentives are only for those employees who are getting VAD (production employees). They are of two types: 1. Attendance 2. Production based incentives. department

Employee State Insurance (ESI):


Those employees who are getting salary of more than Rs. 6500/- will be considered in the scheme and deduction will be 1.75% of gross salary and 4.75% of gross salary will be contributed by the employer from individual account. Loan: Only one type of loan is there which is interest free loan. This will be given on various conditions: 1. For self-dependents medical treatment. 2. For self-dependents marriage. 3. On special request from management. The maximum amount, which could be sanctioned, is the gross salary for three months and this amount can be deducted in 10 months equal installments. If the employee is not able to pay the installments in a particular month then he can make the request with the hr departments amount. If the request is approved then the installments will not be deducted in that month and that will be deducted in the next month, anything beyond the policy will depend on the management decision.

Advances: An employee can get advance from his current month salary and that amount should be less than the current month net pay. The amount will be deducted from his current month net salary.

19

CHAPTER 2

Objective of the study


The objective of the study is to reveal the importance of recruitment and Selection and its applicability in the organization. It ensures to employ the right candidates, at the right time, at the right place and at the right position.

The study highlights the fact that qualified candidates if selected would enable the organization to take appropriate decision.

To Understand the importance of recruitment to the organization. To Identify the outcomes of the Selection Decision to the organization. To Detail the main baises that can occur during the selection process. To Implement an effective Recruitment Process.

20

CHAPTER 3

Introduction to HRM
Human Resource Management
Definition: Human resources management is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of an organization's employees. Human resources management is particularly concerned with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a highperforming workforce that results in organizational success. Concept and Nature Human Resource Management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is the process of binding people and organizations together so that the objectives are achieved. Points to deal with HRM 1. 2. 3. 4. 5. 6. HRM is concerned with managing people at work Every organization is made up of people Acquiring new services Developing new skills Motivating them to high levels of performance Ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives.

21

Objectives of the Human Resource Management in T Series: They are derived from the basis of the objectives of an organization. In order to achieve organizational objectives integration of employers interest is necessary. In this light the objectives of HRM may be summarized as follows: 1. To employ the skills and knowledge of employees efficiently and effectively, i.e., to utilize the human resources effectively. 2. To enhance job satisfaction and self-actualization of employees by encouraging and assisting every employee to realize his/ her full potential. 3. To establish and maintain productive, self-respective in and internally satisfying working relationships among all the members of the organization. 4. To bring out maximum individual development of members of the organization by providing opportunities for training and advancement. 5. To secure the integration of all the individuals and groups with the organization by reconciling individual/ group goals of the organization. 6. To maintain a high morale and good human relations within the organization. 7. To help maintain ethical policies and behavior inside and outside the organization.

22

Importance of HRM in T Series 1. Developing the necessary skills and right attitudes among the employees through: HRD Recruitment Selection Placement Orientation Compensation Promotion policies Training Development Performance Appraisal

23

Hierarchy of HR department
Head of Human Resource Department

Senior manager Personnel

Deputy Manager

Labor Welfare Officer

Officers (senior officers/Junior officers)

Assistant/Personal Assistant/typist

Peons

24

CHAPTER 4

RECRUITMENT AND SELECTION


Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerised tests to assess an individual's off hand knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum or to complete an application form to provide this evidence.

25

How T-Series recruit manpower It has 2 main sources 1. Internal Source 2. External source Internal Sources These refer to persons already in the organization. Vacancies at higher levels are filled up by promoting persons at lower levels. Promotion means shifting an employee to high post carrying greater salary, status and responsibility. And on the other hand, shortage of manpower in one branch is met by transferring surplus from another branch. Transfer refers to shifting an employee to a similar job with no change in salary, status and responsibility. Sometimes, ex-employees of the organization are re-employed. Advantage: Filing vacancies for higher jobs by promoting employees from within the organization helps to motivate and improve the levels of employees. This induces loyalty among them,. Cheaper source of recruitment, as complete information about the employee is already available. Therefore, saves time and cost on advertising, interviews, etc.

Drawbacks: There may be inbreeding as fresh talent from outside is not obtained. Internal candidate may not give a new outlook and fresh ideas to business. Unsuitable candidates may be promoted to higher positions of higher responsibility because the choice is limited.

26

External Sources It refers to recruitment of employees from outside the organization. It provide wide choice of required number of employees having desired qualifications, and also provide people with new ideas and specialized skills required to cope with new challenges and to ensure growth of the organization.

T- Series recruit employees externally, in numerous states that involves summer placements, employment advertisements,e-recruitment,campus recruitment.

Methods of External Recruitment followed at T-Series Campus Recruitment It offers the most common gateway to the job market for final year students, especially in technical or professional fields. Companies put in a lot of effort to attract promising candidates and competition is intense.

SUMMER PLACEMENTS Summer placements between three to six months are part of the curricula of business schools and engineering colleges students. They are attached to companies to obtain real life work experience

27

EMPLOYMENT ADVERTISEMENTS Taken out in newspapers, magazines, specialized journals, to reach out to a large target audience & Advertisements may be for various positions, from trainees to top management level professionals. E-RECRUITMENT It is the process of attracting and hiring applicants for positions within an organization through use of the Internet. Provides access to a worldwide databank of jobs, on line application and information resources through the Internet. Benefits of e-recruitment is the provision for swift feedback and follow up.

SELECTION It is the process of examining the applicants with regard to their suitability for the given job or jobs, and choosing the best from the suitable candidates and rejecting the others. The objective of the selection process to select from the pool of candidates the person/persons who will successfully perform the given job. Selection divides the candidates into two categories Those who are employed Those who are rejected

It is called a negative process because unsuitable candidates are eliminated or rejected in order to identify suitable candidates. The number of candidates rejected are much more than that of those selected. Its an important function of personnel management because if the selection process is faulty unsuitable candidates are selected. It is the process followed after recruitment. The basic purpose of selection is to choose the right type of candidates to fill various positions in the organization.

28

How T-Series select candidates Preliminary screening- It is essential to check whether the candidates fulfill the minimum qualifications. Is aims at eliminating the unsuitable candidates based on certain specific criteria. Application blank-The candidates are required to give their personal details in full, family background, qualification, experience etc. Employment tests- Candidates are asked to appear for a written test. Selection Interview- It involves face-to-face conversation between employer and the candidate. It helps in finding candidates overall suitability for the job, and to cross check the information obtained through the application blank and tests. Interview with the HR head. Employment Interview-Interview with the departmental head. And the result given after providing this interview assessment sheet

29

Interview Assessment Sheet


Date .. Position :________________Name Department :________________Unit Below
Average Average Good Very Good Remarks

:______________ :______________

Personality Communication Positive Attitude Job Knowledge Related Experience Over All Rating

MAJOR STRENGTHS OF CANDIDATE


.. .. .. ..

30

FINAL RECOMMENDATIONS:
Suitable: Not Suitable:. Under Consideration:.. Proposed Designations:. Date of joining: Proposed CTC: Place of Work:

INTERVIEWER 1.

2.
Final Approval-After the candidate goes through all the above mention steps and is considered suitable for the post he is appointed. The candidate is initially appointed on a probation period for 6 months after that if his job and behavior is found satisfactory is issued a letter for confirmation of service of the present job and the appointment letter is provided.

For E.g. :
SCI:PERS:2006: Date: 16.03.2006 Mr. Hitesh Narang S/o. Mr. Imam Ali C/o. Mahesh Yadav, Rasuplur Nawada Sector 62, Nodia.

31

Sub:ADVISE FOR APPOINTMENT Dear Sir, With reference to your application and subsequent interview you had with us.We are pleased to appoint you as Die Cutting Operator in our Organization on the terms and conditions discussed and agrees by you at the time of interview. Initially you will be on probation for a period of six month and it would be the managements discretions to extend the same, which could be extended, in case the management so desires. Service after the issue of this may be terminated during the period of probation as occasion may demand. You are required to join at our upcoming unit super cassettes industries Ltd, C-85, Sec-4 Noida on or before 06.03.2006 failing which the after stand revoked automatically.The detailed appointment letter will be issued to you after your joining you are also requested to submit your recent passport size photograph alongwith photocopy of your certificates and testimonials at the your joining. Please sign and return the duplicate copy in token of your acceptance and also confirm the date of your joining. Thanking you. Yours faith fully, For SUPER CASSETTES INDUSTRIES LTD., (AUTHORISED SIGNATORY)

32

For E.g. : SCI:PERS:2006 Date: 16.02.2006 Mr. Atul Kumar Chauhan, Contorl No. N-/ 6553 Sub:- Confirmation of Services Your performance during the probation period has been found quite satisfactory. The management is pleased to inform that your services stand confirmed on your present post with immediate effect and you will be upgraded as training Engineer. We hope you will further strive to display better performance and contribute your best in achieving the ultimate goals of the organization. Your other terms and conditions of appointment shall remain unchanged.

With best wishes, ( R.P. Singh)

33

TRAINING
It is the process of improving the knowledge and skills of the employees. It is an organized and a systematic activity wherein people acquire knowledge and skills for doing a specific job. Its a two way process because it requires someone to teach as well someone to learn. The purpose of training is to mould the behavior so that they can do their jobs in a better way. Training is a never ending process. T-Series provide training to Newly recruited employees without job experience, so that they can perform their job effectively. Also to existing employees for learning the new and better way of performing the job.

Methods of Training
On-the-job-training Off-the-job training

34

Chapter 5

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
An empirical study has been undertaken to understand and study the process of Recruitment and Selection process employed in T Series. Data to be collected for the project titled RECRUITMENT AND SELECTION AT TSERIES. Primary data was collected for the project report.

PRIMARY DATA:
First hand information was collected by personally visiting the T Series office at FILM CITY Noida. Information regarding the Recruitment and Selection process was obtained through personal discussion with PERSONNEL ASSISTANT of HR Department. Questionnaire was administered and based on the analysis of those questionnaires the research has been carried forward. 20 employees at the administrative level and 12 employers of the company have filled up the questionnaire.

35

METHODOLGY FOR COLLECTING THE DATA Defining the problem:

Recruitment and Selection procedure in any organization is vital, as it helps in selecting the right candidate for the right job. Therefore the effective of Recruitment and Selection procedure depends upon the extent of inter linkage with the other HRD systems. The Recruitment and Selection procedure for T-Series has been evolved with a view of meeting the individual and organizational needs The current Recruitment and Selection procedure in T Series has been studied. With the help of questionnaires, executives opinions, their priorities and their expectations were studied. Planning the sample:

The total population i.e. some of the executives, managers, and some people from the middle and lower level management was the sample of the research study. Sampling Technique:

Simple random sampling technique was used in order to get the data. To facilitate easy availability of the data, respondents were the executives of the top management and of various other divisions were approached. Tools of Data collection:

The tools of collecting data included questionnaires, interviews and personal observation. Data Analysis:

The data collected has been analyzed in the theoretical form. Limitations of Research Process:

The problems faced are the reluctance of the respondents to give the mutual response.They were not willing to reveal their exact expectations and the loopholes regarding the systems.Also the respondents were unwilling to fill up the questionnaires

36

Chapter 6

Data Presentation and Analysis


ANALYSIS OF THE QUESTIONNAIRE
EMPLOYER QUESTIONNAIRE
Q.1 ) Does T-Series follow any Recruitment and Selection Procedure? 12 out of 12 employers accepted the fact that T-Series follows recruitment and selection procedure.
12 10 8 No. of 6 employers 4 2 0 T-Series Company

Yes No

37

Q.2) In case of external recruitment does the company compensate the employees for the expenses made by them? It basically depends on the post the candidate is applying for, in most of the cases the company does compensate the employees for the expenses incurred by them. 7 out of 12 employers said that the company compensate the employees for the expenses made by them, while 5 employers said No.

7 6 5 4 No. of employers 3 2 1 0 T-Series


Company

Yes No

38

Q.3) Does the company hire consultancy firms or recruitment agency for hiring candidates? All 12 employers said that the company hire consultancy firms or recruitment agency for hiring candidates.

12 10 8
No. of employers

6 4 2 0 T-Series
Company

Yes No

39

Q.4) Are the references provided by the candidates verified? 8 out of 12 employers said that the references provided by the candidates is verified while 4 employers said No.
8 7 6 5 No. of 4 employers 3 2 1 0 T-Series
Company

Yes No

40

Q.5 How much of the total monitory expenditure does the company spends on recruitment and selection procedure? 2out of 12 employers said that the company spends about 10%-20% of its total expenditure on recruitment and selection. 7out of 12 employers said that the company spends about 20%-30% of its total expenditure on recruitment and selection. While 3out of 12 employers said that the company spends above 30% of its total expenditure on recruitment and selection.

7 6 5
No . o f e m p lo ye r s

4 3 2 1 0

T-S e rie s

be low 10% 10%-20% 20%-30% 30% a bove


Pr o d u ct icity

41

Q.6 Does your company post positions on the job sites and internet searches?

12 out of 12 employer said company post positions on the job sites and internet searches

12 10 8
No. of 6 employers

4 2 0 T-Series
Company

Yes No

42

Q.7 Does your company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidates? 12 out of 12 employers said that company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidate.

12 10 8
No. of employers

6 4 2 0 T-Series
Company

Yes No

43

Q.8 How far do you think does the productivity of the employees get hampered due to his/her marital?

5 out of 12 employers believe that the employees productivity gets hampered due to his marital status to a large extent, while 3 out of 12 believe that productivity is somewhat affected,3 out of 12 believes that marital status does not affect the productivity of the employee and one employee did not had any ans.

P ro d u c tiv ity o f e m p lo ye e s
5 4 3 N o . o f e m p lo ye rs 2 1 0 T o a larg eS o m e w h a tD o e s n o t C a n t S a y e xten t affe cts affe c t S c a le T -S e rie s

44

Q.9 How do you rate the importance of recruitment and selection procedure in your organization? 7 out of 12 employees rate recruitment and selection procedure in T-Series as very important while 5 out of 12 consider it to be important.

Importance of Recruitment and Selection


7 6 5 4 No. of employers 3 2 1 0

T-Series Formality Important Very Important Use Less

Scale

45

EMPLOYEE QUESTIONNAIRE Q.1 Does T-Series follow any Recruitment and Selection Procedure? 20 out of 20 employees accepted the fact that T-Series follows recruitment and selection procedure.

25 20 No. of 15 employers 10 5 0 T-Series Company Yes No

46

Q.2 Does the recruitment and selection procedure affects the performance of the employees? Yes, it does because if in-appropriate candidates are selected it would lead to loss of productivity, labor turnover. 18 out of 20 employees said that recruitment and selection procedure affects the performance of the employees while 2 out of 20 employees said that it does not.

20 15
No. of 10 employers

Yes No

5 0 T-Series
Company

47

Q.3 Does the company recruit employees internally? 20 out of 20 employees said that T-series recruit employees internally.

25 20 No. of 15 employers 10 5 0 T-Series Company Yes No

48

Q.4 Is the recruitment and selection procedure followed by the company appropriate? 17 out of 12 employees believe that the recruitment and selection procedure followed by the company is appropriate while 3out of 20 employees believe its inappropriate.

20 15
No. of 10 employers

Yes No

5 0 T-Series
Company

49

Q.5 Does your company disclose the job specifications at the time of selection of a candidate? Disclosing of job specification basically depends on the job profile of the candidate. 13 out of 20 employees say that the company discloses the job specifications at the time of selection of a candidate while 7 out of 20 employees said the company doesnt disclose job specifications at the time of selection.

14 12 10 8 No. of employers 6 4 2 0 T-Series


Company

Yes No

50

Q.6 Does your company ask for references at the time of selection? 14 out of 20 employees said that the company ask for references at the time of selection while 6 out of 20 said no.

16 14 12 10 No. of 8 employers 6 4 2 0 T-Series


Company

Yes No

51

Q.7 What percent of the selection procedure does the written test contribute? 5 out of 20 employees said that written test contributes about 20-30% of the total selection procedure, while 12 out of 20 said written test contributes about 30-40% of the total selection procedure and 3 out of 20 said that written test contributes about 40-50% of the total selection procedure

14 12 10 8 No. of employers 6 4 2 0 below 10% 10%-20% 20%-30% 30%-40% 40%-50% above 50%
Producticity

T-Series

52

Q.8 Which type of interview methods does your company usually follow? 20 out of 20 said the company follows direct interview method, as well as other method which include unstructured interview with the departmental head. And the 12 said the computerized is followed by the company.

20 18 16 14 12 No. of employers 10 8 6 4 2 0 Direct stress computerized Scale other

T-Series

53

Limitations
1. Interview Survey Response Is Not Good. 2. People Used To Bias.They Do Not Give Right Information. 3. Due To Time Limitations I Had Covered On the One Branch Did Not Covered All Branch 4. If I Would Have Covered All Branch Then Project Would Have Been Much Better

54

Chapter 7

Recommendations and Conclusion

55

Recommendations
The Training in T-Series has helped me in broadening my view. It has helped me to know that HR is the heart of every organization. It made me aware about how policies play an important role in the smooth functioning of any organization. But I have found that there is something that lacks in the company and which is possible to overcome. T-Series is engaged in making maximum sales, providing satisfaction to its customers, as well as maintaining good relations with the corporate world. But it has not thought about marinating a health relation with its employees. This is the reason that there was an increase in the labor turnover. Also, it has never given consideration to find the reason lying behind the same. Employee retention is crucial to the long-term success of your business and therefore the ability to retain employees is a primary measure of the health of your organization. Of significant concern is the fact that unplanned employee turnover directly impacts the bottom line of a business. The company can undertake the following steps to maintain long and existing relationship with its employees as well as a steady increase in sales:1. Employees should know clearly what is expected of themContinually changing expectations minimize employees sense of internal security and create unnecessary stress. It is beneficial therefore to provide a specific framework, in which people can work. 2. Employees should be provided with quality management and leadershipIt is well documented that people leave their managers more often than they leave the company or the job. Turnover issues that cause an employee to feel unvalued by their manager include lack of feedback about performance, lack of clarity regarding earning potential, failure to hold scheduled meetings, and the failure to provide a framework for the employee to succeed. Ensure that the right people are in place to lead your teams, departments, business units and the organization as a whole towards success.

56

3. The company should compensate candidates applying for any position in the organization in case of external recruitment; this will give candidates a positive impression about the company. 4. The references given by the candidates at the time of selection should be brought into use and should be verified in order to avoid undesired candidates.

5. Job specifications should be disclosed at the time of recruitment and selection so that employees are well aware of the tasks to be performed by them and the expectations their seniors have from them. 6. Company should undergo personality test in order to judge the personality of the person applying for the job. 7. Company should have a round of panel interview so that decision of selecting a candidate is not based on personal biasness of the interviewer, interviews should therefore be followed by group discussion.

57

CONCLUSION
REQUIREMENT :Necessity is the mother of Invention this is true everywhere. In the study first of all I tried to find out the cause of the process of Recruitment and selection. I got the answer from T-Series that here in T-Series major cause for the process is its Expansion program as T-Series is growing vastly. Few other reasons are Replacement vacancy Retirement hardly takes place here. SOURCES :An organizations excellence depends upon its employees performance, which has not only to be maintained on a consistent level, but also must be improved constantly. All this can be achieved if suitable employees are selected, through proper Recruitment and Selection procedure. METHODS :For the recruitment and selection various test include for e.g. aptitude test ,personality test and group discussion. As we all know that, in todays highly competitive age the biggest problem is of retention of its highly skilled employees in the organization. Recruitment plays a vital role in this regard. But it should be seen that no system is without any flaws. Every system has its strong and weak points and is open for change at any time. IMPROVEMENT :T-SERIES a well-developed Selection System for its employees development. Thus, the company provides scope for employees on future growth, career planning, training and development.

58

Bibliography
Sites www.tseries.com www.google.com www.ask.com www.bbk.ac.uk/hr/policies_services/recruitmentselectionguie www.tacgeelomg.com Books Human Resource Management by Gary Dessler In-house journals Human Resources And Personal Management K Aswathatta Managing Human Resource By R.S Dwivedi

59

ANNEXURE
Form 1- Employment application form (New) Questionnaire

60

Employment application form (New)


Q. 1 Does the company hire consultancy firms or recruitment agency for hiring candidates? Yes No

Q.2 Are the references provided by the candidates verified? Yes No

Q.3 How much of the total monitory expenditure does the company spends on recruitment and selection procedure? Below 10% 10% - 20% 20% - 30% 30% & above Q.4 Does your company post positions on the job sites and internet searches? Yes No

Q.5 How far do you think does the productivity of the employees get hampered due to his/her marital? To a large extent Does not affect at all Somewhat affects Cant Say

61

Q.6 Does your company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidates? Yes No

Q.7 How do you rate the importance of recruitment and selection procedure in your organization? Formality Important Very Important Use less

62

QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE EMPLOYEES

Name: Designation: Organization: Age:

63

Q.1 Does T-Series follow any Recruitment and Selection Procedure? Yes No

Q.2 Does the recruitment and selection procedure affects the performance of the employees? Yes No

Q.3 Does the company recruit employees internally? Yes No

Q.4 Is the recruitment and selection procedure followed by the company appropriate? T.A.(Totally Agree) S.A.(Some What Agree), S.D.(Some What Disagree) T.D.(Totally Disagree) T.A. S.D. S.A. T.D.

If not, then suggest the appropriate changes required in the recruitment and selection procedure followed by the company? .. Q.5 Does your company disclose the job specifications at the time of selection of a candidate? Yes No

64

Q.6 Does your company ask for references at the time of selection? Yes No

Q.7 What percent of the selection procedure does the written test contribute? Below 10% 10% - 20% 20% - 30% 30% -40% 40% -50% 50% and above Q.8 Which type of interview methods does your company usually follow? Direct Group Stress Computerized Panel

Any other

Q.9 Does your company follow any of the following personality test for the purpose of recruitment and selection? MBTI FIRO_B Psychometric Other

65

You might also like