Professional Documents
Culture Documents
A Report Submitted in partial fulfillment of the requirement for The award of the Degree of
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DECLARATION CERTIFICATE
I, Arjun Kafle, hereby declare that the work presented in the report entitled IMPLEMENTATION OF RETAILERS SCHEME OF JAYPEE CEMENT IN ALLAHABAD DISTRICT in partial fulfillment of the requirement for the award of the degree of Masters of Business Administration of Faculty of Management Studies, BANARAS HINDU UNIVERSITY, Varanasi in an authentic work carried out by me under the sincere supervision and guidance of Shri C.K.Vasthistha (Regional Manager) at Regional Marketing office, Jaypee Cement, Allahabad .
To the best of my knowledge, the content of this report does not form a basis for the award of any previous Degree to anyone else.
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Acknowledgement
I would like to submit my heartiest regard and thanks to Jaypee Rewa Plant (M.P) for allowing me to accomplish two months Summer Project on the Topic: Recruitment & Selection Process In Jaypee Rewa Plant (Unit of Jaiprakash associates Limited) as required for partial fulfillment of my M.P.M.I.R degree.
To start, I express my gratitude to my project Guide Shri Mitesh Singh (Assistant Manager) and all the members of P&A department (Recruitment & Selection) who provided me the cherished opportunity to work on this project.
I also express my sincere thanks to Shri. V. N. Jha (VP, HR) whose outstanding contribution in the form of cooperation and support enable me to learn a job about work process of the organization as well as my topic.
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I also express my heartily thanks to Head Of Department Prof. I. L. Singh, Prof. A. K. Srivastava (course coordinator), Prof. A. P. Singh (chairman, training & placement) and Dr. Sandeep Kumar for their kind permission and providing guidance for this vocational training.
PREFACE
In modern Industrial system, production is result of the joint effort of all the factor of production, which are land, labour, capital, organization and entrepreneur. Out of all these, the labour factor is most active. It controls the other factor in order to get the maximum output at minimum cost. The recruitment and selection is very important term for any organization. All type of industry like cement industry and other all type of manufacturing industry have to need the right person to perform the work. Without skilled employee any organization cannot do progress. So in this term the recruitment and selection process perform very important role. In the Jaypee Cement Factory it is more important because the organization have to need the excellent and skilled employee for increase the productivity. Manpower are the backbone of the any organization, therefore it becomes necessary to right.
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Without it no any organization can smoothly run. For smoothly and efficiently running of the organization the management has to need the skilled and prospective employee. For me it was a great opportunity to have study on such an important aspect of any manufacturing concern. I found it very interesting to see recruitment and selection measures so closely. I observed that recruitment and selection are among some of the very important function of Human Resource department. It was the main reason that compel me to choose this topic for the summer training project. The human resource is the only resource, which produces an output greater than its input, it is the only resources which have feeling and improve its skill and efficiency through experience and with the passage of time. Thus it is very necessary to seek the cooperation of the human force, to get the maximum benefits out of the efforts.
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In order to compete in todays competitive and cutthroat business environment, organizations would need to essentially manage human resources effectively. The human resources department is primarily responsible for the management of human resources and thus plays critical role in the organizational performance for the attainment of the organizational goals.
Human resource management includes everything from soliciting resumes for a position to administering a pension plan for retirees. The major functions performed by the human resources department can be briefed as below: Recruitment Process Benefits and Compensation Time Management System
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CONTENT
PART ONE (COMPANY PROFILE)
1 INTRODUCTION 2 HISTORY 3 BUSINESS OF JAYPEE GROUP 4 ITS VISION 5 OBJECTIVE 6 PILLAR OF STRENGTH OF JAYPEE GROUP 7 EXPORT 8 JAYPEE GROUP 9 JAYPEE GROUP OFFICE 10 RIVALS OF JAYPEE GROUP 11 CURRENT POSITION 12 KEY PERSONNEL
RECRUITMENT AND SELECTION RECRUITMENT & SELECTION PROCESS SOURCES OF RECRUITMENT FACTORS AFFACTING RECRUITMENT PROCESS
21 ANALYSIS OF DATA
FINDINGS
BIBLOGRAPHY
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CEMENT:The word cement in its broadest sense denotes any kind of adhesive in building and civil engineering it means a substance, which can be used to bind together the sand broken stone, or aggregates into a solid mass. JOSEPH ASPDIN first manufactured the Portland cement as known as today in 1824 by hitting powered chalk with clay mud of river med day. Since the product after setting and hardening resembled a kind of stone obtained from obtained from place
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QUALITY POLICY:To optimally utilize all the available resource To continuously improve process and production parameters. And to maximize production of quality cement which enhances satisfaction of our customer and does us proud. Types of Cement
PPC
33 gr Component of OPC
43gr
53 gr
Clinker (96%)
Clinker
gypsum
Fly Ash
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Balance
(15% - 35%)
(4 %)
COMPANY PROFILE
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INTRODUCTION
Shri, Jai Prakash Gaur Ji, Chairman of the group founded the Constructions Company in 1979 there after the company made its foray into many areas of operations and came to be known as Jaypee Group. Jaiprakash Associates Ltd (JAL) is the largest business conglomerate engaged in business of Engineering, Construction, Manufacture and Marketing of over 7 million TPA Cement, investment in private Hydro power, Thermal power Plant, Hospitality, Expressway and Real Estate. The company is expanding its cement manufacturing facilities from 7 million TPA to over 20 million TPA in various part of the company. JAL had set up three modern computerized process control cement plant near Rewa in Madhya Pradesh which is the single largest cement complex at one location in India. The company has already set up a Heavy Engineering Workshop at Rewa with an installed capacity of 3000 MT to manufacture Heavy Engineering Parts of captive use of group. MAJOR AREAS OF OPERATIONS: A. Civil Construction. B. Hydro Power Construction.
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Concrete gravity dam camera in H.P. Veerbhadra bridge on river ganga at rishikesh in Cement plants. Guide bund and approach road for bridge on river Lakhya eastern dam in karnataka. Sewerage and drainage scheme Baghdad & Basrah in
Uttranchal.
Brahamputra in Assam.
HYDRO POWER CONSTRUCTION:It is concerned with generations of 8070 MW Power, which constitutes 46% of India hydropower project. I. Hpp on build, operate and own basis under this some project are: a) Baspa stage-II b) Vishnu Prayag. c) Karcham Wangtoo.
(ii)
a) Dulhasti hydro electric project. Jammu & Kashmir b) Baglihar hydro electric project, Jammu & Kashmir
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c) Chamera hydro electric project. Himachal Pradesh. d) Nathpa hydro electric project. Himachal Pradesh. e) Sardar Sarovar hydro electric project. Gujarat. C. HOTEL AND TOURISM :-
The group have four five Star Hotels. (i) Hotel Siddrath in New Delhi. (ii) Hotel Vasant Continental in New Delhi. (iii) Hotel Residency Manoor in Mussorie. (iv) Hotel Jaypee Palace in Agra. INFORMATION TECHNOLOGY :JIL (IT), InfoTech arm of company situated at Sahibabad
D.
provides following services. (i) IT enabled education. (ii) IT enabled engineering. (iii) IT enabled agriculture. E. EDUCATION: -
The group runs educational institutions under the name Jai Prakash Sewa Sansthan (JSS).
I.
Primary and Secondary School in U.P. and M.P. (Sardar Patel, Jay Jyoti in Rewa)
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II. III.
Two degree college in U.P. Two industrial training institutes in Himanchal Pradesh & Madhya Pradesh. Two IT institutes at Noida (U.P.) and Solan (Himanchal Pradesh) Organizations also run hospital under (JSS) F. CEMENT DIVISION Earlier JCL had two units. (i) JRP (ii) JBP JCL was earlier a part of JIL but now JCL has been Merged with JIL and renamed or JAL (Cement Division) JAL
JRP
JBP
JRP under its fold has two plants. Plant I having I MT capacity was commissioned in December 1986. Plant 2 with a production capacity of 1.5 MT was commissioned in April 1991. JBP the third plant in Jaypee puram with an installed capacity of 1.7 MT started functioning since August 1996.Together they form the largest single location cement complex in India where August 1996.Together they form the largest single location cement complex in India from where. 3.00.000 bags are dispatched to various locations in
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over 1500 trucks per day. The basic raw material for manufacturing cement is lime Stone.The Company has a total mining lease of 14.67 sq km with the three captive lime stone mines namely Naubasta lime stone mines. Jaypee lime stone mines. Bankuiyan lime stone mines. Naubasta mine have two blocks under its fold. North block area-3.10 sq km. Reserves-6893 MT. stripping Ratio - limestone. over burden - 1:03 South block, Area - 1.60 sq km. Reserves - 10 MT, Stripping ratio Limestone, over burden = 1:1.15 Presently. North block caters to the requirement of two plants at JRP because of its low stripping ratio. Jaypee mines cater to the requirement of Jaypee Bela plant. Bankuiyan mine are still to be used to meet the requirement of up gradation of two plant at JRP. Tatal consumption till now 38.43 MT 1. 2. 3. 4. 5. 6. 7.
THE MOTTO The Motto of Jaypee Group ensures that its employees work towards achieving greater heights. Its motto is "No Dream too Big" PHILOSOPHY OF JAYPEE GROUP
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We
aim
to
achieve
perfection
in
everything
that
we
undertake and we have a commitment to excel!.. it is the determination to transform every challenge into opportunity to seize every opportunity and ensure growth to grow with a human face that drives
ITS'S MISSION To ensure growth for improving the quality of life, with a human face and contribute to the growing national economy, maximizing benefits to our customers and the nation at large by serving the core sectors of the economy.
ITS'S VISION To be dynamic and vibrant; responsive to the changing economic scenario; and flexible enough to absorb environmental and fiscal fluctuations. Harness the inherent strengths of available human resources and material, have the capacity to learn from success and, more than any thing else, ensure growth with a human face.
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VALUE SYSTEM Our Pledge Leadership in Market Cent percent Capacity Utilization Pollution Control Our Strength Determination Human Resource Team Work Our Concerns Customer needs and rights Consistent high quality of cement Least energy consumption Pollution control
CURRENT POSITION
Jaiprakash Associates Limited, a Company formed under the Companies Act 1956, is operating two cement plants by the name of Jaypee Rewa Plant & Jaypee Bela Plant, with a capacity of 3.5 &
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2.5 MTPA respectively, in Dist. Rewa (M.P) which is the single largest cement complex at one location in India.
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Manager
Personnel Officer
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Staffs
KEY PERSONNEL
The key personnel responsible for the running of Jaypee Group on smooth and Well - oiled wheels are the following ones:
Chairman He is the senior most executive in the organisation. He provides policy. guidance for the overall management of the organization and frames policies, which include the quality
Managing Director He is the head of the organization and thus responsible for the laying down of norms which ensure that the customer will be satisfied with the end product. It is also his job to initiate actions that will correct any deviations from the norms.
President
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His responsibilities include execution of production activities and ensuring that these activities fulfill the customers requirements. In this, he is supported by a team of divisional heads.
VIEW ON HR SECTION
Keeping human aspects as a foundation, the H.R. department is divided into following sections: Personnel Estate Medical Services Security
PERSONNEL SECTION
The activity wise responsibilities of personnel section are:1) Recruitment, Selection & Establishment: - Placing right man at the right job and at a right time. The sources of recruitment used are: Data bank i.e. day-to-day application Newspaper advertisement Walk in interview
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Campus selection The methodology of selection includes written tests, practical tests, short listing &Interviews. 2) Wages & Salary Administration & Time Office:- This cell maintains the record of the employee attendance, overtime, leave, and the absence record. Based on these the monthly salaries / wages of the employees is prepared. 3) 4) Safety: - This cell conducts the safety rounds in the plant to monitor the usage of the personal protective equipment. Training and Development: - This cell is responsible for conducting the training programmes for the employees within the organization and outside the organization. 5) Welfare and Industrial relation:- This department is held responsible for carrying out various welfare measures as spelt out in various labour regulation are implemented.
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ABOUT THE REPORT An organization is fully dependent on certain resources for its smooth working. The resources commonly referred to as the five M's are: Men Machine Material Money Method Each of these has its own importance but it is a known and valid fact that without the men or the human resource, all the other resources are of no avail. Just as the existence and working of an organization depends upon it's man power, likewise, the success of an organization depends upon the efficiency and effectiveness of it's man power.
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If the employees do not possess enough knowledge and skill regarding their jobs and other related area then they won't be able to carry it out well. This will hamper the smooth functioning of the organization and thus it will not be able to achieve greater heights. So it is important to place right people at right job and it can be possible through effective recruitment and selection process.
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ACC. TO Flippo, RECRUITMENT has both positive &negative activity. He says It is a process of searching for prospective employees & stimulating & encouraging them to apply for jobs in an organization. It is often term positive in that it stimulates people to apply for jobs to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand tends to be negative because it rejects a good member of those who apply, leaving only the best to be hired. According to Youder RECRUITMENT is the process for
discover the sources of manpower to meet the requirements of staffing schedule & to employee effective measure for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force . So recruitment is the process of searching prospecting employees & stimulating them to apply for jobs in the organization.
SELECTION?
Selection as the name implies, involves picking for hire a subset of workers from the total set of workers who have applied for the job. selection are done comparing the requirements of a job with applicants qualification .an attempt is to make find a
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round peg for a round hole in doing so naturally many applicants are rejected . this makes selection a negative function. In contrast a recruitment is positive function because in it an attempt is made to increase the numbers of applicants per job opening. Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in job. Selection of employees is the process of picking up the most competent and suitable candidates. According to Dale Yoder, Selection is the process in which candidates far employment are divided into two classes, those who are to be offered employment and those who are not. RECRUITMENT AND SELECTION PROCESS
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
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Informing the Interview Panel Conducting Written Test & Interviews Salary Negotiation Offer Letter Joining Procedure Induction Program Management Information System
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COLLECTION OF RESUMES
REFRENCES
LAND CASES
DATA BANK
CAMPUS INTERVIEW
INTERNAL SOURCES: Internal sources refer to the present working force of company. In the event of a vacancy, some one already on the payroll is promoted. There are 3 major advantages of internal recruitment 1. It results into promoting people and thereby increasing their morale, commitment and satisfaction. 2. It is less costly then external recruitment
3.
There are 3 disadvantages of internal recruitment 1. It encourages inter-personal politics and bickering.
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2. It perpetuates the old concept and way of doing things 3. It promotes competition among different section of the organization for getting the same individual.
type of candidates, they are relatives of existing employees for respective appointed depending up on the value of referral in the company. For example if the reference is from the Managing Director of the company then the candidate would be directly appointed for the respective designation. This method will be useful, if the employees recommend most suitable candidates. the method creates feeling of belongingness with the venture and the existing employees contribute their best efforts
candidates whose land is purchased by the company. In this process candidates after clearing the selection procedure are recruited for the job according to their qualification and previous job experience.
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EXTERNAL SOURCES:External recruitment is resorted to only when requirements cannot be met from internal promotions. External recruitment lies outside an organization.
ADVERTISEMENT
job. If job post is executive level then the
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advertisements publish in the national news paper like (Times of India, Hindustan Times etc) .if job post is operative level like teachers, trainer etc. then the advertisements publish in the local news paper (Danik Bhaskar, Nav Bharat) etc. in recent times, this medium has become just as colourful, lively and imaginative as consumer advertising. The ads generally give a brief outline of the job responsibilities, compensation package, prospects in the organization. This method is appropriate when (a) the organization intends to reach a large target group (b) The organization wants a fairly good number of talented people who are geographically spread out.
2. WALK IN INTERVIEW
Such type of interview s are generally conducted for hiring employees in the lower /middle cadre or we can say the busy organizations and the rapid changing companies do not find time to perform various functions of recruitment .therefore, they advise the potential candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place. The suitable candidates from among the interviewees will be selected for appointment after screening the candidates through test and interviews.
3. CAMPUS INTERVIEW
Different types of organizations like industries, business firms, and service organizations, social or religious organizations can get inexperienced candidates of different types from various educational
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institutions like colleges and universities imparting education in science, commerce, arts, engineering, medicine, management studies etc. and trained candidates in different disciplines like vocational training institutes of state governments in various trades. Most of the universities provide facilities for campus recruitment and selection. They maintain organization seeking to recruit the candidates from this source can directly contact the institutes either in person or by post and stimulate the candidates to apply for jobs. Most of the organizations using this source perform the function of selection after completing recruitment in the campus of the institute itself with a view to minimizing time lapse and to securing the cream before it is attracted by some other organizations. The campus recruitment is one of the best sources for recruiting the Cream of new blood.
4.
DATA BANK
In this process the recruitment department make a data bank, in which resumes of different candidates are stored for future reference.When organization need any then recruitment department prospective employees, go through in data bank for the
suitable candidate. After this recruitment department call them and conduct their written test and personal interview
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Experience etc. It means if candidates have technical degree then we keep this in technical department. Non technical like M.B.A S, GRADUATEs resumes are in the non technical department 6. SCREENING OF RESUMES On the basis of different department requirements if the candidates qualification, relevant experience Age are matching then the recruitment Department Screen the required Resumes. 7. PREPARING INTERVIEW SCHEDULE In this process the recruitment Department prepare the interview schedule.In this they mention that date of interview, place of interview, time of interview, number of Interviewee, who will take the interview etc.
DATA BANK
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TECHNICAL
OPERATOR S
ENGINEERS
ITI
Mechanical
Electrica l
Production
Instrumenta ti
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WRITTEN
TEST
AND
In this process the recruitment department plays very important role .the recruitment department conduct all types of interviews and written test. in this process firstly candidates have to face the written test .in this included such type of questions like as common sense related ,numerical ability, reasoning etc. after this if they are selected then their interview will be conducted. in interview process this is must ,at least one member of HR department should be there.
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where they have to do report etc. when candidates report in the given address then they are recruited for the prospective job. But for reporting they have to given a limited time .if they come after one month without extension then his offer will be withdraw and his data will go in the selected but not joined . for example
1). Statement
2). Notification 3). Pension scheme (p.s.) 4). Employee provident fund (E.P.F.) etc
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the first phase, the induction is done by the personal department which supplies to the new employee all sorts of information relating to the company. The information which is commonly passed on to the new employee covers to the following subjects:
1. Company history, products and major operations. 2. Geography of the plant. 3. Structure of the organization and function of various departments. 4. General company policies and regulation regarding wages and payments, hours of work and overtime, safety and accidents, discipline and grievances, uniforms and clothing and parking. 5. Economic and recreational services available. 6. opportunities stabilization 7. And suggestion system. It is believed that the above information is conducive to the development of favorable attitudes in the employee, and also help new employee to become more effective in his job. In the second phase (called the buddy system or the sponsor system) induction is done by the supervisor. He has the responsibility of seeing that both the newcomer and the work team accept each other. He has also the responsibility of achieving the more difficult second objective of convincing the new comer that for promotion and transfer, job
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What is the good for company is also good for him. It should be remembered that even though the first impression made on the mind of the new comer is always a lasting impression. A ten step program usually followed by a supervisor in the second phase is as under: 1. Greeting the new-comer cordially. 2. Displaying a personal interest in the new- comer. 3. Reviewing his terms of employment. 4. Showing the new-comer around. 5. Giving additional information. 6. Explaining the importance of his job in relation to other jobs 7. Telling the new comer to his duties
department. This department merge all information of whole department .it accomplish the all information required in decision making. This department is so important part of the P&A department because all information of every section is mentioned in this and whenever any department has to need the Information.
EFFECTIVE RECRUITING
All organizations, whether large or small, do engage in recruitment activity, though not to the same extent. This differs with two factors
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Advantages recruitment:
of
centralizing
Ease in applying strategic principles Reduces duplication of HR activities Builds teams of HR experts Provides for better measurement of HR performance Allows for the sharing of applicant pools
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RESEARCH METHODOLOGY
INTRODUCTION OBJECTIVE OF RESEARCH METHOD OF DATA COLLECTION SAMPLE DESIGN ANALYSIS OF DATA FINDINGS OF STUDY
SUGGESTIONS
SUMMARY
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INTRODUCTION
All progress is the born of inquire. Doubt is often better than overconfidence for its lead to inquiry leads to invention. This is the famous Hudson Maxim statement in context of which the significance of research can well be understood. Increased amount of research makes progress possible. Research Methodology is the way to the systematical solution of the research problem. It focuses on the various steps adopted in studying the research problem along with the logic behind using them.
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1.
Observation Methods
Under the observation method the information is sought out by way of investigations own direct observation with asking them to respondents.
2.
Interview Method
The interview method of collection of data involves presentation of oral verbal stimuli and reply in term of oral verbal responses. It can be : (a) Personal Interview
3. Questionnaire :
In this method, a questionnaire is sent to the person concerned with the request to answer the question and return the questionnaire. It consist with the number of questions printed or typed in a definite order on a form or set of forms.
4.
Through Schedules :
This method of data collection is very much like. The collection of data through questionnaire, with a little difference, which lies in the fact that schedules are being filed in by the enumerators, who are specially appointed for the purpose.
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Sample Design
Sample Design
Sample size: Sample Size is 20 Method of sampling: Deliberate Non-probability sampling was used
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Q.1 How did you come to know about vacancy in Jaypee Group? Jaypee website Job portals Journals Any others Total 1 1 12 6 20 5% 5% 60% 30% 100%
INTERPRETATION: In Jaypee group 60% employees know about vacancy by journals, 30% know about any other medium, 5% know about Jaypee website and 5% employee know about job portals. Journals are good source of spreading information about vacancy in Jaypee group.
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Q2 How would you rate the recruitment advertisement of Jaypee? Excellent Good Average Poor Total 5 8 6 1 20 25% 40% 30% 5% 100%
INTERPRETATION: Here we get the mix responses from the respondent. In which out of total 40% responses are for good, 30% average and 25% for excellent. So, in this way we can say that it is satisfactory.
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Q. 3 Prior to interview process how would you rate the quality of recruitment related information provided by Jaypee compared with other organization ? Excellent Good Average Poor Total 3 7 7 3 20 15% 35% 35% 15% 100%
INTERPRETATION: In this context we get the mix responses in favour of average and good. So, here we can say that information provided by Jaypee is satisfactory.
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Q.4 in your opinion, which is the best sources of recruitment and why ? Campus interview Press advertisement Employment agencies Internet Total 8 7 2 3 20 40% 35% 10% 15% 100%
INTERPRETATION:
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Here the company is recruiting the large number of employees through campus interview and by press advertisement . So, here the company has to improve their sources of recruitment also.
Q. 5 Do you prefer an online application form or hard copy ? Online Hard copy Total 14 6 20 70% 30% 100%
INTERPRETATION: In this regard most of the employees are preferring online application form So, here online form is good.
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Q. 6 How would you rate the necessity of telephonic interview before the personnel interview ? Very high High Low Very low Total 5 7 5 3 20 25% 35% 25% 15% 100%
INTERPRETATION: For this aspect respondents has given mixed response for the necessity regarding telephonic interview before personal interview. But here 50% think that it is necessary, So in nutshell we can say that it is necessary.
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Q.7 Do you think that the content of the application blank i.e. Green form provides sufficient information about the prospecting candidate? Excellent Good Average Poor Total 4 10 6 0 20 20% 50% 30% 0% 100%
INTERPRETATION: As per the content of application blank large number of respondents gives responses above the average so here we can say that it is satisfactory.
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Q. 8 How would you rate the clarity or simplicity of instructions giver in the application form ? Excellent Good Average Poor Total 5 11 4 0 20 25 % 55 % 20 % 0% 100%
INTERPRETATION: In this regard respondents gives their responses more than 50% to good, and 24% to excellent, so in overall it is above the average so, here it is satisfactory.
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Q. 9 how would you rate the time management of the organization while conducting the interview ? Excellent Good Average Poor Total 2 8 7 3 20 10% 40% 35% 15% 100%
INTERPRETATION: Here for management of interview conduction the respondents given their responses more to the average and poor, but some also gives as good, but here it can be said that it is not satisfactory.
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Q.10 How would you rate the interview arrangement ( process of call letters and all) of Jaypee group? Excellent Good Average Poor Total 4 8 6 2 20 20% 40% 30% 10% 100%
INTERPRETATION: For interview arrangements the respondents perceived 40% good and 20% excellent. So, here it can be said that it is satisfactory.
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Q. 11 How would you grade the interviewers attitude at the time of personnel interview? Excellent Good Average Poor Total 4 11 4 1 20 20% 55% 20% 5% 100%
INTERPRETATION: As the point of interviewers attitude is concerned the respondents gives their responses mere in good and excellent which is 75% put of total responses so here it is satisfactory.
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Q 12 how would you rate your comfort level during interview? Excellent Good Average Poor Total 6 9 4 1 20 30% 45% 20% 5% 100%
INTERPRETATION: During the interview 45% employees said that his comfort level was good and 35% said that his level was excellent. So here it can be said that it is highly satisfactory.
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Q.13 how would you rate the arrangement of your personnel requirement ( travel allowances/ accommodation/ refreshment)? Excellent Good Average Poor Total 5 10 5 0 20 25% 50% 25% 0% 100%
INTERPRETATION: Here for the arrangement of personal requirement. All the responses are in average, good and excellent, out of which 50% to the good and 25% to excellent so here it is satisfactory.
Q. 14 How would you rate the necessity of employment test/trade test before selection?
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7 10 3 0 20
INTERPRETATION: In this regard the responses are mere in good and excellent which are above average so here it is highly satisfactory.
Q. 15 How would you rate the clarity of communication in the arrangements of recruitment and selection? Excellent 6 30%
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10 4 0 20
INTERPRETATION: In this regard most of the responses are above average and in which 30% are excellent, so here it is satisfactory.
Q. 16 how would you rate the necessity of training before the candidates are put on the job? Very high High 14 5 70% 25%
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1 0 20
5% 0% 100%
INTERPRETATION: In this aspect the most of responses are in the very high scale, so it can be said that it is the most important task to do before putting candidates on the job.
Q.17 What are the reasons behind joining Jaypee ? Brand name Compensation Benefit 6 3 30% 15%
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9 2 20
INTERPRETATION: In this regard there are mix responses in which most are preferring growth potential and after that brand name, so in this part the company have to increase the important of other parts who attracting candidates.
Q.18 the overall recruitment and selection process in Jaypee is Excellent 6 30%
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10 3 1 20
INTERPRETATION: In this regard 50% employees responses good and 30% excellent for overall recruitment & selection process in Jaypee. So it can said that it is highly satisfactory.
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process.
5. All (Internal &External) factors affect the recruiting.
SUGGESTIONS
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Interview should be structured to ensure against distortion due to interviewers biases. Written tests must show a valid connection to job-related performance requirements. There should be computerized software packages to determine of future staff needs by projecting sales, volume of production, and personnel required to maintain a volume of output
There should be computerized inventory of information that can be accessed to
determine employees background, experience, and skills that may include Work experience codes, Product or service knowledge, Industry experience, Formal education etc. There should be minimum appointment of reference cases / Land cases.
SUMMARY
Individuals bring their skill, knowledge, good and bad qualities and attitude with them, when they join an organisation. It then rest upon the organisation to strengthen their good points and play down the bad ones, thus improving their quality of work. A good majority of the organisation relies upon recruitment programme when it comes to enhancing the efficiency and effectiveness of employees as well as the company.
The summer Training and report work were centered around finding out the extent of recruitment process influence on the over all growth of the company. The objective being, understand whether the recruitment process effectively held in Jaypee Group and really contributing the growth of the company. Research work was of utmost importance for the fulfillment of this objective. The research involves a review of secondary data, which included recruitment related records available at the concerned organisation itself.
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QUESTIONNAIRE
Disclaimer: The data gathered through this questionnaire would be used exclusively for the purpose of academic research only.
30-40 years
above 40 years
Experiences: (tick any one) a) Less than 2 years c) 5 to 10 years b) 2 to 5 years d) more than 10 years
a) b) c) d)
Jaypee web site Job portals Local or National Newspapers or Professional Journals Any other source
2. How would you rate the recruitment advertisement of Jaypee? a) b) c) d) Excellent Good Average Poor
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3. Prior to interview process how would you rate the quality of recruitment related information provided by Jaypee compared with other organizations? a) b) c) d) Excellent Good Average Poor
4. In your opinion, which is the best source of recruitment & why? a) b) c) d) Campus Interview Press advertisement Employment agencies Internet
a) Online b) Hard copy 6. How would you rate the necessity of Telephonic Interview before the personal interview?
a) b) c) d)
7. Do you think that the content of application blank i.e. Green Form provides sufficient information about the prospecting candidate?
a) b) c) d)
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8. How would you rate the clarity or simplicity of instructions given in the application form?
a) b) c) d)
9. How would you rate the time management of the organization while conducting the interview?
a) b) c) d)
10. How would you rate the interview arrangements (process of call letters and all) of Jaypee group?
a) b) c) d)
11. How would you rate the interviewers attitude at the time of Personal interview?
a) b) c) d)
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12. How would you rate your comfort level during interview?
a) b) c) d)
13. How would you rate the arrangements of your personal requirements (like travel allowances /accommodation /refreshment)?
a) b) c) d)
14. How would you rate the necessity of Employment Test /Trade Test before Selection? a) b) c) d) Very high High Low Very low
15. How would you rate the clarity of communications in the arrangements of Recruitment & Selection process?
a) b) c) d)
16. How would you rate the necessity of Training before the candidates are put on the job? a) Very high b) High c) Low
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d) Very Low
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a) b) c) d)
a) b) c) d)
19. What will you suggest to improve the Recruitment & Selection process of JAYPEE.
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BIBLIOGRAPHY
Personal management: C.B. Mamoria Research Methodology: C.R. Kothari Human Resource Management: David Decenzo and Stephen P. Robbins Designing and Managing Human Resource System: Udai Pareek and T. Rao Training Records of Jaypee Group www.google.com