A PROJECT REPORT ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS Submitted in partial fulfillment of requirement of Bachelor of Business Administration (B.B.

A) General

BBA Vth Semester (Eve.)(B) Batch 2010-2013

Submitted to:
Name of guide: prof. V.P ARORA Designation: PROFESSOR

Submitted by:
Name of student: ARSHI Enrollment no.: 09424501710

JAGANNATH INTERNATIONAL MANAGEMENT SCHOOL, KALKAJI

STUDENTS UNDERTAKING

This project has been undertaken as a partial fulfillment of the requirement for the award of the degree of Bachelor of Business Administration (BBA).
Further, I hereby certify that this is my original work and it has never been submitted elsewhere.

Project Guide;PROF. V.P. ARORA

COTROLLER OF EXAMINATION

(ARSHI) Enrollment
09424501710

ACKNOWLEDGEMENT

A Single person cant win the war; just like this is a single student cant prepare his/her project report. There are many people who helped me in preparing this project report. They all supported me all doubts, and sharing their great experience with me. I would like to record my thanks for project that were a part of this project in numerous ways. There are times in such projects when you clock your time and again you run out of time and valuable efforts for making this project a successful. Firstly I would like to thanks to my internal mentor MR.V.P ARORA who gave me direction for the project report.

I specially thankful to Mr. Ravindra Sharma, ManagerHuman Resources of IGL as under his guidance I come to know about many of the work in theoretical in completely different from the practical or day to day life.

ARSHI

09424501710

PREFACE
I am very glad to think that I have done a great project which has becomes a basic need for the HR department in this scenario. This project is submitted in the fulfillment of the requirement for the BBA from JIMS. It is outcome of the practical work I had undergone at M/s India Glycols Limited, Kashipur. Rapid development of industrialization increases the no. of employees in the organization. Government has made some legal statutory compliance which is applied in every organization. This report will give the overview of various companies which are engaged in chemicals business in diff. cities. At kashipur its annual turnover Is approx. 400crores.

I have tried my best to keep the report simple yet technically correct. I hope I have succeeded in my attempt.

EXCUTIVE SUMMARY
This project is based upon the fact & figure gathered from the co.s websites about the recruitment policies of the firm.

In the first part of the report there are some plans about the recruitment and selection process which are made by the glycols co., and then comparative study of HUMAN RESOURCES is there. In the last part of the project I have given some of the findings and conclusion about the recruitment process and sources and the potential of these sources. The findings drawn from the collection and analysis of data. , it is known that most of the respondents are above 41years and the employees educational qualification is graduation and also the work experience is more than 10 yrs. Advertisement is the best means to know about the job vacancy.

As per the analysis the employees said that both written test and oral interview was conducted for them. most of the employees feel that the interview conducted was satisfactory. As per the survey most of the respondents got to know about the selection process through the companys employees.

Majority of the respondents have joined this company because of job security and future prosperity. The conclusion of the project is that the Competency in recruitment and selection process reveals that the company is mainly going with wide distributions of advertisement for recruitment. The company is getting right person to the right job to meet the organizations requirements and to retain the employees. It can be concluded that the

recruitment procedure of the company is satisfactory and effective. In the end I have given all the sources from which I have collected all the information.

TABLE OF CONTENT
S NO. 1 PARTICULARS Student Undertaking PAGE NO. SIGNATURE

2 3 4 5

Acknowledgement Executive Summary Introduction Industry Profile or Company Profile

7 8 9 10 11 12 13 14

Research Methodology Analysis & Interpretation Summary of Finding Recommendation & Suggestions Limitations Conclusion Bibliography Annexure

INTRODUCTION The project started with class room sessions involving lectures and interactions with the mentor Mr. Ravindra Sharma. They explained all the details about COMPETENCY IN RECRUITMENT AND SELECTION. The classroom also involved role plays and games. The role plays and games involved students being asked to play the roles of interviewer or the candidate. These class room lectures and role-plays helped me to gain a

substantial understanding of how to recruit people. This in turn helped me to effectively prepare myself for my future interviews.

Meaning:The concept of human resource management defined as the planning, compensation, integration, maintenance and separation of human resource to the end individual the primary objective of Human Resource Management is to ensure availability of a competent and willing work force to an organization.

Definition of HRM: According to Dale Yodler HRM is defined as the management of human resources is viewed as a system in which participants seeks to attain both individual & group goals. Byars and Rue define HRM as Human resources in compasses those activities design to provide for and coordinate the human resources of an organization.

Nature of HRM:Human resource management is a process of bringing people & organizations together so that the goals of each are met. It has following features: Pervasive force: HRM is pervasive in nature. It is present in all organisations. It permits all the levels of management in an organisations. Action oriented: HRM focuses attention on action, rather than on record keeping, or written procedure or rules.

Continuous process: According to Terry, HRM is not a one short deal. It cannot be practised only by one hour each day or one day in a week. Comprehensive function: HRM, is to some extent concerned with any Organisational decision which has an impact on the workforce or the potential workforce Inter-disciplinary function: HRM is a multi disciplinary activity, utilising knowledge and inputs drawn from, and psychology. Sociology, anthropology economics,

Scope of HRM:The Indian Institute of Personal Management has specified the scope of HRM as:-

Personal aspect: This is concerned with manpower planning, recruitment, selection, Placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity, etc.

Welfare aspect: It deals with the working condition and amenities such as canteen ,rest and lunch room, housing, transport, medical assistance, education, health and safety, recreation facility, etc. Industrial relations aspect: This covers unionmanagement relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

HR OBJECTIVES To enhance the quality of life of employees and their family. To develop and sustain core values. To develop business leader for tomorrow. To fosters a climate of creativity, innovation and enthusiasm.

To indicate high understanding of services to a greater causes.

To provide business job contentment through empowerment, accountability and responsibility.

To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job.

HRM HELPS IN: Attract and retain talent Train people for challenging roles Develop skills and competencies
Good HR practice helps

Promote team spirit Develop loyalty and commitments

 Increase productivity Improve job satisfaction Enhance standard of living Generate employment opportunities. Background of study:Human Resource Planning helps determine the number and types of people for an organization needs. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from the prospective jobholders.
Human Resource Planning Determine Recruitment and Selection Needs

Job Analysis

Fig: - Recruitment and selection need Human Resources Management (HRM) includes all activities used to attract and retain employees and to ensure that they perform at a higher level in meeting an organizational goal.

PROCESS OF RECRUITME NT AND SELECTION

RECURITMENT
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies.

Recruitment-related functions are generally carried out by an organization's human resources staff. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.

RECURITMENT PROCESS The 8 Steps to India Glycols Limited recruitment process: A vacancy arises. Sometimes this is due to the creation of a new job, on other occasions it may be because an existing member of staff has been promoted or is retiring.

The

job

description

is

updated

and

an

employee

specification is written. The job description lists the duties of the job whilst the employee specification gives details of the experience, skills and abilities needed to carry out the job.

A vacancy advertisement is written and is circulated via IGL weekly bulletin, Job Shop Weekly. Other media can be used including newspapers, internet recruitment sites, specialist publications and the Employment Service.

Application forms are sent out along with copies of the job description and employee specification and must be

returned on or before the closing date that has been set. View our applying for jobs page for further information.

A shortlist is compiled of applicants who are going to be invited to attend for interview.

This is done by the recruitment panel that compares each application form with the requirements of the employee specification.

Feedback can be provided (upon request) to those not shortlisted and applicants have the right to complain if they feel they have been unfairly treated.

Interviews are held. The panel will use the same set of questions with each interviewee. The interview may include a selection test. Feedback can be provided (upon request) and unsuccessful applicants have the right to complain if they feel they have been unfairly treated. View our interviews page for further information.

 References will be requested. The successful applicant for jobs working in certain areas, including working with children or vulnerable adults, will be asked to apply for a criminal disclosure check through the Criminal Records Bureau (CRB).

Appoint the successful candidate and arrange induction training.

RECRUITMEMT PROCESSS IN IGL Recruitment and Selection Policy Objectives of the Policy Scope Process guidelines Employment of relatives Reference check

Related Documents

FACTOR AFFECTING RECRIUTMENT

Internal factors Companys package Quality of work life

pay

External factor Socio-economic factors Supply and demand factors Employment rate Labor market conditions Political, factors legal like and Govt. for like reservation System

Organizational culture Career planning and growth Companys size Companys rate Role of trade unions growth

SC/ST/BC sons-of-soil Information Employment Exchange/ Telerecruitment like Internet

RECRUITMENT AND SELECTION POLICY The I.G.L. Recruitment and Selection policy is one of the cornerstones of its human strategy.

IGL believes that new posts and vacancies are not to be viewed only as opportunity for recruitment of a new employees or promotion and development of existing employee but also as a means of guaranteeing sustainable development of The Company.

OBJECTIVES OF THE POLICY To support sustainable growth by recruiting most skilled personnel from high-growth areas for development, design, production and sale of the best products. To anticipate market globalization by recruiting the talents in all departments. To keep track of the rapid technological evolution of products by recruiting experts in development, design, and Industrialization Of core product technologies. To adopt quickly and efficiently the recruitment market trends by becoming a global, innovative and attractive player in the field.

As a policy IGL Recruits and Staff the organization with highly competent, well-trained and motivated professionals who have the potential and drive to deliver and develop.

PROCESS GUIDELINES It is a FIVE LEVEL process as following . Level 1 :- Job Authorization Level 2 :- Job description & Job specification Level 3 :- Channel management Level 4 :- Selection Level 5 :- Decision/ Offer

JOB AUTHORIZATION

Upon rising of a new position in the section - The sectional head shall raise the requisition in the Manpower Requisition Form (MRF) with approval of the head of the department. This form should be sent to HR department for approval of Head -HR & A.

After approval of Head HR & A the HR department shall execute recruitment for the new positions

In case of replacement positions - after approval of HOD the MRF could be sent to HR department directly for execution.

Apart

from

these

ongoing

requirements

the

HR

department based on its strategic planning shall undertake recruitment of key and critical positions.

JOB ANALYSIS

For new positions - Respective HOD / Sectional HEAD shall provide the JOB DESCRIPTION & JOB SPECIFICATION along with MRF to the HR department. HR department shall extend its support to the sectional Head for preparing these J.D. & J.S.

 In case of replacement positions - if there are any additions or deletions in J.D & J.S. it shall be communicated to HR department by Sectional Head along with the MRF.

CHANNEL MANAGEMENT DEFINITION AND SELECTION OF CHANNELS: After receiving the MRF, HR department should utilize Internal and External channels of recruitment in the following manner. If no internal candidates are found suitable the HR department shall resort to External sources for recruitment and selection by utilizing its DATA BANK & JOB PORTALS/PRINT MEDIA for external candidates to apply for the position. On short listing of the profile of the external candidates the HR department may conduct written test and /or interview with line managers as required. The interview result will be recorded in the interview rating sheet provided by HR department.

SELECTION The final decision of the suitable applicant shall be taken by HR department in consultation with HOD and sectional Head of the requisitioning department.

Final selection could be based on following criterions : Educational and professional qualification of the candidates. Institute of graduation of graduating Quality of work experience & employment history. Previous employer.

Mental and physical health of candidate.

DECISION/OFFER In case, any employee is found suitable for the position, he will be transferred. External candidates found suitable shall be given a letter of intent for employment after getting his consent to our offer & terms of employment.

 The offer letter will be signed by the candidates as a token of the acceptance of the offer. This will then file in employees personal file. Upon acceptance of the employment condition by the candidate, joining formalities shall be completed by HR department.

Appointment letter of new joiners shall be issued within 10

days of joining.

RECRUITMENT V/S SELECTION Recruitment is identification of sources from where the candidates can be employed and motivates them to offer for the employment whereas Selection is choosing the most suitable person for employment. Recruitment and Selection can be simply defined as matching the skills a potential employee has to offer with the needs of the job for which he is required. Recruitment and Selection lie at the heart of many of the organizational and managerial challenges. SELECTION PROCESS: a) Preliminary interview: The preliminary interviews purpose is more or less the same as scrutiny of applications, i.e. the elimination of unqualified applications. Scrutiny

enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms. a) Selection Test; Job seekers who pass the screening and the preliminary interview are called for the further tests. Different types of tests may be administered depending on the job requirements. b) Intelligence tests: The basic objective of intelligence tests is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization. c) Aptitude tests: Aptitude tests measure an individuals potential to learn certain skills-clerical, technical, mechanical, mathematical, etc. These tests indicate whether or not an individual has the ability to learn a given job quickly and effectively. d) Personality tests: Personality tests are used to measure basic aspects of an applicants personality such as motivation, emotional balance, selfconfidence, interpersonal behaviour, introversion, etc. e) Achievement tests: These are designed to measure what the applicant can do on the job currently, i.e., whether the testee actually knows what he or she claims to know. f) Interest tests: These tests are particularly useful for student considering many careers or employees deciding upon career changes. g) Simulation tests: Simulation exercise is a test which duplicates many of the activities and problems that an employee faces while at work. Such exercises are commonly used for hiring managers at various levels in an organization. b) Employment Interview: Interview is a formal, in depth conversation conducted to evaluate the applicants acceptability. Interview can be adapted to unskilled, skilled, managerial and professional employees.

The different types of interviews are as follows: i) One-to-one interview: This consist of participants i.e. the interviewer and interviewee. ii) Sequential interview: It involves a series of interview, usually utilizing the strength and knowledge base of each interviewer, so that each interviewer can ask question in relation to his or her subject area of each
and the candidate. One such document is the attestation form. candidates.

iii) Stress interview: It attempts to learn how the applicant will respond to pressure. This technique is more relevant in job involving stress.

iv) Reference and Background interview: In this stage many employers request names, addresses, & telephone numbers or the reference for the purpose of verifying information and perhaps gaining additional background information of an applicant. v) Selection decision: In this stage the final selection decision has to be made from the pool of individuals who pass the tests, interviews and the reference checks. The views of line managers will be generally considered in the final selection because they are responsible for the performance of new employee. vi) Physical examination: In this stage the candidates are required to undergo a physical fitness test. A job offer is often contingent upon the candidate being declared fit after the physical examination. vii) Job offer: Job offer is made through a letter of appointment. This is particularly necessary when he/she is already in employment; in that case the appointee is required to obtain a relieving certificate from the previous employer.

viii) Contracts of Employment: After the job offer, has been made and the candidates accept the offer, certain documents need to be executed by the employer ix) Evaluation of Selection Programme: The selection program can be evaluated by a periodic audit. People who work independent of the HR department must conduct audit.

A
INTERVIEW ROUND
LEVEL 10A & BELOW LEVEL 11 & BELOW

GENERAL MANAGER

BY SH/HO D& HR

BY SH/HO D& HR

BY HOD/ BY ED+H R CMD

MEETI NG WITH ED

QUALIFIED

BACKGROU ND INVESTIGA TION

REJECTED

SELECTION LIST

COMPARATIVE STUDY

PREPARING OFFER

TENDERING OFFER

ACCEPTE D

APPLIC ANT

REJECTED

PLACEMENT

STOP

MANPOWER REQUIRTMENT FORM (Separate sheet to be used for each Head Count) Date: Department: Level: Edu. Qualification: Experience: Requirement: Will directly report to: If replacement, please mention the details-

proposed Designation: Prof. Qualification: Age Group: Yrs. Nature of

Nature of Vacancy:

Name: Date of Leaving:

Designation: Reason of Leaving:

Level:

If new, please give the justification: N/A Brief Job Description of the position: 1. 2. 3. 4. Source of recruitment:-External (if internal, provide details in any) Infrastructure requirements: (Details attached): Not required SH HOD SR HOD Comments of HR SR HOD For ED/CEO/CMD Approved/Not approved Signature

COMPANY PROFILE

The company was incorporated on 19.11.1983 as U.P. Glycols Limited. It was renamed as India glycols limited on 28.08.1986. It started its commercial production of MEG in April 1989, Ethoxylates in July 1995, Formulation/specialty chemicals on

September 1997, Glycols Ether in August 2001 and the industrial gasses in December 2005. The Bottling Plant started dispatches in April 2002. The cane crushing unit started production in November 2005. The commercial production in the Distilleries at Gorakhpur started in March 2006. The commercial production of Ennature Biopharma (Herbal unit) at Dehradun has started in 2009. India Glycols is a leading company that manufactures green technology based bulk, specialty and performance chemicals and natural gums, spirits, industrial gases, sugar and nutraceuticals. The company was established as a single mono-ethylene glycol plant in 1983. Since then, IGL has brought together cutting-edge technology, innovation and an unflagging commitment to quality, to manufacture a wide range of products that have found global demand. IGLs state-of-the-art, integrated facilities manufacture chemicals including glycols, ethoxylates, glycol ethers and acetates, and various performance chemicals. Its product range spans the chemicals, spirits, herbal and other phytochemical extracts and guar gum, industrial gases and realty sectors, and finds application across an increasing number of industries. These products are manufactured in compliance with stringent global standards of plant operations, quality and safety. The companys facilities have been approved and certified by international agencies including Det Norske Veritas (DNV). The

operations at all plants are closely monitored through distributed control systems (DCS), which facilitate a high degree of control over the quality of products. IGL BUSINESSESHerring IGLs flagship chemicals division started out with a pathbreaking green approach to manufacturing ethylene oxide and derivatives. Using the molasses-ethyl alcohol-ethylene 'green route', the company is the only one of its kind in the world. With the emphasis now increasingly shifting to green manufacturing, the chemical division is well poised to meet the industrys need for environmentally responsible products and production techniques. Keeping in mind the critical dependence on agricultural feedstock, the company has taken up several initiatives including backward integration into sugar manufacturing to ensure seamless raw material availability.

Other complementary initiatives include co-opting the cane growing community to ensure cane availability while providing adequate returns to the farmer. Apart from chemicals, India Glycols has a significant presence in the natural active pharmaceuticals and nutraceuticals space with Ennature Biopharma; a well-established natural gum division manufacturing

guar gum and a variety of derivatives; a spirits division that manufactures country and Indian-made foreign liquor alto the highest quality standards; and Shakumbari Sugar a wellestablished player in the Indian sugar industry. EXPORTS IGL has traditionally looked to leverage the export potential of its products. The company has therefore initiated the process of aligning to emerging global trends and has established facilities and operations that are in compliance with global good manufacturing practices.

CUSTOMER FOCUS The company strives to achieve excellence through proactively addressing customer needs and requirements. Integral to this approach is the identification and development of customised products backed by research and development support. IGL's R&D function is not only driven by organizational need, but more importantly by customer needs. Its R&D Centre employs state-of-the-art equipment that empowers IGL scientists and engineers to consistently deliver customized solutions that meet, and at times, even exceed customer expectations.

PRODUCT OF IGL

UNIT

PRODUCT ETHANOL METHANE (FUEL) OXYGEN/NITROGEN/ARGON

CAPACITY 400KL/DAY 150 KNM3/DAY 5600/1950/HR 140000MT/PA 25000MT/PA 10000MT/PA 4000MT/PA 43000MT/PA 10000MT/PA 1 LAKH/MONTH

DISTILLERY BIO-GAS INDUSTRIAL GASSES

MONO ETHYLENE GLYCOLS MEG,DEG&TEG ETHOXYLATES FORMULATION SULPHAATION GLYCOL ETHER GUAR GUM BOTTLING PLANT EO DERIVATIVES SPECIALITY CHEMICALS SPECIALITY CHEMICALS INDUSTRIAL SOLVENTS GUAR GUM POWER IMFL/COUNTY LIQUOR

India Glycols Limited is Delhi based company which manufactures industrial chemicals- particularly derivatives of Ethylene Oxide and Mono Ethylene Glycol (MEG) from molasses. The company is aggressively expanding its manufacturing capacity and diversifying its product portfolio. Since the benefits of these investment projects will start accruing in current financial year, investors with a horizon of 2-3 years can consider this STO.

BOARD OF DIRECTORS

India Glycols Limited is a professionally managed public limited company with Mr US Bhartia leading the business operations. The companys board of directors comprises:

Mr. US Bhartia Ms. Jayshree Bhartia Mr. RC Mishra Mr. Pradip Kumar Khaitan Mr. Autar Krishna Mr. Jagmohan N Kejriwal Mr. MK Rao Mr. Ravi Jhunjhunwala Mr. Jitender Balakrishnan

MANAGEMENT TEAM
India Glycols has a dynamic team of well-qualified and experienced professionals at its helm. Drawn from diverse streams other including finance, for engineering, successful Mr. marketing and management, the team provides key management, technical and skills required day-to-day Rakesh business Bhartia, operations. Leading the company is: Chief Executive Officer Mr. Anand Singhal, Chief Financial Officer Mr. R Pabi, President - Marketing Mr. IB Lal, President - Spirits division Dr. Shyamal Purkayastha, President - Natural Gums Division

Mr. Manoj Pahwa, President - Ennature Biopharma Mr. Alok Singhal - Technology Mr. VP Garg, Head - Projects and Purchase Mr. RS Yadav, Head - Human Resources Dr. GBS Reddy, Head - Operations and R&D,

Dr. BK Mishra, Head - R&D Mr. Lalit Kumar Sharma, Head - Legal and Company Secret. Mr. KK Lal , Head Engineering

VISION AND MISSION

Vision To be one of the most respected and innovative manufacturers of internationally sustainable products derived from natural, green or renewable resources, which add value and continuous growth to all stakeholders and the society at large. Mission To manufacture and promote products, with concern for the environment and the wellness of people across the globe, by deriving those from renewable, natural, agro and waste feed stock And to achieve this mission by deploying safe, eco-friendly and cost-effective processes and technologies. SAFETY HEALTH AND ENVIRONMENTThe safety and health of every IGL employee and preservation of the environment is an integral part of the company's corporate policy. By investing in elaborate safety measures, the company ensures that its employees are assured a safe working

environment and that the company's ecological footprint is minimal.

Safety IGL has set up a number of systems to ensure the safety of the company's plants and personnel. As always, the first line of defense remains prevention. Systems and operations are therefore designed to prevent the smallest of mishaps that could lead to accidents. As a part of the safety protocol, IGL has laid down strict safety norms that employees, irrespective of their position in the organization, have to follow. The success of this elementary measure is reflected in the company's excellent safety track record and the number of awards bestowed by national and international organizations in recognition of the safe working environment IGL has been able to secure for its employees. Additionally, the following measures have been taken to continually monitor safety processes. A Central Safety Committee to review and upgrade safe working practices has been set up. An emergency management plan is in place. Systems have been set up to record and report any accident. All reported incidents are thoroughly investigated and corrective action taken for preventing similar occurrences in the

future. Provision of appropriate protective equipment and gear with usage being strictly monitored to ensure safety.

Regular safety training programmers are conducted to train employees. Various incentive schemes that serve to motivate employees to follow safe working practices are in operation. The company maintains its own fire station, fully equipped with fire tenders, modern communication facilities and an elaborate auto fire hydrant system, deluge systems, MVWS systems, and fixed foam systems, in addition to other equipment operated by trained experts. Live fire training drills are periodically organized to provide hands-on training and create confidence among employees.

Health At IGL, employee health is a paramount consideration. The company has a medical centre at the factory with basic amenities and qualified and experienced medical and paramedical staff in attendance at all times to meet any contingency. All employees are required to undergo annual medical check-ups for the timely diagnosis of health problems. The company also offers a medic aim policy that provides for healthcare expenses and other benefits to employees and their family members.

Environment IGL believes in the principles of good corporate citizenship that mandate the active contribution of companies towards preserving the environment. Accordingly, IGL has incorporated in its operations systems to ensure minimal environmental impact. The company has made substantial capital investments to ensure proper treatment of generated effluents to meet all relevant regulatory requirements. Additionally, the company has undertaken the following initiatives: A fertile-irrigation project, which has generated an enthusiastic response from farmers. A bio composting facility to produce natural manure. Farmers use the bio-compost as an environmentally friendly substitute to chemical fertilizers. IGL has also developed a green belt around its factory where approximately 65,000 trees of various species have been planted. The company also achieved zero discharge from its ethanol plants by adopting fertile-irrigation, biocomposting, RO and concentration followed by incineration, to conserve fossil fuel. The company is also actively working on various projects targeted towards developing a Clean Development Mechanism (CDM).

MILESTONES
Set up in 1983, India Glycols has come a long way in establishing itself as a leading chemicals manufacturer. Here are some of the key milestones the company has achieved along its journey: 1983Incorporated on 19th November 1983, as UP Glycols Limited. 1986Renamed as India Glycols Limited on 28th August 1986. 1989Commercial production commenced at MEG plant from 25th April 1989: capacity, 20,000MTPA. 1994Commissioning of 13,000MTPA EO purification plant. Commissioning of 20,000MTPA Ethoxylate plant. 1995 De-bottlenecking of MEG facility (20,000 to 25,000 MTPA). 1997Commissioning of 10,000MTPA formulation plant. 1998De-bottlenecking of MEG facility (25,000 to 30,000 MTPA).Commissioning of 6,000MTPA Sulphation plant.

1999Commissioning of 85,000 BL PD New Continuous Process Distilleries. De-bottlenecking of MEG facility (30,000 to 33,000 MTPA). Increase in power generation capacity (6 to 18 MW). 2001Commissioning of glycol ether plant. Commissioning of guar gum facility, 12,000MTPA capacity. 2002Commissioning of Bottling plant. Expansion of MEG plant to 60,000MTPA. 2003Addition of GE Acetate facility. Commissioning of ENA plant. 2005Expansion of MEG production to 1 lakh MTPA.

Commissioning of ASU - III. 2006 Commissioning of Gorakhpur unit. 2007Acquisition of Shakumbhari Sugar. 2008Commissioning of CO2 plant. Expansion of MEG plant to 200,000MTPA. 2009Commissioning Commissioning reactor). 2010The Biomass based Cogeneration Project at Gorakhpur registered under CDM project by UNFCCC. of of Ennature Acetate Biopharma, plant.. Dehradun. of

DEGEE

Expansion

formulation plant - CABS. Expansion of Ethoxylate plant (stirred

AWARDS
1991 National Safety Award for meritorious performance in industrial safety, in achieving longest accident-free period. National Safety Award for outstanding performance in industrial safety as runner up in achieving lowest average frequency rate Organization Ministry of Labour, Government of India. 1992 Award of Merit for operating 27, 55,364 employee hours without 1997 Award 1998 Safety Award in recognition and commendation of services rendered to the cause of safety Organization, British Safety Council, and UK 1999 for Best Project/Entrepreneur in the biomethanation Sector. Organization Ireda occupational injury or illness Organization National Safety Council, USA

Safety

Award

in

recognition

and

commendation

of

services rendered to the cause of safety Organization British Safety Council, UK 2000 Safety Award in recognition and commendation of services rendered to the cause of safety Organization British Safety Council, UK 2001 Safety Award in recognition and commendation of services rendered to the cause of safety Organization British Safety Council, UK 2002 Safety Award in recognition and commendation of services rendered to the cause of safety National Safety Award for outstanding performance in industrial safety, in achieving longest accident-free period. Perfect Record Award for operating 7,208,784 employee hours without occupational injury or illness Organizations British Safety Council, UK Ministry of Labour, Government of India. National Safety Council, USA 2004 Best Performing Power Plant International Safety Award in recognition of proven track record of maintaining

excellent safety standards. Organizations Wartsila British Safety Council, UK 2005 International Safety Award in recognition and commendation of services rendered to the cause of safety. Organization British Safety Council, UK 2008 Best Quality ENA Award in recognition of quality ENA production. Best Enhanced Performance for enhanced performance in exports, northern region.

RESEARCH METHODOLOGY
Research work follow the vast reading of literature, which is already available about the topic, which help to form a clear idea before the research starts, before starting the progress Recruitment and Selection reference were done to collect the information about the topic which helped immensely while doing the study. The details of what are discussed under the following heads namely. Purpose Methodology Conclusion Purpose:

The first step of the research is literature survey. In literature survey the specific areas and issues upon what data has to be collected is decided based on the objectives of the study. To know the recent happening and trends in field of recruitment. To get more information from the previous studies. Methodology: Adopting descriptive research method, for this both primary data and secondary data are collected. Primary data is collected by using questionnaire and personal interview, secondary data is collected from the brochures of the agency, magazines, books and websites has to be collected is decided based on the objectives of the study. To know the recent happening and trends in field of recruitment. To get more information from the previous studies.

DATA COLLECTION AND ANALYSIS

Primary data: Primary data collection forms the first hand information got from respondent itself and the information is collected through question series, interview schedules and observations. Primary data are sought for their proximity to the truth and control over error. This data have been used to study and select the best source of recruitment in MSIL. The questionnaires have been prepared to study it and the sample size was 50. Secondary data:

This is a data collecting method through other sources than from respondents. It is of collecting information through personal documents, diaries, and abstracts for the purpose of present study. The investigator used primary method is collecting data through Questionnaires. Studies made by others for their own purpose represent secondary data. Secondary data have had at least one level of interpretation inserted between the event and its recording. Primary data are sought for their proximity to the truth and control over error.

TOOLS USED FOR TESTING The gathering of data may range from a simple observation at one location to another at different sites of the organization.

The following are the tools used for investigation. 1. Interview method. 2. Questionnaires.

RESEARCH DESIGN Data collection Primary & Secondary Type of Research Descriptive Research, & analytic type

Nature of participation Direct & Indirect.

ANALYSIS

Below table shows the rates of induct in efficiency in present recruitment policy of the organization

Opinion rates

No Respondents 21 29 0

of Percentage of Respondents (%) 42 58 0

Highly Moderately Not at all

Total

50

100

INFERENCE: The below graph and table reveals that 58% of the respondents have rated moderately as their opinion towards the increase in efficiency of the organizations present recruitment policy. Below graph shows the rates of induct in efficiency in present. Recruitment policy of the organization.

INTERPRETATION: That means the present recruitment policy is good but it still needs improvement.

SUMMARY OF FINDINGS
This study is aimed at finding out the effectiveness of recruitment and selection procedures followed at IGL. For this purpose, a questionnaire was given to the various levels of employees in the organization, as well as data collected from the personnel manager. Based on responses from respondents and summary of findings, conclusions and recommendation have been drawn.

Following are the findings drawn from the collection and analysis of data 1. The main reasons for attracting towards job were image of the company and work, environment & salary. 2. Most of the employees have told that the questions asked in the interview were relevant to job. 3. As per the analysis the employees said that both written test and oral interview was conducted for them.
4.

The environment during the interview was pleasant enough to make the candidate comfortable.

5. Most of the employee said that both Personal interview and Panel interview was conducted for them. 6. Majority of the employees have not undergone any medical examination.
7.

The respondents feel the interview was good and satisfactory. security and future prosperity.

8. Majority of the respondents have joined this company because of job

RECOMMENDATIONS:
1. The organization must view on both individuals and companys needs assessment while hiring people. This enables the employees to be more satisfied with their work. 2. The company must hire candidates through external source of recruitment, so that there is a pump of new blood to the organization. This helps in improvement of companys creativity.

3. The company should take into account the external factors of recruitment process. The external factors are demand and supply of specific skills, labour market, unemployment, legal and political considerations etc. 4. Organization should make efforts to effectively communicate to the employees, so that they are clear about the purpose / goal / objectives of the selection process when the respondents are recommended for recruitment. 5. To sustain in the competitive corporate world, the company should also search for alternatives of recruitment, such as employee learning, out sourcing and temporary employment etc. 6. The organization should focus on e-recruitment for cost saving, speed enhancement and also time saving. 7. Evaluation of recruitment and selection must be done, to know the effectiveness of job analysis in the organization.

LIMITATIONS OF THE STUDY

Restricted time for study. Data collected is restricted to available respondents. Irrelevant response from respondents. Study is limited to particular region & demography parameters.

CONCLUSION From this study on the effectiveness in recruitment and selection process reveals that the company is mainly going with wide distributions of advertisement for recruitment. The company is getting right person to the right job to meet the organizations requirements and to retain the employees. It can be concluded that the recruitment procedure of the company is satisfactory and effective. According to the job description and job specification, interview methods vary from job to job. Majority of the employees joined the organization just because job security and future prospective. To face the future challenges, the company should take steps to recruit talented young people. Effectiveness in recruitment & selection include the collection of success factors necessary for achieving important results in a specific job or work role in a particular organization.

Success factors are combinations of knowledge, skills, and attributes (more historically called KSAs) that are described in terms of specific behaviors, and are demonstrated by superior performers in those jobs or work roles. Attributes include: personal characteristics, traits, motives, values or ways of thinking that impact an individuals behavior.

It has a wide network of offices all over world as well as another important location in the country; the financial health of a company is dependent on a combination of profitability, short-term liquidity and long term liquidity. The job analysis should be pre-planned recruitment policy on corporate goals. This avoids any hasty or ill-considered decision and may go a long way to maintain the organization to the right type of personnel.

BIBLIOGRAPHY

Brochure of IGL LTD. Mr. Ravindra Sharma HR Manager of India Glycols Ltd.

www.indiaglycols.com www.walsall.gov.uk/index/jobshop/recurit ment-process.htm http://seminarprojects.com/Thread-indiaglycols limited#ixzz256XCd9Te

ANNEXURE

Dear Sir/Madam, I am a student of JAGANNATH INTERNATIONAL MANAGEMENT

SCHOOL, GGSIPU (DELHI) and presently doing a market survey on MARKET RESEARCH ON HR CONSULTANT FOR India glycols ltd. I request you to kindly fill the questionnaire below and I assure you that the data generated shall be kept confidential. Name: .. Address: .. Contact No :( O) (M) City: ...............Pin: .State: .

1: How is the resource need forecasted? . 2: When are the resources need and forecasted? 1 Quarterly 2 Monthly 3 Annually 4 Not fixed

3: What is the process you follow for recruitment and selection? People explain the same in brief?

 . 4: How do you rate the recruitment procedure? 1 Short 2 Average 3 Long 4 Very Long 5 Cant say 6 5: What sources you prefer for recruitment and selection? 1 Internal sources 2 External sources Both 6: Which is the most successful method for recruitment? . 7: What form of interview did you prefer? 1 Personal Interview 2 Telephonic Interview 3 Video Conferencing

8: Are the aptitude test conducted?

1 2

Yes No Till some extent Cant say

9: Do you conduct any of these test? 1 Psychometric test 2 Medical test 3 Reference test check Other (specify) .. 10:How do you rate the HR practices of our company? Very Good Good Average Bad