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PROJECT REPORT ON
RECRUITMENT AND SELECTION
A STUDY CONDUCTED WITH REFERENCE TO

SUBMITTED BY KRITI PANDEY UNDER THE GUIDENCE OF MR.BALMIKI PATHAK H.R MANAGER TIRUBALA INTERNATIONAL

TABLE OF CONTENT PART 1 Page no.

INTRODUCTION ACKNOWLEDGEMENT _________________________________4 PREFACE ------------------------------ 5 DECLARETION_____________________6 EXECUTIVE SUMMARY_____________________7 COMPANY PROFILE_________________________8 VISION AND MISSION_______________________15 BUSINESS ACTIVITIES________________________16 TIRUBALA PRODUCTS_________________________23

PART 2 PART INTRODUCTION OF PROJECT REPORT RECRUITMENT AND SELECTION________________55 OBJECTIVES OF RECRUITMENT AND SELECTION_58 POLICY AND PROCEDURE_______________________ RECRUITMENT AND SELECTION IN TIRUBALA____86 SWOT ANALYS------------------------------------------------------3 RESEARCH METHODOLOGY______________________93 DATA ANALYSIS_________________________________95 FINDINGS RECOMMENDATION AND SUGGESTION___________107 CONCLUSION____________________________________109 LIMITATION______________________________________111 ANNEXURE_______________________________________112 BIBLIOGRAPHY___________________________________114

ACKNOWLEDGEMENT

It is my proud privilege to release the feeling of my gratitude to several persons who helped me directly or indirectly to conduct this project work .i would like to thanks MR. Balmiki Pathak H.R.Manager of Tirubala international for its active support in guiding me for completing the project t.i am grateful to him as he had spoken to the concerned person for getting the valuable suggestion. I thank my institute faculty of institute of professional excellence and management for giving me this opportunity to put the theoretical knowledge e that I imparted from the programme into practice . I take this opportunity to thank my parents and friends who have been with me and provided me an emotional strength and moral support .

SIGNATURE:KRITI PANDEY

PREFACE
MEETING THE DEADLINES IS NOT MY GOOD ENOUGH HEATING THE DEADLINES IS MY EXPECTATIONS The project report is an account of the work done by me at tirubala international humanresourse department. During my 1 month training .In this report I have tried to elaborate on each and every aspect of my training at tirubala international. My project at tirubala was mainly related towards understanding the recruitment training, and development process of tirubala and analyzed the feedback. The repor is split into the several sections which concern the various tasks that formed an integral part of my training. Each section describes in details the work done towards its successful completion. I assures that the results of my project are genuine and free from all kinds of biases and are supported by strong facts and beliefs of respondents.i have made Sincere efforts to complete this with as much perfection as possible.

DECLARATION
I,Krity Pandey here by certify that I have prepared this project report with full effort and with the help of my project guide and the management of Tirubala group. And not a single of report has been taken from anywhere. The statement made in the above application are true and correct to the best of my knowledge.

DATE :

Krity pandey MBA (2ND YEAR)

EXECUTIVE SUMMARY/ SYNOPSIS This is an attempt to present a progressive detailed discussion on the RECRUITMENT & TRAINING PROCESS in tirubala international. RECRUITMENT & TRAINING PROCESS is a strategic and integrated approach for delivering sustained success to organizations by improving the performance of the people who work in them and by joining the new member and developing the capabilities of teams and individual contributors and I have hereby try to focus my study on the RECRUITMENT & SELECTION PROCESS. The study comprises of the RECRUITMENT process in detail of the one of the respected company in Power Segment. The basic philosophy is to use training as an effective tool for performance improvement of the individual, the team and the organization and in transformingTIRUBALA into a learning organization The project aims to study the different level of recruitment process in the different hierarchy system and the different eligibility criteria and different types of training process .I visit the website of the company and try to find the different training process is imparted at the different level so that each and every person of the company become asset to the organization and these people try to give their hundred percent for the upliftment and growth of the Company. The source of these information is the HR magazines and journals, and data from Internet searched through the websites. After observing the results, I interpreted into a conclusion, that the being a Public Sector Unit of India it follow s the different type of Government guideline in the recruitment process and the organization is trying to implement the different type of performance enhancement system so that the effective system for the growth of the organization can be done and different motivational process which further improves the productivity of the employee and leads to the fulfillment of the organizational objectives.

AN INTRODUCTION TO TIRUBALA INTERNATIONAL

WHY TIRUBALA

With 100% customer satisfaction at the core of offerings, tirubala groups are the largest manufacturer of footwear in India. They have an extensive network of reputed suppliers who provide them with the finest quality of inputs and raw material. TARGET SEGMENT THEY CATER MEN WOMEN AND KIDS AND HAVE A DAILY CAPACITY OF PRODOUSING CLOSE TO 9000 PAIRS OF SANDALS AND 3000 PAIRS OF SHOES. THEY PROVIDE A WAST VARIETYOF FOOTWEAR RANGING FROM THE HAND STITCHED SANDALS,WOODEN PLATFORMS, OPANKA TYPE SANDALS, LEATHER SALES, FOOTHED CONSTRUCTIONS, BALLERINAS AND EVEN BOOTS. INNOVATIVE IDEAS They are always open to developing new range of footwear as required by their customers according to latest fashion trends and style. GROWTH GRAPH From the humble beginning in 1990 with just 200 pairs of sandals being produced everyday,now they aiming to establish tirubala group as the undoubted leader in producing the finest quality footwear for customers worldwide. They believe in 100% quality and customers satisfaction is their main motto. CERTIFICATION They are an iso 9001 certified company. That automatically signifies the high level of quality and workmanship they deliver.no mtter what customer need is, they are confident of exceeding all customer expectation each time.

VALUE ADD 9

In an industry where companies are struggling to find the right partner, tirubala group give us a promise to become a prominent partner in business with value add.

TIRUBALA INTERNATIONAL

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TIRUBALA INTERNATIONAL

ABOUT TIRUBALA

Tirubala international group is the largest manufacture and exporter of high quality , fashionable footwear for men ,ladies and kids .they have international markets comprising countries like U.K, SPAIN, USA, ETC.

CLIMATE Our portfolio of clients include the like of mango,aracadia group, bimba and lola, hoogenbosch,Lloyds, esprit, zara, bershka, topshop, mexx, gioseppo as well as why not shoes and many more clients. STEADY GROWTH

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In 1990 we started our business. In 1992 our u.p operations mr Adarsh agarwal and our u.p marketing m.r Harsh agarwal joined our company. In 1998 our up of product development MR.Anuj agarwal joined us. It was in 2005 that our gm operations joined us

and the same year we initiated panki factory. In2006 we started an upper unit and a year later in 2007 we added a new leather tannery to our unit. INCREASED COMPETENCE When we started we had a single factory with a capacity of just 200 pairs per day. Today we have 4 factories covering an area of 12000 pairs. We have recently been certified as sa 8000:2001. we also regularly participate in international fairs such as EXPO,RIVA,WSA SHOW AND THE GDS SHOE FAIR. VARIETY OF SHOES Our range of shoes is exclusive and include slotted sandals,wooden platform, leather soles, hand stitched sandals,OPANKA TYPE SANDALS AND COMFORT FOOTHED constructions and,BALLERIES and also boots. We have around500 styles for ladies with so constructions and 150 styles for mens with around 100 in constructions.

INFRASTRUCTURE

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Our state of the art machinery top class designers and a sprawling manufacturing are of more than 160000sq. feet enable us to manufacture more than 12000 pairs of shoes every day.

EXPERT TEAMS Our dedicated teams of designers and workers are specialists in their own fields and we have had extensive experience in dealing with the shoe manufacture industry.

MANUAL AND AUTOMATED We utilize a fine blend of manual and automated mechanisms to create an end product which is truly outstanding. Our performance, strict adherence to high quality. Standards, as well as finest quality machinery it makes one of the largest shoe manufacturing companies in India.

QUALITY GUIDELINES All of our quality checks are in strict adherence to SATRA guidelines. We use the latest affluent treatment plants in all of our manufacturing units in order to effectively combat pollution and ensure eco-friendly environment.

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PICTURE OF PLANT

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VISION OF THE COMPANY

MISSION OF THE COMPANY

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HIGH CLASS MACHINERY Our imported machinery follows all European standards of quality and efficiency. We are a registered Indian government approved shoe manufacturing company and churn out at the finest quality foot wear each year. WORK CULTURE All of our work ethics and processes are in strict compliance with the labour and production norms as laid down by the govt. our state of the art machinery is well equipped with sound testing centres. CREATIVITY AND INNOVATION Whats more our design studios are centres where innovation and creativity spur some of the best designed footwear in the country. In tirubala group, we never believe in mediocrity instead of that tirubala group constantly improving our processes and started. SOCIAL ACCOUNTABILITY

At tirubal group footwear making isnt just a business. Being SA8000:2001CERTIFIED company we ensure that we adhere to the guidelines set by the social accountability international. And hence incorporate it as part of all our business stratigies

SAFETY CONDITIONS AND HEALTH

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We take great care in ensuring the optimal health of our staff and the safety of our work environment. Neither do we use any form of child labour nor we promote its use among our channel partners we also do not emply any home workers,do not use any form of forced labour. Besides these initiatives we also conduct regular check ups of all our employees to ensure their good health. EQUAL OPPORTUNITY EMPLOYER Tirubala group are an equal opportunity employer. We do not make any discrimination based on religion,caste,gender or nationality.all of recruitmewnt, training,appraisal processes are devoid of any form of discrimination. SOCIAL ACCOUNTABILITY POLICY We also have a stringent policy related to social accountability.in order to ensure that these guidelines are being adhered to we conduct regular meetings with our management and non manage ment representatives and with our suppliers and contractors too.

WORK WITH US

Life at tirubala group is all about innovation, passion and creativity to create stunning footwear! We always encourage new ideas and out of the box thinking.

IMPROVEMENT AND ENHANCEMENT

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We always look towards the future and believe in continual improvements into the way we work, the way we learn as well as the motivation that drive us. We are constantly pricking the best out of current industry. We encourage a good work and continual improvement.

EMPLOYEE BENEFIT Our strong employee benefit schemes enable you to have a worry- free- work environment at tirubala group. Our remuneration a package are one of the best in the industry and for performers the perks keep improving. We have a sound policy for pension schemes schemes, life assurance, health insurance, car allowances as well as advanced education and studies and discounts in tirubala products.

FURTHER STUDIES If any employee woshes to study further we also encourage them to pursue advanced education programs for which we even provide funding. Come join us at tirubala group. See firsthand what it feels like to work for one of the largest footwear manufacturers in the country. Check out the latest career opportunities today!with tirubala group work asis morew about fun and creativity

QUALITY POLICY

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Tirubala grouo follows strict adherence to quality guidelines laid down by its quality control departments. We have a dedicated quality control team which ensures all shoes are tested and checked for quality. QUALITY ASSURANCE OUR QUALITY CHECKING PROCESS ARE CONTINUOUSLY MONITORED.and new improvements are infused into it on a continual basis beforeany end product gets delivered it goes through a series of checks to ensure minimal or zero defects. LAB REPORT Our quality control team procure lab test report from reputed laboratories.we ensure continual compliance with quality standards set by prestigious agencies. TEAM SPIRIT We strongly believe in team work and an unswering dedicated towards high_end-quality. Thats why we always ensure all products are dispatched in a timely fashion and have zero defects. HIGH QUALITY Quality in tirubala group is a way of life. It isnt something we think of life . it isnt something we think of after the product has been completed. Instead quality checks are incorporated at every stage of the production process. This ensures that the end product is of the highest standard of quality.

TESTING

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We test all the materials used in our footwear such as the upper threads, linings soles,heels, insoles, adhesive quality as well as other components. We also undertake tests to ascertain the strength of high heels , heel attachments and security as well as ensuring all shoes next slip.Resistance criteria as per the exs standards regarding all footwear for industrial purposes.

BUSINESS CONTINUITY

At tirubala group, our supply chain management is all about pre-empting and forecasting any potential threats to our organization. Thats why we have a robust business continuity mechanism instilled into all of our processes. DATA RECOVERY

Data storage, backups are regular staples of over work processes. In order to ensure a seamless work environment, a methodical and systematic execution of such functions is critical to our business. Thats why we have a dedicated team of experts who ensure that all corporate data is regularly safe guarded for security purposes.

SENSITIVE INFORMATION Our backened data bases are virtual store houses of information - crucial to the future development of our organization as well as for reference purposes.we use past patterns of corporate engagement to analyze future endeavours. Thats why forces,it is extremely critical that all data is securely backed up using the latest security feature.

BACKUP MANUFACTURING UNIT

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Our business continuity plans are infused with the robust back up manufacturing units. These have been designed to shift all clients assignment from one unit to the next to ensure a seamless execution of projects even in crisis situation. This also ensure a strict adherence to deadlines coupled of quality with mobilization of technical skill on demand.

DATA MANAGEMENT Our disaster management and rewcovery functions are truly unique un paralleled when compared with other shoes manufacturing company in this country. Our criteria business data such as logistic sales, financial data sa;les and marketing as well as all sensitive user files can be stored and recovered as and when needed . this way you can be sure that your business is always in safe hand. CONFIDENTIAL POLICY We at tirubala group take great care in ensuring that the sensitive information of all our customers remains strictly confidential we follow the below mentioned mechnisms for each of our clients

NON DISCLOSURE AGREEMENT(NDAS) Before we begin any engagement with customers we ensure to sign. NDAS is order to classify lay down roles, responsibilities and end usage of the information collected. We cover information like what this information will be used for who we might share it with, aaswell as responsibilities in cases of data loss etc.

NDA,S WITH EMPLOYEES Tirubala group also ensure to sign NDA with our employees to ensure that all information,roles and responsibilities are clearly defined at the outset. When an employeejoins tirubala group, he or she is required to sign an agreement that cleatly states that no company information can be shared with external agents. No publishing removal or copying of information will be tolerated in the company.

DATA PROTECTION

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NTirubala group follow stringent ip protection mechanisms to ensure the privacy of all customers data. Our ip network prevents any exchange information between clients or project regarding the shoe making business. We also do not allow any external circulation of cds or other such removal disk storage systems.

SECURITY All of our manufacturing units as well as head quarters are back by stringent security measures.

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TIRUBALA PRODUCTS Ladies shoes

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GENTS SHOES

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LADIES BAGS 30

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PRINCIPLE

OWNERSHIP This is our company, we accept personal responsibility and accountability to meet business needs. PASSION FOR WINNING WE ALL ARE THE LEADERS IN OUR AREA OF RESPONSIBILITY WITH A DEEP COMMITMENT TO DELIVER THE RESULTS.we are determined to be the best doing what matters the most.

PEOPLE DEVELOPMENT People are our most importantasset.we add value through result driven training, and we encouraged and award excellence. CONSUMER FOCUS We have superior understanding of consumer and develop products to fulfill them better. TEAM WORK We work together on the principle of mutual trust and transparency in aboundary less organization. We are intellectually honest in advocating proposals,including recognizing risks. INNOVATION Continuous innovation in products and processes is the basis of our success.

INTEGRITY

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We are commited to the achievement of business success with integrity. We are honest with the consumer with business partners and with each other

MANAGEMENT The top brass of brass of tirubala group management has an extensive experience in the leather footwear making business. Their understanding of the industry the processes involved in producing high quality footwear, as well as in producing high standards of quality have all contributed to the immense growth of tirubala group. DOMAIN EXPERTISE We also have to our credit an expert team of dedicated professionals well versed with design, marketing as wellas production functions. We have a team of expert designers and master craftsmen who continuously churn out new designs and innovative features in our footwear.

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HERE IS OUR MANAGEMENT TEAM AS FOLLOWS

MR. B.K AGARWAL PRESIDENT F THE COMPANY FOUNDER OF THE COMPANY Possesses more than 30 extensive years of experience in the footwear industry. He has been the key initiator in developing the vision of the company

MR. ADARSH AGARWAL VP- EXPORTS AND MARKETING Has over 15 years of experience in the footwear industry. He is involved in developing the market as well asestablishing export target. MR. HARSH AGARWAL He ensure that all products are delivered in a timely and accurate fashion.he also responsible for ensuring adherence to quality. He always on the look out for new trends, he introduces new technologies into our manufacturing processes. ,MR. ANUJ AGARWAL VP- product development and information technology. Adds strategic value to new product that are developed in our company. He has been also looking after the sample development of the company and is an integral part of the company.

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SUMIT KUMAR LAL

CURRENT_Business advisor at ecco asia pacific limited Director and general manager at ecco India PAST- Director of ecco India National marketing manager at tirubala leather p.v.t limited EDUCATION_ Birla institute of technology St.xavier institute of social science St. Xavier college

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Sumit K. Lals Summary

Sumit has over 15 years experience providing increasing levels of leadership in Marketing, Sales, market research and business excellence in a highly competitive market scenario with in new and established organizations. He is skilled in strategic planning and deployment; able to prioritize effectively, multi task and achieve effectively targets with in time frame and budgets allocated, he is known for his determination of doing things against all odds. A clear and dynamic communicator able to lead and motivate the team to achieve peak potential he also has the ability to cater to diverse audience and segments and to effectively negotiate with Vendors and customers. Always the people's person, he is known to build strong relationships with internal and external partners. Sumit has qualified the Internal Assessor Certification Program with the TATA group which is based on the Malcolm Baldrige model. Sumit has written many articles on invitation from The Times of India group for its prestigious supplements including The Financial Times . He is also a published author by Scholastic India. He is currently authoring a book on Management Fiction entitled, "Its impossible for the Pig to see the sky" , Sumit is a family man and loves spending time with his family comprising of Anita his wife, Vini his daughter and Shre his son. Sumit K. Lals Specialties: Brand Launches, Sales, People Management, Strategy and Business Excellence, Retail .

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IT INFRASTRUCTURE

All manufacturing centres of tirubala group are well equipped with the highest quality it infrastructure WE BELIEVE IT TAKES QUALITY INFRASTRUCTURE TO PROVIDE QUALITY QUALITY EXECUTION AND DELIVERYsays v.p it tirubala. LATEST RESOURCES Along with state of the art imported machinery we also have high class design strudios replete with the latest software and tiools. Even our dedicated team experts is well versed with the shoe making industry formats and later replicate the final approved designs into leather. OUR IT INFRASTRUCTURE INCLUDES IN HOUSE SYSTEM SUPPORT TEAM TO TACKLE DAY TO DAY ISSUES. IN HOUSE SOFTWARE DEVELOPMENT TEAM TO WORK AN REQUIRED SOFTWARE. COMPREHENSIVE ERP TO MANAGE MANUFACTURING FLOW FROM SAMPLE TO DELIVERY. INTERNET LEASED LINES SCALABLE NETWORK ARCHITECTURE AND SYSTEMS SCALABLE CABLING DESIGN. FIREWALL PROTECTION LATEST WORKSTATIONS HIGH-END SERVERS REAL TIME VIRUS PROTECTION REGULAR SYSTEMATIC DATA BACK UP DISASTER MANAGEMENT

REGULAR PREVENTIVE MAINTAINENCE OF OPERATING SYSTEMS SOFTWARE.

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QUALITY OBJECTIVE To focus on customers successfully and to strive to meet their needs and requirements. To manufacture effective health care products at competitive prices and to improver the Quality of Life of common masses. To implement and emphasise on systems to ensure prevention of errors rather than detection of errors. To ensure global competitiveness by striving to achieve Current Good Manufacturing Practices (CGMP). To ensure safety in all operations and to follow the systems in all areas of operations. To continually train people to build up and upgrade skills and to involve them to become committed to the quality process. To reduce wastages within the organisation and increase productivity.

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PERSONNEL DEVELOPMENT IN TIRUBAL INTERNATIONAL Personnel department is headed by Vice- President (HR) Functions of Vice President (HR) Personnel administration Recruitment and Promotion Industrial Relations Human Resource Group Human Resource Development General Administration and Welfare Public Relations Security/Fire Vigilance Medical Services Implementation Of Official Language Policy (Hindi) Land Acquisition

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HUMAN RESOURCE FUNCTIONS

Recruitment and selection. Performance Appraisal. Training and Development. Promotion, Transfer, Seperation.

General administration & Welfare.

Human Resource

Recruitmen t

re. Security. Public Relations.

Training & Development

So n

IndustrialRelations.

Performance Appraisal

Pro Dem

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HUMAN RESOURSE PROCESS

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RECRUITMENT AND SELECTION AN INTRODUCTION

AN INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

The well - being of an organization is linked to the well being of its employees. Employees determine whether the company flourishes or fails. If efforts are made and investments made in employees professional welfare, everyone wins the employees, the customers and the company.

Organizations require a number of things to be effective: Physical resources, including the manufacturing facilities and equipment to produce a product or service. Financial resources, including equity, leverage and retained earnings. Marketing capabilities to connect whatever products or services are created with customers. Human resources, including the experience, skills, knowledge, judgment and creativity belonging to the organization alongwith the means of the organization, structuring, and rewarding these capabilities.

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While all these are important to organizational effectiveness, the

factor that is most likely to provide potential competitive advantage is Human Resources and how these resources are managed. The production technology, financing and customer connections can all be copied. The basics of managing people can also be copied, but the most effective organizations find unique ways to attract, retain and motivate employees a strategy that is hard to imitate. An organization is nothing without human resources. Human resource management is concerned with the people dimension in management. It is actually a process consisting of four functions: Acquisition Development Motivation Maintenance ACQUISITION Human Resource Planning Recruiting o Internal o External Employee Socialization MAINTENANCE EXTERNAL INFLUENCE DEVELOPMENT

Safety and Health

Employee Training

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Employee or Labor Relations MOTIVATION Job Design Performance Evaluation Rewards Job Evaluation Compensation / Benefits Discipline

Management Development Career Devp.

HUMAN RESOURCE MANAGEMENT MODEL

Nine Human Resource areas are: Training & Development Focus: identifying, assessing and through planned learning - helping develop the key competencies which enable individuals to perform current or future jobs. Organization & Development Focus: assuring healthy inter and intra - unit relationships and helping groups initiate and manage change. Organization / Job Design Focus: defining how tasks, authority and systems will be organized and integrated across organization units and in individual jobs. Human Resource Planning Focus: determining the organizations major Human resource needs, strategies and philosophies. Selection & Staffing

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Focus: matching people and their career needs and capabilities with jobs and career path Personal Research & Information Systems Focus: assuring a personnel information base. Compensation / Benefits Focus: assuring compensation and benefits fairness and consistency.

Employee Assistance Focus: providing personal problem solving, counseling to individual employees. Union or Labor Relations Focus: assuring healthy union / organization relationships.

There are seven human resource practices that, taken together lead to organizational success, profitability, and survival. The seven practices include : 1) Employment security as a way of building commitment to employees. 2) Selective hiring to recruit the right people for the organization.

3) Self managed teams and decentralization as basic elements of organizational designs

4) Higher compensation contingent on organizational performance. 5) Extensive training so that employees can use their skill and initiative to identify and

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resolve problems.

6) Reduce distinctions based on status. 7) Extensive sharing of information. The success of organizations comes from managing people effectively, a combination of a number of important but less visible aspects of operation and most of the changes and challenges facing organizations have to do with their employees. The successful organizations of the recent past have adopted a professional approach to human resource management that will ensure continued success in the 21st century.

Human Resource Management involves all management decisions and practices that directly affect or influence the people or human resources, who work for the organization. An organizations employees enable an organization to achieve its goals and the management of these human resources is critical to an organizations success. RECRUITMENT PROCESS This organization starts off with the vacancy base and then moves on the post base (it requires a competent authority approval)

The organization then takes out an advertisement informing the vacancy available

people Interested about the

The interested people then send in their applications

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According to the eligibility required for the job, the applications are then scanned

The selected people are called in for a test which has various procedures for different posts (the organization is also planning on introducing group Discussions and psycho analysis tests).

Based on the results the applicants are then graded accorded to the Prescribes format of scoring.

Then the applicants who qualify the tests are called in f or the interview (a Minimum of 3 and a maximum of 5 applicants can be called in).

On the basis of the performance of the individual, he is graded again.

The selected candidate then receives the appointment letter. OVERVIEW OF THE RECRUITMENT PROCESS. Every company has to recruit sufficient number of employees in order to maintain its manpower requirements. The responsibility of appointing the staff lies with the Personnel Manager or Recruiting Officer or Selection Committee. Recruitment is one of the basic function of the Personnel Department. Recruitment process involves the following steps: HUMAN RESOURCE PLANNING :It is the first step in recruitment process in which the personnel department has to plan for recruiting persons in the organization. They have to prepare job analysis and descriptive as well as a statement of qualities and qualifications of persons to be recruited, which is called job specification. They are pre-requisites of a good recruitment and provide guidelines to the persons in charge of recruitment.

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DEVELOPING SOURCES OF POTENTIAL EMPLOYEES :At this stage the personnel department has to think of as to where they can get the right person to the job in the right way. They have to go for personnel research.

DECIDING SOURCE OF RECRUITMENT :-

Persons can be recruited in may ways such as calling applications and screening them, asking existing employees to refer them new persons who can be employed, contacting private employment agencies or training institution etc. Personnel Manager has to study the merits and demerits of every method and has to decide which method would be more suitable to the organization. SELECTION AND PLACEMENT :This is the last stage of recruitment procedure. After deciding the source of recruitment, the Personnel Manager has to follow the method and recruit person by selecting him. After selection, the persons should be placed by giving him appointment. Here, the process of recruitment end. OBJECTIVES OF RECRUITMENT The objectives of recruitment are :

To attract people with multi dimensional skills and experiences that suit the present and future organizational strategies. To induct outsiders with a new perspective to lead the company. To infuse fresh blood to all levels of the organization. To search people whose skills fit the companys values. To search for talent globally and not just within the company

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FACTORS AFFECTING RECRUITMENT FUNCTION Recruitment is an essential activity for any type of organization, whether it is small, medium or large. The extent of recruitment differs from organization to organization.

Size of organization. Employment conditions. Salary and benefit packages offered. Growth rate and expansion plans.

SOURCES OF RECRUITMENT Internal or External ? Deciding whether the position is to be filled internally or externally is often an early task in recruitment planning for a specific vacancy. In some cases, there is no decision to be made. For instance entry level jobs must be filled externally, but for other positions, the companys policy or union contract may require that internal sources be used first. Most organizations use a mixture of internal and external sources promoting from within when qualified employees are available and recruiting from external sources when new skills are needed or growth is rapid. Each type of source has its advantages and disadvantages. INTERNAL RECRUITMENT Internal sources of recruitment means promotions of the workers from the lower rank to the upper rank and from within the different departments of the organization. Most companies fill vacancies internally whenever possible. A number of internal recruiting methods are used for different levels of jobs. Lower level jobs such as manual and clerical jobs are often called non exempt jobs because their incumbents are not exempt from the minimum wage and overtime provisions. These people typically are paid an hourly wage. In contrast, higher level administrative , managerial and professional employees are paid on a salary basis and are exempt from the overtime provisions. In internal recruitment, the HR department searches the organization records to locate possible candidates; then a long series

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of steps are followed to determine whether or not the candidate fits the opening. The HR manager posts openings on bulletin boards, publishes them in in hose newspaper or posts them on the companys intranet. Employees nominate themselves if they are interested in being considered for an opening. Job postings describe the positions, locations, pay rates, and qualifications and encourage all interested employees to apply. The hiring manager and an HR representative evaluate the candidate and make the selection decision . Employees who apply but are not selected often receive feedback. This feedback loop demonstrates that the system operates in an open and fair manner and helps rejected candidates understand how to improve their qualifications for future openings. The HR manager may select an employee on two basis : first being selection on seniority basis and the second being on the basis of the most qualified person. ADVANTAGES OF INTERNAL RECRUITMENT Less expensive. Causes succession of promotion. Motivates current employees. Persons recruited are generally of known ability. Training time reduced. Faster as compared to external recruiting.

DISADVANTAGES OF INTERNAL RECRUITING If the organization is expanding then there may be insufficient supply of qualified individuals. People may be promoted before they are ready for promotion. It may create a ripple effect. Extremely cumbersome. The organization may lose flexibility if all managers are home grown.

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There is limited choice and might act as a bone of contentio

METHODS OF INTERNAL RECRUITMENT i. ii. iii. Transfer. Promotion. Recruiting ex-workers

Transfer : Transfer is one of the sources for filling the vacancies which arise within the organization. It involves lateral movement of the employee within the same grade. A workman can be transferred from one department to another in order to fill the vacancies. Transfers do not increase the work, remuneration and responsibility of the employees, but may lead to changes in duties and responsibilities. Transfers allow people greater scope to experiment with their careers, ambitions and motivate them to take a shot at something that they might otherwise never have considered.

Promotion : The vacancies in a company can be filled up by promoting the employees to a post higher than at what they currently are. Promoting employees means upgrading the employee. Whenever an employee is promoted, his rank, remuneration and responsibility increases Recruiting ex-workers : Ex-workers are often mentioned as a possible solution to labor shortages. Some exworkers want full employment; others seek part time work and still others look for opportunities to develop new skills and experience personal growth. Some individuals stay with

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their pre-retirement employer under different terms, while others seek different employers and/or different types of work. Employers value ex-workers because of their skills, flexibility, low absenteeism, high motivation, ability to mentor younger workers and loyalty towards work . Ex-workers may not be reached by traditional recruitment advertising because they tend to assume that employers are not interested in them. They can be informed about vacant posts through clubs, organizations and also through publications. EXTERNAL RECRUITMENT A successful external recruiting effort requires careful planning and coordination. In most medium sized and large organizations, HRM professionals do most of the recruiting. These people may be Human Resource generalists who spend some of their time performing recruitment activities or full time recruiters who specialize in seeking and screening potential new employees. Recruiters may make hiring decisions for some lower level jobs, but ordinarily they locate, evaluate, and then refer the most qualified candidates to the manager of the unit in which the vacancy exists. This manager makes the final hiring decision, often in consultation with other managers. In order to find the right kind of candidates, recruiters must work closely with hiring managers throughout the recruitment process. The recruiters first step after receiving an assignment is to meet with the hiring manager to find out more about the position to be filled. The two of them must work out specifications in terms of what education, skills, and

experience are needed and desired. Besides obtaining the needed information about the jobs requirements, the recruiter must also identify what might attract candidates to the job. With this information, the recruiter can begin to plan where to look for applicants, how many to look for, and how to screen them. ADVANTAGES OF EXTERNAL RECRUITMENT Induces fresh blood in the organization. Avoids confusions resulting due to ripple effect. Copes with demands of rapid growth without overusing inexperienced personnel. Saves training costs if experienced individuals are hired.

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Provides long term benefits to the organization.

DISADVANTAGES OF EXTERNAL RECRUITMENT Is costlier as compared to internal recruitment. Takes longer time in selection of the right candidate.

External labor market is larger and harder to reach. Candidate may not live upto apparent high potential displayed during selection. Discourages existing employees.

METHODS OF EXTERNAL RECRUITING 1. Advertisements in newspapers. 2. Employee Referrals. 3. Campus Recruitment. 4. Internet Recruiting. 5. Employment Agencies. 6. Headhunters. 7. Gate Hiring and Contractors. 8. Unsolicited Applicants / Walk ins

Advertisements in newspapers : A very common formal method of recruiting is newspaper advertising. This method is used by mostly all organizations. Ads placed in the newspaper are accessible to everyone and thus do not discriminate against any group in disseminating information about job openings. Recruitment advertising has an obvious target people who are seeking work and an obvious goal attracting the job seekers to apply for a job in a particular company. Newspaper ads reach a much wider audience. Some readers do not look for jobs but skim through the ads to see what is available in the job market. These readers are unlikely to apply immediately but are developing images of the employers whose ads they see. A well

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designed, informative advertisement may help convince people to consider the company at some later date when they are interested in a new job. Other audience to these ads are stockholders, clients and brokers all of whom have some interest in the organization. The main purpose of recruitment ads is to generate a qualified response that is to produce applications from candidates who are atleast minimally qualified for the job. The ad must contain minimum information about the job, necessary qualifications , location and pay rate to allow individuals to judge their capability At times organizations release blind ads in which the company does not identify itself but rather asks the candidate to reply to an anonymous post office box. A company may use blind ads when it does not want its competitors to know that it is planning expansion, when it does not want its employees to know that one of them maybe replaced, or when it has a poor reputation as an employer. Blind ads yield a significantly lower response rate than nonblind ads and should not be unless there is a very good reason. Employee Referrals : Employee referrals also known as word of mouth are quick, effective and usually inexpensive. Because employees who refer their friends and acquaintances have their own credibility on the line, they tend to refer people who are well qualified and well motivated and then to mentor these individuals once they are hired. To obtain effective results, the details of a referral scheme should percolate down to all levels using various means such as posters, e-mails etc. Employees should understand that they are being entrusted with a critical task. Those making a referral should get a prompt feedback so that they come back with more referrals. An upper limit for the number of referrals and the rewards to be doled out should be fixed in advance to avoid any conflicts. The firm should constantly measure the quality and performance of employees recruited through the program. One significant drawback of word-ofmouth advertising is that this method may reduce the likelihood of a firms meeting its affirmative action goals. Thus it should be clubbed with formal methods so that they can reach a more diverse audience. Rich awards are awarded to employees who suggest good candidates. Recommendations are accepted after routine screening and examining process.

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Campus Recruitment : Campus recruitment refers to the system where organization visit the campus to recruit bright students to work for them. It provides a platform to the organizations to meet the aspirants and pick up intelligent and committed youth who have the requisite enthusiasm and zeal to prove themselves. In order to find the right candidates, organizations employ various selection procedures. Organizations seek to pick up cream from different colleges to suit their requirements. Capable and hardworking manpower is the best asset that a company can have and the company that manages to hire and retain the right kind of talent can hope to beat its rivals in the marketplace. It is easy for companies to reach a particular college and conduct recruitment rather than to reach out a whole lot of individuals via newspapers etc. The various stages in the selection process include : Aptitude tests. Group discussions. Interviews.

In addition to these some companies use psychometric tests as part of the selection process. Internet Recruiting : Internet recruiting or e-recruiting has grown at a phenomenal rate over the pat few years. Companies find that internet recruiting is less expensive and much faster than the traditional methods. It is by far the most economical way to reach a nationwide or worldwide audience of prospective candidates. A drawback can be the very large number of resumes that are submitted , many of which are not at all suited to positions listed. Despite its popularity, internet recruiting still accounts for a modest percentage of hires for most companies. While internet recruiting may initially attract candidates to apply, this is only an early step in the recruiting process. Candidates still need face-to-face time with the company representatives before they can make a decision to switch employers, and employers

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also need to meet the candidate in person in order to assess the individuals suitability to the job and the company. Employment Agencies : Another formal method is to use an employment agency to recruit people on behalf of the company. An employment agency finds and prescreens applicants, referring those who seem qualified to the organization for further assessment and final selection. An agency can screen effectively only if it has a clear understanding of the position that it is trying to fill. Thus it is very important that an employer be as specific and accurate as possible when describing a position and its requirements to the employment agency. A disadvantage with this method of recruiting can be that the employment agency may discriminate without the client organizations knowledge if the agencys recruiters mistakenly use an invalid selection device causing an adverse impact on screening. In this case both the client organization and the employment agency could face discrimination charges. Headhunters : Headhunting is a frequently used name when referring to third party recruiters, but there are significant differences. In general, a company would employ a headhunter when the normal recruitment efforts have failed to provide a viable candidate for the required post. Headhunters are generally more aggressive than in-house recruiters and will use advanced sales techniques to gather names of employees and their positions and job titles. They also prepare candidates for the interview, negotiate salary and conduct closure to the search. In general, in-house recruiters will do their best to attract candidates for specific jobs while headhunters will actively seek them out, utilizing large databases and the internet. Many companies make great efforts to make it difficult for headhunters to locate their employee Gate Hiring and Contractors : Gate hiring (where job seekers, generally blue collar employees, present themselves at the factory gate and offer their services on a daily basis), hiring from contractors, recruiting through word of mouth are still in use despite the many possibilities for their misuse.

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Unsolicited Applicants / Walk-ins:-

Companies generally receive unsolicited applicants from job seekers at various points of time. The number of such applicants depends on the economic condition, the image of the company and the job seekers perception to the types of job that might be available. Such applicants are generally kept in a data bank and whenever a suitable vacancy arises, the company would intimate

the candidate to apply through a formal channel. One major disadvantage with this is that job seekers generally apply to a number of organizations and when they are actually required by the organization, they are already employed by some other organization. Walk-ins should be treated courteously and diplomatically, for the sake of both the recruiting companys image and the applicants self - esteem ALTERNATIVES TO TRADITIONAL RECRUITMENT Traditional recruiting is not always the answer to a firms human resource needs. The traditional approach intensifies essentially recruiting efforts such as to run yet another advertisement, extend a contract with an employment agency, or recruit through campus. Organizations should also broaden their focus from recruiting activities to the concept of applicant attraction. Some of the methods that can be taken into consideration as alternatives to traditional methods of recruiting are: Temporaries Employee leasing Subcontracting Overtime Outsourcing

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Temporaries : Temporaries are especially helpful for covering peak demand especially in an uncertain economic climate when demand could drop precipitously. Temporaries may cost more per hour worked, but they are paid only for the time they actually work. Another advantage of using temporaries is that they are quickly and easily available; therefore recruiting costs are minimal. In addition, temporary help agency has already selected and trained the temporaries; thus training costs are low because the temporaries require only a brief orientation to the company. Firms may also offer permanent position to successful temporaries. Some temporary agencies charge a conversion fees when their employees are hired within thirty to ninety days of initial placement. Employee Leasing : Employee leasing is a way to obtain the services of individuals over a longer time period than would normally be the case with temporaries. An employee leasing firm recruits, hires, trains, and compensates employees and the organization that leases them provides work facilities, direct daily supervision and duties. Employee leasing provides flexibility to change the number of employees easily and without actual layoffs.

Subcontracting : Yet another alternative to recruiting and hiring to staff a function within the organization is to hire an outside firm to perform the entire function, either on or off the organization premises. Unless an organization can perform a support function extremely well, it should consider subcontracting that function so that the organization can concentrate all available resources on building unique core competencies. Overtime :

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Short term fluctuations in work volume could best be solved through overtime. The employer benefits because the costs of recruitment, selection and training could be avoided. The employee benefits in the form of overtime pay. However, an overworked employee may prove to be less productive and turn out less than optimal performance. Employees may slow down routine and if, for any reason, these payments do not accrue regularly, employees become resentful and disgruntled. Outsourcing : Any activity in which a firm lacks internal expertise and requires an unbiased opinion can be outsourced. Many businesses have started looking for outsourcing activities relating to recruitment, training, payroll processing, benchmark studies etc. because they do not have the time and expertise to deal with the situation. This function is commonly used when firms are in seasonal business. All these options temporaries, employee leasing, subcontracting -reduce an organizations employment levels and thus its recruiting needs.

THE APPLICANTS POINT OF VIEW. This section deals with the methods that the candidates use to search for jobs, the ways in which applicants evaluate job offers and make decisions about accepting jobs, and the techniques that help applicants make better decisions and produce more suitable employees for the organization. Job Search : Research on the methods job seekers use to find work indicates that the majority of jobs are obtained through informal sources. Contacting employers directly and seeking help from friends and relatives seem to be the most effective methods of job search for many types of candidates. Private

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employment agencies are also effective methods in finding jobs. Generally, using multiple search methods, using them frequently, beginning to search for work as early as possible, making many contacts help to reduce the duration of unemployment. Being financially insecure and/or having a family to support are also correlated with the speed of job finding, probably because individuals in such situations are more likely to take the first offer they receive. Job Choice : In real life candidates seldom have more than one or two offers at the same time. Thus their decision process is more complicated; it is sequential rather than first offer that is at least minimally acceptable on all important dimensions, rather than optimize or engage in a very long and costly search to find the best possible job. Some factors that job seekers look at while evaluating a job offer are : Individuals make rational choices based on the objective factors such as pay, location, and opportunity for advancement. People form gut level preferences for one organization over another based on subjective factors that they may not even be aware of. Job seekers do not have enough information to differentiate on the basis of either their objective or subjective factors about the company or job; consequently, they tend to be unduly influenced by certain recruiting factors, such as the interviewers skill or politeness. Objective Factors Approach : According to objective factors approach, candidates evaluate job offers on their merits. If a firm wishes to take marketing orientation towards recruiting, it is necessary to find out which aspects of jobs are desirable to candidates and then provide and publicize those aspects. Various job characteristics are ranked differently by different individuals. Some employees rank pay the highest while others rank job security at the top and still others preferred promotion and growth at the top. Organizations and recruiters need to find out which job factors are

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important to most candidates and then attempt to make these factors available. The most important and influential factors should receive more emphasis in recruiting literature and in other communications with the candidates. In other words, recruiters need to apply market research techniques to the task of selling the organizations merits to job candidates. Subjective Factors Approach : The subjective factors approach suggest that applicants evaluate the perceived ability of a firm to provide satisfaction for their deep seated and often unrecognized emotional needs. Some individuals are attracted to organizations whose images or climates match their personality and values.

Applicants must have enough contact with the organization to assess whether or not the subjective aspects of the organization fit their own needs. Thus firms should try to be highly visible on campus in a variety of ways in order to support their recruiting efforts. Recruiting Factors Approach : The recruiting factors approach suggests that candidates do not usually acquire enough knowledge of either organizations or jobs to make a rational decision between job offers. This lack of information causes job seekers, particularly inexperienced ones, to be unduly influenced by recruiting factors such as the interest and concern that the recruiter shows or the smoothness with which the recruiter handles paperwork. These recruiter behaviors are taken as indicators of the likely characteristics of the rest of the organization.

EVALUATION OF THE SOURCES OF RECRUITMENT Companies have to evaluate the sources of recruitment carefullylooking at cost, time, flexibility, quality and other criteria -- before earmarking funds for the recruitment process.

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They cannot afford to fill all their vacancies through a particular source. To facilitate the decision making in this regard, companies rely on the following : Time Lapse Data (TLD): Time lapse data show the time lag between the date of requisition of manpower supply from a department to the actual date to filling the vacancies in that department. Armed with this information, the length of the time needed for alternative sources of recruitment can be ascertained before pinning hopes on a particular source that meets the recruitment objectives of the company.

Yield Ratios : Yield ratios indicate the number of leads/contacts needed to generate a given number hires at a point of time. On the basis of past experience the company finds the number of offers and then decides the best source of recruitment that can be used to extend the offers. Surveys and Studies : Surveys may also be conducted to find out the suitability of a particular source for certain positions. Correlation studies could also be carried out to find out the relationship between sources of recruitment and factors of success on the job. In addition to these, data on employee turnover, grievances, disciplinary action would also throw light on the relative strengths of a particular source of recruitment for different organizational positions. Before finally identifying the source of recruitment, the human resource managers must also look into the cost of hiring a candidate. The cost of hire can be calculated by dividing the recruitment cost by the number of candidates hired. RECRUITMENT POLICIES AND PROCEDURES One of the first steps in planning for the recruitment of employees into the organization is to establish proper policies and procedures. A recruitment policy indicates the organizations code

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of conduct in this areas of activity. Once the recruitment policy is made explicit, the company can evolve a detailed

procedures to make the whole exercise systematic. Such a systematic approach will enable people from within (or outside) the organization to follow a predictable path. The recruitment procedures should, however, be flexible enough to permit HR department to respond quickly to demands made on them by various departments and by potential candidates. Recruitment is a marketing activity as well as public relations exercise. When recruiting people, organization are going out into their external environment and competing with others for suitable candidates .Such activities should therefore be conducted in a manner that sustains or enhances the prestige and public image of the organization concerned. Fair and objective recruitment policies and standards would add to image of the organization in the long run. Recruitment Policy Statement : In its recruitment activities, the company will : Advertise all vacancies. Reply to every job applicant promptly.

Inform all applicants the basic details and conditions of every job advertised. Process all applications with efficiency and courtesy. Seek candidates on the basis of their qualifications. Aim to ensure that every person invited for interview will be given a fair and through hearing.

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SELECTION Selection is the process of choosing the best candidate out of the all the applicants. In this process, relevant information about the applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled.

It is the process of matching the qualifications with those required for the job so that the candidate can be entrusted with the task that matches with his credibility. It is a process of weeding out unsuitable candidates and finally identifying the most suitable candidate This process divides the candidates into two categories-the suitable ones and the unsuitable ones. The suitable people prove to be the asset for the organisation. Selection is a negative process because in this process the management tries to minimise the number of people at each step so that the final decision can be in the light of all the factors and at the end of it best

candidate is selected. Selected candidate the has to pass through the following stages-

Preliminary Interview. Application Form. Selection Test. Selection Interview. Physical Examination. Reference Check. Final Approval. Employment. 67

Preliminary Interview is the initial screening done to weed out the undesirable candidates. This is mainly a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organisation. Necessary information about the candidate is also taken. If the candidate is found suitable then he is selected for further screening else he is dropped. This stage saves the time and effort of both the company and the candidate. It avoids unnecessary waiting for the candidate and waste of money for further processing of an unsuitable candidate. Application Form is a traditional and widely used device for collecting information from candidates. This form asks the candidates to fill up the necessary information regarding their basic information like name, address, references, date of birth, marital status, educational qualifications, experience, salary structure in previous organisation and other such information. This form is of great help because the scrutiny of this form helps to weed out candidate who are lacking in education, experience or any other criterion provided by the organisation. It also helps in formulation of questions, which will be asked in the interview. These forms can also be stored for future references thus maintaining a databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests are sample of some aspect of an individual's attitudes, behaviour and performance. It also

provides a systematic basis for comparing two or more persons. The tests help to reduce bias in selection by serving as a

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supplementary screening device. These are also helpful in better matching of candidate and the job. These reveal the qualifications, which remain covered in application form and interview. Selection Interview involves the interaction of the employer and the employee. Selection

involves a personal, observational and face-to-face appraisal of candidates for employment. It is an essential element of the selection procedure. The information obtained through application form and test can be crosschecked in the interview. The applicants who have crossed the above stages have to go through Physical Examination either by the company's physician or the medical officer approved for the purpose. The main aim is to ensure that the candidate is physically fit to perform the job. Those who are found physically unfit are rejected. The next stage marks of checking the references. The applicant is asked to mention in his application form the names and addresses of two or three person who know him well. The organisation contacts them by mail or

telephone. They are requested to provide their frank opinion about the candidate without incurring any liability. The opinion of the references can be useful in judging the future behaviour and performance of a candidate. The executives of the concerned departments then finally approve the candidates short-listed by the human resource department. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. Appointment is generally made on a probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized.

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Selection is an important function as no organisation can achieve its goals without selecting right persons for the required job. Faulty selection leads to wastage of time and money and spoils the environment of an organisation.

SWOT ANALYSIS

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STRENGTHS

WEAKNESSES

OPPERTUNITIES

THREATS

STRENGTHS

1. GOOD AND EFFECTIVE DISTRIBUTION CHANNEL. 2. GOOD FAMILY OF BRANDS. 3. FIRST ENVIRONMENT FRIENDLY DISTILLERY IN INDIA. 4. CONSTANT INNOVATIONS IN PRODUCTS. 5. GOOD HUMAN RESOURCE MANAGEMENT. 6. GOOD MARKET SHARE.

WEAKNESSES 1. TOO MUCH DEPENDENCE ON CUSTOMER LOYALTY. 2. LESS PRODUCT/BRAND AWEARNESS ACTIVITIES. 3. FOCUSED ON FEWER BRANDS. 71

OPPORTUNITIES 1. SINCE ORGANISATION IS FOCUSED ON FEW PRODUCTS THERE IS OPPORTUNITY TO EXPLORE THE MARKET WITH NEW PRODUCTS. 2. LINKS ARE LIMITED TO ASIA ONLY SO THERE ARE IMMENSE OPPERTUNITIES AVAILABLE WORLDWIDE. 3. THERE IS OPPERTUNITIES TO EXPAND THE BUSINESS WITH PORODUCTS OF DIFFERENT NATURE. THREATS 1. EVER GROWING COMPETETION IN LOCAL AND INTERNATIONAL MARKET. 2. COMPETITORS EXPANDING THEIR BUSINESS RAPIDLY. 3. LACKS CUSTOMER ORIENTATION.

RECRUITMENT

AND

SELECTION PROCEDURE

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IN TIRUBALA INTERNATIONAL

Tirubala international. selects the future employees keeping everything in mind right from the qualification of the employees to the future prospects-both of the organisation and the employees.

The first step involves the filling up of Manpower Indent Form. This form is filled up by the department, which is having the vacancy. The form consists of various questions which are to be answered like if the current vacancy is a replacement vacancy, its reason is to be specified -the factors which resulted it like death, retirement etc. The department is required to give the qualifications that the future candidate should possess. In the next step, this form is given to the Human Resource (HR) department; this department sees if the position can be filled through internal sources. The internal sources can be transfers, promotion etc. In the case of internal sources, the recommendations of the employees are not taken into consideration. If the HR department does not find suitable candidate within the organisation then this department has to give reasons for it. The form then goes to the Corporate HR for its approval. When the suitable candidate is not available within the organisation, the organisation then moves to the outside world for filling up the vacancies. If the number of employees required is large then the company has in its consideration three ways-

The Data bank of the organisation. Advertisements. Contacting large consultants.

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The company maintains a databank of the candidates, which is used when the number of vacancies to be filled up is large. The sources of databank can be the qualified candidates who had applied in the organisation earlier but due to some reasons could not join the organisation. Advertisements are the second big source to attract the candidates. these qualifications required by the organisation and the criteria could be described in detail.

Large number of consultants also constitutes a big source. Many people register themselves with these consultants and they act as a bridge between the organisation and the candidates. The consultants provide the company required details about all criteria. These consultants are fixed for the organisation, which are chosen on the basis of their performance. In case of overseas recruitment it is checked whether their Indian counterparts can perform the job efficiently or not. If need arises then they are also taken through consultants. But if the number of vacancies is very small then the organisation takes the help of the local consultants.

The candidates are then required to fill up the Application Form. This form requires the candidate to fill the details regarding the previous employment, if any and his personal data. The form is having details regarding like the marital status, organisation structure, the position held by

the candidate, his salary structure, the top three deliveries to the organisation that proved to be beneficial to the organisation, career goals, his strengths and weaknesses etc. After the application form has been duly filled and submitted, the selection process starts wherein the candidate has to pass through various stages and interview. The interview panel consists of the

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persons from Corporate (HR), and other persons including the executives from the department for which the vacancy is to be filled. The selected candidates are then short-listed. The short listed candidates are then given priority numbers; this is due to the reason that sometimes the candidate who is having first priority is unable to join the organisation due to some reasons then in that case the candidate next in the priority list is given preference. The candidate has to under go medical examination and his credentials are verified After qualifying these stages, the candidate is then absorbed in the organisation and explained his/her duties. This phase marks the end of the selection procedure. Tirubala performs Campus interviews as and when the need arises. The esteemed organisation also provides apprentice training-wherein the organisation trains the people in the working of the organisation and gives then stipend. If these trainees are found useful to the organisation then they are absorbed in the organisation else they are given certificate so that they can show this as an experience and get a job elsewhere.

RECRUITMENT AND SELECTIONION PROCESS OF TIRUBALA CHECK THE NEED OF MANPOWER

TAKE APPROVAL

CONTACT THE PUBLISHING AGENCIES FOR THE ADVERTISEMENT APPLICATION FORM

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21 DAYS TIME GIVEN TO THE APPLICANT FOR THE SUBMISSION OF APPLICATION FORM

CHECKING AND ENTERING THE DATA OF THE APPLICATIONS RECEIVED (7-10 DAYS)

DATAS RELATIVE TO THE APPLICANT ARE ENTERED (2 MONTHS)

APPROVAL FOR SENDING CALL LETTERS AND CONDUCTING FURTHER SELECTION PROCEDURES

CALL LETTERS ARE SEND TO ELIGIBLE CANDIDATES (10-15 DAYS)

SCRUTINY / VERIFICATION FOR THE JOB REQUIREMENT AS PER THE HR DEPTT.

PANEL OF PROSPECTIVE CANDIDATES ARE MADE/SELECTED

INTERVIEW (WRITTEN TEST, GD, TRADE TEST WHEN NECESSARY) IS CONDUCTED BY CSB (CENTRAL SELECTION BOARD)

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APPOINTMENT LETTER ARE ISSUED TO SELECTED CANDIDATES

RESEARCH METHODOLOGY

RESEARCH Research is the systematic and objective identification, collection, analysis, dissemination and use of information for the purpose of improving decision making related to the identification and solution of problems. RESEARCH DESIGN It is a framework for conducting the research project. It details the procedure necessary for obtaining the information needed to structure or solve research problems.

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There are two types of research design- exploratory research design and conclusive research design. This research is an exploratory research. Exploratory research is done to clarify the exact nature of the problem to be solved. It is conducted so as to define the research problem more specifically and more precisely.

SOURCES OF DATA COLLECTION The data used in the project is collected both by primary and secondary sources. The following are the sources of collection of data: Primary sources of data collection: These were the questionnaires and interviews. Secondary sources of data collection: Secondary data is collected through companys records, books related to the topic, HR magazines and journals, and data from Internet through the websites.

SAMPLING TECHNIQUE Random sampling is used as the sampling technique because I hardly know anybody from the organization. But at times, the sample was also collected as per the choices and targets of my knowledgeable corporate seniors. Hence, here it can be said that it was judgmental sampling. SAMPLE SIZE Due to unavoidable circumstances and irrevocable constraints. The sample size of the employees would be around 70. EVALUATION PROCESS

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After the study of companys profile and its performance management procedure, questionnaire for employees is prepared and is given to them. Interview method is also employed and the views of the companys personnel are taken. Questionnaire for the employee is objective in nature. Employees are required to select the answer for the given questions. ANALYSIS PATTERN Questionnaires for the employees are analyzed in Excel software. The statistics used in excel is frequency. The analysis is shown graphically i.e. through bar graphs and the evaluation is done in terms of percentage.

1.Do you think Recruitment and selection process gives the result that was intended from it?

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NO 15%

YE S 85%

80

1. Does recruitment and selection process creates better performance and accountability based
organization culture?

70

60

50

40

Percent

30

20

10

0 yes no

Performance and accountability based organizational culture

70% of people saying yes.that it has the effect of better recruitment process. 30%people says no that it does not have any effect.

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2. Do you think that conducting a selection test always being a cumbersome task?

70

60

50

40

Percent

30

20

10

0 yes no

Conducting test

40% of employees says that it is a typical job and 60%says no it is not a typical job.

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4.Which type sources of recruitment is more beneficial for the organisation?

Ex ternal s ources 15%

Internal s ources

85%

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Q.1 Is recruitment positive and negative process?

No 27%

Yes No

Yes 73%

INTERPRETATION I found in a survey that many of the individuals in the favored that the recruitment is the positive process. In favor of this statement 73%. And rest of it in the statement are in oppose.

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Q.2 Is selection is the positive and negative process?

No 33%

Yes No

Yes 67%

INTERPRETATION I found in a survey that 67% individuals given the favor that selection process and rest 33% people are not in the favor of this. Because they think that only sources people are being select in the selection.

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Q.3 Is The selection of employee during the training.

THE RATIO OF EMPLOYEE SLECTION

INTERPRETATION In training I found that the ratio of selection of employee was not more. In senior level there was only 5 selections from the 15 and 12 in middle level out of 25 and 27 at junior level out of 42 employees,

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.4 External source of recruitment that has been found by me in the training

Emlpoyee selection by various type

Series1 Series2 Series3

Different Places where CV collect INTERPRETATION In the training I found that how they collect the CV from the various sources so that they can get the best and qualifying employee for their organization. The ratio, which was there to select the employee, was more in campus interview because it is the time saving system to select the employee.

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.5 How many employees are interested in to do job there?

Intrest of employee

No 27% Yes No Yes 73%

INTERPRETATION I found that only 73% employees are interested to do job there and 27% are not interested to do job there because the experience of that place never count like Delhi and other big cities.

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Q.6 The ratio of employees, those were called for final interview.

No of emplyee called for final selection

Junior 40%

Senior 27% Senior Middle Junior Middle 33%

INTERPRETATION Out of hundred the employee was called for the interview that are 27% senior, 33%middle and rest 40% are being called. Here found after the written test that only hundred employees are able to go in final interview.

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Q.7 What was the performance of the employees in final interview?

FINAL SELETION OF EMPLOYEE

INTERPRETATION After the interview there are only few employee are being selected for the final interview and the ratio of employee selection was much less because the candidates was not found according the job.

Q.8 The employee, which was selected for the job

90

Finally selected employee

10 18

12

INTERPRETATION It was found that only few employees were selected in the final interview. It may be the reason of lack knowledge of the job or may be that are able to do that particular job. The pie chart show that how many candidates are being selected during the final interview in the organization.

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FINDINGS After doing the research, based on the information given by the managers, executives and consultants and the secondary data collected and the projections prepared on the recruitment process and selection process of tirubala I can say that, ] They have few consultants and the good choice of recruitment process in the current scenario. They basically select the employee through consultant for this consultant charges much money as their service. They mostly use job sites, employee reference, consultants, rehiring as the external source and promotions as the internal source. Recruitment and selection cycle time is generally 2 or 3 days. They always try to give low salary to the employee so that employees are not interested to join the organization. For higher post selection they basically look through the consultant. For junior level they also look through the consultant, which charge a high amount for their service. How the employee has been selected by the various department and how they know that person is suitable for job or not. It was found that only few employees were selected in the final interview. I found that only 73% employees are interested to do job there and 27% are not interested to do job there because the experience of that place never count like Delhi and other big cities.

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In the training I found that how they collect the CV from the various sources so that they can get the best and qualifying employee for their organization. The ratio, which was there to select the employee, was more in campus interview because it is the time saving system to select the

employee. Out of hundred the employee was called for the interview that are 27% senior, 33%middle and rest 40% are being called. Here found after the written test that only hundred employees are able to go in final interview.

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RECOMMENDATIONS AND SUGGESTIONS

The company always should go for the internal recruitment for the senior level selection because it Is the cheaper and time saving source of selection ,of employee. For the lower level the company should go for the campus interview because by this they will able to get the employee as per the requirement and the cost of selection will be less. The company should also increase in the salary at the time because some it may be the cause of leaving the job. Company basically takes two or three for finally selection so the company should that he reduce the time of selection so that the employee can join the organization as soon as possible. Company should select the employee as per the requirement and also have the CV so that as per requirement they may call the candidates. Company should make a proper record of the employee ,who have join the organization and who had leave the organization so that they will able to find what are ratio of leaving and joining the organization of the employees. When the employee leave the organization, company should that he fill the exit interview form and keep it in the record so that organization will able to know that what are the basic reason behind leaving the organization. There should be some particular date on which the test and interview would be conducted i.e. all the candidates who are recruited in the whole week should be lined up for test and interview on some specified date of the week.

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CONCLUSION Tirubala International is the company, which has the good choice of process of the recruitment and selection. It always tries to select the efficient employee as per the job requirement As my research was in the company it shows that it has the flexible environment where all the employees are free to do work as they like, the motto is to complete the work holding good quality. Cycle time in the recruiting and selection is very less. They have to work on the tracking of employees, as it waste the time of the person involve in selection, when they came to know by seeing their face that it is the one ho was interviewed previously. Overall they are the good leaders of recruiting and selecting the candidates, and making their full utilization. Now they are also forwarding to make use of the smart hiring by which the best candidates of required skill can be located. Various aspects of recruitment and selection were studied. For conducting this study an interview schedule was prepared and was got filled by individual members i.e. the workers of the industry. Separate interview schedule were prepared in order to note down individual information and then analyze it. The whole report represent that how what are the various techniques that helps to find out that how we select the best candidates at right time for right job at right place so that we will able to make the work in efficient way

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STATEMENT OF OBJECTIVE

This project entitled Recruitment and Selection in tirubala is aimed at studying the recruitment and selection procedures at TIRUBALA. Recruitment and selection procedures of any organisation are very important functions because these decide the most suitable manpower which steers the industry to its desired goals.

OBJECTIVES . The main objectives of this project are:

To study the Recruitment and Selections procedures used at TIRUBALA To analyze the effectiveness of this very important function in terms of development of the organisation and the individual.

To study the techniques and methods adopted by tirubala for recruitment and selection

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LIMITATIONS

1. Since sample size is very less in research thus chances of error might occur.

2. Comparison of HR practices in organization is very difficult because one practice which is very beneficial to the organization might not be equally good for other

3. The information or analysis provided by the researcher is time bound as it may become irrelevant after sometime.

ANNEXURE QUESTIONNAIRE ANALYSIS The objective of the questionnaire is to understand the HR policies for recruitment and selection of various companies so that benchmark can be set for the same for the betterment of the organization. 1. Is there a policy stating the organizations philosophy on recruitment and selection? 2. Is there a formal process in place for identifying job vacancies? Yes/No If yes please specify? _______________________________________________________________________________________ _______________________________________________________________________________________ __________________________________________ 3. Briefly describe the process from needs identification through final approval authorization? _______________________________________________________________________________________ _______________________________________________________________________________________ __________________________________________ 4. Does the job analysis accurately identify the essential can do skills needed (i.e. skills, abilities, knowledge, education and experience)? Yes/No

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If yes then please mention your preference. (i) _______________ (ii) ______________ (iii) _______________ (iv)_______________ (v) ______________

5. Does the job analysis accurately identified the essential will do skills needed (i.e. leadership, interpersonal, entrepreneurial, communication and good attitude)? If yes then please mention your preference.

Yes/No

(i) _______________ (ii) _______________ (iii) ______________ (iv) _____________

6. Does the policy contain procedures to guide managers through the recruitment and selection process?

Yes/No

If yes then please give brief description (in few words) _______________________________________________________________________________________ _______________________________________________________________________________________ __________________________________________

7. If some positions are determined not to be filled from within, can you please suggest its parameters? _______________________________________________________________________________________ _______________________________________________________________________________________ __________________________________________

8. Are recruitment strategies (methods to obtain qualified candidates) set before recruitment begins? Who participates in the strategy development?

Yes/No

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Does this strategy include affirmative action and diversity needs?

Yes/No

9. Which method is generally used to recruit the employees in your organization? (a) Campus (f) Job fairs (b) Employee Referrals (h) Portals (c) Consultants (i) Internet Recruiting (d) Walk-ins (j) Employment search firms (e) Advertisements (k) Others (specify) ________ 10. Does your organization measure the effectiveness as well as the costs of these recruiting sources? Yes/No

BIBLIOGRAPHY Mr.Balmiki Pathak(HR. Manager TIRUBALA) MR. Raj Kumar Verma (Manager at TIRUBALA)

INTERNET:WWW.GOOGLE.CO.IN WWW.TIRUBALA.COM BOOK ON HUMAN RESOURCE BY L.M.PRASAD.

BOOK ON HUMAN RESOURCE BY ASHWATHAAPA

BOOK ON RESEARCH METHODOLOGY BY C.R.KOTHARI

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NEWSPAPER:TIMES OF INDIA HINDUSTAN TIMES BUSINESS MAGAZINE & JOURNALS

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