Post on 02-Apr-2015
PROJECT REPORT
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PREFACEPREFACE
In business organizations importance of management being increased day by day therefore to fulfill the
requirement of various business organization, several institutions are performing the job of imparting
management education to the students.
The management orientation during summer vacations has been made an inbuilt part of M.B.A program
because besides the theoretical knowledge is also essential for an effective management course.
This practical knowledge provides the students an opportunity to see management in action. An industrial
training is an, on the job practical training is an, on the job practical training which is an essential part of the
management program.
The main purpose is to make the management students familiar as to how theoretical aspects can be
implemented in the real business situations.
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ACKNOWLEDGEMENT
It has been a rewarding experience to associate with the Chaubepur unit of Lohia Group, Kanpur where I
had the opportunity to study the Recruitment & Selection process. I am deeply indebted to Mr. S.R.Panday
(V P-Corporate HR) for his invaluable guidance.
I would also like to express my deep gratitude to Mr. Narendra Shukla (Sr.Officer HR) & Miss. Sugandha
Tiwari (Officer HR) with-out his assistance this project would not have taken its present shape.
I am also indebted to Ms. Minakshi Srivastava (Asst. HR) & Mr. Kuldeep Pathak (Librarian) His sustained
support & encouragement was crucial in successful completion of this study.
It was indeed a fruitful experience at “Lohia Group of company”. I shall always be inspired by all that I have
learnt and will strive to put it in practical use.
Neha Khare
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CONTENT TABLECONTENT TABLE
1. Executive Summary 5-7
2. Industrial Background of the Study 8-18
3. Chairman Message 19
4. Define the Key Terms 20
5. Objectives of The Project 21
6. Brief Discussion about The Topic 22-78
7. Recruitment Policy Of The Company 79-82
8. Research Design 83-86
9. Research Methodology 87-90
10. Data Discription 91-92
11. Finding & Suggestion 93-103
12. Appendix 104
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EXECUTIVE SUMMARY
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EXECUTIVE SUMMARY
Today, in every organisation personnel planning as an activity is necessary. It is an important part of an
organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the long
run. There are certain ways that are to be followed by every organisation, which ensures that it has right
number and kind of people, at the right place and right time, so that organisation can achieve its planned
objective.
The objectives of Human Resource Department are Human Resource Planning, Recruitment and
Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management,
Performance Appraisal and so on. Each objective needs special attention and proper planning and
implementation.
For every organisation it is important to have a right person on a right job. Recruitment and Selection
plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable
pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a
strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on Recruitment and Selection
process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of
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Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment
through which an Organisation gets suitable application.
Scientific Recruitment and Selection, which an Organisation should follow for, right manpower. Job
Analysis, which gives an idea about the requirement of the job.
Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common
InterviewProblems and their Solutions. Approaches to Selection, Scientific
Selection Policy, Selection in India and problems.Recruitment and Selection are simultaneous process and
are incomplete without each other. They are important components of the organisation and are different
from each other.
Since all the aspect needs practical example and explanation this project includes Recruitment and selection
Process of LSL. It also contains addresses of various and top placement consultants and the pricelist of
advertisements in the magazine & news paper etc.
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INDUSTRIAL BACKGROUND
OF THE STUDY
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Introduction, Family Business Details of Lohia
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LOHIA GROUP
LOHIA Starlinger Ltd.PRECITEX
Components Manufacturers
THREADS INDIA Ltd..
INJECTOPLAST
Ltd
LSL, Panki Unit
LSL, Chaubepur Unit
R&D
COMPANY PROFILE: LOHIA GROUPCOMPANY PROFILE: LOHIA GROUP
LOHIA STARLINGER LIMITED (LSL ) is a technology driven, engineering company engaged in the
manufacture of machinery. LSL’s business is where two of today’s fastest growing industries converge –
Plastics and Packaging. LSL is India’s best and possibly world’s largest manufacturer of Tape Extrusion
Lines, Winders and Circular Looms.
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LOHIA STARLINGER LIMITED (LSL) incorporated in 1981, is the flagship company of the
Lohia group and has state of art manufacturing facilities at Kanpur – Panki & Chaubepur. LSL
manufacture complete range of machines for Woven Fabric Industry for plastic sacks and fabrics.
LSL’s annual turnover is approximately Rs. 410 crores (as on 31.03.10) with 1500 plus strong qualified
manpower involved in production and other activites. The group operates both in international and domestic
market, with a substantial proportion (more than 50% of the total turnover) is coming from the Export
Market.
The Company is recognized by Ministry of Commerce as STAR EXPORT HOUSE since 2000-01. The
Company is also recognized by Engineering Export Promotion Council, New Delhi consecutively for 3
years by awarding “CERTIFICATE OF EXPORT EXCELLENCE”.
LSL is exporting to over 60 countries primarily erstwhile CIS, Turkey, Greece, Far East, South America,
East Africa etc. LSL is an ISO 9001 company.
PRODUCT/ PRODUCT RANGES
PRODUCTS (A WIDE PRODUCT RANGE IN EACH PRODUCT)
Tapelines : OUTPUT RANGE
• Working Width : 400 mm to 2000mm
• Capacity : 150 kg/hr to 900kg/hr
• Speed : 300 m/min to 425 m/min
Looms : • Fabric Width : 50cm to 225 cm
• Speed : 640 ppm to 900 ppm
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Winders : • Speed : 425 meters/min
Tape Winders : ID OD Package
Weight
35mm 140mm 2.6 Kgs
Jumbo Winders : ID OD Package Weight
90mm 280mm 12 Kgs
The products include:
Tape Lines
Winders
Circular Weaving Machines
NEW PRODUCTS :-
• Laminating Machine
• Conversion Machine
• Recycling Machine
• Multi Filament Machine.
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WINDER
CIRCULAR WAVEING MACHINECIRCULAR WAVEING MACHINE
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BABY LOFILBABY LOFIL
DUOTEC [ TAPE EXTRUSION LINES ]DUOTEC [ TAPE EXTRUSION LINES ]
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LOREXLOREX
BAG CONVERSION SYSTEMBAG CONVERSION SYSTEM
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MANUFACTURING FACILITIES:-
COMPONENT PROCESSING – OXY-CUTTING, SHEARING, BENDING, AND LASER
CUTTING
• FABRICATION AND SHEETMETAL SHOPS
• CNC WORKSHOP
• MACHINE SHOP
• PLATING SHOP
• ASSEMBLY & TESTING SHOP
• PAINT SHOP
• PROTOTYPE MANUFACTURING SHOP.
GROUP COMPANIES:
PRECETIX COMPONENTS MANUFACTURES
This is a service division completely equipped with CNC machines for the matching of both ferrous
and non-ferrous materials.
• THREADS INDIA LIMITED (T I L)
A Leading manufacturer of Synthetic Sewing Threads in India, primarily for Leather & Garment
Industries.
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• INJECTOPLAST (P) LTD. (IP)
A leading injection molded parts supplier to Automatic Industry.
Specialized in the process of Thermoplastic & Thermoses materials.
Plants at Kanpur & Chennai.
QUALITY POLICY
•
“LOHIA STARLINGER LIMITED to work towards enhancing stakeholders (customers,
employees, shareholders, suppliers and society) value through maximizing customer satisfaction by
continually improving quality, cost, delivery, new product development and response time in
applicable business processes and upgrading employee satisfaction by creating a challenging,
rewarding and congenial work environment”.
Vision
To enlarge our product portfolio and production capacities in each of our businesses leveraging our domain
knowledge, expertise and resources by fostering global partnerships
and alliances to become leading global player with dominant market share.
To be the partner of choice for our customers by providing technology based world class products and
performance enhancing services tailored to meet their requirements.
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To develop bench mark innovations and technologies to suit the changing requirements of the
customers & the industry by continuous investments in updating our manufacturing & human
resources.
To provide total customer satisfaction through quality products and services at competitive costs.
To attain the leadership in technology, quality, services and costs with integrity and stability.
Mission
To follow the best practices as a responsible corporate and contribute in sustainable development of the
society including employees.
To preserve and enhance the integrity in all our business dealings by continuous monitoring, control and
interventions without any compromises and concessions.
To achieve leading position in each of our business sector by sustainable and profitable growth creating
long term wealth for the shareholders.
To provide total customer satisfaction through quality products and services at competitive costs.To make
continuous up gradation in our products through innovation anticipating the needs of our markets and
customers.
To maximize the exports of our all products by offering quality products and services at competitive costs
combining with our intellectual and trade resources.
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Chairman’s Message
We at Lohia Group have been active for three decades in manufacturing industry
producing high technology and cost competitive industrial products for domestic
and export markets. We have continuously invested to create most up-to-date
design & development, manufacturing and related capabilities including human
resources to produce quality products and services for the world markets.
LOHIA STARLINGER LIMITED has achieved status of a major global
supplier of repute for machinery for producing flexible woven sacks and fabric for
a wide range of applications with references in almost 60 countries. We are
committed to enhance our leadership position by leveraging our core strengths to
continuously innovate to create advantages for all our stakeholders.
Mr. Raj Kumar LohiaChairman, Lohia Group
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Defining the Key terms
To analyze the Recruitment & Selection Process of Lohia Starlinger Ltd.
How to shortlist the resume for different types of department & post.
What is interview process in Lohia Starlinger Ltd.
What is the Policy of Lohia Starlinger Ltd.
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Objective of the Project
Recruitment & Selection is the process of generating a pool of relevant application & to ensure the
appointment of the most suitable person for a given post, based on a candidate’s skills. A fundamental part
of the process is to ensure that standards of fairness & equality are maintained.
Objective of this project is to get an insight of the recruitment & selection policy & procedures of a large
corporate “Lohia Starlinger”. This project is done with the aim to get hands on experience in recruitment &
selection process of Lohia Starlinger ltd & to understand & analyses Recruitment & Selection process of
Lohia Starlinger in the light of various theories of HR & with the help of inputs received during practical
exposure received at Lohia Starlinger.
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What is Human Resource Planning &
Recruitment & Selection ?
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HUMAN RESOURCES PLANNING
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Define a Human Resources Management Tree
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HUMAN RESOURCE PLANNING
Introduction:
Human resource planning (HRP) is essentially the process of getting the right number of qualified people
into the right job at the right time so that an organization can meet its objectives.organisations use HRP as a
mean of achieving Greater effectiveness.
“HRP is a strategy for the acquisition, utilization, improvement & preservation TO the human resource of an
Enterprise.”
“HRP is a forward looking function. It tries to assess human resource requirement in advance keeping
production schedules, market Fluctuation, demand Forecasts etc in the background.
According to Edwin B. Geisier, “Manpower Planning is, the process by which a firm ensures that it has the
right number of people & the right kind of the people, at the right places, at the right time, doing things for
which they are economically most useful.”
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Sub Branches of HRP (Purpose & Function)
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Objectives of HRP
Forecast personnel requirements :
HRP planning is essential to determine the future manpower needs in an organization.
Cope with changes :
HRP planning is required to cope with changes in market conditions, technology, production &
government regulations in an effective way.
Use existing manpower productively :
It is more usefully in relation to the job requirement.
This is also helps in decreasing wage & salary cost in the long run.
Promote employees in a systematic manner:
In the absence of an HR plan, it may be difficult to ensure regular promotions to competent people
on a Justifiable basis.
If HRP techniques are ignored decision will still be taken but without the benefit of understanding
their implications.
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The Process of Human Resource
Planning
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HRPPROCESS
Forcasting the demand
of HR
Prepare man power
inventory
Determining man power
gap
Formulate HR plans
JOB ANALYSIS
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Introduction of Job Analysis
Job Analysis is the formal & detailed examination of a job. It is a systematic investigation of the task, duties
& responsibilities necessary to the job. A task is an identifiable work activity carried out for a specific
purpose, for example, typing a letter. A duty is a large work segment consisting of a several task that are
performed by an individual, for example, pick up, sort out & deliver incoming mail, job responsibilities are
obligations to perform certain task & duties.
Definition
According to Edwin B. Flippo,:”Job analysis is the process of studying & collecting information relating to
the operations & responsibilities of specific job.”
According to Donald,” job analysis is a method of scientifically dissecting a job in order to determine the
component elements & their influence upon the length of learning period of a worker, production & labor
turnover.”
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Elements of Job Analysis
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JOB DESCRIPTION & JOB SPECIFICATION IN JOB ANALYSIS
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Job Description
job title locationjob summarydutiesworking condition
Job Specification
educationexperiencetrainingresposibilitiescommunication skills
Job Description
Definition:
According to Flippo,”the first & immediate product of job analysis process is the job description. It is
descriptive in nature & constitutes a record of existing & pertinent job facts.”
According to M.W.Couming,”A job description is a broad statement of the purpose, scope, duties &
responsibilities of a particular job.”
Specimen of Job Description
Title Compensation Manager
Code HR/6432
Department Human Resource Department
Summary Responsible for the design & administration of employee compensation
programmed.
Duties Conduct job analysis.
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Prepare job description for current & projected positions.
Develop & administer performance appraisal programmed.
Develop & over see bonus & other employee benefits plants.
Develop an integrated HR information system.
Working conditions Normal, Eight hours per day. Five day a week.
Report to Director, Human Resource Department.
Job Specification
Definition:
According to Dale Yoder, “Job specification as a summary is a specialized job description, emphasizing
personnel requirement & designed specially to facilitate selection & placement.”
According to Edwin B.Flippo,”A job specification is a statement of the minimum acceptable human
qualities necessary to perform a job properly.”
Specimen job specification of compensation manager
Education 1. MBA with specialization in HRM/MA in social work/
PG diploma in HRM/MA in industrial psychology.
2. A degree or diploma in labor law is desirable.
Experience At least 3 year experience in manufacturing company.34
Skill, Knowledge
Abilities
1. Ability to conduct meetings, to plan.
2. Knowledge of compensation practices in competing industries, of job
analysis procedure.
3. Skill in writing job description in conduct a job analysis interview, in
making a presentation.
Work orientation factor The position may be require upto 15 percent travel.
Age Preferable below 30 years.
Recruitment35
Introduction of Recruitment
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for
the Future human resources needs even though specific vacancies do not exist. Usually, the recruitment
process Starts when a manager initiates an employee requisition for a specific vacancy or an anticipated
vacancy.
“Recruitment is the process of locating & encouraging potential applicants to apply for existing or anticipant
job openings.”
“The process beings when new recruits are sought & ends When their applications or submitted.”
“The result is a pool of application from which new employee are selected.”
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DEFINITION:-
EDWIN B. FLIPPO DEFINED RECRUITMENT AS “THE PROCESS OF SEARCHING
FOR PROSPECTIVE EMPLOYEES AND STIMULATING THEM TO APPLY FOR JOBS
IN THE ORGANIZATION.”
Purpose of recruitment
Increase the pool of job candidates with minimum cost.
Meet the organization legal & social obligations regarding the composition of its workforce.
Start identifying & preparing potential job applicants who will be appropriate candidates.
Increase organizational & individual effectiveness in the short & long term.
Evaluate the effectiveness of various recruiting techniques & sources for all types of job applicants.
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Determine the present & future requirement of the organization in conjunction with the
personnel Planning & job analysis activities.
Help to reduce the probability that job applicants once recruited & selected will leave the
organization only after a short period of time.
Recruitment Procedure
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1.Recruitment planning : - This process starts with its planning which involves the determination of number of applicants & type of applicants to be contacted.
Number of contact &
Type of contacts
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Recruitment
planningSources
of Recruitm
ent
Contacting sources
Application
Pool
Evaluation & control
of recruitmen
t
2.Sources of recruitment :- They must be attracted to offer themselves for consideration to
their employment. This necessitates the identification of sources from which these candidates can
be attracted & there are two sources of supply of manpower internal & external.
3.Contacting sources : - in this context there are three alternatives theories which explain how a
candidate arrive at a decision to choose an organization to join.
These are given below:-
a: Objective factor theory; these measurable characteristic of employment offer, such as financial
compensation & benefits etc.
b: subjective factor theories; this theories emphasize the congruthat between personality patterns of
the candidate & the image of the organization.
c: critical contact theory; views that the typical candidate is unable to make a meaningful
differentiation of employment offer in terms of objective & subjective factor because of his limited or very
short contact with the organization.
4.Application pool:- when the source of recruitment are contacted the organization receive the
organization from prospective candidate. The number of application depends on the type of organization the
type of a jobs & the condition. In specific human resource market.
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5.Evaluation & control of recruitment :- In any process evolution & control is required to
ensure that the process has gone well in the light of its stated objective & cost. Such the post action
evolution of a recruitment programmed has important implication for further recruitment programmed. Such
an evolution may provide clue to the organization for developing its strategy for further recruitment
programmed.
Sources of recruitment
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INTERNAL SOURCES
TransferPromotionsUpgradingDemotionRetired employees
EXTERNAL SOURCES
Press advertisementsEducational institutesPlacement agenciesLabour contractorsRecruitment at factory gate
Internal sources of recruitment
Transfers: The employees are transferred from one department to another according to their
efficiency & Experience.
Promotions: The employees are promoted from one department to another with more benefits &
greater responsibility based on efficiency & experience.
Upgrading & demotion : In this context, the present employees according to their
performance.
Retired & retrenched employees: It may also be recruited once again in case of shortage of
qualified personnel or increase in load of work. In recruitment such people save time & cost of the
organization.
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External sources of recruitment
Press advertisement : Advertisements of the vacancy in newspapers & journals are a widely
used source of recruitment. The main advantage of this method is that it has a wide reach.
Education institution: Various management institutes Engineering colleges, medical colleges
etc.the are a good source of recruiting well qualified executives etc.They provide facilities for
campus interviews & placements.
Placement agencies: These agencies are particularly Suitable for recruitment of executives &
specialists & Several private consultancy firms perform recruitment Function on behalf of client
companies by charge a fee.
Labor contractors: Manual workers can be recruited through contractors who maintain close
contacts with The sources of such workers. This source is used to recruit labor for construction jobs.
Recruitment at factory gate: Unskilled workers may be recruited at the factory gate these
may be employed. Whenever a permanent worker is absent. More efficient among these may be
recruited to fill permanent vacancies.
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HR Challenges In Recruitment
Lack Of Motivation : Recruitment is concerned to be thankless job. Even if the organization is
achieving results, HR department or professionals are not thanked for recruiting the right employees
& performers.
Process Analysis : The immediacy & speed of the recruitment process are the main concerns of
the HR in recruitment.
Strategic Prioritization : The emerging new systems are both an opportunity as well as a
challenge for the HR professionals.
Adaptability to Globalization : The HR professionals are expected & required to keep in tune
with the changing times, i.e. the changes taking place across the globe.
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Factors Affecting Recruitment
The internal & external forces affecting recruitment function of an organization are:
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Internal Factor
The factor which can be controlled by the organization are:-
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Internal
Organization image size of organizationRecruitment policycost of recruitment
External
Legal factorSupply & demandSocial cultural factorCompetitors
Organization Image: The image of an organization of an human resource market
depends on HRM practices like facilities for training & development, promotion avenues,
compensation & incentives & work culture.
Size of organization : Size of an organization is another factor which determining the degree of
attractiveness to the prospective candidate. a small organization cannot have the same recruitment
practice which a large organization may have; it may not be able to attract highly talented personnel.
Recruitment policy : The recruitment policy of an organization specific the objectives of
recruitment & provides Framework for implementation of recruitment programmed.
Cost of recruitment : . Recruitment incur cost to the employer therefore organization try to
employ that source of recruitment which will bear a lower cost of recruitment to the organization of
each candidates.
External Factor
The factors which cannot be controlled by the organization are:-
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Legal factor : There are various legal provisions, which affected the recruitment policy
of an organization. Various act which provides the restriction to free recruitment are child labor act
1986, employment exchange act 1959.
Supply & demand : If the company has a demanded more professionals & there is a limited
supply in the market for the professional demanded by the company, then the company will have
to depend upon internal source by providing them special training &
Development programs.
Social-cultural factors: These factors affect the extent to which the organization can recruit
certain categories of personnel for certain jobs
.
Competitors: The recruitment policies of the competitors also affect the recruitment function of
the organizations. To face the competition many a times the organizations have to change their
recruitment policies according to the policies being followed by the Competitors.
INDUCEMENTS
Organizational inducements are all the positive features and benefits offered by an organization
that serves to attract job applicants to the organization.
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Three inducements need specific mention here, they are:-
Compensation: Starting salaries, frequency of pay increases, incentives and fringe benefits can
all serve as inducements to potential employees
Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the company takes
care of employee career aspirations serves as a powerful inducements to potential employees.
Image or Reputation : Factors that affect an organization’s reputation include its general
treatment of employees, the nature and quality of its products and services and its participation in
worthwhile social endeavors.
Recruitment Policy
Meaning & Definition:
A policy assists decision-making but deviation may be needed as exception & under some extra-ordinary
circumstances.
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According to Yoder, a” recruitment policy” may “involve a commitment to broad principles such
as filling vacancies with the best-qualified individual It may also involve the organization system to
the developed for implementing recruitment programmed & procedures to the employed”
Objectives Of Recruitment Policy
To ensure that the recruitment the recruitment procedures are fair, equitable, on-discriminatory &
consistent.
To ensure that all appointment are made on merit.
To attract sufficient number of competent candidates as per the job/role requirement.
To ensure that the recruiters are properly trained in order that the objectives of that the objectives of
the policy are met.
To observe all regulatory & legal requirements which applies to recruitment?
Recruitment Policies Of A Company
In today’s rapidly changing business environment a well defined recruitment policy is necessary for
organizations to respond to its human resource requirement in time. Therefore it is important to have a clear
& concise recruitment policy in the place which can be executed effectively to recruit the Best talent pool
for the selection of the right candidate at the right place quickly. creating a suitable recruitment policy is the
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first step in the efficient hiring process. A clear & concise recruitment policy helps ensure a sound
recruitment process. It specifies the objectives of recruitment & provides a framework for
implementation of recruitment programmed.
Components Of The Recruitment Policy:
The job descriptions.
The selection process.
The general recruitment policies & terms of the organization.
Recruitment services of consultants.
Recruitment of temporary employees
Unique recruitment situations.
The terms & conditions of the employment.
A Recruitment Policy Of An Organization Should Be Such That:
To aid & encourage employees in realizing their full potential.
It should focus on recruiting the best potential people.
Transparent task oriented & merit based selection.
Unbiased policy.52
To ensure that every applicant & employee is treated equally with
Dignity & respect.
Optimization of manpower at the time of selection process.
Integrates employee needs with the organizational needs.
Factors Affecting Recruitment Policy:
Preferred sources of recruitment.
Organization objectives.
Recruitment costs & financial implications.
Need of the organization.
Personnel policies of the organization & its competitors.
Government policies on reservation.
Recruitment policies:-
They are:-
• Government policies
• Personnel policies of other competing organizations
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• Organization’s personnel policies
• Recruitment sources, needs & cost.
RECRUITMENT- MATCHING THE OF THE ORGANIZATION &
APPLICANTS :
IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES:
Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale
Yodar and Paul D. Standohar, general personnel policies provide a wide variety of guidelines to be spelt
out in recruitment policy. After formulation of the recruitment policies, the management has to decide
whether to centralize or decentralize the recruitment function.
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CENTRALISED V/s DECENTRALISED RECRUITMENT
Recruitment practices vary from one organization to another. Some organizations like commercial banks
resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized
recruitment practices. Personnel department at the central office performs all the functions of recruitment in
case of centralized recruitment and personnel.
MERITS OF CENTRALISED RECRUITMENT :-
• Average cost of recruitment per candidate/unit should be relatively
Less due to economies of scale.
• It would have more expertise available to it.
• It can ensure broad uniformity among human resources of various
Units/zones in respect of education, skill, knowledge, talent, etc.
• It would generally be above malpractices, abuse of powers,
Favoritism, bias, etc.55
MERITS OF DECENTRALISED RECRUITMENT :-
• The unit concerned concentrates only on those sources/places wherein normally gets the suitable
candidates. As such the cost of recruitment would be relatively less.
• The unit gets most suitable candidates as it is well aware of the
Requirements of the job regarding culture, traditional, family
Background aspects, local factors, social factors, etc.
• Units can recruit candidates as and when they are required without
Any delay.
• The units would enjoy freedom in finding out, developing the sources in selecting and employing the
techniques to stimulate the candidates.
• The unit would relatively enjoy advantage about the availability of Information, control and
feedback and various functions/processs of recruitment.
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SELECTION
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Introduction Of Selection
The size of the labor market, the image of a company, the place of posting, the place of job, the
compensation package & a host of other factors influence the manner in which job aspirants are likely to
respond to the recruiting efforts of a company. Through the process of recruitment, a company tries to locate
prospective employees & encourages them to apply for vacancies at various levels. Recruiting thus, provides
a pool of applicants for selection. Selection is the process of picking individual with requisite qualifications
& competence to fill job in the organization.
A Formal Definition: “It is the process of differentiating between applicants in order to identify those with a
greater likelihood of success in a job.”
According To DALE YODER,” Selection is the process in which candidates for employment are
divided into two classes those who are to be offered employment & those who are not Selection means
a process by which qualified personnel may be chosen from the applicants offering their services to
the organization for employment.”
Selection is the process of examining the applicants with regard to their suitable for the given job or
jobs, & choosing the best form the suitable candidates & rejecting others. The , selection is negative in its
application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify
the right candidates.
In course of time, the employee may find the job distasteful and leave in frustration. He may even
circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable harm to
the company in the long run. Effective Selection, therefore, demands constant monitoring of the ‘fit’
between people the job.
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SELECTION PROCESS
Reception:-
A company is known by the people it employs. In order to attract people with talents, skills and experience a
company has to create a favorable impression on the applicants’ right from the stage of reception. Whoever
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meets the applicant initially should be tactful and able to extend help in a friendly and courteous
way. Employment possibilities must be presented honestly and clearly. If no jobs are available at
that point of time, the applicant may be asked to call back the personnel department after some time.
Screening Interview :-
A preliminary interview is generally planned by large organizations to cut the cost of selection by allowing
only eligible candidates to go through the further stages in selection. A junior executive from the Personnel
Department may elicit responses from the applicants on important items determining the suitability of an
applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc. this
‘courtesy interview’ as it is often called helps the department screen out obvious misfits. If the department
finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit.
Application Blank:-
Application blank or form is one of the most common methods used to collect information on the
various aspects of the applicants’ academic, social, demographic, work related background and references.
It is a brief history sheet of employee’s background, usually containing the following things:
• Personal data (address, sex, telephone number)
• Marital data
• Educational data
• Employment Experience
• Extra-curricular activities
• References and Recommendations
Usefulness of Application Blank or Form
Application blank is highly useful selection tool, in that way it serves
Three important purposes:
1. It introduces the candidate to the company in a formal way.
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2. It helps the company to have a cross-comparison of the applicants; the Company can screen and
reject candidates if they fail to meet the Eligibility criteria at this stage itself.
3. It can serve as a basis to initiate a dialogue in the interview.
Selection Testing:-
A test is a standardized, objective measure of a person’s behavior, performance or attitude. It is standardized
because the way the tests is carried out, the environment in which the test is administered and the way the
individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual
differences in a scientific way giving very little room for individual bias and interpretation. Over the years
employment tests have not only gained importance but also a certain amount of inevitability in employment
decisions. Since they try to objectively determine how well an applicant meets the job requirement, most
companies do not hesitate to invest their time and money in selection testing in a big way.
Some of the commonly used employment tests are:
• Intelligence tests
• Aptitude tests
• Personality tests
• Achievement tests
1.Intelligence Tests : These are mental ability tests. They measure the incumbent’s learning ability and
the ability to understand instructions and make judgments. The basic objective of such test 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. These tests measure several abilities such as memory,
vocabulary, verbal fluency, numerical ability, perception etc.
2. Aptitude Test: Aptitude test measure an individual’s potential to learn Certain skills-
clerical,mechanical, mathematical, etc. These tests indicate whether or not an individual has the capabilities
to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are 61
necessary. An aptitude tests is always administered in combination with other tests like intelligence
and personality tests as it does not measure on-the-job-motivation
3.Personality Test: The definition of personality, methods of measuring personality factors and the
relationship between personality factors and actual job criteria has been the subject of much discussion.
Researchers have also questioned whether applicants answer all the items truthfully or whether they try to
respond in a socially desirable manner. Regardless of these objections, many people still consider
personality as an important component of job success.
4. 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. A typing test tests shows the typing
proficiency, a short hand tests measures the testee ability to take dictation and transcribe, etc. Such
proficiency tests are also known as work sampling test. Work sampling is a selection tests wherein the job
applicant’s ability to do a small portion of the job is tested. These tests are of two types; Motor, involving
physical manipulations of things(e.g., trade tests for carpenters, electricians, plumbers) or Verbal, involving
problem situation that are primarily language-oriented or people- oriented(e.g., situational tests for
supervisory jobs).
5:-Simulation Tests: Simulation exercise is a tests which duplicate many of the activities and problems
an employee faces while at work. Such exercises are commonly used while hiring managers at various levels
in an organization. To assess the potential of a candidate for managerial positions assessment centre are
commonly used.
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6:-Assessment Centre: An assessment centre is an extended work sample. It uses procedures
that incorporate group and individual exercises. These exercises are designed to stimulate the type of work
which the candidate will be expected to do. Initially a small batch of applicants comes to the assessment
centre (a separate room). Their performance in the situational exercise is observed and evaluated by a team
of 6-8 assessors. The assessors’ judgment on each exercise are complied and combined to have a summary
rating for each candidate being assessed
.
Miscellaneous tests such as graphology, polygraph and honesty tests:-
Graphology Test: Graphology involves using a trained evaluator to examine the lines, loops, hooks,
stokes, curves and flourishes in a person’s handwriting to assess the person’s personality and emotional
make-up. The recruiting company, may, for example, ask the applicants to complete the application forms
and write about why they want a job. These samples may be finally sent to graphologist for analysis and the
result may be put use while selecting a person.. The use of graphology, however, is dependent on the
training and expertise of the person doing the analysis. In the actual practice, questions of validity and just
plain skepticism have limited in use.
Polygraph (Lie-Detector) tests : The polygraph records physical changes in the body as the tests
subject answers a series of questions. It records fluctuations in respiration, blood pressure and perspiration
on a moving roll of graph paper. The polygraph operator forms a judgment as to whether the subject’s
response was truthful or deceptive by examining the biological movements recorded on the paper.
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The fact is that the polygraph records the biological reaction in response to stress and does not
record lying
or even conditions necessarily accompanying lying. Is it possible to prove that the responses recorded by the
polygraph occur only because a lie has been told? What about those situations in which a person lies without
guilt (pathological liar) or lies believing the responses to be true? The fact of the matter is that polygraphs
are neither reliable nor valid.
Integrity Test: These are designed to measure employee’s honestly to predict those who are more likely
to steal from an employer or otherwise act in a manner unacceptable to the organization.
The applicants who take these tests are expected to answer several ‘yes’ or ‘no’ type questions such
as:
Typical Integrity Questions Yes No
Have you ever told a lie? ………….. ………..
Do you report to your boss if you know of another ………… ………. employee stealing from the store?
Do you carry office stationary back to your home …………. ……….
for occasional use?
Tests as Selection Tool: Test is useful selection devices in that they uncover qualifications and talents
that can’t be detected otherwise. They can be used to predict how well one would perform if one is hired,
why one behaves the way one does, what situational factors influence employee productivity, etc. Tests also
provide unbiased information that can be put to scientific and statistical analysis.
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However, tests suffer from sizeable errors of estimate. Most psychological tests also have
one common weakness, that is, we can’t use scales which have a know zero point and equal
intervals. Test also fails to elicit truthful responses from testee. To compound the problem further, test
results are interpreted in a subjective was by testers and unless these testers do their homework well, the
results may not be reliable.
Standards for Selection Tests: To be useful as predictive and diagnostic selection tools, test must
satisfy certain basic requirements:
Reliability: Test scores should not vary widely under repeatedConditions. If a test is administered to the
same individual repeatedly, he should get approximately identical score. Reliability is the confidence that an
indicator will measure the same thing every time.
Validity: Validity is the extent to which an instrument measures what it intends to measure. In a typing
test validity measures a typist’s speed and accuracy. To determine whether it really measures the speed and
accuracy of a typist is to demonstrate its validity. The question if determining the validity of a selection test,
thus, has a lot to do with later performance on the job.
Qualified People: Test require a high level of professional skills in their administration an
interpretation. Professional technicians are needed for skilled judgmental interpretations of test scores.
Preparation: A test should be well prepared. It should be easy tounderstand and simple to administer.
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Suitability: A test must fit the nature of the group on which it is applied. A written test
comprising difficult words would be fruitless when it is administered on less educated workers.
Usefulness: Exclusive reliance on any single test should be avoided, Since the results in such a case
are likely to be criticized. To be useful, it is always better to use a battery of test.
Selection Testing India : The following Box throw light on How the global giants use selection testing
as a basis for picking up right candidates to fill the vacancies arising internally:
Selection Practice Of Global Giants
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1. Siemens India: It uses extensive psychometric instruments to evaluate short-listed candidates. The
company uses occupational personality questionnaire to understand the candidate’s personal attributes
and occupational testing to measure competencies.
2. LG Electronics India: LG Electronics uses 3 psychometric tests to measure a person’s ability as
a team player, to check personality types and to find a person’s responsiveness and assertiveness.
3. Arthur Anderson: While evaluating candidates, the company conducts critical behavior
interviewing which evaluates the suitability of the candidate for the position, largely based on his past
experience and credentials
4. PepsiCo India: The Company uses India as a global recruitment resource. To select professionals
for global careers with it, the company uses a competency- based interviewing technique that looks at the
candidate’s abilities in terms of strategizing, lateral thinking, problem solving, managing the
environment. This apart, Pepsi insists that to succeed in a global posting, these individuals possess strong
functional knowledge and come from a cosmopolitan background.
Source: Business Today, April 7-21 2004, pg 129.
Selection Interview:
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Interview is the oral examination of candidates for employment. This is the most essential step in the
selection process. In this step the interviewer matches the information obtained about the candidates through
various means to the job requirements and to the information obtained through his own observations during
the interview. Interview gives the recruiter an opportunity –
→ To size up the candidate personally;
→ To ask question that are not covered in the tests;
→ To make judgments on candidates enthusiasm and intelligence;
→ To assess subjective aspects of the candidate – facial expressions,
Appearance, nervousness and so forth;
Types of interviews:
Several types of interviews are commonly used depending on the nature and importance of the
position to be filled within an organization:
In a NON-DIRECTIVE INTERVIEW the recruiter asks questions as they come to mind. There is
no specific format to be followed.
In a PATTERNED INTERVIEW, the employer follows a pre-determined sequence of questions.
Here the interviewee is given a special form containing questions regarding his technical
competence, personality traits, attitudes, motivation, etc.
In a STRUCTURED OR SITUATIONAL INTERVIEW, there are fixed job related questions that
are presented to each applicant.
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In a PANEL INTERVIEW several interviewers question and seek answers from one
applicant. The panel members can ask new and incisive questions based on their expertise
and experience and elicit deeper and more meaningful expertise from candidates. Interviews can also
be designed to create a difficult environment where the applicant’s confidence level and the ability to
stand erect in difficult situations are put to test.
The STRESS INTERVIEW. This is basically an interview in which the applicant is made
uncomfortable by a series of, often, rude, annoying or embarrassing questions.
In the final category, there is the APPRAISAL INTERVIEW, where a superior and subordinate sit
together after the performance appraisal to discuss the subordinate’s rating and possible remedial
actions.
Interviewing Mistakes:
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→ Favors applicants who share his own attitudes;
→ Not be asking right questions and hence not getting relevant
Responses.
→ Resort to snap judgments, making a decision as to the applicant’s suitability in the first few minutes of
the interview. Too often interviewers form on early impression and spend the balance of interview looking
for evidence to support it;
→ May have been influenced by ‘cultural noise.’ To get the job, the applicants try to get by the
interviewer. If they reveal wrong things about themselves, they may not get the job, so they try to give the
interviewer responses that are socially acceptable, but not very revealing. These types of responses are
known as cultural noise – responses the applicant believes are socially acceptable rather than facts;
→ May have allowed him to be unduly influenced by associating particular personality trait with a
person’s origin or cultural background and that kind of stereotyping/generalizing ultimately determining the
score of a candidate. For example, he may feel that candidate from Bihar may find it difficult to read, write
and speak English language and hence not select them at all;
→ Have been under pressure to hire candidates at short notice.
→ Have been influenced by the behavior of the candidates (how he has ) Answered, his body language),
his or her dress (especially in case of Female candidates) and other physical factors that are not job related.
→ May conclude that a poorly dressed candidate is not intelligent, attractive females are good for public
dealings, etc. This is known as ‘Halo Effect’ where a single important trait of a candidate affects the
judgment of the rather. The halo effect is present if an interviewer allows a candidate’s accomplishments in
athletics overshadow other aspects and leads the interviewer to like the applicant because ‘athletes make
good sales people’.
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Steps in interview process:
Interview is an art. It demands a positive frame of mind on part of the interviewers. Interviewers must be treated properly so as to leave a good impression about the company in their minds. HR experts have identified certain steps to be followed while conducting interviews:
PREPARATION:
Establishing the objective of the interview .
Receiving the candidates application and resume.
Keeping tests score ready, along with interview assessment forms.
Selecting the interview method to be followed.
Choosing the panel of experts who would interview the candidates.
Identifying proper room for environment.
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PREPARATION1
RECEPTION
2
INFORMATIONEXCHANGE
3
EVALUTION
4
RECEPTION:
The candidate should be properly received and led into the interview room. Start the interview on time.
INFORMATION EXCHANGE:
State the purpose of the interview, how the qualifications are going to be matched with skills needed to
handle the job. Begin with open ended questions where the candidate gets enough freedom
to express himself. Focus on the applicant’s education, training, work experience, etc. Find unexplained
gaps in applicants past work or college record and elicit facts that are not mentioned in the resume.
EVALUATION:
Evaluation is done on basis of answers and justification given by the applicant in the interview.
Medical examination:
Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard
working conditions, clear tone, etc. Medical examination reveals whether or not a candidate possesses these
qualities.
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Reference Checks:
Once the interview and medical examination of the candidate is over, the personnel department will
engage in checking references. Candidates are required to give the names of 2 or 3 references in their
application forms. These references may be from the individuals who are familiar with the candidate’s
academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s
job performance and sometimes from the co-workers. In case the reference check is from the previous
employer, information in the following areas may be obtained.
They are job title, job description, period of employment, pay and allowances, gross emoluments,
benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc.The
method of mail query provides detailed information about the candidate’s performance, character and
behavior. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many
organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to
the organization.
Hiring decision:
The line manager has to make the final decision now – whether to select or reject a candidate after soliciting
the required information through different techniques discussed earlier. The line manager has to take
adequate care in taking the final decision because of economic, behavioral and social implications of the
selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and
they suspect the selection procedure and the very basis of selection in a particular organization.
A true understanding between line managers and personnel managers should be established so as to facilitate
good selection decisions. After taking the final decision, the organization has to intimate this decision to
thesuccessful as well as unsuccessful candidates. The organization sends the appointment order to the
successful candidates either immediately or after sometime depending upon its time schedule.
Barriers to effective selection:
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The main objective of selection is to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments which check
effectiveness of selection are perception, fairness, validity, reliability, and pressure. :--
PERCEPTION: Our inability to understand others accurately is probably the most fundamental
barrier to selecting right candidate. Selection demands an individual or a group to assess and
compare the respective competencies of others, with the aim of choosing the right persons for the
jobs. But our views are highly personalized. We all perceive the world differently. Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people.
FAIRNESS: Fairness in selection requires that no individual should be discriminated against on
the basis of religion, region, race or gender. But the low number of women and other less privileged
sections of society in the middle and senior management positions and open discrimination on the
basis of age in job advertisements and in the selection process would suggest that all the efforts to
minimize inequity have not been very effective.
VALIDITY: Validity, as explained earlier, is a test that helps predict job performance of an
incumbent. A test that has been validated can differentiate between the employees who can perform
well and those who will not. However, a validated test does not predict job success accurately. It can
only increase possibility of success.
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RELIABILITY: A reliable method is one which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fall to predict job
performance with precision.
PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends,
and peers to select particular candidate. Candidates selected because of compulsions are obviously
not the right ones. Appointments to public sector undertakings generally take place under such
pressure.
Recruitment Vs Selection
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Recruitment techniques are not very intensive, requiring high skills. In selection process, highly
specialized techniques are required.
The basic objective of recruitment is to attract maximum number of candidates so that more options
are available & selection is to choose best out of the available candidates.
Recruitment is the positive process i.e. encouraging more & more employees to apply Whereas
selection is a negative process as it involves rejection of the unsuitable candidates.
Recruitment is concerned with tapping the sources of human resources whereas selection is concern
with the most suitable candidates through various interviews & tests.
There is a no contract of recruitment established in recruitment Whereas selection results in a
contract of service between the employer & the selected employee.
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Headhunting
Headhunting refers to the approach of finding and attracting the best experienced person with the required
skill set. Headhunting is also a recruitment process involves convincing the person to join your organization.
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RECRUITMENT POLICY OFLOHIA STARLINGER LTD
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RECRUITMENT POLICY OF LOHIA STARLINGER LTD
Objective:
To provide guideline for the recruitment of personnel by establishing systematic effective & unbiased recruitment practices in the interest of both the company & the employees as well as to control manpower.
Procedure:
High caliber/quality individuals are recruited on the basis of their ability & potential which are
complemented by a good working attitude. The determinations of potential include qualification
good character & integrity as well as loyalty.
The company encourages the employment of employee’s immediate family members or relatives.
Only managerial staff conducts interviews.
The HRD/Personnel department is responsible for managing the recruitment process. This includes
placing the recruitment advertisement/contacting institutes/campus interviews or working with a
placement consultant/agency & arranging interviewing candidates.
All applicant called up for interview must complete the personal data from
& provide documentary evidence to support qualification past experience & gross salary.
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The panel members conduct the interview in such a manner that the candidates go back
impressed about the company & its system.
To ascertain the suitability of the new employee & also to enable the new employee to assess his/her
compatibility to the company a probationary & training period for each job category is indicted
below.
Category Training/Probationary
Period
Managers (M1 to M3) And
Staff (S1 to S4) : 6 months
Officers, Engineers (01 to 04)
Worker man : 6 months
MT/GET/DET/RT and Work man
Trainee : 12months
The probationary/Training period may be extended to a maximum of another three to six months.
Confirmation of employment is subjected to the employees demonstration of good performance
during the probationary period, otherwise the probation period of six months.
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Confirmation Reviews: This letter is issued to the employee by the personnel department &
copy of the letter is filed in the employees personal file.
Sanction for Recruitment: No person is appointed in the company unless manpower requisition from
is duly sanctioned by MD.
Appointment offer Advice : As soon as the final collection of the candidate is made an appointment
officer advise is issued by HR dpt.
Issue of Appointment Letters: The appointment letter signed & issued as under-
MD: All appointment letters from M8 to O1.
VP (P & A): All appointment letter from worker level, S1 to S4.
Selection Procedure/Standards : Selection procedure consist of-
Written Test (Fresher)
Personal Interview
Duration of Training: The training period given by few organizations is based on the post of candidate.
Stipend: Monthly stipend is payable to the candidates during the training period.
Ind uction: Induction program are organized for the new incumbents.
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RESEARCHRESEARCH
DESIGNDESIGN
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Introduction Research Design
A research project conducted scientifically has a specific frame work of research from the problem
identification to the presentation of the research report. This framework of conducting research is known as
the Research Design. “A research design is simply the framework or plan for a study that is used as a guide
in collecting & analyzing the data. It is blueprint that is followed in completing a study. “According to
Kerlinger, research design is the plan, structure & strategy of investigation conceived so as to obtain answers
to research a questions & to control variance.”
STUDY OF SELECTED RESEARCH DESIGN
Research Process: Situational Analysis
Define and analyze the problem to be solved. Determine clearly the purpose of the inquiry. State the
immediate as well as the ultimate objectives. Try to secure information about the department, whole
organization, and the general environment.
Preliminary Investigation
This refers to the procedure by which the minimum acquaintance with or feel for the problem is achieved.
The researcher may meet the employees to get the background information which may throw some light on
the most critical issues for study and investigation.
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Research Design
A research design is a master plan or model for the conduct of a formal investigation. Once the need for a
formal investigation has been decided upon the researcher must formulate a formal plan of investigation. A
research design is a specification of the method and procedures to be adopted for acquiring the information
required for solving the problem.
Sources of Data
Once the research design or plan has been finalized, the researcher emphasis upon the task of collecting the
data. A research study may require both primary and secondary data. Primary data have to be assembled by
the researcher for the first time by sampling methods.
Data Analysis
The collected data must be edited, tabulated and analyzed. The research team interprets the data.
Conclusions and interpretations lead to recommendations for actions. Electronic data processing equipment
may be employed to analyze large data quickly and at a lower cost.
Report Preparation
Conclusions and recommendations supported by the necessary analysis are submitted in the form of a
written report. The report must clearly and effectively point out the relationship among the data, the
interpretation and recommendations.
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Follow-Up Recommendation
The report presented to the management must be followed up to ensure the implementation of the
recommendations. An excellent report may be wasted when the recommendations are put in the cold storage
and the management takes no step to implement the research report.
Requirements For a Good Research Design:-
Nature & scope of the problem to be studied must be stated clearly, or say must be well
defined & formulated.
If any hypothesis is to be tested it must be clearly formulated.
The research design must adequately answer the questions. And test the hypothesis.
The research design must be structured in a manner that it fulfills the need of internal &
external validity.
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RESEARCH
METHODOLOGY
86
Introduction
Research
Research in common parlance refers to a search for a knowledge . One can also define research as a
scientific & systematic research for pertinent information on a scientific topic. In fact, research is an art of
scientific investigation. According to Redman & Mory, “Research is a systematized effort to gain new
knowledge.”
Methodology
Set of procedures or rule to guide research against which its claim can be evaluated & understood.
Methodology is a systematic way to work out the research problem step-by-step where in the researcher
logically adopts away to solve the problems arising out during the course of the research work.
In other words Methodology is the application of method used in preparation of project report.
Research Methodology
“Research Methodology defines ,What the activity of Research is, How to Proceed, How to measure
progress, What constitute a success.”
Research Methodology is a way to systematically solve the research problem. It may be understood as a
science of studying how research is done scientifically.
In it we study the various steps that are generally adopted by a researcher in studying his research problem
along with the logic behind them. It is necessary for the research.
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To know not only the research methods/techniques but also the methodology.
Technique+Procedures+Method = Research Methodology
It can be described as-
Discovery of new idea or technique
Modification of old concept & existing concept
Formulation of new theories
Study of systematic investigation
Types of Research
*Pure Research : Pure research provides the basis for applied research. The principles and laws set up
by pure research are applied to the problems arising in the fields of sociology, Psychology and Economics.
Thus pure research enables us to make tools and applied research uses such tools to study a particular case.
*Applied Research: Applied research is undertaken with the aim of uncovering data to solve an existing
problem. The driving force of the research is finding solution to a problem. Applied research aims at
application of science to a singular situation.
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* Descriptive Research: Descriptive study may employ any of or all the methods of data
collection such as interview, questionnaire, observation, tests and cumulative record cards.
In the descriptive study the researcher must be careful to make a note of the bias and extravagance that may
creep in at every stage of the study-formulating the objectives of the study; designing the methods of data
collection; selecting the sample; collecting, processing and analyzing the data; and reporting the findings.
* Exploratory Research: It helps us to investigate any problem with suitable hypothesis or clarification
of any concept throwing new light for further research.
* Qualitative Research: It is also called unstructured approach – is to explore its nature. A allows
flexibility in all these aspects of the process.
* Quantatives Research: It is also called structured approach. Every things that forms the research process-
objective, design, sample and the questions that you plan to ask of respondents.
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TYPES OF DATA
In this project both primary & secondary data are used. In this we analyze the data by preparing a job
description from & analyzing that from analysis competencies Of the particular employee. The is
exploratory type of research. The primary & Secondary data are:-
1. PRIMARY DATA:
According to that job description from we find out the job duties in terms of key duties &
periodical duties.
Analyzing & observing the routine duties & work of the individual employee analyze the
competencies of employees.
This competency helps in the recruitment & training of the fresher & experience employees &
development of organization department vice.
2. SECONDARY DATA:
In this some part is collected from the previous collected data such as theory part is collected from
the some books of HR & inherent.
Secondary data are those data which have been already collected & analyzed by some earlier
agency for its own use; & later the same data are used by a different agency.
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Sample Design
In the theory of finite population sampling, a sampling design specifies for every possible sample its
probability of being drawn.
Mathematically, a sampling design is denoted by the function P (S) which gives the probability of drawing a
sample S.
P (S).is given by,
P (S) =qNsample(S) * (1-q){(Npop-Nsample(S)}
Where, q = Probability of being included in the sample for each element.
N sample(S) = Total no. of elements in the sample S
Npop = Total no. of elements in the population (before sampling commenced)
Sample Size
When a survey is undertaken & when it is not possible to cover the entire population, the marketing
researcher has an answer a basic question – How Large should the sample be? The sample size decision is
related directly to research cost & therefore must be justified.
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FINDINGS & SUGGESTION
92
Placement scheme In Lohia
Starlinger Ltd
ADVERTISEMENT93
LOHIA STARLINGER LIMITED
CHAUBEPUR, KANPUR
LSL is a technology driven, engineering company engaged in the manufacture of machinery. Company is
diversified, multi business entity with an excellent record of sustain growth.
Requires the following for their Post of:-
Senior IT Officer
B.Tech (IT & CS) from a recognized institute with excellent academic record. The candidates should have
good communication and computer skills along with minimum 5 years experience at IT & CS department in
reputed company.
Interested candidates may send their detailed resume with photocopies of their qualifications, experience,
present emoluments, expected emoluments along two passport size photographs with in a week’s time on
the below address. Salary & perks will not be a constraint for deserving candidates & prospects of growth
are excellent.
General Manager (HR)
Lohia
Starlinger Limited,
D-3/A, Panki Industrial Estate,
Kanpur -208022
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Selection process & Interview Round In Lohia Starlinger Ltd
The selection process totally has four sections:-
1.Written test
2.Group Discussion
3.Technical interview
4. HR round
For CSE, IT and MCA, the pattern is as follows:-
In written test:- There are 6 sections, In APTITUDE, they asked totally 25 questions for 30minutes.some
questions on Data Sufficiency, some questions on Venn Diagrams, cubes and speed and time one question,
time management one question, blood relation 1-question (very easy).
GD:-
some of important topics are LIFE IN SPACE, global warming, ect they can vary from different prepare by
your self.in GD round the interviewer check the communication skill & present of mind.
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TECHNICAL ROUND:-
Prepare for C, C++, JAVA, UNIX mainly:
1. What is difference between IDE1 and IDE2
2. What is the difference between CMM and CMMI
3 What is the main difference between comm. level13, 4,5
4. I have a Web Server, Application Server, Servlet Engine, Database – all located on separate systems
behind
5. What is meant by Open Source Is Java Open Source or not
6? What is Semaphore and Mutex
7? What are interfaces, abstract classes? What is their purpose and differences
8How do you implement TREE in Java? How do you implement the same using C or C++?
9. What is Use Case What is the template to write Use Cases
10. What is Open System and Closed System in Computer terminology?
HR ROUND:-
Hr will be quite easy be confident they will check only how confident are taking.
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SOME INTERVIEW
QUESTIONS
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Interview QuestionInterview Question
Tell me something about yourself ?
Tell me something about your previous job?
Why are you interested in joining our company?
Why you have left your previous job?
What do you think you can do for us?
What attracts you to us?
What did you expect from the company?
What do you know about our company?
What was your salary package in the previous job?
What is your expected salary?
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SUGGESTION
During my training period in Lohia Starlinger Ltd, Kanpur. I found the atmosphere of the company is very
co-operative especially the existing employees go out the way to socialize with the new employees.
However, I would like to suggest the following regarding HR policy which might help the company to better
achieve its objectives.
1. Company annual employees turnover for the last two year suggest that there is net outflow of
employees attributed to resignation.
YEAR JOIN RESIGN
2006-07 87 50
2007-08 124 72
2008-10 96 69
The following steps might helps in checking this outflow:
A rewards & punishment scheme based on regular performance evaluation of employees to strive
them for better performance.
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Periodic reassessment of HR policy using inputs from employment satisfaction surveys
which will
help in ascertaining the following:
Are employees satisfied with their working condition?
Are their Grievance Listened & solved?
2. Rapid innovation is the key to success in this age of information technology.
It is desirable to put in a place an institutionalized mechanism to extract ideas & suggestions from
employees & use to same to improve company performance.
Companies interview assessment from is complete in itself & provide every point which is to be included in
it. But if few more points will be added than it will become more effective & will provide better results
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Bibliography
Rao, V.S.P., Human Resource Management, Excel Books
Ashwathapa. Human Resources & Personnel Management.
WeBLOGRAPHY
www.lohiagroup.com
www.answers.com
www.goole.comn
- www.citehr.com>....>employeemanagement
- www.the times100.co.uk/…./theories_recruitment-selection
- www.hrmguide.co.uk/hrm/chap8_inks.html
- www.shrm.com
- www.myarticlepub.com
www.workforce.com
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