HRM Definition

According to Edwin Flippo, Human Resources Management can be defined

as“planning, organizing directing, controlling of procurement, development,

compensation, integration, maintenance and separation of human resources to the end

that individual, organizational and social objectives are achieved.”

Human resource management serves the key functions like hiring, compensation,

evaluation and management (of performance), promotions, managing relations, planning.

It is the responsibility of human resource managers to conduct these activities in an

effective, legal, fair, and consistent manner. The objective of Human Resources is to

maximize the return on investment from the organization's human capital. Human

resource management aims to improve the productive contribution of individuals while

simultaneously attempting to attain other societal and individual employee objectives."

The human resources are the most important assets of an organization. The

success or failure of an organization is largely dependent on the caliber of the people

working therein. Without positive and creative contributions from people, organizations

cannot progress and prosper. In order to achieve the goals or the activities of an

organization, therefore, they need to recruit people with requisite skills, qualifications and

experience.

Recruitment

Edwin B. Flippo defined recruitment as “the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.” In simple words

recruitment can be defined as a ‘linking function’-joining together those with jobs to fill

and those seeking jobs.

Recruitment is distinct from Employment and Selection. Once the required

number and kind of human resources are determined, the management has to find the

places where the required human resources are/will be available and also find the means

of attracting them towards the organization before selecting suitable candidates for jobs.

All this process is generally known as recruitment. Recruitment is however not just a 1

simple selection process but also requires management decision making and extensive

planning to employ the most suitable manpower.

Recruitment is almost the central to any management process and failure in

recruitment can create difficulties for any company including an adverse effect on its

profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead

to labor shortages, or problems in management decision making and the recruitment

process could itself be improved by following management theories.

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NEED FOR THE STUDY

Recruitment is one of the functions of human resource management, that impact

most critically on the performance of an organization. The poor recruitment decisions

continue to affect organizational performance and limit the achievement of goals.

Because of liberalization and free trade under WTO (World Trade Organization),

the mere existence of an organization is at stake because of the competition, so the

organization has to be provided with best Human Resources, which is possible through

good Recruitment and Selection process.

At Efftronics Systems Pvt Ltd the Role of Recruitment and Selection process is

very important and is a continuous process. So I felt that there is a need to study about

Recruitment and Selection at this company where there is a lot of scope to learn.

In order to know the recruitment and selection process and offer useful

suggestions for the betterment of the existing recruitment and selection Process.

3

SCOPE OF THE STUDY

The entire project study has been limited to Efftronics Systems Pvt Ltd.

The project covers the Entire Recruitment and Selection process, procedures and

policies that are being followed at Efftronics Systems Pvt Ltd.

Assessing the skills, Knowledge and personality of the Individuals, attending for

the interview.

4

OBJECTIVES OF THE STUDY

To understand the recruitment & selection process in the Efftronics Systems Pvt

Ltd.

To assess the effectiveness of the selection process.

To correlate the performance of the candidate in the interview & in the actual

work environment.

To know the satisfaction levels of the various departments about the recruited

candidate through the selection process.

To understand the gap between academics and industry.

5

METHODOLOGY OF THE STUDY

The methodology discusses about the methods that have been employed for data

collection (both primary and secondary). It then specifies the sample size and sampling

techniques used in the Research.

Data Collection:

There are two types of Sources to collect the data:

Primary Data

Secondary Data

Primary data was collected by discussions and interactions with the managers and

the employees of Efftronics Systems Pvt Ltd.

A well structured questionnaire was prepared and administered on a sample of 51.

The data collected is analyzed to know the perception of the employees towards

the Recruitment and Selection process at Efftronics Systems Pvt Ltd.

Secondary data was collected from the company records, annual releases, data

provided by the management and intranet regarding the company profile and

industrial profile.

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LIMITATIONS

The opinions, observations, and conclusions expressed here are collected by

survey and literature provided by Efftronics Systems Pvt Ltd.

The time period for the study is 45 days. So time is a major constraint.

As the study is in an organization, Few Employees are reluctant to tell

their opinions in the Questionnaire.

No Scientific methods are used in the study.

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INFORMATION TECHNOLOGY INDUSTRY

Information Technology (IT) industry in India is one of the fastest growing

industries. Indian IT industry has built up valuable brand equity for itself in the global

markets. IT industry in India comprises of software industry and information technology

enabled services (ITES), which also includes business process outsourcing (BPO)

industry. India is considered as a pioneer in software development and a favorite

destination for IT-enabled services.

The origin of IT industry in India can be traced to 1974, when the mainframe

manufacturer, Burroughs, asked its India sales agent, Tata Consultancy Services (TCS),

to export programmers for installing system software for a U.S. client. The IT industry

originated under unfavorable conditions. Local markets were absent and government

policy toward private enterprise was hostile. The industry was begun by Bombay-based

conglomerates which entered the business by supplying programmers to global IT firms

located overseas.

During that time Indian economy was state-controlled and the state remained

hostile to the software industry through the 1970s. Import tariffs were high (135% on

hardware and 100% on software) and software was not considered an "industry", so that

exporters were ineligible for bank finance. Government policy towards IT sector changed

when Rajiv Gandhi became Prime Minister in 1984. His New Computer Policy (NCP-

1984) consisted of a package of reduced import tariffs on hardware and software

(reduced to 60%), recognition of software exports as a "deli censed industry", i.e.,

henceforth eligible for bank finance and freed from license-permit raj, permission for

foreign firms to set up wholly-owned, export-dedicated units and a project to set up a

chain of software parks that would offer infrastructure at below-market costs. These

policies laid the foundation for the development of a world-class IT industry in India.

Today, Indian IT companies such as Tata Consultancy Services (TCS), Wipro,

Infosys, and HCL et al are renowned in the global market for their IT prowess. Some of

the major factors which played a key role in India's emergence as key global IT player

8

In the last few years Indian IT industry has seen tremendous growth. Destinations

such as Bangalore, Hyderabad and Gurgaon have evolved into global IT hubs. Several IT

parks have come up at Bangalore, Hyderabad, Chennai, Pune, Gurgaon etc. These parks

offer Silicon Valley type infrastructure. In the light of all the factors that have added to

the strength of Indian IT industry, it seems that Indian success story is all set to continue.

Information technology, and the hardware and software associated with the IT

industry, are an integral part of nearly every major global industry. The information

technology (IT) industry has become of the most robust industries in the world. IT, more

than any other industry or economic facet, has an increased productivity, particularly in

the developed world, and therefore is a key driver of global economic growth. Economies

of scale and insatiable demand from both consumers and enterprises characterize this

rapidly growing sector.

The Information Technology Association of America (ITAA) explains

'information technology' as encompassing all possible aspects of information systems

based on computers. Both software development and the hardware involved in the IT

industry include everything from computer systems to the design, implementation, study

and development of IT and management systems.

Owing to its easy accessibility and the wide range of IT products available, the

demand for IT services has increased substantially over the years. The IT sector has

emerged as a major global source of both growth and employment.

Features of the IT Industry at a Glance 1. Economies of scale for the information technology industry are high. The

marginal cost of each unit of additional software or hardware is insignificant

compared to the value addition that results from it.

2. Unlike other common industries, the IT industry is knowledge-based.

3. Efficient utilization of skilled labor forces in the IT sector can help an economy

achieve a rapid pace of economic growth.

4. The IT industry helps many other sectors in the growth process of the economy

including the services and manufacturing sectors. 9

THE ROLE OF THE IT INDUSTRY

The IT industry can serve as a medium of e-governance, as it assures easy

accessibility to information. The use of information technology in the service sector

improves operational efficiency and adds to transparency. It also serves as a medium of

skill formation.

In India, the software boom started somewhere in the late 1990s. Most of the

Indian software companies at that moment offered only limited software services such as

the banking and the engineering software. The business software boom started with the

emergence of Y2K problem, when a large number of skilled personnel were required to

fulfill the mammoth database-correction demand in order to cope up with the advent of

the new millennium.

The profile of the Indian IT Services has been undergoing a change in the last few

years, partly as it moves up the value chain and partly as a response to the market

dynamics. Ten years ago, most US companies would not even consider outsourcing some

of their IT projects to outside vendors. Now, ten years later, a vast majority of US

companies use the professional services of Indian Software engineers in some manner,

through large, medium or small companies or through individuals recruited directly.

The market competition is forcing organizations to cut down on costs of products.

The professional IT services on the other hand are becoming increasingly expensive. The

offshore software development model is today where onsite professional services were

ten years ago. There is a high chance (almost a mathematical certainty), that in less than

ten years, the vast majority of IT services (software development being just one of them)

from developed countries, will be, one, outsourced and two, outsourced to an offshore

vendor.

Despite the global economic slowdown, the Indian IT software and services

industry is maintaining a steady pace of growth. Software development activity is not

confined to a few cities in India.

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Software development centers, such as Bangalore, Hyderabad, Mumbai, Pune,

Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar, Ahmadabad, Goa,

Chandigarh and Trivandrum are all developing quickly. All of these places have state-of-

the-art software facilities and the presence of a large number of overseas vendors. India’s

most prized resource is its readily available technical work force. India has the second

largest English-speaking scientific professionals in the world, second only to the U.S. It is

estimated that India has over 4 million technical workers, over 1,832 educational

institutions and polytechnics, which train more than 67,785 computer software

professionals every year. The enormous base of skilled manpower is a major draw for

global customers. India provides IT services at one-tenth the price. No wonder more and

more companies are basing their operations in India.

The industry is in an expansion mode right now, with dozens of new offshore IT

services vendors emerging every day, the industry has a high probability of being

subjected to the 80:20 rule in not too distant a future. In perhaps another ten years, 80

percent of all outsourced offshore development work will be done by 20 percent of all

vendors, a small number of high qualities, trusted vendors. Only a few select countries

and only the most professional companies in those countries will emerge as winners.

India will definitely be the country of choice for offshore software development. We have

the potential to become and remain the country of choice for all software developments

and IT enabled services, second only to the USA. The third choice could be far distant.

India is among the three countries that have built supercomputers on their own.

The other two are USA and Japan. India is among six countries that launch satellites and

do so even for Germany and Belgium. India's INSAT is among the world's largest

domestic satellite communication systems.

India has the third largest telecommunications network among the emerging

economies, and it is among the top ten networks of the world.

To become a global leader in the IT industry and retain that position, we need to

constantly keep moving up the value chain, focusing on finished products and solutions,

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rather than purely on skill sets and resumes. We need to be able to package our services

as products, rather than offering them as raw material. We need to be able to recognize

and build up on our strengths and work on our weaknesses.

SWOT ANALYSIS OF INFORMATION TECHNOLOGY INDUSTRY

STRENGTHS:

1. Highly skilled human resource

2. Low wage structure

3. Quality of work

4. Initiatives taken by the Government (setting up Hi-Tech Parks and

implementation of e-governance projects)

5. Many global players have set-up operations in India like Microsoft, Oracle,

Adobe, etc.

6. Following Quality Standards such as ISO 9000, SEI CMM etc.

7. English-speaking professionals

8. Cost competitiveness

9. Quality telecommunications infrastructure

10. Indian time zone (24 x 7 services to the global customers). Time difference

between India and America is approximately 12 hours, which is beneficial for

outsourcing of work.

WEAKNESSES

1. Absence of practical knowledge

2. Dearth of suitable candidates

3. Less Research and Development

4. Contribution of IT sector to India‘s GDP is still rather small.

5. Employee salaries in IT sector are increasing tremendously. Low wages benefit

will soon come to an end.

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OPPORTUNITIES

1. High quality IT education market

2. Increasing number of working age people

3. India ‘s well developed soft infrastructure

4. Upcoming International Players in the market

THREATS:

1. Lack of data security systems.

2. Countries like China and Philippines with qualified workforce making efforts to

overcome the English language barrier.

3. IT development concentrated in a few cities only.

MANUFACTURING INDUSTRY

India is fast emerging as a global manufacturing hub. India has all the requisite

skills in product, process and capital engineering, thanks to its long manufacturing history

and higher education system. India's cheap, skilled manpower is attracting a number of

companies, spanning diverse industries, making India a global manufacturing

powerhouse.

According to a United Nations Industrial Development Organization’s (UNIDO)

‘International Yearbook of Industrial Statistics 2010’, India ranks among the top 10

producers of manufacturing output in 2009

According to the report, India is among the global top ten in the following sectors:

basic metals; electrical machinery and apparatus; transport equipment, other than motor

vehicles, trailers and semi-trailers; textiles; leather, leather products and footwear; coke,

refined petroleum products, nuclear fuel; chemicals and chemical products.

India is ranked second in terms of manufacturing competence, according to report

'2010 Global Manufacturing Competitiveness Index', by Deloitte Touche Tohmatsu and 13

the US Council on Competitiveness. The report states that the country's talent pool of

scientists, researchers, and engineers, together with its English-speaking workforce and

democratic regime make it an attractive destination for manufacturers.

As per the Industrial Outlook Survey conducted by the Reserve Bank of India

(RBI) for October-December 2010 quarter the Indian manufacturing sector showed

positive overall business sentiment in the quarter. The business expectation index (BEI),

which acts as a barometer of the overall health of the manufacturing sector, has gone up

to 126.5 for the assessment quarter, its highest reading since the April-June 2007 quarter.

SWOT ANALYSIS OF MANUFACTURING INDUSTRY

STRENGTHSThe strengths of the manufacturing industry are that it is relatively stable.

Although the demand for manufacturing tends to fluctuate with the ups and downs of the

economy, it is characterized by regular periods of recovery following any downturns.

Moreover, manufacturing has become highly efficient over the last century, with the

ability to maximize both the productivity of the workers and machines to maximize

profits.

WEAKNESSES A weakness of the manufacturing industry is that much of it is built on the

production of non-essential goods. This means that a severe downturn in the economy

can have a crippling effect on it. Another weakness is that it is a mature industry. This

means that there is heavy competition and little room for growth. As a result, the

manufacturing industry can be a cash cow for those who are already in it but may be

unattractive to new entrants.

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OPPORTUNITIESOpportunities in the manufacturing industry are in the technology and bio-

technology areas. These are growing market segments with higher profit margins.

Additionally, they are knowledge-dependent market segments that require highly

specialized workers, which make it difficult for low wage countries to compete in this

market segment, thereby providing an edge to more industrialized countries. Foreign

markets with a growing middle class are providing opportunities for technology and bio-

technology manufacturers to increase their profitability through exports.

THREATSThe largest threats to the manufacturing industry in developed nations are from

low wage countries. The low wages of these countries have made it impossible for

many businesses in developed nations to compete, requiring them to either close or move

overseas to find cheap labor. Increasingly, India is an even bigger threat to the

manufacturing industry, with its ability to supply highly educated workers at low wages

to fill roles in the high-tech manufacturing market segment.

ELECTRICAL INDUSTRY PROFILEThe companies that make and sell products that contain circuits or systems using

electron devices, including magnetic amplifiers and transistors are known as electronics

industries.

Like every other industrial sector in India, the Indian Electrical/Electronics

Industry too is slowly emerging from out of its "protective cover". For far too long has

Indian Industry remained shackled and consequently inward looking? Over the past fifty

years there was no exposure to global players and competition, with the result that the

Industry grew up in a sheltered environment, dependent on the Government for

everything, from licenses to protection to tariffs. Each one of these interventions was

aimed at securing protection for oneself and ensuring growth of one’s own organization

at the cost of industry and the nation at large. Lack of global competition encouraged a

"cost plus" approach, where every conceivable cost increase was passed on to the

customer. There was thus no motivation to reduce costs.

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With de-licensing, decontrol and deregulation, Indian Industry has suddenly been

exposed to global competition. Since last decade, India has witnessed what global players

have achieved and what they are capable of achieving. We are becoming aware of

competition on our turf. In this scenario, every company complains of increased

competition, lower order books and shrinking margins. The Indian Electrical/Electronics

Industry is of course further besieged by the fact that there is a dearth of business on

account of lack of investment in the power infrastructure. Many organizations in this

industry are looking overseas to develop the export markets owing to reduced demand at

home.

At the outset, it must be stated that the reduced domestic demand is at best a

temporary phenomenon. The power sector in India is bound to grow and this will

undoubtedly boost demand from the Utilities, quite apart from the industrial demand

which will continue to grow with increased industrial output. The poor financial health of

the SEBs is however a damper that cannot be wished away in the short term. This will

continue to plague corporate in the Electrical Industry, until the SEB restructuring and

unbundling brings a turnaround in the medium term.

Future Prospects

The domestic market in India is itself large, and one must firstly satisfy this

market with products that meet international quality standards. With increasing

globalization, every international player is now operating in India, providing goods and

services complying with international quality. Once we deliver high quality products and

services within the domestic market, accessing the international market for exports

should not pose a serious challenge. The Electrical/Electronics Industry in India is

growing to its full potential in the coming years and no doubt that India will soon come to

be recognized for quality products and services which in turn, will bring this industry to a

position of true leadership.

Indian electrical industry has grown because of government's thrust on it and also

16

due to overall economic growth. It has also reached a stage where the industry has

demonstrated its capabilities. The industry has seen a growth of 20% and should continue

at the same level for the next few years.

Factors Governing the Growth of this Industry

Every industry thrives on some supporting factors. In this connection, there are few

factors governing the growth of electrical and electronics industry:

Research & development played an important role to the increased productivity

and higher-value added electrical and electronics products.

Foreign investments accelerated growth in production and export as well. To

expand their business, foreign companies have done huge investment which leads

developing countries in establishing production units.

Global industries like Medical, Telecommunications, Industrial & Automotive

industries have been cordially supported by electrical & electronics industry.

Increase in income changed living standards of the common mass. As a result, it

increased the demand of electronics especially consumer electronics products

globally.

Electric & Electrical industry is highly fragmented which comprises of many

small and medium size enterprises resulting into a huge industry.

Asia Pacific region is emerging as the most spinning place for the consumer

electronics industry, as the markets remain still unreached.

Innovation has played importantly in this industry. It led to a consistent demand for

newer and faster products and applications.

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SWOT ANALYSIS OF ELECTRICAL INDUSTRY

STRENGTHS

1. The Electrical industry is able to get better terms of sales from the market for its

strong product mix and affordable price.

2. Electrical manufacturing unit is low cost unit so therefore contains ample

opportunity to grow.

WEAKNESSESElectrical manufacturers are currently suffering from a variety of technological

obsolescence issues like conventional mould/die making, old/manual molding presses

etc.

1. The Electrical industry is encountered with Government unfriendly intervention

such as labor, social security etc.

2. The major portion of the Electrical industry is concentrated in unorganized sector

with most of the small and Cottage industrial units thus hindering their ability to

manufacture standardized products.

OPPORTUNITIES

1. Relaxation in duty and tariffs on the import of Bakelite Powder may enhance the ability of the manufacturers to take full advantage of their installed capacity. 

2. Adequate level of Marketing and Promotion may able the manufacturers to

promote their products at international level.

3. Institutional infrastructure support in the areas of technological, design, product

and human resource development would definitely pave way for development.

4. The growth of Electrical Components sector is also promising.

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THREATS

1. The Electrical Industry is labor intensive and facing critical labor shortage of

skilled workers specially molders.

2. Rising raw material costs and low cost imports.

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COMPANY PROFILE

Efftronics systems Private Limited is an ISO 9001-2008 Certified Company

started by Dasari Rama Krishna in the year 1985. It has emerged as a technology leader

in Data Acquisition systems, Data Dissemination Systems, Multilingual Graphics and

engineering solutions, providing software and hardware design solutions that enable

companies to develop better electronic products faster and more cost-effectively.

Efftronics systems Pvt. ltd provides Software and Hardware solutions that helps

companies to develop better Electronic products and cater the needs of their customers.

With employee strength of over 570+, Efftronics Systems Pvt. Ltd has the broadest

industry portfolio of state-of-the-art products.

VISION:“To provide insight for enhancing wealth”

MISSION:“To provide freedom to creativity/Innovation in exploiting the potential of

Information Technology”

QUALITY POLICY:

The main objective of Efftronics Systems Pvt. Ltd is to provide Information

Technology products/services that exceed customer expectations in their “Functionality,

Usability, Reliability, Performance, Adaptability and Supportability” to achieve Market

Leadership and for the continual improvement of business performance. For this, the

Organization has established and reviews its Quality Objectives to focus on ….

1. Technology management for building competence

2. Quality improvement

3. Customer education

4. Human Resource Development

5. Customer Support

6. Design and Implementation20

QUALITY OBJECTIVES:

Establishment of technology cell for identification, understanding, and effective

implementation of technology for development of products/services.

1. Achieved MTBF of one year.

2. Improve Quality from percentages to PPM* levels.

3. Establishment of HRD process to train and nature of employees to realize their

intrinsic talent.

4. 100% increase in turn over every year

5. Improve response time to customer requests.

Functionality     - Fulfill the designed purpose

Usability            - Use of all functions / options provided to that product

Reliability          - Acceptance for long period

Performance     - How accurately it functions

BUSINESS PROCESS:Business process begins with a Customer’s need and ends with a Customer’s

need fulfillment. Efftronics systems Pvt. Ltd is a process oriented organization it breaks

down the barriers of structural departments and try to avoid functional soils.

The business process is decomposed into several sub-processes, which have

their own attributes, but also contribute to achieving the goal of the super-processes.

The analysis of business processes typically includes the mapping of processes and sub-

processes down to activity level.

The Sales department identifies the needs of the related sector and discusses

with the management whether to provide or not based on their budgetary constraints.

Management takes the decision and proceeds further with the R&D department. If the

project is being taken up then the HR department will forecast the future needs like

manpower, infrastructure and reports them to the management.

21

22

SERVICE:The Company offerings are built around the core technology competencies gained

by them through clear focus on high-end communication software development

initiatives for more than 20 years now. The competencies include

1. Wireless Communication

2. Railway signaling

3. Embedded systems

4. Software development

Efftronics System Pvt. Ltd develops the most effective combination of Services and

Resources, to meet Customer needs. EFFTRONICS SYSTEMS PVT LTD Products

have a global presence in 10 countries all over the World. The Technological needs in

the respective areas are customized for various business needs. Entire SOFTWARE,

HARDWARE, FIRMWARE, in every project is developed from the scratch thus

getting the command in every aspect of the products/projects. Usability, Expandability

in every product make their products value for money.

PRODUCT PROFILE:Some of the major products of Efftronics Systems Pvt. Ltd. are illustrated below.

1. Network Data Loggers

2. LED display systems

3. Integrated Passenger Information and Announcement System (IPIS)

4. Railway LED Signaling Lamps

5. Solid State Block Proving by Axle Counter(SSBPAC)

6. Train Charter Software (TC)

7. SCADA for Electrical and Water

8. Battery Monitoring Unit (BMU)

9. Point Machine Health Monitoring Unit (PM-HMU)

10. Ultra Sonic Flaw Detector (USFD)

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11. GPS based Master-Slave Clocks

12. Wrong Operation Indication System (WOIS)

13. Intelligent Distributed Light Controller System (IDLCS)

Network Data Loggers

Data logger will be used to monitor the status of signaling assets like track

occupation, signal aspect, route operation and battery voltages etc. Whenever there is

change in status or analog voltage variations occur, record will be created. Such data

loggers will be interconnected in a network. The information logged will be transmitted

to the central PC to generate various exceptions, reports and other information by the

application software in order to verify, diagnose its operation, preventive maintenance

and faults.

Status-orientated maintenance means less maintenance effort and hence savings in

human and material resources.

Early recognition and clearing of faults reduce the number of delays considerably

A long-term evaluation of past measurement data is possible.

This data can be useful in other applications like Train Charting, Train

Management System, Wrong Operation Information System, Integrated Passenger

Information System etc

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LED display systems

LED displays are used when long distance visibility and greater viewing angle is

required. The message displayed on the display board is conveyed in an effective way i.e.

it can be of moving text type, graphical picture type, and running animations. Various

LED display systems are Train arrival/departure displays, Scoreboards, Target panels,

True color displays etc.

Integrated Passenger Information and Announcement System (IPIS)

IPIS provides single system control and data entry for different types of passenger

information system spanning over entire station. This information system comprises of

different types of LED display systems, TV display and Platform announcement. All the

above mentioned systems are networked and connected to the central control unit PC,

where application software runs.

Railway LED Signaling Lamps conforming to CENELEC

STANDARDS

LED signal lamps will be used for railway signaling. It is equipped with

intelligent health monitoring unit to indicate the status of the aspect in the control room

and audio visual alarm unit to alert ESM about failure. Uses high efficient and long life

LED light source.

Train Charter Software (TC)

It provides visual representation of the movement of trains from origin to the destination

stations with actual arrival and departure times at different stations of the network.

Besides, the software also provides projected train movement for a specific period of

time. The plotting of control chart is based on the information logged by the data-logger,

wherever continuous data-logger network exists. Manual entry provision is also there.

Tracking and predicting the Entire train movements.

Enables the controller to spend more time on planning instead of manual charting.

 

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Accuracy in train arrival/departure timings up to seconds.

Customer Benefits

More time for planning activities like Crew, Guards & Driver booking, Signaling,

Engineering, and Loco Control etc. . .

 

SCADA for Electrical and Water

Supervisory control and data acquisition systems for electrical systems like

electrical subsystems, industries and water plant and distribution system. These systems

facilitate data acquisition and control through graphic rich mimic display. Software to

conduct various analyses and to generate reports for system optimization and maintenance.

Battery Monitoring Unit (BMU)

It is for automated battery monitoring & data logging. It monitors the charging and

discharging currents, individual cell voltages in a battery bank, bank voltage, AC mains

voltage and temperature of batteries. It raises exception warning alarms and visual alarms.

The data will be transferred to the central PC, where information will be analyzed and

necessary reports will be generated.

Continuous monitoring and recording of

o Charge & discharge currents of battery bank

o Individual cell voltages

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Point Machine Health Monitoring Unit (PM-HMU) The point machine health monitoring unit is for measuring and logging current,

voltages and operational time duration when point machine is under operation. Whenever

there is a problem in point machine operation, exceptions are generated for preventive

maintenance. Detailed analysis of point motor characteristics can be done with software.

Ultra Sonic Flaw Detector (USFD) Data loggerIt is a data logger interfaced to ultrasonic track testing system. It logs the data

with time and distance on trigger from track testing system. Data is stored in removable

memory card. It uses odometer for distance measurement. The data will be uploaded to

PC where reports are generated.

GPS based Master-Slave ClocksThis GPS based master-slave clock system will be used where there is need of

perfect time maintenance. This system has one master clock and multiple slave clocks.

The master clock updates time, which will be displayed by the slave clocks. All the slave

clocks are synchronized to master such that same time is displayed on all slave clocks.

For accuracy of time GPS is used. Indication of link between Master and Slave with

LEDs in Master. RTC with Internal battery backup. One Master can drive up to 128 slave

clocks directly, expandable with exchange to any number of Slave clocks. Operating

environment 10 Degrees to 70 Degrees Centigrade’s. Master and Slave time setting

individually. Master and exchange as one single unit. Slave clocks can work

independently in case of failure of Master clock or link between Master and slave with

the help of internal RTC which gives a backup. Proper communication protocols are used

for reliable communication .1 second flashes on time display.

Automated Weather StationThis system continually monitors the various weather parameters like pressure,

humidity, temperature, wind speed, wind direction and rain fall and logs the information

at pre-determined intervals of time or by change in values. All this information will be

transferred to the central PC where software is running. Various reports will be generated

for futuristic analysis.

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Solid State Block Proving by Axle Counter (SSBPAC)

Solid State Block Proving by Digital Axle Counter (SSBPAC) is a solid state system

used for controlling the coordinated movement of train in the block section, working on

Absolute Block Working Principles. The system has been developed for both for single

line and double line.

The system incorporates auto features and eliminates manual co-operations from

other end for Line Clear and Line Close operations.

Emergency cancellation at the receiving station.

Automatic Train on Line.

Automatic Line Close after sequence proved at receiving end and section is free

Other projects:

Water level warning system to signal the dangerous situation when water level

under any rail bridge exceeds the normal limit. A cost effective programmable traffic

light.

Controller with front end software to download various patterns and

configurations. Automated RRI tester for the correctness of the route setting process in

railways.

Energy auditing system for collecting information from various distribution points

of electrical system, and generating necessary reports for auditing and futuristic analysis.

28

RESEARCH AND DEVELOPMENT:

Product development is done in R&D. They start developing a product based on

their own idea after getting it approved from management.

R&D at Efftronics is divided into two stages

29

Research & Development (Firm ware) Research & Development (Soft ware)

PRODUCTION:They manufacture all the products required by the customer. The requirements of

customer are known by them from Sales department. The employee’s contribution

towards achieving organizational goals.

PRODUCTION

Assembling Testing Shop floor Dispatch Quality Assurance

PURCHASES: Purchasing department is concerned with the procurement of various materials

like stores and spares stationary items, office equipment etc., which are necessary to carry

out the day to day activities. It is only if the purchase of various items is made by right

time, right quantity, and quality price timely production and other activities can be

carried out.

Efftronics systems have a well organized purchasing system to take care of all

purchasing aspects of enterprise as a whole. The material is bought from

Vendors/Suppliers based on the requisitions of Stores.

STORES:

The material required in the entire organization is maintained safely and

issued when ever any one needs it. To establish and implement new techniques for

30

inventory handling, recording, Protecting, controlling, and analyzing.

SALES & MARKETING:

Philip Kotler defines marketing as 'satisfying needs and wants through an

exchange process’. Within this exchange transaction customers will only exchange what

they value (money) if they feel that their needs are being fully satisfied; clearly the

greater the benefit provided the higher transactional value an organization can charge.

Marketing is the social process by which individuals and groups obtain what they need

and want through creating and exchanging products and value with others.

HUMAN RESOURCE DEVELOPMENT:

OBJECTIVE:Maximize the Return on Investment (ROI) from the organization’s human capital.

This is done through aligning various HR functions with the Efftronics Objective. The

various functions include: Man Power Planning Recruitment & Selection Training &

Development General Employee Management The fundamental objective of the HRD

department in EFFTRONICS is to train employees at the required time that will employ

their skills and abilities effectively to help achieving its Organizational goals.

31

EFFTRONICS HRD PHILOSOPHIES:

All employees ARE EQUAL:   In order to provide equal employment and

advancement opportunities to all employees, all decisions at Efftronics will be based on

merit, qualifications and abilities. Efftronics does not discriminate in employment

opportunities or practices because of race, color, religion, sex, age or disability. · This

policy governs all aspects of employment, including selection, job assignment,

compensation, discipline, termination, and access to benefits and training.

EMPLOYEE WELFARE:

Efftronics primarily focuses on the welfare of the employee through: ·

Regular Medical Check-ups · Periodical Yoga Classes. · Health counseling for all the

employees. · Inculcating a sense of Fitness by providing time in the office hours for

Stretching Exercises.

CONTINOUS LEARNING:

Efftronics follows the principle “Learning Never Ends”. For the same, it is

ensured that. Knowledge flows across the organization and every employee has access to

it. Every Employee can develop his knowledge by participating in the training programs.

Experimenting their own ideas under supervision.

HRD at Efftronics

HR General HR Recruitment HR Training

32

HR GENERAL:

The activities of this department are promotion and transfer of employee scheme

and social security measure, payroll, grievance handling and maintaining good industry

relations. Where all the general requirements of Employees like food, Uniform, Salary,

Leaves, and Grievances if any are dealt.

HR RECRUITMENT:

Handles recruitment for new, vacant or both positions. Also includes placement

and probation. Where the man power is given to the concerned required departments

when in need by the recruitment team.

HR TRAINING:

The competencies of a newly joined person should be in that way that he could be

able to do his best to the job allotted to him. For that training department is responsible.

Also to improve the competencies of the existing employees, training department is

necessary.

HR Training Process:

1. Assessing the competencies of personnel at periodical intervals.

2. Identifying the method of Training

Classroom/ Lecture.

Coaching/ Mentoring.

Self Learning.

Job Rotation.

In basket exercise.

Simulation.

Seminars & Webinars.

3. Preparation of Training plan for the training to be imparted to the personnel

identified after assessing the competencies and also for the new recruits to fulfill

the assigned tasks effectively.

4. Communicating the Training plan to concerned In-charges, Trainers, Trainees.33

PROD R&D CSA ADMIN

EVALUATION

NEW EMPLOYEE

DOMAIN TRAINING

Core R&D + Development of Modules

5. Training is imparted to the personnel.

6. Assessment of the effectiveness of training by adopting any one of the following

methods

Written test/ Assignments.

Interview (After Training).

On the job observation.

Assessment of Modules developed as per PDLC standards.

7. Maintain employee attendance and employee feedback for the training imparted.

8. Assessment of the effectiveness of the personal competencies after the training by

Updating and maintaining of the employee training card in coordination with

concerned in charges.

9. Preparation of consolidation training report for every completed training program

after completion of all the assessments.

10. If the results of training are found ineffective, then identify the causes and take

necessary corrective and preventive action after consulting with top management.

TRAINING FLOW FOR THE NEW EMPLOYEES

NEW JOINEE

34R&D New Recruit Training

Module

QUIT

EVALUATION

NEW EMPLOYEE

45 DAYSDOMAIN TRAINING

YES NO

NO

YES

35

CSA New Recruit Training Module

NO

YES

36

NEW EMPLOYEE

HANDOVER TO DEPT(ON THE JOB)

EVALUATION

INCEPTION TRAINIING

QUIT

NO

YES

37

ASSEMBLING New Recruit Training Module

ADMIN New Recruit Training Module

EVALUATION

NEW EMPLOYEE

20 DAYSTRAINING

QUIT

SELECTED

CS (CUSTOMER SUPPORT):

To provide quick and reliable service to the customer. Here the complaints from

customers are logged and solved by the site engineers with the help.

Educate the customers in regard to functionality and usability of products /

services to achieve MTBF of one year, implement preventive maintenance for

Customer satisfaction & improve response time to customer requests.

SYSTEM ADMINISTRATION:

All the systems in the organization are maintained by this department. If any

problem is logged, it will be solved.

GENERAL ADMINISTRATION:

All the reception activities, provision of food, tea, snacks for the employees etc. is

done by General Admin. General administration of the organization contains the services

38

for smooth functioning of the organization. These functions are of supporting nature and

help the other departments in the organization for their efficient functioning. Following

are various services included in the GAD. Reception services, Executive secretary

services, Inward and outward services, Time and attendance monitoring services, other

supportive services like arrangements for traveling stay for the visitors etc.

FINANCE & ACCOUNTS:

Finance is a very important function in every organization. Finance is the life line

of all transactions finance is the important service department in the company, which

interacts with all other departments. All the budgetary and accounting is done and

expenditures of each department are maintained

QMS-ISO:

ISO (the International Organization for Standardization) is a worldwide federation

of national standards bodies. (ISO Member Bodies). The work of preparing International

Standards is normally carried out through ISO technical committees. Each member body

interested in a subject for whom a technical committee has been established has the right

to be represented on that committee. International organizations, governmental and non-

governmental, in liaison with ISO, also take part in the work. ISO collaborates closely

with the International Electro technical Commission (IEC) on all matters of electro

technical standardization.

COMPANY POLICIES AND RULES:

a) Duties and tasks:

Personnel shall, at all times during the period of their service, conduct themselves

soberly and carryout diligently and faithfully all orders and directions given to them by

all persons in authority over them. They shall observe and confirm to all rules and

regulations of the organization for the time being in force and improves further the

interests of the organization to the best of their power, skill and ability.

39

b) Transfer :

Employee services are liable to be transferred on a temporary or permanent basis to

any section anywhere in India. Particularly the personnel of CS section should be ready

to render their services at any time and can be posted to any outstation on company's

work.

c) The following acts and omissions shall be treated as misconduct:

Willful disobedience whether alone or in combination with others to any lawful and

reasonable order of a supervisor.

Theft or dishonesty in connection with organization's activities or properties.

Willful damage / loss of the organization goods or property.

Taking or giving bribes or any other illegal gratification.

Habitual absences without leave (or) absences without leave for more than ten days.

Habitual late attendance, Early goes. (More than 5 a month)

Habitual breaking of rules applicable to the organization.

d) Performance Appraisal:The section in-charges of respective sections should build a record

on the overall performance of the personnel of their section and submit remarks to

HRD. The Employees also should keep details and present a self appraisal at half

yearly intervals.

e) Medical checkup:

All the Personnel must undergo medical checkup regularly. All the CS

section personnel who return from their O.Ds should invariably undergo checkup

from the company doctor.

f) Training : 40

In this fast developing world, technology is changing day by day. We need to keep

ourselves competing with changes of the world, updating ourselves to the latest

technology trends. For this purpose management whenever necessary will be providing

up gradation programs and training sessions.

41

THEORETICAL FRAME WORK

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 organisations 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.

Recruitment and SelectionRecruitment and selection are two of the most important functions of personnel

management. Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the

requirement of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of efficient personnel.

In recruitment, information is collected from interested candidates. For this

different source such as newspaper advertisement, employment exchanges, internal

promotion, etc. are used.

42

Every organization needs to look after recruitment and selection in the initial

period and thereafter as and when additional manpower is required due to expansion and

development of business activities.

Definition:According to EDWIN FLIPPO,”Recruitment is the process of Searching for prospective

employees and stimulating them to apply For jobs in the organization.”

Need for recruitment:The need for recruitment may be due to the following reasons /

Situation:

a) Vacancies due to promotions, transfer, retirement, termination, Permanent disability,

death and labour turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to job

specification.

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on

conjunction with its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number

of visibly under qualified or overqualified job applicants

4. Help reduce the probability that job applicants, once recruited and selected,

will leave the organization only after a short period of time.

5. Meet the organization’s legal and social obligations regarding the composition

of its work force.

6. Begin identifying and preparing potential job applicants who will be

appropriate candidates.43

7. Increase organizational and individual effectiveness in the short term and long

term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all

types of job applicants.

Previously, the selection of candidates was influenced by

Superstitions, beliefs, personal prejudices of managers looking after

the recruitment and selection of the staff.

The net result of such unscientific recruitment and selection are:

(a)Low productivity of labour

(b) High turnover

(c) Excessive wastage of raw materials

(d) More accidents and corresponding loss to the organization

(e) Inefficient working of the whole organization and finally

(f) Ineffective executive of training and management development

Programs.

RECRUITMENT PROCESS:Recruitment refers to the process of identifying and attracting Job seekers so as to

build a pool of qualified job applicants. The Process comprises five interrelated stages,

viz,

1.Planning.

2. Strategy development.

3.Searching.

4. Screening.

5. Evaluation and control.

44

RECRUITMENT PLANNING:The first stage in the recruitment process is planning. Planning involves the

translation of likely job vacancies and information about the nature of these jobs into set

of objectives or targets that specify the (1) Numbers and (2) Types of applicants to be

contacted.

Numbers of contacts:The task is to estimate the number of applicants necessary to fill all vacancies with the

qualified people

Types of contacts:

It is basically concerned with the types of people to be informed about job

openings. The type of people depends on the tasks and responsibilities involved and the

qualifications and experience expected.

STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required

then one has concentrate in

(1). Make or Buy employees.

(2) Technological sophistication of recruitment and selection devices. (3). Geographical

distribution of labour markets comprising job seekers.

(4). Sources of recruitment.

(5). Sequencing the activities in the recruitment process

Make’ or ‘Buy’:Organization must decide whether to hire le skilled employees and invest on

training and education programmes, or they can hire skilled labour and professional.

Essentially, this is the ‘make’ or ‘buy’ decision Organizations, which hire skilled and

professionals shall have to pay more for these employees.

45

Technological Sophistication: The second decision in strategy development relates to the methods used in

recruitment and selection. This decision is mainly influenced by the available

technology. The advent of computers has made it possible for employers to scan national

and international applicant qualification. Although impersonal, computers have given

employers and ob seekers a wider scope of options in the initial screening stage.

Where to look: In order to reduce the costs, organizations look in to labour markets most likely to

offer the required job seekers. Generally, companies look in to the national market for

managerial and professional employees, regional or local markets for technical

employees and local markets for the clerical and blue-collar employees.

When to look: An effective recruiting strategy must determine when to look-decide on the

timings of events besides knowing where and how tolook for job applicants

SEARCHNG: Once a recruitment plan and strategy are worked out, the Search process can

begin. Search involves two steps

A). Source activation

B). Selling.

A). SOURCE ACTIVATIONTypically, sources and search methods are activated by the issuance of an

employee requisition. This means that no actual recruiting takes place until lone

managers have verified that vacancy does exist or will exist.

If the organization has planned well and done a good job of developing its sources 46

and search methods, activation soon results in a flood of applications and/or resumes.

The application received must be screened. Those who pass have to be contacted

and invited for interview. Unsuccessful applicants must be sent letter of regret.

B). SELLING: A second issue to be addressed in the searching process concerns

communications. Here, organization walks tightrope. On one hand, they want to do

whatever they can to attract desirable applicants. On the other hand, they must resist the

temptation of overselling their virtues.

In selling the organization, both the message and the media deserve attention.

Message refers to the employment advertisement. With regards to media, it may be

stated that effectiveness of any recruiting message depends on the media. Media are

several-some have low credibility, while others enjoy high credibility. Selection of

medium or media needs to be done with a lot of care.

SCREENING: Screening of applicants can be regarded as an integral part of the recruiting

process, though many view it as the first step in the selection process. Even the definition

on recruitment, we quoted in the beginning of this chapter, excludes screening from its

scope. However, we have included screening in recruitment for valid reasons. The

selection process will begin after the applications have been scrutinized and short-listed.

Hiring of professors in a university is a typical situation. Application received in

response to advertisements is screened and only eligible applicants are called for an

interview. A selection committee comprising the Vice-chancellor, Registrar and subject

experts conducts interview. Here, the recruitment process extends up to screening the

applications. The selection process commences only later.

47

Evaluation and control:Evaluation and control is necessary as considerable costs areincurred in the

recruitment process. The costs generally incurred are: -

1. Salaries for recruiters.

2. Management and professional time spent on preparing job description, job

specifications, advertisements, agency liaison and so forth.

3. The cost of advertisements or other recruitment methods, that is,

Agency fees.

4. Recruitment overheads and administrative expenses.

5. Costs of overtime and outsourcing while the vacancies remain

Unfilled.

6. Cost of recruiting unsuitable candidates for the selection

Process.

EVALUATION OF RECRUITMENT PROCESS

The recruitment has the objective of searching for and obtaining applications for job

seekers in sufficient number and quality.

Keeping this objective in the mind, the evaluation might include:

1. Return rate of application sent out.

2. Number of suitable candidates for selection.

3. Retention and performance of the candidates selected.

4. Cost of the recruitment process

5. Time lapsed data.

48

SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus

recruitment

2) Transfers 2) Press

advertisement

3) Internal notification 3) Management

consultancy service

(Advertisement) & private

employment exchanges

4) Retirement 4) Deputation of

personnel or transfer

5) Recall 5) Management

training schemes

6) Former employees 6) Walk-ins, write-

ins, talk-ins

7) Miscellaneous external sources

The sources of recruitment can be broadly categorized into internal

and external sources

Promotions and Transfers –Promotion is an effective means using job posting and personnel records. Job

posting requires notifying vacant positions by posting notices, circulating publications or

announcing at staff meetings and inviting employees to apply. Personnel records help

discover employees who are doing jobs below their educational qualifications or skill

levels.

Promotions has many advantages like it is good public relations, builds morale,

49

encourages competent individuals who are ambitious, improves the probability of good

selection since information on the individual’s performance is readily available, is

cheaper than going outside to recruit, those chosen internally are familiar with the

organization thus reducing the orientation time and energy and also acts as a training

device for developing middle-level and top-level managers.

Employee referrals-Employees can develop good prospects for their families and friends by

acquainting them with the advantages of a job with the company, furnishing them with

introduction and encouraging them to apply.

Former Employees-These include retired employees, who are willing to work on a part-time basis,

individuals who left work and are willing to come back for higher compensations. Even

retrenched employees are taken up once again.

Dependents of deceased employees-Usually, banks follow this policy. If an employee dies his / her spouse or son or

daughter is recruited in their place. This is usually an effective way to fulfill social

obligation and create goodwill.

Recalls: -

When management faces a problem, which can be solved only by a manager who

has proceeded on long leave, it may de decided to recall that persons after the problem is

solved, his leave may be extended.

50

Retirements: - At times, management may not find suitable candidates in place of the one who

had retired, after meritorious service. Under the circumstances, management may decide

to call retired managers with new extension.

Internal notification (advertisement): -Sometimes, management issues an internal notification for the benefit of existing

employees. Most employees know from their own experience about the requirement of

the job and what sort of person the company is looking for. Often employees have

friends or acquaintances who meet these requirements. Suitable persons are appointed at

the vacant posts.

(II) External Recruitment – External recruitment seeks applicants for positions from sources outside the

company. They have out numbered the internal methods. The various external sources

include:

Professional or Trade Associations :-Many associations provide placement service to its members. It consists of

compiling job seeker’s lists and providing access to members during regional or national

conventions.

Advertisements:-It is a popular method of seeking recruits’, as many recruiters prefer

advertisements because of their wide reach. Want ads describe the job benefits, identify

the employer and tell those interested how to apply..

Employment Exchanges:-

Employment Exchanges have been set up all over the country in deference to the

provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 51

1959.The Act applies to all industrial establishments having 25workers or more each.

Campus Recruitments:-Colleges, universities, research laboratories, sports fields and institutes are fertile

ground for recruiters, particularly the institutes. Campus Recruitment is going global

with companies like EFFTRONICS, Citibank, HCL-HP, ANZ Grind lays, L&T,

Motorola and Reliance looking for global markets

Walk-ins, Write-ins and Talk-INS-The most common and least expensive approach for candidates is direct

applications, in which job seekers submit unsolicited application letters or resumes.

Direct application scan also provide a pool of potential employees to meet future needs.

From employees’ viewpoint, walk-ins are preferable as they are free from the hassles

associated with other methods of recruitment.

Consultants:-

They are in the profession for recruiting and selecting managerial and executive

personnel. They are useful as they have nationwide contacts and lend professionalism to

the hiring process. They also keep prospective employer and employee anonymous.

However, the cost can be a deterrent factor.

Head Hunters:-They are useful in specialized and skilled candidate working in a particular

company. An agent is sent to represent the recruiting company and offer is made to the

candidate. This is a useful source when both the companies involved are in the same

field, and the employee is reluctant to take the offer since fears, that his company is

testing his loyalty.

Evaluation of External Recruitment:

External sources of recruitment have both merits and demerits

52

The merits are- The organization will have the benefit of new skills, new talents and new

experiences, if people are hired from External sources.

The management will be able to fulfill reservation requirements in favour of the

disadvantaged sections of the society.

Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside.

The demerits are- Better motivation and increased morale associated with promoting own

employees re lost to the organization.

External recruitment is costly.

If recruitment and selection processes are not properly carried out, chances of

right candidates being rejected and wrong applicants being selected occur.

High training time is associated with external recruitment

SELECTION PROCESS Selection is along process, commencing from the preliminary interview of the

applicants and ending with the contract of employment.

Step1-Preliminary Interview:The applicants received from job seekers would be subject to scrutiny so as to

eliminate unqualified applicants. This is usually followed by a preliminary interview the

purpose of which is more or less the same as scrutiny of application, that is, eliminate of

unqualified applicants. Scrutiny enables the HR specialists to eliminate unqualified

jobseekers based on the information supplied in their application forms. Preliminary

interview, on the other hand, helps reject misfits for reason, which did not appear in the

application forms. Besides, preliminary interview, often called ‘courtesy interview’, is a

good public relation exercise.

SELECTION TEST: Job seekers who pass the screening and the preliminary interview are called for

53

tests. Different types of tests may be administered, depending on the job and the

company. Generally, tests are used to determine the applicant’s ability, aptitude and

personality.

The following are the type of tests taken:

1). Ability tests:- Assist in determining how well an individual can perform tasks related to the job.

An excellent illustration of this is the typing tests given to a prospective employer for

secretarial job. Also called as ‘ACHEIVEMENT TESTS’. It is concerned with what one

has accomplished. When applicant claims to know something, an achievement test is

taken to measure how well they know it.

2). Aptitude test: - Aptitude tests measure whether an individuals has the capacity or latent ability to

learn a given job if given adequate training. The use of aptitude test is advisable when an

applicant has had little or no experience along the line of the job opening. Aptitudes tests

help determine a person’s potential to learn in a given area.

3). Intelligence test: This test helps to evaluate traits of intelligence. Mental ability, presence of mind

(alertness), numerical ability, memory and such other aspects can be measured.

The intelligence is probably the most widely administered standardized test in industry.

It is taken to judge numerical, skills, reasoning, memory and such other abilities.

54

4). Interest Test: This is conducted to find out likes and dislikes of candidates towards

Occupations, hobbies, etc. such tests indicate which occupations are more in line with a

person’s interest. Such tests also enable the company to provide vocational guidance to

the selected candidates and even to the existing employees.

These tests are used to measure an individual’s activity preferences. These tests

are particularly useful for students considering many careers or employees deciding upon

career changes.

5). Personality Test: The importance of personality to job success is undeniable. Often an individual

who possesses the intelligence, aptitude and experience for certain has failed because of

inability to get along with and motivate other people.

6). Projective Test: This test requires interpretation of problems or situations. For example, a

photograph or a picture can be shown to the candidates and they are asked to give their

views, and opinions about the picture.

7). General knowledge Test: Now days G.K. Tests are very common to find general awareness of the

candidates in the field of sports, politics, world affairs, current affairs.

8). Perception Test: At times perception tests can be conducted to find out beliefs, attitudes, and

mental sharpness.etc.

55

9). Graphology Test: It is designed to analyze the handwriting of individual. It has been said that an

individual’s handwriting can suggest the degree of energy, inhibition and spontaneity, as

well as disclose the idiosyncrasies and elements of balance and control. For example, big

letters and emphasis on capital letters indicate a tendency towards domination and

competitiveness. A slant to the right, moderate pressure and good legibility show

leadership potential.

10). Polygraph Test: Polygraph is a lie detector, which is designed to ensure accuracy of the

information given in the applications. Department store, banks, treasury offices and

jewellery shops, that is, those highly vulnerable to theft or swindling may find polygraph

tests useful.

11). Medical Test: It reveals physical fitness of a candidate. With the development of technology,

medical tests have become diversified. Medical servicing helps measure and monitor a

candidate’s physical resilience upon exposure to hazardous chemicals.

INTERVIEW: The next step in the selection process is an interview. Interview is formal, in-

depth conversation conducted to evaluate the applicant’s acceptability. It is considered to

be excellent selection device. It is face-to-face exchange of view, ideas and opinion

between the candidates and interviewers. Basically, interview is nothing but an oral

examination of candidates. Interview can be adapted to unskilled, skilled, managerial

and profession employees.

56

Objectives of interview: -

Interview has at least three objectives and they are a follows: -

1) Helps obtain additional information from the applicants

2) Facilitates giving general information to the applicants such as company policies, job,

products manufactured and the like

3) Helps build the company’s image among the applicants.

Types of interview:-

Interviews can be of different types. The interviews employed by the companies.

Following are the various types of interview: -

Informal Interview: An informal interview is an oral interview and may take place anywhere. The

employee or the manager or the personnel manager may ask a few almost

inconsequential questions like name, place of birth, names of relatives etc. either in their

respective offices or anywhere outside the plant of company. It is not planned and

nobody prepares for it.

Formal Interview: Formal interviews may be held in the employment office by he employment

office in a more formal atmosphere, with the help of well structured questions, the time

and place of the interview will be stipulated by the employment office.

Non-directive Interview: Non-directive interview or unstructured interview is designed to let the

interviewee speak his mind freely. The interviewer has no formal or directive questions,

but his all attention is to the candidate. He encourages the candidate to talk by a little

prodding whenever he is silent the idea is to give the candidate complete freedom to

“sell” himself, without the encumbrances of the interviewer’s question.

57

Depth Interview: It is designed to intensely examine the candidate’s background and thinking and

to go into considerable detail on particular subjects of an important nature and of special

interest to the candidates. For example, if the candidate says that he is interested in

tennis, a series of questions may be asked to test the depth of understanding and interest

of the candidate. These probing questions must be asked with tact and through

exhaustive analysis; it is possible to get a good picture of the candidate.

Stress Interview: It is designed to test the candidate and his conduct and behavior by him under

conditions of stress and strain. The interviewer may start with “Mr. Joseph, we do not

think your qualifications and experience are adequate for this position,’ and watch the

reaction of the candidates.

Group Interview: It is designed to save busy executive’s time and to see how the candidates may be

brought together in the employment office and they may be interviewed.

Panel Interview: A panel or interviewing board or selection committee may interview the

candidate, usually in the case of supervisory and managerial positions. This type of

interview pools the collective judgment and wisdom of the panel in the assessment of the

candidate and also in questioning the faculties of the candidate.

Structures Interview:

In a structured interview, the interviewer uses preset standardized questions,

which are put to all the interviewees. This interview is also called as ‘Guided’ or

‘Patterned’ interview. It is useful for valid results, especially when dealing with the large

number of applicants. 58

Unstructured Interview: It is also known as ‘Unpatterned’ interview, the interview is largely unplanned

and the interviewee does most of the talking. Unguided interview is advantageous in as

much as it leads to a friendly conversation between the interviewer and the interviewee

and in the process, the later reveals more of his or her desire and problems.

Telephone Interviews: Have a copy of your resume and any points you want to remember to say nearby.

If you are on your home telephone, make sure that all roommates or family members are

aware of the interview (no loud stereos, barking dogs etc.). Speak a bit slower than usual.

It is crucial that you convey your enthusiasm verbally, since the interviewer cannot see

your face. If there are pauses, do not worry; the interviewer is likely just taking some

notes.

PHYSICAL EXAMINATION: - After the selection decision and before the job offer is made, the candidate is

required to undergo a physical fitness test. A job offer is, often, contingent upon the

candidate being declared fit after the physical examination. The results of the medical

fitness test are recorded in a statement and are preserved in the personnel records.

JOB OFFER: - The next step in the selection process is job offer to those applicants who have

crossed all the previous hurdles. Job offer is made through a letter of appointed. Such a

letter generally contains a date by which the appointee must report on duty. The

appointee must be given reasonable time for reporting.

CONTRACT OF EMPLOYMENT: - After the job offer has bee mad and candidates accept the offer, certain documents

need to be executed by the employer and the candidate. One such document is the

attestation form. This form contains vital details about the candidate, which are

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authenticated and attested by him/her. Attestation form will be a valid record for the

future reference.

The following checklist sets out the typical headings:

1. Job title

2. Duties, including a parse such as “The employee will perform such duties and will be

responsible to such a person, as the company may from time to time direct”.

3. Date when continuous employment starts and the basis for Calculating service.

4. Rate of pay, allowance, overtime and shift rates, method of Payments.

5. Hours of work including lunch break and overtime and shift Arrangements.

6. Holiday arrangements:

i) Paid holidays per year.

ii) Calculation of holiday pay.

iii) Qualifying period.

iv) Accrual of holidays and holiday pay.

v) Details of holiday year.

vi) Dates when holidays can be taken.

vii) Maximum holiday that can be take at any one time.

viii)Carry over of holiday entitlement.

ix) Public holidays.

7. Length of notice due to and from employee

8. Grievances procedure (or reference to it).

9. Disciplinary procedure (or any reference to it).

10. Work rules (or any reference to them).

11. Arrangements for terminating employment.

12. Arrangements for union membership (if applicable).

13. Special terms relating to rights to patent s and designs, Confidential

information and restraints on trade after termination of employment.

14. Employer’s right to vary terms of the contract subject to proper notification being

given.

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CONCLUDING THE SELECTION PROCESS: - Contrary to popular perception, the selection process will not end with executing

the employment contract. There is another step – a more sensitive one reassuring those

candidates who have not selected, not because of any serious deficiencies in their

personality, but because their profile did not match the requirement of the organization.

They must be told that those who were selected were done purely on relative merit.

EVALUATION OF SELECTION PROGRAMME: - The broad test of the effectiveness of the selection process is the quality of the

personnel hired. An organization must have competent and committed personnel. The

selection process, if properly done, will ensure availability of such employees. How to

evaluate the effectiveness of a selection programme. A periodic audit is the answer.

People who work independent of HR department must conduct audit. The table below

contains an outline that highlights the areas and questions to be covered in a systematic

evaluation.

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Recruitment Cycle Time:

To measure the effectiveness of recruitment process, HR would follow a specific project dead line of 34 days (from the day it had received the approved Man power Requisition) to hire a new employee.

Recruitment Success Ratio:

If the Ratio of applicants is more than we can select a suitable candidate for the Job who is very Efficient.

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1. Rate the Sourcing methods which are given below, most commonly followed by Efftronics to hire the candidates. Rate in between (8 Highest-1Least)

Campus Recruitment

Employee Referrals

Consultants

FridayWalk ins

Existing Data Base

Advertisement

Job Fairs

Job Portals

7 6 1 8 5 4 3 2

Analysis:

As per the survey almost 22% of the Employees felt that the Friday Walk In’s is

the major source of recruitment.19% and 17% of the Employees felt that campus and

Employee referrals are the secondary sources for recruiting the candidates. The rest

sources of recruitment are used in less frequency.

Interpretation:

From the above survey it is clear that the organization is not taking any out

sourcing from consultants. Why because the research and development is continuously

going on in the organization so that they want qualitative candidates for the employment.

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2. Do you agree that the Recruitment is one of the key aspect which enables organization to achieve its goals and objectives?a. Strongly agree b. Agree c. Disagree d. strongly disagree

S no Options No of employees responded

Percentage

1 Strongly Agree 24 43%

2 Agree 27 53%

3 Disagree 0 0

4 Strongly Disagree 0 0

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Analysis:

As per the survey it is clear that 53% of the Employees have agreed that

recruitment has a key role in achieving the organization goals, where as 43% of the

Employees have strongly agreed that the recruitment has a key role in achieving the

organization goals.

Interpretation:

Every Employee has agreed that recruitment is the one of the key aspect for

achieving the organization goals. Why because placing the right candidate is very

important in the organization that s why recruitment is the one of the key aspect for

achieving the organization goals.

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3. Is the selection process at Efftronics is fair & transparent?a. Yes b. No c. Can’t say

S no Options No of employees responded

Percentage

1 Yes 38 75%

2 No 0 0

3 Can’t say 13 25%

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Analysis :As per the collected data majority of the employees are saying that the selection

process at the Efftronics is Fair and Transparent only, where as 25% of the employees are

unable to assess the tranparency of the recruitment process.

Interpretation:From the above survey, we can say that the selection process of Efftronics is Fair

and Transparent.

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4. Does the Recruitment & selection process at Efftronics able to fulfill the objective “Right person at Right job”?a. Strongly agree b. Agree c. Disagree d. strongly disagree

S no Options No of employees responded

Percentage

1 Strongly Agree 1 2%

2 Agree 41 80%

3 Disagree 9 18%

4 Strongly Disagree 0 0

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Analysis:

As per the gathered data from the employees, 2% of the employees are strongly

agreed and 80% of the Employees are agreed that the Selection process at Efftronics is

able to full fill the objective “Right person at Right Job”. And 18% of the Employees are

feeling bit dissatisfied.

Interpretation:

From the above data we can interpret that the majority of the Employees agreed

that the selection process at Efftronics is able to full fill the objective “Right person at

Right Job”.

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5. Does the HR Recruitment able to provide the required man power at required time without any business gap?a. Strongly agree b. Agree c. Disagree d. strongly disagree

S Options No of employees responded

Percentage

1 Strongly Agree 1 2%

2 Agree 36 71%

3 Disagree 14 14%

4 Strongly Disagree 0 0

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Analysis :

As per the Conducted Surv the ey, 2% of the Employees are Strongly agreed and

71% of the Employees agreed that the HR Recruitment Dept is providing the “Required

man power at Required Time” With out any buissiness gap. But 27% of the Employees

are feeling bit dissatisfied about the time taken by HR Dept.

Interpretation:

From the above data we can interpret that most of the Employees are agreed that

the HR Recruitment Dept is providing the “Required man power at Required Time”

With out any buissiness gap, Where as some of the Employees are dissatisfied. Why

because placing the right candidate is very important in the organization so that the

some times time taking is more.

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6. Which is the most appropriate technique which can help you to filter the suitable candidates for a job from a pool of aspirants?a. More than 65% at their academics b. 50% of cut off marks in written test

c. Technical Interview d. HR Interview

S no Options No of employees responded

Percentage

1 More than 65% 4 8%

2 50% cut off 11 21%

3 Technical Round 34 67%

4 HR Interview 2 4%

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Analysis :

From the Collected data, 67% of the Employees have suggested for the Technical

Round of Interview, 21% of the Employees have suggested the 50% of Cut Off mark is

appropriate, 8% of the Employees have said that the More than 65% at their academics is

better, Where as 4% of the Employees have voted for HR interview, to filter the Suitable

Candidate for a Job from a pool of aspirants.

Interpretation:

From the above data , we can interpret that, most of the Employees prefer for

Technical Interview as a best Technique of recruitment. Why because the organization is

related to the electronic goods and services so that checking of the technical ability of

the candidate is very crucial.

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7. What is the combination of attributes required to select a candidate for the job?a. Knowledge-Skill b. Skill- Attitude c. Knowledge-Attitude

S no Options No of employees responded

Percentage

1 Knowledge-Skill 7 14%

2 Skill- Attitude 15 29%

3 Knowledge-Attitude 29 57%

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Analysis :

As per the Conducted Survey, 57% of the Employees have felt that the

Knowledge – Attitude is the best Attribute and 14% of the Employees have Suggested for

the Combination Knowledge - skill, Where as, 29% of the Employees have preffered the

Skill-Attitude to select a candidate for a Job.

Interpretation:

From the above analysis, we can say that the Attribute: Knowledge – Attitude is 75

the Key for selecting a candidate. Why because if there is Knowledge – Attitude then

skill will come automatically.

8. Does recruitment & selection process in Efftronics selecting the individuals by assessing in all areas like knowledge, skill, and attitude completely?

a. Strongly agree b. Agree c. Disagree d. strongly disagree e. Can’t say

S no Options No of employees responded

Percentage

1 Strongly agree 5 10%

2 Agree 34 67%

3 Disagree 3 6%

4 Strongly disagree 0 0

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5 Can’t say 9 17%

Analysis :

From the above table, 67% of the Employees have agreed and 10% of the

Employees strongly agreed that, the candidates are selected by assessing them in all areas

like Knowledge, Skill, Attitude. 17% of the Employees were unable to say, where as 6%

of the Employees disagreed that the candidates are not assessed in the areas of

Knowledge, Skill, Attitude.

Interpretation:

We can interpret that majority of the employees agreed that the candidates are

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selected after assessing them in all areas like Knowledge, Skill and Attitude.

9. From the following selection processes, which one is the best process to hire a competent person for a technical job?

a. Verbal Test- MR Round-HR Interview

b. Technical Written-Preliminary Technical Round- HR Round- Final Round

c. Reasoning/Aptitude test -Technical- HR Round

d. SD Round- Group Discussion- HR Round

S no Options No of employees responded

Percentage

1 Verbal test- MR Round –

0 0%

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HR Round

2 Tech written- Tech Round- HR- Final

43 84%

3 Reasoning/Aptitude- Technical- HR

8 16%

4 SD – GD - HR 0 0%

Analysis :

From the Conducted Survey, 84% of the Employees have suggested for the

Technical Written – Preliminary Technical – HR – Final Round, and 16% of the

Employees have Voted for the Reasoning/Aptitude test – Technical – HR are the best

processes to hire the competent person for a Technical Job.

Interpretation:

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Majority of the Employees felt that the Technical Written – Preliminary

Technical – HR – Final Round is the best method for hiring Technical candidates. Why

because all the hiring methods are there in this selection process.

10. Does the Psychometrics Test in the selection process help to provide broader picture of an individual at their behavior?

a. Strongly agree b. agree c. disagree d. strongly disagree e. Can’t say

S no Options No of employees responded

Percentage

1 Strongly Agree 1 2%

2 Agree 28 55%

3 Disagree 7 14%

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4 Strongly Disagree 1 2%

5 Can’t say 14 27%

Analysis :

As per the Conducted Survey, 55% of the Employees have agreed and 2% of the

Employees strongly agreed that Psychometrics Test in the Selection process provides a

broader picture of an individual at their behavior. But 14% of the Employees have

disagreed, 2% of the Employees have Strongly disagreed and 27% of the Employees are

unable to say.

Interpretation:81

From the above data, we can interpret that most of the employees agreed that

psychometric test is useful in presenting a broad picture of the candidate behaviour.

11. Do you find background reference check really help to know about the candidate’s candidature?a. Yes b. No c. Can’t Say

S no Options No of employees responded

Percentage

1 Yes 24 47%

2 No 8 16%

3 Can’t say 19 37%82

Analysis :

From the above table, 47% of the Employees are saying that the background

Reference check helps to know about the candidate’s candidature. But 16% of the

Employees have disagreed with the background verification, where as 37% of the

Employees are saying that Can’t be indomitable.

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Interpretation:

From the above data, we can interpret that most of the Employees agreed that

Back Ground Referrence check is useful to know about the candidates candidature.

12. Are the Selected candidates in the selection process able to meet departmental requirements in the employment?a. Yes b. No c. Can’t Say

S no Options No of employees responded

Percentage

1 Yes 31 61%

2 No 2 4%

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3 Can’t say 18 35%

Analysis :

According to the Conducted Survey, 61% of the Employees are saying that the

candidates selected are able to meet departmental requirements in their Employment.

4% of the Employees are dis agreed Where as 35% of the Employees are saying that it

can’t be determined.

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Interpretation:

From the above data, we can interpret that the selected candidates at Efftronics are

able to meet Departmental Requirements.

13. Do you feel that, deputing selected candidates directly to the Work Environment without training is a better idea?a. Yes b. No c. Can’t Say

S no Options No of employees responded

Percentage

1 Yes 0 0%

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2 No 50 98%

3 Can’t say 1 2%

Analysis :

From the Conducted Survey, 98% of the Employees are saying that deputing

selected candidates directly to the Work Environment without Training is not a better idea

and only 2% of the Employees had said that it can’t be determined.

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Interpretation:

From the above data, it is clear that every selected candidate should be trained

before deputing to the work environment.

14. Do you agree that the candidates selected through referrals are able to perform their tasks accurately?a. Strongly agree b. Agree c. Disagree d. strongly disagree

S no Options No of employees responded

Percentage

88

1 Strongly Agree 0 0%

2 Agree 21 41%

3 Disagree 28 55%

4 Strongly Disagree 2 2%

Analysis :

As per the Collected data, 55% of the Employees have disagreed and 2% of the

Employees strongly disagreed that the Referral Candidates who are selected, are able to

perform their tasks accurately, Where as 41% of the Employees have agreed that the 89

Referral Candidates are able to perform their tasks accurately.

Interpretation:

From the above data, we can interpret that majority of the Employees are

dissatisfied with the Referral candidates.

15. Are we getting ROI from the recruitment & Selection Process, expenditures which is occurred in organization?a. Yes b. No c. Can’t Say

S no Options No of employees Percentage90

responded

1 Yes 17 33%

2 No 6 12%

3 Can’t say 28 55%

Analysis :

As per the Research made, 55% of the Employess are unable to say about ROI on

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selection process. Where as 33% of the Employees are saying that they are getting ROI

from the Selection process,Where as 12% of the Employees disagreed.

Interpretation:

From the above data we can interpret that, majority of the Employees are unable

to say about ROI on selection process.

FINDINGS

The following are the major findings of the study:

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The Efftronics is mostly using the Friday Walk In’s and Campus recruitment for

hiring the suitable candidates.

Every Employee at Efftronics has agreed that recruitment is the key aspect to

achieve the organization goals.

82% of the Employees felt that the recruitment & selection process at Efftronics is

fulfilling the objective “Right person at Right Job”.

27% of the Employees felt that the Recruitment Dept is consuming more time to

place a candidate at required time.

67% of the Employees at Efftronics felt that Technical Interview is the best

Technique for filtering the candidates.

57% of the Employees felt that Attributes Knowledge – Attitude is required for

selecting a candidate.

Majority of the Employees agreed that the selected candidates in Efftronics are

assessed in areas like Knowledge, Skill, and Attitude completely.

84% of the Employees preferred – Technical Written- preliminary technical- HR –

Final Round as the best selection process.

Every Employee felt that the selected candidates should not be deployed to the

work environment without training.

Most of the Employees agreed that the Referral candidates are unable to perform

their tasks accurately.

SUGGESTIONS

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Need to assess the practical knowledge of the candidate through practical tests in

all areas as like R&D, Design in the selection process to place “Right person at

Right Job”.

According to the Global changes & Market the selection process should be

upgraded With respect to the needs of the organizational goals and objectives.

In case of selecting the Referral candidates the candidates skills should match the

Job specification.

BIBLIOGRAPHY

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P Subba Rao : Essentials of Human Resource Management and

Industrial Relations

Web Sites:

WWW.Cite HR.Com

WWW. Efftronics Intranet. Com

WWW. Google. Com

Questionnaire

1. Rate the Sourcing methods which are given below, most commonly followed by Efftronics to hire the candidates. Rate in between (8 Highest-1Least)

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CampusRecruitment

Employee Referrals

ConsultantsFriday

Walk insExisting

Data BaseAdvertise

mentJob Fairs Job Portals

2. Do you agree that the Recruitment is one of the key aspect which enables organization to achieve its goals and objectives?a. Strongly agree b. Agree c. Disagree d. strongly disagree

3. Is the selection process at Efftronics is fair & transparent?a. Yes b. No c. Can’t say

4. Does the Recruitment & selection process at Efftronics able to fulfill the objective “Right person at Right job”?a. Strongly agree b. Agree c. Disagree d. strongly disagree

5. Does the HR Recruitment able to provide the required man power at required time without business gap?a. Strongly agree b. Agree c. Disagree d. strongly disagree

6. Which is the most appropriate technique which can help you to filter the suitable candidates for a job from a pool of aspirants?a. More than 65% at their academics b. 50% of cut off marks in written test

c. Technical Interview d. HR Interview

7. What is the combination of attributes required to select a candidate for the job?a. Knowledge-Skill b. Skill- Attitude c. Knowledge-Attitude

8. Does recruitment & selection process in Efftronics selecting the individuals by assessing in all areas like knowledge, skill, and attitude completely?

a. Strongly agree b. Agree c. Disagree d. strongly disagree

e. Can’t say

9. From the following selection processes, which one is the best process to hire a competent person for a technical job?

a. Verbal Test- MR Round-HR Interview

b. Technical Written-Preliminary Technical Round- HR Round- Final Round

c. Reasoning/Aptitude test -Technical- HR Round

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d. SD Round- Group Discussion- HR Round

10. Does the Psychometrics Test in the selection process help to provide broader picture of an individuals at their behavior?a. Strongly agree b. agree c. disagree d. strongly disagree

e. Can’t say

11. Do you find background reference check really help to know about the candidate’s candidature?a. Yes b. No c. Can’t Say

12. Is the Selected candidates in the selection process are able to meet departmental requirements in the employment? a. Yes b. No c. Can’t Say

13. Do you feel that, deputing selected candidates directly to the Work Environment without training is a better idea?a. Yes b. No c. Can’t Say

14. Do you agree that the candidates selected through referrals are able to perform their tasks accurately?a. Strongly agree b. Agree c. Disagree d. strongly disagree

15. Are we getting ROI from the recruitment & Selection Process, expenditures which is occurred in organization?a. Yes b. No c. Can’t Say

16. Kindly suggest your suggestions to improve the selection process to place right person at right job?

Existing Process:

Recommended:

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