Mudra Project Report
Transcript of Mudra Project Report
RESEARCH REPORT
On
“THE STUDY OF RECRUITMENT & SELECTION IN MUDRA LIFESTYLE LIMITED”
Submitted in partial fulfillment for the award of the DegreeMASTER IN BUSINESS ADMINISTRATION
(Batch 2010-2012)
Under Guidance of: Submitted By:Mr.Prashant Singh Harsh kathuria 10101268 3rd Semester
L
GURU JAMBHESWAR UNIVERSITY OF SCIENCE & TECHNOLOGY,HISAR (HARYANA)
CONTENTS
1. Preface
2. Acknowledgement
3. Declaration
4. Introduction
5. Executive summary
6. Industry profile
7. Company profile
8. History of textile
9. MUDRA’s products
10. My Job Profile Recruitment
11. Research Methodology
12. SWOT Analysis
13. Conclusion
14. Recommendations
15. Bibliography
PREFACE
As research report is an integral part of MBA
Program for the partial fulfillment of the course.
I got the opportunity to undertake
my research report in MUDRA LIFESTYLE
LIMITED. I have done “The study of Recruitment &
Selection procedure of staff & workers” at
BOISAR(MAHARASHTRA) .
As such I hereby Present my research report for
evaluation, which gives an insight over the current
potential, prevailing in MUDRA LIFESTYLE
LIMITED.
Harsh kathuria M.B.A 3rd sem. GJU S&T,HISAR Roll No. 10101268
ACKNOWLEDGEMENT
I wish to express my deep sense of gratitude to MR. PRASHANT SINGH
(Regional Manager) MUDRA LIFESTYLE LIMITED, BOISAR for his valuable
guidance, advise and suggestion, during the course of this study.
Positive thinking, hopeful attitude and optimistic outlook and indispensable
qualities that are developed by an instructor to his students. He enables them to
face the problem in different ways for success.
I feel great pleasure to express my cordial thanks to MR.SANJAY PANDEY
(CLUSTER HEAD) for his Expert guidance and encouragement for my research
work.
And finally but immensely I express my gratitude to my parent and faculties who
inspired me all the time with their love and support, also my friends who always
help me in the course of study.
HARSH KATHURIA
CANDIDATE DECLARATION
I hereby declare that the resarch report prepared and submitted by me is the
original work, the report is based on the data collected by me during the research
work.
During my research I worked under the able guidance of Mr. PRASHANT SINGH
(Area Manager) MUDRA LIFESTYLE LIMITED (BOISAR).
(HARSH KATHURIA)
INTRODUCTION
REPORT TITLE: The study of recruitment & selection procedure in
MUDRA LIFESTYLE LIMITED.
OBJECTIVE: To understand the procedure of recruitment and
selection in MUDRA LIFESTYLE LIMITED.
INTRODUCTION OF THE COMPANY: MUDRA
LIFESTYLE LIMITED is an India-based integrated textile company.
The Company is mainly engaged in the business of manufacturing of
textiles consisting of fabric and garments. It operates in a single
segment: textile products. The Company’s product portfolio consists of
finished fabric, processing and garments, which include shirts, tops,
skirts and kids wear.It started its operations in 1997 with name of “
BOMBAY FINE FABRICS Pvt. Ltd.”..,, bt w.e.f DECEMBER 2005, it
bears the name tag of “MUDRA LIFESTYLE LIMITED”.
.
EXECUTIVE
SUMMARY
Executive summary
The textiles and garments industry is one of the largest and most
prominent sectors of Indian economy, in terms of output,
foreign exchange earnings and employment generation. The textile
Industry is crucial to the Indian economy in terms of
contribution to GDP and employment. It contributes about 4% to the
GDP, accounts for over 14% of total industrial
production, generates 8% of the Central excise revenue and contributes
around 35% of gross export earnings in trade and 16%
of gross export earnings. The sector is the 2nd largest employment
provider after the agriculture sector, employing over 35 mn people
directly.
INDUSTRY
PROFILE
The Indian industry is amongst the very few in the world that is truly
vertically integrated from raw material to finished
products. It contains within itself, fibre-production, spinning, knitting
and weaving, as well as apparel manufacture.
Indian industry has consistently remained flexible in terms of production
quantity and lead time. While typical production runs
are governed by fabric colour minimums, India presents the possibility
of producing quantities as low as to a few hundredpieces. This capability is especially critical in an unpredictable market
where retailers and brands are looking to source even smaller
quantities of product, increasingly closer to the season. The policy
environment that was unfavorable to large-scale
manufacturing in the past has also created an unintended strength - a
base of design, product development and merchandising
capability.
A major gap in Indian industry is its fragmented industry structure with
a dominance of small scale industries. Small scale also
brings with it the problem of productivity. Smaller companies often do
not have the resources to invest in appropriate
technology or retraining, or in the re-engineering of processes. While
skilled Indian labour is inexpensive in absolute terms,
due to lower productivity levels, much of this advantage is lost by small
firms.
The fragmentation of supply base also creates barriers in achieving true
integration between the various links in the supply
chain. This creates issues of lack of control and lack of consistent or reliable performance. The huge geographical spread
further complicates this issue. There are certain macro-level
disadvantages that India faces as a country. For one, it has a
global logistics disadvantage due to its geographic location. Unlike its
competitors Mexico (for the US), Turkey (for the EU),
and China (for Japan and the US West Coast), India is distant from all
the major markets. Therefore, the cost of shipping is
high and shipping time adds to the disadvantage. Cost of shipping is also
affected by the fact that inbound freight traffic has
been low - therefore, container movement is not at its most cost-
efficient. This is changing as India imports more products and
inbounds freight traffic increases.
.
COMPANYPROFILE
Company’s profile
India-based integrated textile company. The Company is mainly
engaged in the business of manufacturing of textiles consisting of fabric
and garments. It operates in a single segment: textile products. The
Company’s product portfolio consists of finished fabric, processing and
garments, which include shirts, tops, skirts and kids wear.It started its
operations in 1997 with name of “ BOMBAY FINE FABRICS Pvt.
Ltd.”..,, bt w.e.f DECEMBER 2005, it is bearing the name tag of
“MUDRA LIFESTYLE LIMITED”.
.
MUDRA LIFESTYLE LIMITED
One of the biggest Textile indusrty in India.
Broad spectrum for export & local market are settled.
Multiple units exists.
VALUES
Experience of our promoters.
Integrated production facilities.
Flexibility in production facilities.
Designing capabilities.
Respect & team spirit.
Coordination.
HIERARCHY
OF MLL
CHAIRMAN
BOARD OF DIRECTORS
JOINT DIRECTOR EXECUTIVE DIRECTOR
CEO
VP
ASST. MANAGER
OBJECTIVE OFTHE STUDY
Objective Of Study
To understand the procedure of recruitment and selection of Mudra
lifestyle limited.
To know about Textile industry, its oprations and management.
To find the suitable person for the recruitment of staff & workers.
HISTORY OFTEXTILE
History of Textile
The story so far
The term 'Textile' is a Latin word originating from the word 'texere'
which means 'to weave' Textile refers to a flexible material comprising
of a network of natural or artificial fibers, known as yarn. Textiles are
formed by weaving, knitting, crocheting, knotting and pressing fibers
together. Textile Museum is that specialized category of museum which
primarily preserves different types of textile and textile products.
The history of textile is almost as old as that of human civilization and
as time moves on the history of textile has further enriched itself. In the
6th and 7th century BC, the oldest recorded indication of using fiber
comes with the invention of flax and wool fabric at the excavation of
Swiss lake inhabitants.In India the culture of silk was introduced in
400AD, while spinning of cotton traces back to 3000BC. In China, the
discovery and consequent development of sericulture and spin silk
methods got initiated at 2640 BC while in Egypt the art of spinning linen
and weaving developed in 3400 BC.The discovery of machines and their
widespread application in processing natural fibers was a direct outcome
of the industrial revolution of the 18th and 19th centuries.The
discoveries of various synthetic fibers like nylon created a wider market
for textile products and gradually led to the invention of new and
improved sources of natural fiber.
Textile History of Various Countries: India
Indian textile enjoys a rich heritage and the origin of textiles in India
traces back to the Indus valley Civilization where people used homespun
cotton for weaving their clothes.Rigveda, the earliest of the Veda
contains the literary information about textiles and it refers to weaving.
Ramayana and Mahabharata, the eminent Indian epics depict the
existence of wide variety of fabrics in ancient India. These epics refer
both to rich and stylized garment worn by the aristocrats and ordinary
simple clothes worn by the common people. The contemporary Indian
textile not only reflects the splendid past but also cater to the
requirements of the modern times.Japan
In 1869 the capital of Japan was shifted from Kyoto to Tokyo and from
this time onwards the Nishijin weaving tradition seemed threatened with
extinction. The industry again started to grow along with Japan's new
capitalist economy by 1890 when the Nishijin weavers embraced and
applied modern technology to their own ancient and original textile art.
The textile art of Japan particularly reached an epitome of excellence by
exhibiting a cultural distinction and remarkable artistic skill in the Edo
and succeeding Meiji periods (1868 - 1912).
China
Chinese textiles enjoy an excellent heritage in textile sector and occupy
a prominent position in the global textile market. Chinese textiles are
world famous and extraordinary for their fine quality and profound
symbolic meanings. Textiles in china often form an integral aspect of its
heritage and symbolically reflect its tradition and culture.In China,
textile is often closely associated with prosperity and involved in the
process of elaborate rituals. Parents' spontaneous love for their children
is most visibly reflected through the excellent clothes they provide on festive occasions to their children.These clothes are made up of
expensive materials and excellent craftsmanship.
MLL’S
PRODUCTS
Deals in – FABRICS
READYMADE CLOTHES
MEN’S WEAR
LADIES TOP’s
SKIRTS
RECRUITMENT AND SELECTION PROCESS
RECRUITMENT
Recruitment is the process of exploring the sources of supply of the required
personnel and stimulating the prospective employee to apply for job in the
organization.
Recruitment is the first employee’s process, which aim to developing and
maintaining manpower resources for the organization.
Recruitment is a positive process because it attracts a large number of qualified
people from which the final selection can be made.
According to E. MC Farlan it is the process of attracting the potential
employees to the company. The aim of recruitment policy should be to attract good
quality applicants and to undertake reliable and cost effective selection decisions.
According to Flippo , recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization.
Recruitment needs are of three types-
Planned
Anticipated
Unexpected
SOURCES OF RECRUITMENT
RECRUITMENT
INTERNAL SOURCES EXTERNAL SOURCES
1.Transfers 1. Press Advertisement
2.Promotions 2. Educational Institutions
3. Placement Agencies
4. Employment Exchanges
5. Labour Contractors
6. Recommendations
7. Unsolicited Applicants
INTERNAL SOURCES
Internal sources consist of the following
1. Permanent, temporary and casual employees already on the pay of the
organization are a good source. Vacancies may be filled up from such
employees through promotions, transfers, and upgrading and even demotion.
2. Retired and retrenched employees who want to return to the company may
be rehired.
3. Dependents and relatives of deceased and disabled employees.
EXTERNAL SOURCES
External sources of recruitment lie outside the organization. These are as
follows:
1. EDUCATIONAL AND TRAINING INSTITUTIONS
Various institutes provide facilities for campus interviews and placement. Good
institutions have placement cells/officers to serves as liaison between the
employers and the students. This source is known as campus recruitment.
2. RECRUITING AGENCIES
Several private consultancy firms e.g. A.F. ABC consultants etc. these agencies
are particularly suitable for recruitment of executives and specialists. They
perform all the functions of recruitment and selection so that the client is
relieved of this burden. But the cost of recruitment through these agencies is
quite high.
3. EMPLOYMENT EXCHANGES
Government of India has established public employment exchanges throughout
the country. These exchanges provide information about job vacancies to the
jobseekers and help employers in identifying suitable candidates. They contain
a data bank of candidates for different types of jobs.
4. CASUAL CALLERS
Due to widespread unemployment in the country, many jobseekers visit the
offices of well-known companies on their own. Such caller is generally
considered a nuisance to the daily work routine of the enterprise. But a waiting
list of such unsolicited visitors can be prepared to fill temporary and lower level
jobs. It is very expensive source of recruitment.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close links
with the sources of such workers. This source is often used to recruit labour for
construction jobs.
6. GATE RECRUITMENT
Unskilled workers may be recruited at the factory gate. In some industries like
jute a large number of workers works as badly or substitute workers. These may
be employed whenever a permanent worker is absent. More efficient among
these badly worker may be recruited to fill permanent vacancies.
7. SIMILAR ORGANISATION
Experienced employees can be recruited by offering better benefits to the
people working in similar organizations. Newly established organizations of
well-known business houses often lure experienced executives and technical
experts from the public sector.
1. RECOMMENDATIONS
Office bearers of trade unions are often aware of suitability of candidates.
Management can enquire these leaders for suitable jobs. In some organizations
there are formal agreements to give priority in recruitment to the candidates
recommended by the trade union.
2. PRESS ADVERTISEMENTS
Advertisements in newspapers and journals are a widely used source of
recruitment. The advantage of this method is that it has a very reach. One
advertisement in a leading daily can cover millions of persons throughout the
country. Cost per person is very low. This method can be used for clerical,
technical and managerial jobs.
STEPS IN RECRUITMENT PROCESS
The recruitment process consists of the following steps
1. Recruitment process generally begins when the personnel department
receives requisitions for recruitment from any department of the company.
2. Locating and development the sources of required number and type of
employees.
3. Identifying the prospective employees with required characteristics.
4. Communicating in the information about the organization, the job and the
conditions of service.
5. Encouraging the identified candidates to apply for jobs in the organization.
6. Evaluating the effectives of recruitment process.
METHODS OF RECRUITMENT
Recruitment methods are the means by which an organization establishes
contact with potential candidates, provide them necessary information and
encourages them to apply for jobs.
Various methods employed for recruiting employees may be classified into the
following categories
1. DIRECT METHODS
Under direct recruitment scouting, employee contacts, manned exhibits and
waiting lists are used. These include sending traveling recruiters to educational
and professional institution; employee contact with public and manned exhibits.
Most college recruiting is done co-operation help in attracting students,
arranging interviews furnishing spaces, and providing student resumes.
Other, direct method include sending recruiters to conventions and seminars,
selling up exhibits at fairs, and using mobile offices to go to the desired centers.
Some organizations use waiting lists of candidates who have indicated their
interest in jobs in person, through mail or over telephone.
2. INDIRECT METHODS
Advertisements in newspapers, journals, on the radio and television are used to
publicist vacancies. This method is appropriate when the organization wants to
reach out of a large target group scattered geographically.
Local newspaper can be a good source of blue-collar worker, clerical employee
and low-level administrative employee.
According to advertisement tactics and strategy in personal recruitment, three
points need to be born in mind before and advertisement is inserted.
FIRST, to visualize the type of application one is trying to recruit.
SECOND, to write a list of the advantages of the company offers in the other
word, why the reader should work for the company.
THIRD, to decide where to run the advertisement, not only in which area but in
which newspaper having a local, state or nation wide circulation.
3. THIRD PARTY METHODS
Various agencies can be used to recruit personnel. In addition, friends and
relations of existing staff and deputation method can also be used.
These include the use of commercial or private employment agents, state
agencies, placement office of school colleges and professional association,
casual labor or application at the gate etc.
SELECTION PROCESS
Selection is the process of choosing the most suitable persons out of all the
applicants. In this process relevant information about applicants is collected
through a series of steps so as to evaluate their stability for the job to be filled.
Selection is the process of matching the qualifications of applicants with the job
requirements; selection divides all the applicants into two categories
Suitable
Unsuitable
The purpose of selection is to pick up the right person for every job. Selection is
an important function as no organization can achieve its goals without selecting
the right people. Faulty selection leads to wastage of time and money and spoils
the environment of an organization. Scientific selection and placement
personnel can go a long way in building up a stable work force. It helps to
reduce absenteeism and labour turnover. Proper selection is helpful in
increasing the efficiency and productivity of the enterprise.
The selection process can be successful if the following conditions are satisfied.
1. Some one should have the authority to select. This authority comes from the
employment requisition as developed through an analysis of the workload or
work force.
2. There must be some standard of personnel with which applicant can be
compared.
3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.
SELECTION PROCEDURE
The selection procedure consists of a series of steps. Steps involve in employee
selection may be described as under:
1. PRELIMINARY INTERVIEW
First of all, initial screening is done to weed out totally undesirable/unqualified
candidates at the outset. Preliminary interview is essentially assorting process in
which prospective candidates are given the necessary information about the
nature of job and the organization.
Preliminary interview saves time and efforts both the company and candidate. It
avoids unnecessary waiting for a rejected candidate and waste of money on
further processing of an unsuitable candidate. Preliminary interview helps to
determine whether it is worthwhile for a candidate to fill up application form.
Preliminary interview is the first contact of an individual with the organization.
APPLICATION BLANK
Application from is a traditional and widely used device for collecting
information from candidates. Small firms design no application from and ask
the candidates to writ details about their age, marital status, education, work
experience, etc. On a plain sheet of paper. But big companies use different
types of application forms for different jobs.
Generally, an application form contains the following information:
2. Identifying information – name, address, telephone no, etc
3. Personal information- age, sex, place of birth, martial status, dependents,
etc
4. Physical characteristics- height, weight, eye sight, etc
5. Family background
6. Education- academic, technical and professional
7. Experience- job held employers, duties performed, salary drawn, etc.
8. References
9. Miscellaneous- extra curricular activities, hobbies, games and sports,
membership of professional bodies, etc.
SELECTION TEST
Psychological tests are being increasingly used in employee selection. A test
is a sample of some aspect of an individual’s attitudes, behavior and
performance. It also provides a systematic basis for comparing the behavior,
performance and attitudes of two more persons. Test are based on
assumption that individual differ in their in their job related traits which can
be measured. Test helps to reduce bias in the selection by serving as a
supplementary screening device. Tests are useful when the number of
applicants is large.
EMPLOYMENT INTERVIEW
An interview is a conversation between two persons. In selection it involves
a personal, observational and face to face appraisal of candidates for
employment.
A selection interview serves three purposes
Obtaining information about the background, education, training, work
history and interests of the candidate,
Giving information to candidates about the company, the specific job and
personnel policies
Establishing a friendly relationship between the employer and the candidate
so as to motivate the successful applicant to work for the organization.
MEDICAL EXAMINATION
Such examination serves the following purposes
It determines whether the candidate is physically fit to perform the job.
Those who are physically unfit are rejected.
It reveals existing disabilities and provides a record of the employee’s health
at the time of selection.
It prevents the employment of people suffering from contagious diseases.
REFERENCE CHECKS
If an applicant is declared successful, some personal information is collected
about the candidate from those persons who have been entered in the form as
reference.
This information is chiefly connected with the character of the applicant, his
social relation’s background etc.
The opinion of referees can be useful in judging the future behavior and
performance of a candidate.
FINAL APPROVAL
The final interview is usually conducted in two stages.
FIRSTLY, the personnel manager gets a detailed information about the
applicant and after they are found competent after his assessment, they are
send to department manager concerned for interview’s.
SECONDLY, the department managers satisfy themselves after a tete-a-tete
in detail about the nature of work and then they are declared successful.
PSYCHOLOGICAL TESTS
Psychological tests are being increasingly used in selecting employees. These
tests provide a systematic procedure for sampling human behavior.
Psychological tests are based on assumption that no two individual are equal in
term of intelligence, attitudes, personality and other traits. Psychological tests
help to predict the success of a candidate on the jobs. They help to reduce bias
and subjective judgment in the selection process. They are more useful for
identifying and screening out unsuitable candidates. Tests are also critised for
invading the privacy of candidates.
TYPES OF TESTS
1. APPTITUDE OR POTENTIAL ABILITY
These tests measure the latent ability or potential of a candidate to learn a
new job or skill.
Such tests are of the following types:
A. MENTAL OR INTELLGENCE TESTS
The assumption behind this test is that a more intelligent person can easily
and quickly learn any job and the enterprise do not have to spend more on
their training.
B. MECHANICAL APTITUDE TEST
These tests are measure a person’s capacity to learn a particular type of
mechanical work. Capacity for spatial visulation, perceptual speed etc. these
are useful for selecting apprentices maintenance workers and mechanical
technicians.
c.SKILL TEST
These tests measure a person’s ability to perform a specific job. These are
primarily used for selecting worker who has to perform semi-skilled and
repetitive jobs.
1. ACHIEVEMENT OR PROFICIENCY TEST
These teste are measure what a person can do. Their tests are of two types
A. JOB KNOWLEDGE TEST
Such tests are useful in the selection of stenographers, typist, office
worker etc.
B. WORK SAMPLE
In these tests a candidate is given a piece of work to how efficiently he
does it.
2. PERSONALITY TEST
These tests are used to select supervisors and executives and for counseling
people. These are widely used in industry as these provide an all round picture
of a candidate’s personality.
These are of three types
A. OBJECTIVE TESTS
These tests measure neurotic tendencies, self-sufficiency and self-confidence.
B. PROJECTIVE TESTS
The way in which he responds to these stimuli reflect his own values and
motives and personality.
C. SITUTATION TESTS
Group discussion and basket methods are used to administer these test these test
measure a candidate’s reactions when placed in a particular situation.
3. INTEREST TESTS
These test are inventories of a candidate’s like and dislikes in relation to work.
There are used to discover a area of interest and to identify the kind of work
that will satisfy him.
DATA ANALYSIS AND INTERPRETATION
RECURITMENT AND SELECTION PROCESS AT MUDRA
WHEN VACANCY ARISES IN ANY DEPARTMENT
In ICICI the procedure of selection and recruitment starts by the availability of
vacancy in any department.
The head of the related department consult with the HR Manager in case of
vacancy and than process starts.
FIND OUT EXTERNAL OR INTERNAL MEMBER
The nature of vacancy is main aim of dependence an internal and external
source of member. The internal members are those members who are already on
the payroll.
First preference should be given to internal employees. After that external
should be taken if internal not find out suitable. If the post is vacant promotion
is done or the post is merged and the power and duties of that post are given to
its relative post holder.
ADVERTISING IN THE NEWSPAPER OR CONSULTANT
After that the advertising for vacancy is given in the newspaper or some
consultant by the permission of general manager (HR and ADM.) the no of
vacancies, qualification, and work experiences are mentioned in the
advertisement and the last date for submission of the application.]
RECOVERY OF APPLICATION
When the advertisement is published in the newspaper, the applications are
received against the advertisement and against some private agencies.
Unconsolidated applications are also received from the applicants, who mark
direct esquires from the company time to time for the vacancies. These
applications are put up into the live bio-data bank for consideration.
SUITABLE APPLICATION OF CANDIDATE
A pool of application is received and then suitable application of the candidate
is selected. Only those applications are selected who satisfy all the requirement
of the desired vacancies end other are rejected by the panel, left applications are
put into application blank.
CALL FOR INTERVIEW
After selection of applicant the selected applicant informed to face the
interview. They are informed about the data, time and venue of the interview
and they are asked to bring their qualification certificate and additional
certificate if needed.
The candidate who applies for the post of managers and above is given
traveling allowances by the company.
INTERVIEW PANEL
The candidates who are selected for the interview have to face the panel of
members.
This panel includes
HR Manager
G.M (manufacturing)
G.M (HRD& ADM.)
HOD
If the vacancy is some technical job then the panel includes
G.M (engg.) for technical job
G.M (fin.) for commercial job
Each member of penal has an assessment sheet containing 100 marks and these
are as follows
S.NO particulars total marks obtainedAcademic record 20Subject knowledge 40General knowledge 20Overall personality 10Overall suitability 10 100
Date signature
Name
Designation
After passing the panel interview if the panel member thinks the candidate is
suitable for the job he is send to MD for final interview.
OFFICE LETTER
After the selection of candidate the offer letter is provided to the candidate,
which includes all the rules and regulations of the company.
The salary is also mentioned in offer letter.
APPOINTMENT LETTER
The appointment letter is given to the candidate, which mentions the post and
date of meeting with the GM regarding the joining date.
JOINING LETTER
When the candidate go in the company after getting the appointment letter and
satisfy all the terms and condition of the company, he gives a written letter that
I have joined the post from this particular date and time.
MY JOB PROFILE
RECRUITMENT
OF STAFF & WORKERS
IN MLL
Recruitment and Selection of Staff & workers in MLL
As we know that “Recruitment involves seeking and attracting a pool of
people, from which qualified candidates for job vacancies can be
chosen. Recruitment sets out the necessary stages to clarify what kind of
person is required, where he/she might be found and how to make the
right choice”.
Recruitment in MLL is also a very impressive criterion because in this
process we need to recruit and select those persons who bear some
special characteristics, which are very necessary to machines & office
work. Formation of fabric is an tangible product and it needs those
qualified workers who are able to deal with big machines.
Sequence of recruitment process in MLL
The Human Resource symbolizes the main element of any
Organization. Due to which recruitment and selection is of prime
importance as the vehicle for obtaining the best possible person.
Our Organization gives emphasis on the recruitment system and in
order to set up the system we have framed the policies according to
their conveniences.
Purpose of recruitment is to identify and define the requirements.
This involves the preparation of job descriptions, job specification
and person specifications and placing a right person in a right place
at a right time.
MLL. also recognizes to meet its strategic objectives; it must have
an appropriate Recruitment Policy. A policy, will demonstrate a
high standard of professionalism and provide a systematic and
effective recruitment procedure.
MLL Recruitment Policy is based on the following:
▌ Fair and consistent procedure.▌ No discrimination based on the ground of sex, race, religion
or disability.
MLL’s Recruitment System is based on the following:
a) External Recruitment System
▌ Advertisement published through job portals e.g.: print media and consultancy etc.
b) Internal Recruitment System
▌ Employee referrals in special cases.▌ Screening/ short listing the CVs of the candidates applied for
the post.▌ Formation of Core Committee Members▌ Scheduling the interview.▌ Selection procedure as per MLL norms as follows:
i. Preliminary interviewii. Filling up employment form
iii. Final interview with the Director/ VP HR.
▌ Appointment procedure.▌ Joining Procedure as per MLL norms as follows:
i. Back ground check is done with the help of address proof, testimonials and ID proof of the newly recruited employee.
Selection Procedure in MLL
The following recruitment procedure is used for recruiting people
based on the requirements from the different departments.
In MLL, after the approval, the core committees of members are
selected by the Director/ HR Head for the recruitment of
appropriate staff for filling the vacant position.
MLL. gives the prior preference to the internal staff members
whose contract period is on a verge to get over and also who are
competent enough for requirement of the post.
If the internal staff does not match the requirement then MLL.
applies external recruitment system for the external candidates to
fill the requirement. The first step in this process is that the job
profile is decided by the HR Head with the consultation of Core
Committee Members.
External Recruitment System:
▌ Advertisements published through the following:
Print media: MLL publishes the advertisement through
the local & national level newspaper based on the requirement.
Job portals: MLL Publishes the advertisements through job related websites.
Consultancies: MLL also contacts them for filling the vacant position.
Internal Recruitment System:
▌ Screening/ short listing of the candidates: The CVs of the
candidates are short listed as per the requirements of the Core
Committee Members with the consent of Director/ HR Head.
After short listing the CVs, the candidates are called for the
interview.
▌ Interview by the Core Committee of the selected candidates:
• Preliminary Interview – HR.• Written test in Hindi & English (If required).• Interview taken by Panel members.• Final Interview taken by the Director/ HR Head.
During the preliminary selection process, the candidates are asked
to take the written examination in both Hindi & English in order to
judge the writing skills of the candidates. The Panel Members are
provided with a set of evaluation sheet which the members fill
while taking the interview and they give their feedback (score) on
the different criteria and comments on the basic weakness &
strengths of each candidate. As per the performance of each
candidate in the written examination as well as in the personal
interview with the Core Committee Members the list is prepared
and submitted to the Director/ HR Head. The final interview of the
selected candidates is taken by the Director/ HR Head and the
negotiation for the salary is done during the time interview and the
result is declared after a day or two.
▌ Appointment Procedure: Appointment Letter is designed
and sent to the selected candidate via email with joining date
mentioned in the letter. The appointment letter contains the
following: a) The Roles and Responsibilities to be
undertaken by the candidate. b) Designation c) Scale d)
Grade e) Period of probation last but not the least the
testimonials are also checked as a part of appointment
procedure.
▌ Induction Procedure: The newly recruited members are
formally introduced to other staff members of MLL in the
first day of their joining.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY ;
The technique of finding fact from the raw data , We use sample technique.
SAMPLE:-
Sampling is simply the process of learning about population on the basis
of a sample drawn from it .Under this method , I had taken some group
of BOISAR unit as the representative of the whole mass and result is
drawn.
It is a method to make social investigation practicable and easy.
“A statistical sample is a miniature picture or cross section of entire
group or aggregate from which the sample is taken. A sample is the
reflection of the universe and bears all the characteristics of the
universe.”
I have taken,150 sample from boisar population.+
SAMPLE SIZE
Various BOISAR workers are covered in order to fill the questionnaire. I
interacted with 150 individuals in order to know about there interest in
work in accordance with MUDRA LIFESTYLE.
SAMPLE SIZE --- 300.
Instrument used
We have used several instruments for this project –
1. We have discussed about the advertisement of the job to the
various newspaper managers.
2. Using questionnaire for the target group of the people who want
to recruit in the company.
Methods of Data Collection
There are three main methods, which we have used in the company for
recruitment procedure:
1. Direct Method
Mr. SANJAY PANDEY Regional HR Manager of the
company acted as a Placement Officer. He sent representatives
in many othet companies by the way of business. Traveling
recruiters exchange information with the workers to clarify their
doubts, conduct & short listing another direct method is to ask
employees of the organization to contact the public and tell
about the vacancies.
2. Indirect Method
They are using Advertisements in Newspapers, Journals.
A well though out and clear advertisement enables candidates to
assess their suitability so that only those possessing the requisite
qualification will apply.This method is appropriate when the
company wants to reach out to a large group of people.
RECUITMENT
- 80 % BEING DONE THROUGH REFERENCES.
- 10% BEING DONE THROUGH PROMOTION.
- 10% BEING DONE THROUGH EXTERNAL
SOURCES.
QUESTIONNAIRE
Recruitment
Q1 What is your qualification?
a)Graduate –
b)Post Graduate –
c)Higher Secondary –
Q2 Are you technically or professionally qualified?
a) Yes b) No
Q3 Are you having experience?
a) Yes b) No
Q4 Have you got registered in Employment exchange?
a) Yes b) No
Q5 Do you have faith on consultancy firm?
a) Yes b) No
Q6 Do you go through with the employment newspaper?
a) Yes b) No
Q7 You have collected information for this job through?
a) Newspaper –
b) T.V. or Radio –
c) Consultancy Firms -
Q8 What was your past job designation?
________________________________________________________
________________________________________________________
Q9 Which post do you want to apply?
________________________________________________________
SWOT ANALYSIS
SWOT ANALYSIS
STENGTHS;
STRINGENT QUALITY CHECK
DESIGNING CAPABILITIES
STRONG BRAND IN THE FABRIC MARKET
STRONG CUSTOMER BASE
WEAKNESS
Caters to MID-MARKET brand overseas.
LONG WORKING CAPITAL CYCLE.
LACK OF EXPERIENCE AS COMPARED TO ITS RIVALS.
OPPORTUNITIES
IMPROVED FOCUS ON GARMENT MANUFACTURING
WILL RESULT IN BETTER MARGINS.
EXPENSION OF CUSTOMER BASE IN INTERNATIONAL
MARKET.
IT CAN LAUNCH ITS OWN BRAND IN THE MARKET.
THREATS
INCREASED COMPETITIONS IN DOMESTIC MARKETS .
CHEAPER IMPORTS.
CONCLUSION
Conclusion
Textile industry is a biggest move today & it really going on day by day
with the upcoming of some modern machineries & latest configurations.
I strongly believe that it really be beneficial for MUDRA LIFESTYLE
to make their foot more engraved in the business by providing maximum
& deals with the greater extent with exports also so that they will be able
to maximize their existing strength & potential which ultimately yields
in higher returns.
RECOMMENDATIONS
Recommendations
Need to create and effective workers to produce more.
Right prospects identification and thus segmentation, which need
to be appropriate.
Design and manage production, which yields high performance.
More training of the employees can be done so that they produce
best results.
Recruitment processes need to be slightly fast, so that prospects
can retain same confidence as in starting.
BIBLIOGRAPHY
Bibliography
Website: www.mudralifestyle.com
MUDRA’s brochure of recruitment.
HR manual report of mudra lifestyle.
TEXTILE web site.