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TABEL OF CONTENT

CHAPTERNO TITLE PAGE NO

CHAPTER -I

INTRODUCTION 3

CHAPTER-II

COMPANYPROFILE

5-11

CHAPTER-III

OBJECTIVE, NEED& SCOPE OFSTUDY

13-14

CHAPTER-IV

LITERATUREREVIEW

16-17

CHAPTER-V

RECRUITMENT &SELECTIONPROCESS

19-26

CHAPTER-VI

FINDINGS,SUGGESTIONSANDRECOMMENDATIONS

28-30

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CHAPTER-VII

CONCLUSION 32

CHAPTER-VIII

ANNEXURE

34-41

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CHAPTER - I

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CHAPTER - I

A STUDY ON THE MANPOWER RECRUITMENT ANDSELECTION PROCESS IN

SIMPSONS & CO.LTD

INTRODUCTION

Recruitment and selection are two of the mostimportant functions of personnel management. Recruitmentprecedes selection and helps in selecting a right candidate.Recruitment is the process of discovering the manpower to meetthe recruitment of the staffing schedule and to employ effective

measures for attracting the manpower in adequate numbers tofacilitate effective selection of efficient personnel. That is thereason, recruitment is being called appositive function andselection is being called a negative function.

Every organization needs to look after recruitment and selectionin the initial period and thereafter as and when additionalmanpower is required due to expansion and development of business activities.

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CHAPTER -II

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COMPANY PROFILE

SIMPSONS & CO.LTD ( Amalgamations Group) Simpson & Company Ltd.

A-61, Anna Salai,Chennai - 600002, Tamil NaduIndia

Tel : 44-28583592

Fax : 28583179Contact Person : Mr. R Prabhakaran

Product Description : Diesel Engines.

Year of Established : 1840

Employee Size : 1150Quality Certification : QS 9000

The Amalgamations Group, like the banyan tree, has spread its beneficent shadeway beyond its origins. And like a banyan tree, it has provided shelter tothousands, and has stayed deeply rooted to its values while reaching for the sky.And just like the banyan tree, it is full of life from its roots to its tiniest branch,standing strong and steadfast while yet remaining relevant to changing times.The Group is unique not only for its diversity, but for its deep-rooted values such

as product quality and customer satisfaction, a spirit of innovation, ethical practices, respect for the individual and a concern for society.The Group has the talents and tools, the vision and resilience, plus the wisdom andinsights to keep the flag of Excellence flying high in any sphere of activity.Solid values, deep belief and strong commitment thats the world of Amalgamations.

The Amalgamations Groups activities fall under four broad categories :

Engineering

Manufacturing

Trading

Distribution

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Amalgamations Group is one of India's largest light engineering groups consistingof 43 companies. Its operations include automotive components manufacturing,trading and distribution, services and plantations. The automotive businesscomprises nine automotive components companies including diesel engines,forgings, fuel-injection systems, gears, metal cutting tools, paints,

pistons, transmissions and tyre retreading.

In 1938, Amalgamations was established as a holding company for six companies,which have grown over time to 43 companies. The Group is a conglomerate having43 companies with 34 manufacturing facilities and 12,500 employees.Some of them are listed below,

Simpsons & Co Ltd:

formed in 1840 to manufacture coaches, carriages,motorcars, steam passenger buses, railway coaches and public servicevehicles. In 1955, the company commenced production of diesel enginesthrough an alliance with Perkins, UK, and it now supplies diesel engine

products ranging from 20 to 110 bhp. The company has two manufacturingfacilities in Chennai (Tamil Nadu).

TAFE- Engineering Plastics Division:

manufactures high precision tools and custom - moulded engineering plastics fromits two facilities in Bangalore (Karnataka) and Maraimalainagar (Tamil Nadu).TAFE Engineering Plastics Division supplies to domestic clients such as GeneralMotors, HM Mitsubishi, Toyota.

India Pistons Ltd:started operations in 1949 as India's first automotive ancillary manufacturing

unit, The company manufactures cylinder liners, pins, pistons and rings. Thecompany has three manufacturing units located around Chennai (Tamil Nadu).

IP Rings:

IP Power Cylinder Systems Ltd, a wholly-owned subsidiary of India Pistons, wasestablished in 1994 for the production of cylinder liners.th company suppliesspeciality steel piston rings and several transmission components using orbital coldforming technology. The company has Ashok Leyland, Eicher Motors, Ford,

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Hyundai Motors India, Mahindra & Mahindra, Maruti Udyog, Simpsons, TataMotors and TVS Motors as its customers.

Bimetal Bearings Ltd:

supplies engine bearings, bushings and thrust washers to OEMs in the passenger car, HCVs, LCVs, tractors, industrial engines, defence and railway sectors. Itsmanufacturing facilities are located at Chennai,Coimbatore and Hosur (all three in Tamil Nadu).

Amalgamations Valeo Clutch Pvt Ltd:

is a leading manufacturer of clutches in the range from 160mm to 380mm andself-centring clutch release bearings for passenger cars, HCVs and tractors. Thecompany supplies to Ford India, Hyundai Motors India, Mahindra & Mahindra,Maruti Udyog and TataMotors.

Shardlow India Ltd:

incorporated in 1960 as a manufacturer of precision forgings for crankshafts, axle beams, stub axles, gear blanks and steering arms. The company operates twoforging units one each in Chennai and Hosur (both Tamil Nadu). Shardlow India

supplies to Ashok Leyland, Kirloskar Oil Engines, Simpsons, TAFE, Tata Motorsand defence establishments.

Amalgamations Repco Ltd:

Incorporated in 1967, Amalgamations Repco manufactures clutch and brakesystems.

India Pistons Repco Ltd:

Incorporated in 1962 for the production of flywheel starter ring gears. Thecompany has a total annual production capacity of 1.2m flywheel starter ring gearswith two manufacturing facilities near Chennai (Tamil Nadu). It was merged intoAmalgamations Repco in 2005. The company supplies to Ashok Leland, HyundaiIndia and Tata Cummins.

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Outlook

The Amalgamations Group has an extensive product portfolio and strongtechnology partners which help the company in securing supply contractsespecially when OEMs use a follow through source approach. Furthermore,Amalgamations will benefit from the new OEMs who are in various stages of launching their vehicle programs in India.

ABOUT THE FOUNDER:

S.AnantharamakrishnanSivasailam Anantharamakrishnan

Born

1905

Tinnevely district , Madras Presidency , British

India

Died April 18, 1964 (age 59)Madras , India

Occupation Business

Net worth $ billions

Children A. Sivasailam, A. Krishnamoorthy

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http://en.wikipedia.org/w/index.php?title=Tinnevely_district&action=edit&redlink=1http://en.wikipedia.org/wiki/Madras_Presidencyhttp://en.wikipedia.org/wiki/British_Indiahttp://en.wikipedia.org/wiki/British_Indiahttp://en.wikipedia.org/wiki/British_Indiahttp://en.wikipedia.org/wiki/Madrashttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Businesshttp://en.wikipedia.org/wiki/Madras_Presidencyhttp://en.wikipedia.org/wiki/British_Indiahttp://en.wikipedia.org/wiki/British_Indiahttp://en.wikipedia.org/wiki/Madrashttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Businesshttp://en.wikipedia.org/w/index.php?title=Tinnevely_district&action=edit&redlink=1

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Sivasailam Anantharamakrishnan (19051964), affectionately called "J" was anIndian industrialist and business tycoon who founded and led the Amalgamationsgroup of industries from 1945 to 1964.

Anantharamakrishnan was born in Tirunelveli in 1905 and had his education inTirunelveli and Madras . In 1935, he joined the Simpsons group of companies as asecretary and in 1938, became the first Indian director in the management of Simpsons group. He served as the Chairman of the group from 1953 till his deathin 1964.

Anantharamakrishnan is remembered for his successful business practices,efficient management of the labour unions and for triggering the growth of theautomobile industry of Chennai which has earned the city the epithet " Detroit of India". As a result he himself came to be remembered as the "Henry Ford of South

India."

Early years with Simpson and Co

Anantharamakrishnan joined Simpsons Group, a British-owned South Indian business conglomerate as Secretary in 1935. He became one of the three directorsand the only Indian director (the other two being European in the board of Simpsons group when Sir Alexander MacDougall, Chairman of Simpson's, and

W.W. Ladden, Managing Director of the Company founded a holding company in1938. Anantharamakrishnan's induction marked the partial Indianization of Simpsons group which was, till then, completely owned by Europeans. The verynext year, it was converted into a public limited company. This eventually becamethe Amalgamations Group in 1941. Anantharamakrishnan, also called "J", wasresponsible for the rapid expansion of the Amalgamations group in the 1940s.Anantharamakrishnan took over Amalgamations Group in 1945, though heofficially became its Chairman only in 1953.

Expansion of the Amalgamations GroupIn 1922, John Oakshott Robinson of Spencer's had purchased the Madrasnewspaper The Madras Mail and the Higginbotham's and merged the companieswith his printing company Associated Printers and the Spencer's to form theAssociated Publishers. In 1945, Anantharamakrishnan purchased AssociatedPublishers on behalf of Amalgamations and added the new companies to the group.

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http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Business_magnatehttp://en.wikipedia.org/wiki/Business_magnatehttp://en.wikipedia.org/wiki/Tirunelvelihttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Trade_unionhttp://en.wikipedia.org/wiki/Detroithttp://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Higginbotham'shttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Business_magnatehttp://en.wikipedia.org/wiki/Tirunelvelihttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Trade_unionhttp://en.wikipedia.org/wiki/Detroithttp://en.wikipedia.org/wiki/Europehttp://en.wikipedia.org/wiki/Higginbotham's

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According to popular Chennai historian S. Muthiah , the successful takeover wasthe result of an overheard conversation at a Hotel Connemara. This takeover isregarded as over of the biggest business deals of post-colonial Madras.

During the period 19381955, the group also promoted a finance company calledSimpson and General Finance, an advertising company (Madras AdvertisingCompany), Wheel-Precision Forgings, Speed-a-way and Wallaces Castwright.India Piston was established in 1949. This company produces pistons, piston rings,

piston pins and cylinder liners. Addison Paints and Chemicals was established in1947. With Indian independence and Indianization of commercial establishmentsin the country, the Europeans in the board left handing the company to Indians.Consequently, Anantharamakrishnan became the Chairman of the Amalgamationsgroup in 1953.

Anantharamakrishnan died an untimely death on April 18, 1964 at the age of fifty-nine.

Amalgamations Group after Anantharamakrishnan

Following the death of Anantharamakrishnan, the Amalgamations Group of companies have been managed by his sons A. Sivasailam and A. Krishnamoorthyunder whose management the group has grown steadily and stealthily. Today, it isone of the three largest business groups in Chennai As of 2007; the groupincluded 24 unlisted companies with a cumulative sales of 1.5 billion dollars. Theflagship company is TAFE, India's second largest tractor company. TAFE is run byMallikaSrinivasan, daughter of group Chairman A.Sivasailam. TheAmalgamations group also has extensive land holdings in Chennai and other partsof South India In all, it has 37 companies and 27 manufacturing plants and aworkforce of 14,000.

Simpson & Co. Ltd.

Simpsons was the first Indian company to indigenously manufacture dieselengines for surface transport vehicles. Today it is India's leading manufacturer of high performance diesel engines catering to a wide variety of applications rangingfrom 20 to 100 HP covering agriculture, industrial, vehicular, power generationand marine applications.

It was formed in 1840 to manufacture coaches, carriages, motorcars, steam passenger buses, railway coaches and public service vehicles. In 1955, thecompany commenced production of diesel engines through an alliance with

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http://en.wikipedia.org/wiki/S._Muthiahhttp://en.wikipedia.org/wiki/S._Muthiah

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Perkins, UK, and it now supplies diesel engine products ranging from 20 to 110 bhp.

The company has two manufacturing facilities in Chennai (Tamil Nadu).The company manufactures enginesMeeting Bharat Stage II norms for on-highway applications, Bharat Stage III,US Tier I and US Tier II norms for tractor applications.PRODUCT PROFILE

RECRUITMENT PROCESS

SELECTION PROCESS

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CHAPTER-III

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To contribute to the organizations bottom line throughefficient and effective production.

To enable organization to fulfill their strategies.

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NEED FOR THE STUDY

The need for the study is to identified the employees perception on recruitment and selection process. The survey helps tofind out the morale and attitude of employees. The study is conducted tofind out any biases in the process of recruitment and selection and alsofor making decision about improving the existing recruitment andselection process.

SCOPE OF THE STUDY

1. Helps to understand the recruitment and selection process inSimpsons & co.ltd

2. To relevant suggestions to improve the recruitment and selection process.

3. To identify the factors that affects recruitment and selection process.

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CHAPTER-IV

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CHAPTER-IV

LITERATURE REVIEW

Biswajeet pattanayak, in this book titled Human ResourceManagement in the year 2008, recruitment is the process of researching for prospective employees and stimulating them to apply for the job in the organization.

Selection is the process of discovering the qualifications andcharacteristics of the job applicant in order to establish their likelysubstantially for the job position .Making effective selection decision for

personnel is one of the most important functions of HRM, whichcomprises of the following sub functions

Determining the nature of the job to be filled.

Determined the type of personnel required.

Determining the selection process.

(Biswajeet pattanayak, Human Resource Management, 3 rd` edition-Prentice Hall of India Pvt. Ltd )

Wayne F. casico , in this book titled Managing Human Resources ,recruitment is a form of business competition, and it is fiercelycompetitive . Just as corporation compete to develop, manufacture, andmarket the best product or service, so they must also compete toidentify, attract and hire most qualified people.

(Wayne F. Cascio, Managing Human Resources- McGraw-hillCompanies )

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Robert L. Mathis & john H. Jackson, in their book titled HumanResource Management, recruitment is the process of generating a pool

of qualified applicants for organizational jobs. Selection the process of choosing individuals who have needed qualifications to fill jobs in anorganization.

(Robert L. Mathis & john H. Jackson, in their book titled HumanResource Management, 10 th` edition )

David A. Dacenzo & Stephen P. Robin, in this book titled Humanresource Management, 7 th` edition, recruitment is the process of discovering Potential job candidates. Selection is the process of choosing the best out of the job applicants.

(David A. Dacenzo & Stephen P. Robin, 7 th` Edition by John Wiley &sons ( Asia) Pvt. Ltd .)

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CHAPTER-V

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RECRUITMENT PROCESS

NO

YES

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DENTIFICATION VACANCIES

CHECK FORAPPLICATIONSCURRICULUM VITAE

External agencies

Referred applications

Advertisement

Data bank.

REQUEST FROMDEPARTMENT FOR

SHORT LIST

CONDUCT INTERVIEW

PERFORMANCESATISFACTORY

INTIATEAPPROPRIATE

OFFER LETTER

ACCEPTNACE FROMCANDIDATE

PALACE THE

ORIENTATION

ALLOT AREA FOR

UPDATE EMPLOYEE

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MAN POWER POSTION AT SIMPSONS & CO. LTD.

The over all manpower position of the company is divided into 3 major departments. These department employees are further divided into 3 divisions. Letus see in detail.

WORKS DEPARTMENT :

WORKS DEPT MGMT EMPL UNIOIN EMPL APPRENTICEWorks 4 0 0Head 1 6 2Block 2 34 3

Crankshaft 1 16 2Sc213 1 7 3Eas 8 117 24Tea shop 3 31 2

TOTAL 267 EMPLOYEES

Simpson & Co. Ltd.

Recruitment Executive

Gensys Hr Consulting(20% manpower recruitment)

(Outsourcing/Offshoring industry)

July 2007 April 2008 (10 months)

On the requirement of the JD find the right candidate from the Hot Spot.Validating the Candidate on General InformationGenerate Feedback Report from the ClientEntire Spectrum of Recruitment ActivitiesCampus Recruitment and Special DrivesEnd to End Recruitment Process

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MONITOR

http://www.linkedin.com/companies/simpson-%26-co.-ltd.?trk=ppro_cprof&lnk=vw_cprofilehttp://www.linkedin.com/companies/simpson-%26-co.-ltd.?trk=ppro_cprof&lnk=vw_cprofile

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NEED FOR RECRUITMENT :

The need for recruitment of employees arises when the preset employees of theorganization, leave due to the below mentioned various reasons,

Retirement VRS Death or Termination Resignation Transfers PAYMENT DETAILS: COMPANY TRAINEES: I.T.I individuals: 1-12 months = rs.2500 13-24 months=rs.2800 NON I.T.I individuals: 1 -12 months = rs.2350 13-24 months = rs.2500 25-30 months = rs.2800 CONSOLIDATED WORKERS: ( after completion of 12 months training period) 1 -12 months = 4200 W.E.F

13-18 months = 4600 W.E.F 19-24 months = basic + 60% DA + 25% of basic inc 25-30 months = basic + 75% DA + 25% of basic inc 31-33 months = basic +100%DA + 50% of basic inc + 10% allowance. 34-36 months = basic +100%DA + 75% of basic inc + 50% allowance. After 37 th month = full benefits. ( the payment of production incentive bonus will be made based on the

percentage applicable to the department / area of employment ) The unions assured that workmen will discharge their duties satisfactorily, in

terms of the certified standing orders and also comply with all rules andregulations, that are in force from time to time including attendance and theywill reach and maintain the highest levels of production as agreed

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SELECTION PROCESS

Selection process of the candidates involves an extensive 4 way processwhich includes:

1.Filling of application form2.Checking the references3.Written tests4.Interview

Firstly all the candidates are required to fill an application form which includes basic information about the individual e.g. name, address, age, sex, education,work experience, interests, hobbies, references etc. Its basically like a bio data.

Once, the application form is duly filled by all the candidates, the candidates notsuiting the requirement of the job are short listed and those who are apt are further undergone with the process.

In the second stage , the references, which are given by the candidates, are checkedvia telephone,mails or sometimes by personal meetings.

In the third stage , there are certain tests, which the candidates need to qualify.These tests includeaptitude test, specialization tests, knowledge tests, IQ test,

physiological tests etc. These tests areconducted because Genus Overseas Ltd. generally requires highly qualified

personnel suiting therequirements of the jobs. Once the tests are conducted, those who qualify the testsare called for

personal interview .

This is the last stage for selecting the employee. It includes an extensive interview

of thecandidate by a jury panel. Its a detailed interview considering all the aspects of the job for whichthe candidate is suited. Each and every aspect of the job is considered anddiscussed upon.Sometimes more rounds of interviews also may be carried out to further short list

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the candidatesdepending on the nature of the designation of the job.

And finally once the interview is conducted and the appropriate candidate isselected for the job he is sent for a 3 to 4 days induction program in which he isfamiliarized with the nature of job and the functioning of the organization.

Selection is the process of evaluating the qualifications, experience, skill,knowledge, etc, of an applicant in relation to the requirements of the job todetermine his suitability for the job. The selection procedure is concerned withsecuring relevant information from applicants and selecting the most suitableamong them, based on an assessment of how successful the employee would be inthe job, if he were placed in the vacant position.

The selection process has two basic objectives: (a) To predict which applicantwould be the most successful if selected for the job, and (b) To sell theorganization and the job to the right candidate. The selection process is based onthe organizational objectives, the job specification and the recruitment policy of the organization. The various selection processes are initial screening, applicationforms, selection tests, group discussions, interviews and reference checks.

To facilitate a near accurate prediction of an applicant's success on the job, theselection methods should meet several generic standards of reliability, validity,generalizability, utility and legality. The application form is a formal record of an

individual's application for employment. It is usually used in the preliminaryscreening of job applicants.

The filled-in application forms provide pertinent information about the individualand are used in the job interview and for reference checks to determine theapplicant's suitability for employment. There are two methods of evaluating theseforms the clinical method and the weighted method. Selection tests, which arewidely used include intelligence tests, aptitude tests, achievement tests, situationaltests, interest tests, and personality tests.

Interviews help managers to fill the gaps in the information obtained through theapplication blanks and tests. Interviews also enable the management to make animpact on the job applicant's view of the organization, apart from assessing his job-related behavior and attitude. Interviews may be classified as preliminary, selectionand decision-making, based on their timing and purpose.

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The process of interviewing consists of several steps such as preparation for theinterview, ensuring a setting, and conducting, closing and evaluating. The selection

process also uses background investigation or reference checks to check theauthenticity of the information provided by the applicant. Finally, after anapplicant is selected, the offer is made to him and on acceptance, the placement

process starts.

STETS IN SLECTION PROCESS

1. Initial screening interview2. Completion of the application form3. Employment tests4. Comprehensive interview

5. Background investigation6. Conditional job offer 7. Medical/physical exam8. Permanent job offer

The selection process consists of various steps. At each stagefacts may come to light which may lead to rejection of theapplicant. Steps involved in the selection are: -application

* Preliminary interview : - Initial screening is done to weed outtotally undesirable/unqualified candidates at the outset. It isessentially a sorting process in which prospective candidates aregiven necessary information about the nature of the job and theorganization.

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* Application blank : - Application form is a traditional andwidely used device for collecting information from candidates.

The application form should provide all the information relevantto selection

.* Selection test : - Psychological are being increasingly used inemployee selection. A test is sample of some aspects of anindividuals attitude, behavior and performance. It also providessystematic basis fro comparing the behavior, performance andattitudes of two persons.

* Employment interview : - An interview is a conversationbetween two persons. In selection it involves a personal,observational and face to face appraisal of candidates foremployment.

* Medical examination : - Applicants who have crossed theabove stages are sent for a physical examination either to thecompanys physician or to a medical officer approved for thepurpose.

* Reference checks : - The applicant is asked to mention in hisapplication form the names and addresses of two or three

persons who know him well.

* Final approval : - The shortlisted candidates by the departmentare finally approved by the executives of the concerned

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department. Employment is offered in the form of appointmentletter mentioning the post, the rank, the grade, the date by whichthe candidate should join and other terms and conditions in brief

Steps in selection procedure :

1. Reception of applications or preliminary screening

2. Application bank that gives a detail about the applicants background and life

history

3. A well conducted interview to explore the applicants background

4. The physical examination

5. Psychological testing that gives an objective look at a candidates suitability for

that job

6. A reference check

7. Final Selection approved by the manager

8. Communication of the decision to the candidate.

Simpson & Co. Ltd.

Recruitment Executive

Gensys Hr Consulting(20% manpower recruitment)

(Outsourcing/Offshoring industry)July 2007 April 2008 (10 months)

On the requirement of the JD find the right candidate from the Hot Spot.Validating the Candidate on General InformationGenerate Feedback Report from the Client

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http://www.linkedin.com/companies/simpson-%26-co.-ltd.?trk=ppro_cprof&lnk=vw_cprofilehttp://www.linkedin.com/companies/simpson-%26-co.-ltd.?trk=ppro_cprof&lnk=vw_cprofile

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Entire Spectrum of Recruitment ActivitiesCampus Recruitment and Special DrivesEnd to End Recruitment Process

CHAPTER-VI

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FINDINGS:

The researcher did come to know the below given findings on

recruitment and selection during the 3 weeks project study.1. Around 40% of manpower vacancies are being filled up through

job portals.2. Around 30% of vacancies are being filled up through employee

referrals.3. 10% of vacancies are being filled up through promotion and

transfers.4. Rest 20% vacancies are being filled up through manpower

consultancies.5. Though SIMPSONS is manufacturing company and most of the

employee is stay in various parts of India, that is the reasonrecruitment and selection is a challenging and cost effective aspectfor recruiting out-station employees.

6. The recruitment and selection process is systematically done inSIMPSONS.

7. Interview evaluation process is totally different than that of the

other companies. For every post they are having specific interviewevaluation formats for interviewing the various candidates.8. The campus selection , advertising in the news papers, recruiting

the blood relations of present employees are the major factorswhich are not much emphasized in SIMPSONS for filling thevarious manpower vacancies.

9. The compensation system in Simpsons is nearly similar to other companies.

10. The HR, IR and welfare practices in SIMPSONS are quitesatisfactory. The management is really concerned about theimportance of manpower for its success in a long run.

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Recommendations :

1. The recruitment policy used in the company is very transparent. But, thecandidates who come for the interview they have to wait a long. It leads to lot of time wastage and creates panic amongst them. So, the waiting time should beminimized.

2. When the recruiters go for external hiring they should select only goodcandidates on phone before going over there. Because, I have seen that there is noteven a single selection from a place. It wastes time and costs a lot to the company.

3. I think they should increase their hiring percentage from campuses. Becausethey would get the actual skill set they require from colleges. It would save their time and money.

4. The maximum percentage of rejects is communication reject. So, one need tocheck carefully the communication of candidate on phone before calling him for aninterview.

5. I have observed that confirmation cases are extended in 80% cases. So, oneneed to find out why is it so. The skills of candidate should be carefully checked atthe time of interview. It may help in decreasing the number of extended cases.

6. In separation cases the maximum no. of attrition is either because of personalreasons or higher studies. The qualification requirement for the job should beincreased so that one needs not to leave the organization for higher studies

7. While asking about the file audit I found that those who have work experiencehave not submitted their previous company document. So, the recruiter should ask in the very beginning for the documents. After that only joining should take place.

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Suggestions:

Employee engagement activities like games, quizzes should be organized for sales employee with their managers.

Responsibility of maintaining personal files of the employees should beassigned to one person.

HR manager should inform verbally to the candidate before joining all thedocuments needed for joining.

Posters of HR policies should be pasted in every department.

Audio visual can be used at the time of joining by the HR SPOC to explain the policies and joining formalities.

One day in an office should be celebrated as C&S day (complaints and

suggestions day). In which every employee can complain or give suggestionsthrough intranet to the HR SPOC .It should be communicated to the employee thattheir identity will not be disclosed.

Candidate should be informed before the first round of interview to bring passport photograph.

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CHAPTER-VII

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Conclusions:

1. Recruitment policy is very transparent. It includes various sources in

which Electronic recruiting is highest. The company has a policy tomaintain reject database, which is very helpful in order to avoid anydiscrepancies. The feedback policy helps a lot in understanding therecruiters working style.2. The company is very good in terms of its working style,environment, its policies and its employees. Employees are the base of an organization and its base is very strong so the companys

performance is going higher day by day..3. There are few loopholes, which I have mentioned inrecommendations on which company needs to work for success .

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ANNEXURE

BIBLIOGRAPHY

Reference books:

Biswajeet pattanayak, Human Resource Management, 3 rd` edition-

Prentice Hall of India Pvt. Ltd

Wayne F. Cascio, Managing Human Resources- McGraw-hillCompanies

David A. Dacenzo & Stephen P. Robin, 7 th` Edition by John Wiley &sons (Asia) Pvt. Ltd

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PICTURES

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Simpsons HR department

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Main product of the company( tractor engine)

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Simpons Service Map

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