project report neha

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PROJECT REPORT 1

Transcript of project report neha

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PROJECT REPORT

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PREFACEPREFACE

In business organizations importance of management being increased day by day therefore to fulfill the

requirement of various business organization, several institutions are performing the job of imparting

management education to the students.

The management orientation during summer vacations has been made an inbuilt part of M.B.A program

because besides the theoretical knowledge is also essential for an effective management course.

This practical knowledge provides the students an opportunity to see management in action. An industrial

training is an, on the job practical training is an, on the job practical training which is an essential part of the

management program.

The main purpose is to make the management students familiar as to how theoretical aspects can be

implemented in the real business situations.

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ACKNOWLEDGEMENT

It has been a rewarding experience to associate with the Chaubepur unit of Lohia Group, Kanpur where I

had the opportunity to study the Recruitment & Selection process. I am deeply indebted to Mr. S.R.Panday

(V P-Corporate HR) for his invaluable guidance.

I would also like to express my deep gratitude to Mr. Narendra Shukla (Sr.Officer HR) & Miss. Sugandha

Tiwari (Officer HR) with-out his assistance this project would not have taken its present shape.

I am also indebted to Ms. Minakshi Srivastava (Asst. HR) & Mr. Kuldeep Pathak (Librarian) His sustained

support & encouragement was crucial in successful completion of this study.

It was indeed a fruitful experience at “Lohia Group of company”. I shall always be inspired by all that I have

learnt and will strive to put it in practical use.

Neha Khare

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CONTENT TABLECONTENT TABLE

1. Executive Summary 5-7

2. Industrial Background of the Study 8-18

3. Chairman Message 19

4. Define the Key Terms 20

5. Objectives of The Project 21

6. Brief Discussion about The Topic 22-78

7. Recruitment Policy Of The Company 79-82

8. Research Design 83-86

9. Research Methodology 87-90

10. Data Discription 91-92

11. Finding & Suggestion 93-103

12. Appendix 104

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EXECUTIVE SUMMARY

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EXECUTIVE SUMMARY

      Today, in every organisation personnel planning as an activity is necessary. It is an important part of an

organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the long

run. There are certain ways that are to be followed by every organisation, which ensures that it has right

number and kind of people, at the right place and right time, so that organisation can achieve its planned

objective.

      The objectives of Human Resource Department are Human Resource Planning, Recruitment and

Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management,

Performance Appraisal and so on. Each objective needs special attention and proper planning and

implementation.

      For every organisation it is important to have a right person on a right job. Recruitment and Selection

plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable

pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a

strategic analysis of Recruitment and Selection procedure.

With reference to this context, this project is been prepared to put a light on Recruitment and Selection

process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of

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Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment

through which an Organisation gets suitable application.

Scientific Recruitment and Selection, which an Organisation should follow for, right manpower. Job

Analysis, which gives an idea about the requirement of the job.

Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common

InterviewProblems and their Solutions. Approaches to Selection, Scientific

Selection Policy, Selection in India and problems.Recruitment and Selection are simultaneous process and

are incomplete without each other. They are important components of the organisation and are different

from each other.

Since all the aspect needs practical example and explanation this project includes Recruitment and selection

Process of LSL. It also contains addresses of various and top placement consultants and the pricelist of

advertisements in the magazine & news paper etc.  

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INDUSTRIAL BACKGROUND

OF THE STUDY

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Introduction, Family Business Details of Lohia

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LOHIA GROUP

LOHIA Starlinger Ltd.PRECITEX

Components Manufacturers

THREADS INDIA Ltd..

INJECTOPLAST

Ltd

LSL, Panki Unit

LSL, Chaubepur Unit

R&D

COMPANY PROFILE: LOHIA GROUPCOMPANY PROFILE: LOHIA GROUP

LOHIA STARLINGER LIMITED (LSL ) is a technology driven, engineering company engaged in the

manufacture of machinery. LSL’s business is where two of today’s fastest growing industries converge –

Plastics and Packaging. LSL is India’s best and possibly world’s largest manufacturer of Tape Extrusion

Lines, Winders and Circular Looms.

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LOHIA STARLINGER LIMITED (LSL) incorporated in 1981, is the flagship company of the

Lohia group and has state of art manufacturing facilities at Kanpur – Panki & Chaubepur. LSL

manufacture complete range of machines for Woven Fabric Industry for plastic sacks and fabrics.

LSL’s annual turnover is approximately Rs. 410 crores (as on 31.03.10) with 1500 plus strong qualified

manpower involved in production and other activites. The group operates both in international and domestic

market, with a substantial proportion (more than 50% of the total turnover) is coming from the Export

Market.

The Company is recognized by Ministry of Commerce as STAR EXPORT HOUSE since 2000-01. The

Company is also recognized by Engineering Export Promotion Council, New Delhi consecutively for 3

years by awarding “CERTIFICATE OF EXPORT EXCELLENCE”.

LSL is exporting to over 60 countries primarily erstwhile CIS, Turkey, Greece, Far East, South America,

East Africa etc. LSL is an ISO 9001 company.

PRODUCT/ PRODUCT RANGES

PRODUCTS (A WIDE PRODUCT RANGE IN EACH PRODUCT)

Tapelines : OUTPUT RANGE

• Working Width : 400 mm to 2000mm

• Capacity : 150 kg/hr to 900kg/hr

• Speed : 300 m/min to 425 m/min

Looms : • Fabric Width : 50cm to 225 cm

• Speed : 640 ppm to 900 ppm

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Winders : • Speed : 425 meters/min

Tape Winders : ID OD Package

Weight

35mm 140mm 2.6 Kgs

Jumbo Winders : ID OD Package Weight

90mm 280mm 12 Kgs

The products include:

Tape Lines

Winders

Circular Weaving Machines

NEW PRODUCTS :-

• Laminating Machine

• Conversion Machine

• Recycling Machine

• Multi Filament Machine.

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WINDER

CIRCULAR WAVEING MACHINECIRCULAR WAVEING MACHINE

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BABY LOFILBABY LOFIL

DUOTEC [ TAPE EXTRUSION LINES ]DUOTEC [ TAPE EXTRUSION LINES ]

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LOREXLOREX

BAG CONVERSION SYSTEMBAG CONVERSION SYSTEM

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MANUFACTURING FACILITIES:-

COMPONENT PROCESSING – OXY-CUTTING, SHEARING, BENDING, AND LASER

CUTTING

• FABRICATION AND SHEETMETAL SHOPS

• CNC WORKSHOP

• MACHINE SHOP

• PLATING SHOP

• ASSEMBLY & TESTING SHOP

• PAINT SHOP

• PROTOTYPE MANUFACTURING SHOP.

GROUP COMPANIES:

PRECETIX COMPONENTS MANUFACTURES

This is a service division completely equipped with CNC machines for the matching of both ferrous

and non-ferrous materials.

• THREADS INDIA LIMITED (T I L)

A Leading manufacturer of Synthetic Sewing Threads in India, primarily for Leather & Garment

Industries.

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• INJECTOPLAST (P) LTD. (IP)

A leading injection molded parts supplier to Automatic Industry.

Specialized in the process of Thermoplastic & Thermoses materials.

Plants at Kanpur & Chennai.

QUALITY POLICY

“LOHIA STARLINGER LIMITED to work towards enhancing stakeholders (customers,

employees, shareholders, suppliers and society) value through maximizing customer satisfaction by

continually improving quality, cost, delivery, new product development and response time in

applicable business processes and upgrading employee satisfaction by creating a challenging,

rewarding and congenial work environment”.

Vision

To enlarge our product portfolio and production capacities in each of our businesses leveraging our domain

knowledge, expertise and resources by fostering global partnerships

and alliances to become leading global player with dominant market share.

To be the partner of choice for our customers by providing technology based world class products and

performance enhancing services tailored to meet their requirements.

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To develop bench mark innovations and technologies to suit the changing requirements of the

customers & the industry by continuous investments in updating our manufacturing & human

resources.

To provide total customer satisfaction through quality products and services at competitive costs.

To attain the leadership in technology, quality, services and costs with integrity and stability.

Mission

To follow the best practices as a responsible corporate and contribute in sustainable development of the

society including employees.

To preserve and enhance the integrity in all our business dealings by continuous monitoring, control and

interventions without any compromises and concessions.

To achieve leading position in each of our business sector by sustainable and profitable growth creating

long term wealth for the shareholders.

To provide total customer satisfaction through quality products and services at competitive costs.To make

continuous up gradation in our products through innovation anticipating the needs of our markets and

customers.

To maximize the exports of our all products by offering quality products and services at competitive costs

combining with our intellectual and trade resources.

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Chairman’s Message

We at Lohia Group have been active for three decades in manufacturing industry

producing high technology and cost competitive industrial products for domestic

and export markets. We have continuously invested to create most up-to-date

design & development, manufacturing and related capabilities including human

resources to produce quality products and services for the world markets.

 LOHIA STARLINGER LIMITED has achieved status of a major global

supplier of repute for machinery for producing flexible woven sacks and fabric for

a wide range of applications with references in almost 60 countries. We are

committed to enhance our leadership position by leveraging our core strengths to

continuously innovate to create advantages for all our stakeholders.

Mr. Raj Kumar LohiaChairman, Lohia Group

 

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Defining the Key terms

To analyze the Recruitment & Selection Process of Lohia Starlinger Ltd.

How to shortlist the resume for different types of department & post.

What is interview process in Lohia Starlinger Ltd.

What is the Policy of Lohia Starlinger Ltd.

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Objective of the Project

Recruitment & Selection is the process of generating a pool of relevant application & to ensure the

appointment of the most suitable person for a given post, based on a candidate’s skills. A fundamental part

of the process is to ensure that standards of fairness & equality are maintained.

Objective of this project is to get an insight of the recruitment & selection policy & procedures of a large

corporate “Lohia Starlinger”. This project is done with the aim to get hands on experience in recruitment &

selection process of Lohia Starlinger ltd & to understand & analyses Recruitment & Selection process of

Lohia Starlinger in the light of various theories of HR & with the help of inputs received during practical

exposure received at Lohia Starlinger.

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What is Human Resource Planning &

Recruitment & Selection ?

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HUMAN RESOURCES PLANNING

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Define a Human Resources Management Tree

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HUMAN RESOURCE PLANNING

Introduction:

Human resource planning (HRP) is essentially the process of getting the right number of qualified people

into the right job at the right time so that an organization can meet its objectives.organisations use HRP as a

mean of achieving Greater effectiveness.

“HRP is a strategy for the acquisition, utilization, improvement & preservation TO the human resource of an

Enterprise.”

“HRP is a forward looking function. It tries to assess human resource requirement in advance keeping

production schedules, market Fluctuation, demand Forecasts etc in the background.

According to Edwin B. Geisier, “Manpower Planning is, the process by which a firm ensures that it has the

right number of people & the right kind of the people, at the right places, at the right time, doing things for

which they are economically most useful.”

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Sub Branches of HRP (Purpose & Function)

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Objectives of HRP

Forecast personnel requirements :

HRP planning is essential to determine the future manpower needs in an organization.

Cope with changes :

HRP planning is required to cope with changes in market conditions, technology, production &

government regulations in an effective way.

Use existing manpower productively :

It is more usefully in relation to the job requirement.

This is also helps in decreasing wage & salary cost in the long run.

Promote employees in a systematic manner:

In the absence of an HR plan, it may be difficult to ensure regular promotions to competent people

on a Justifiable basis.

If HRP techniques are ignored decision will still be taken but without the benefit of understanding

their implications.

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The Process of Human Resource

Planning

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HRPPROCESS

Forcasting the demand

of HR

Prepare man power

inventory

Determining man power

gap

Formulate HR plans

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JOB ANALYSIS

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Introduction of Job Analysis

Job Analysis is the formal & detailed examination of a job. It is a systematic investigation of the task, duties

& responsibilities necessary to the job. A task is an identifiable work activity carried out for a specific

purpose, for example, typing a letter. A duty is a large work segment consisting of a several task that are

performed by an individual, for example, pick up, sort out & deliver incoming mail, job responsibilities are

obligations to perform certain task & duties.

Definition

According to Edwin B. Flippo,:”Job analysis is the process of studying & collecting information relating to

the operations & responsibilities of specific job.”

According to Donald,” job analysis is a method of scientifically dissecting a job in order to determine the

component elements & their influence upon the length of learning period of a worker, production & labor

turnover.”

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Elements of Job Analysis

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JOB DESCRIPTION & JOB SPECIFICATION IN JOB ANALYSIS

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Job Description

job title locationjob summarydutiesworking condition

Job Specification

educationexperiencetrainingresposibilitiescommunication skills

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Job Description

Definition:

According to Flippo,”the first & immediate product of job analysis process is the job description. It is

descriptive in nature & constitutes a record of existing & pertinent job facts.”

According to M.W.Couming,”A job description is a broad statement of the purpose, scope, duties &

responsibilities of a particular job.”

Specimen of Job Description

Title Compensation Manager

Code HR/6432

Department Human Resource Department

Summary Responsible for the design & administration of employee compensation

programmed.

Duties Conduct job analysis.

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Prepare job description for current & projected positions.

Develop & administer performance appraisal programmed.

Develop & over see bonus & other employee benefits plants.

Develop an integrated HR information system.

Working conditions Normal, Eight hours per day. Five day a week.

Report to Director, Human Resource Department.

Job Specification

Definition:

According to Dale Yoder, “Job specification as a summary is a specialized job description, emphasizing

personnel requirement & designed specially to facilitate selection & placement.”

According to Edwin B.Flippo,”A job specification is a statement of the minimum acceptable human

qualities necessary to perform a job properly.”

Specimen job specification of compensation manager

Education 1. MBA with specialization in HRM/MA in social work/

PG diploma in HRM/MA in industrial psychology.

2. A degree or diploma in labor law is desirable.

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Skill, Knowledge

Abilities

1. Ability to conduct meetings, to plan.

2. Knowledge of compensation practices in competing industries, of job

analysis procedure.

3. Skill in writing job description in conduct a job analysis interview, in

making a presentation.

Work orientation factor The position may be require upto 15 percent travel.

Age Preferable below 30 years.

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Introduction of Recruitment

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for

the Future human resources needs even though specific vacancies do not exist. Usually, the recruitment

process Starts when a manager initiates an employee requisition for a specific vacancy or an anticipated

vacancy.

“Recruitment is the process of locating & encouraging potential applicants to apply for existing or anticipant

job openings.”

“The process beings when new recruits are sought & ends When their applications or submitted.”

“The result is a pool of application from which new employee are selected.”

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DEFINITION:-

EDWIN B. FLIPPO DEFINED RECRUITMENT AS “THE PROCESS OF SEARCHING

FOR PROSPECTIVE EMPLOYEES AND STIMULATING THEM TO APPLY FOR JOBS

IN THE ORGANIZATION.”

Purpose of recruitment

Increase the pool of job candidates with minimum cost.

Meet the organization legal & social obligations regarding the composition of its workforce.

Start identifying & preparing potential job applicants who will be appropriate candidates.

Increase organizational & individual effectiveness in the short & long term.

Evaluate the effectiveness of various recruiting techniques & sources for all types of job applicants.

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Determine the present & future requirement of the organization in conjunction with the

personnel Planning & job analysis activities.

Help to reduce the probability that job applicants once recruited & selected will leave the

organization only after a short period of time.

Recruitment Procedure

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1.Recruitment planning : - This process starts with its planning which involves the determination of number of applicants & type of applicants to be contacted.

Number of contact &

Type of contacts

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Recruitment

planningSources

of Recruitm

ent

Contacting sources

Application

Pool

Evaluation & control

of recruitmen

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2.Sources of recruitment :- They must be attracted to offer themselves for consideration to

their employment. This necessitates the identification of sources from which these candidates can

be attracted & there are two sources of supply of manpower internal & external.

3.Contacting sources : - in this context there are three alternatives theories which explain how a

candidate arrive at a decision to choose an organization to join.

These are given below:-

a: Objective factor theory; these measurable characteristic of employment offer, such as financial

compensation & benefits etc.

b: subjective factor theories; this theories emphasize the congruthat between personality patterns of

the candidate & the image of the organization.

c: critical contact theory; views that the typical candidate is unable to make a meaningful

differentiation of employment offer in terms of objective & subjective factor because of his limited or very

short contact with the organization.

4.Application pool:- when the source of recruitment are contacted the organization receive the

organization from prospective candidate. The number of application depends on the type of organization the

type of a jobs & the condition. In specific human resource market.

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5.Evaluation & control of recruitment :- In any process evolution & control is required to

ensure that the process has gone well in the light of its stated objective & cost. Such the post action

evolution of a recruitment programmed has important implication for further recruitment programmed. Such

an evolution may provide clue to the organization for developing its strategy for further recruitment

programmed.

Sources of recruitment

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INTERNAL SOURCES

TransferPromotionsUpgradingDemotionRetired employees

EXTERNAL SOURCES

Press advertisementsEducational institutesPlacement agenciesLabour contractorsRecruitment at factory gate

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Internal sources of recruitment

Transfers: The employees are transferred from one department to another according to their

efficiency & Experience.

Promotions: The employees are promoted from one department to another with more benefits &

greater responsibility based on efficiency & experience.

Upgrading & demotion : In this context, the present employees according to their

performance.

Retired & retrenched employees: It may also be recruited once again in case of shortage of

qualified personnel or increase in load of work. In recruitment such people save time & cost of the

organization.

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External sources of recruitment

Press advertisement : Advertisements of the vacancy in newspapers & journals are a widely

used source of recruitment. The main advantage of this method is that it has a wide reach.

Education institution: Various management institutes Engineering colleges, medical colleges

etc.the are a good source of recruiting well qualified executives etc.They provide facilities for

campus interviews & placements.

Placement agencies: These agencies are particularly Suitable for recruitment of executives &

specialists & Several private consultancy firms perform recruitment Function on behalf of client

companies by charge a fee.

Labor contractors: Manual workers can be recruited through contractors who maintain close

contacts with The sources of such workers. This source is used to recruit labor for construction jobs.

Recruitment at factory gate: Unskilled workers may be recruited at the factory gate these

may be employed. Whenever a permanent worker is absent. More efficient among these may be

recruited to fill permanent vacancies.

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HR Challenges In Recruitment

Lack Of Motivation : Recruitment is concerned to be thankless job. Even if the organization is

achieving results, HR department or professionals are not thanked for recruiting the right employees

& performers.

Process Analysis : The immediacy & speed of the recruitment process are the main concerns of

the HR in recruitment.

Strategic Prioritization : The emerging new systems are both an opportunity as well as a

challenge for the HR professionals.

Adaptability to Globalization : The HR professionals are expected & required to keep in tune

with the changing times, i.e. the changes taking place across the globe.

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Factors Affecting Recruitment

The internal & external forces affecting recruitment function of an organization are:

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Internal Factor

The factor which can be controlled by the organization are:-

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Internal

Organization image size of organizationRecruitment policycost of recruitment

External

Legal factorSupply & demandSocial cultural factorCompetitors

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Organization Image: The image of an organization of an human resource market

depends on HRM practices like facilities for training & development, promotion avenues,

compensation & incentives & work culture.

Size of organization : Size of an organization is another factor which determining the degree of

attractiveness to the prospective candidate. a small organization cannot have the same recruitment

practice which a large organization may have; it may not be able to attract highly talented personnel.

Recruitment policy : The recruitment policy of an organization specific the objectives of

recruitment & provides Framework for implementation of recruitment programmed.

Cost of recruitment : . Recruitment incur cost to the employer therefore organization try to

employ that source of recruitment which will bear a lower cost of recruitment to the organization of

each candidates.

External Factor

The factors which cannot be controlled by the organization are:-

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Legal factor : There are various legal provisions, which affected the recruitment policy

of an organization. Various act which provides the restriction to free recruitment are child labor act

1986, employment exchange act 1959.

Supply & demand : If the company has a demanded more professionals & there is a limited

supply in the market for the professional demanded by the company, then the company will have

to depend upon internal source by providing them special training &

Development programs.

Social-cultural factors: These factors affect the extent to which the organization can recruit

certain categories of personnel for certain jobs

.

Competitors: The recruitment policies of the competitors also affect the recruitment function of

the organizations. To face the competition many a times the organizations have to change their

recruitment policies according to the policies being followed by the Competitors.

INDUCEMENTS

Organizational inducements are all the positive features and benefits offered by an organization

that serves to attract job applicants to the organization.

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Three inducements need specific mention here, they are:-

Compensation: Starting salaries, frequency of pay increases, incentives and fringe benefits can

all serve as inducements to potential employees

Career Opportunities: These help the present employees to grow personally and

professionally and also attract good people to the organization. The feeling that the company takes

care of employee career aspirations serves as a powerful inducements to potential employees.

Image or Reputation : Factors that affect an organization’s reputation include its general

treatment of employees, the nature and quality of its products and services and its participation in

worthwhile social endeavors.

Recruitment Policy

Meaning & Definition:

A policy assists decision-making but deviation may be needed as exception & under some extra-ordinary

circumstances.

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According to Yoder, a” recruitment policy” may “involve a commitment to broad principles such

as filling vacancies with the best-qualified individual It may also involve the organization system to

the developed for implementing recruitment programmed & procedures to the employed”

Objectives Of Recruitment Policy

To ensure that the recruitment the recruitment procedures are fair, equitable, on-discriminatory &

consistent.

To ensure that all appointment are made on merit.

To attract sufficient number of competent candidates as per the job/role requirement.

To ensure that the recruiters are properly trained in order that the objectives of that the objectives of

the policy are met.

To observe all regulatory & legal requirements which applies to recruitment?

Recruitment Policies Of A Company

In today’s rapidly changing business environment a well defined recruitment policy is necessary for

organizations to respond to its human resource requirement in time. Therefore it is important to have a clear

& concise recruitment policy in the place which can be executed effectively to recruit the Best talent pool

for the selection of the right candidate at the right place quickly. creating a suitable recruitment policy is the

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first step in the efficient hiring process. A clear & concise recruitment policy helps ensure a sound

recruitment process. It specifies the objectives of recruitment & provides a framework for

implementation of recruitment programmed.

Components Of The Recruitment Policy:

The job descriptions.

The selection process.

The general recruitment policies & terms of the organization.

Recruitment services of consultants.

Recruitment of temporary employees

Unique recruitment situations.

The terms & conditions of the employment.

A Recruitment Policy Of An Organization Should Be Such That:

To aid & encourage employees in realizing their full potential.

It should focus on recruiting the best potential people.

Transparent task oriented & merit based selection.

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To ensure that every applicant & employee is treated equally with

Dignity & respect.

Optimization of manpower at the time of selection process.

Integrates employee needs with the organizational needs.

Factors Affecting Recruitment Policy:

Preferred sources of recruitment.

Organization objectives.

Recruitment costs & financial implications.

Need of the organization.

Personnel policies of the organization & its competitors.

Government policies on reservation.

Recruitment policies:-

They are:-

• Government policies

• Personnel policies of other competing organizations

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• Organization’s personnel policies

• Recruitment sources, needs & cost.

RECRUITMENT- MATCHING THE OF THE ORGANIZATION &

APPLICANTS :

IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES:

Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale

Yodar and Paul D. Standohar, general personnel policies provide a wide variety of guidelines to be spelt

out in recruitment policy. After formulation of the recruitment policies, the management has to decide

whether to centralize or decentralize the recruitment function.

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CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some organizations like commercial banks

resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized

recruitment practices. Personnel department at the central office performs all the functions of recruitment in

case of centralized recruitment and personnel.

MERITS OF CENTRALISED RECRUITMENT :-

• Average cost of recruitment per candidate/unit should be relatively

Less due to economies of scale.

• It would have more expertise available to it.

• It can ensure broad uniformity among human resources of various

Units/zones in respect of education, skill, knowledge, talent, etc.

• It would generally be above malpractices, abuse of powers,

Favoritism, bias, etc.55

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MERITS OF DECENTRALISED RECRUITMENT :-

• The unit concerned concentrates only on those sources/places wherein normally gets the suitable

candidates. As such the cost of recruitment would be relatively less.

• The unit gets most suitable candidates as it is well aware of the

Requirements of the job regarding culture, traditional, family

Background aspects, local factors, social factors, etc.

• Units can recruit candidates as and when they are required without

Any delay.

• The units would enjoy freedom in finding out, developing the sources in selecting and employing the

techniques to stimulate the candidates.

• The unit would relatively enjoy advantage about the availability of Information, control and

feedback and various functions/processs of recruitment.

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SELECTION

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Introduction Of Selection

The size of the labor market, the image of a company, the place of posting, the place of job, the

compensation package & a host of other factors influence the manner in which job aspirants are likely to

respond to the recruiting efforts of a company. Through the process of recruitment, a company tries to locate

prospective employees & encourages them to apply for vacancies at various levels. Recruiting thus, provides

a pool of applicants for selection. Selection is the process of picking individual with requisite qualifications

& competence to fill job in the organization.

A Formal Definition: “It is the process of differentiating between applicants in order to identify those with a

greater likelihood of success in a job.”

According To DALE YODER,” Selection is the process in which candidates for employment are

divided into two classes those who are to be offered employment & those who are not Selection means

a process by which qualified personnel may be chosen from the applicants offering their services to

the organization for employment.”

Selection is the process of examining the applicants with regard to their suitable for the given job or

jobs, & choosing the best form the suitable candidates & rejecting others. The , selection is negative in its

application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify

the right candidates.

In course of time, the employee may find the job distasteful and leave in frustration. He may even

circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable harm to

the company in the long run. Effective Selection, therefore, demands constant monitoring of the ‘fit’

between people the job.

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SELECTION PROCESS

Reception:-

A company is known by the people it employs. In order to attract people with talents, skills and experience a

company has to create a favorable impression on the applicants’ right from the stage of reception. Whoever

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meets the applicant initially should be tactful and able to extend help in a friendly and courteous

way. Employment possibilities must be presented honestly and clearly. If no jobs are available at

that point of time, the applicant may be asked to call back the personnel department after some time.

Screening Interview :-

A preliminary interview is generally planned by large organizations to cut the cost of selection by allowing

only eligible candidates to go through the further stages in selection. A junior executive from the Personnel

Department may elicit responses from the applicants on important items determining the suitability of an

applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc. this

‘courtesy interview’ as it is often called helps the department screen out obvious misfits. If the department

finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit.

Application Blank:-

Application blank or form is one of the most common methods used to collect information on the

various aspects of the applicants’ academic, social, demographic, work related background and references.

It is a brief history sheet of employee’s background, usually containing the following things:

• Personal data (address, sex, telephone number)

• Marital data

• Educational data

• Employment Experience

• Extra-curricular activities

• References and Recommendations

Usefulness of Application Blank or Form

Application blank is highly useful selection tool, in that way it serves

Three important purposes:

1. It introduces the candidate to the company in a formal way.

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2. It helps the company to have a cross-comparison of the applicants; the Company can screen and

reject candidates if they fail to meet the Eligibility criteria at this stage itself.

3. It can serve as a basis to initiate a dialogue in the interview.

Selection Testing:-

A test is a standardized, objective measure of a person’s behavior, performance or attitude. It is standardized

because the way the tests is carried out, the environment in which the test is administered and the way the

individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual

differences in a scientific way giving very little room for individual bias and interpretation. Over the years

employment tests have not only gained importance but also a certain amount of inevitability in employment

decisions. Since they try to objectively determine how well an applicant meets the job requirement, most

companies do not hesitate to invest their time and money in selection testing in a big way.

Some of the commonly used employment tests are:

• Intelligence tests

• Aptitude tests

• Personality tests

• Achievement tests

1.Intelligence Tests : These are mental ability tests. They measure the incumbent’s learning ability and

the ability to understand instructions and make judgments. The basic objective of such test is to pick up

employees who are alert and quick at learning things so that they can be offered adequate training to

improve their skills for the benefit of the organization. These tests measure several abilities such as memory,

vocabulary, verbal fluency, numerical ability, perception etc.

2. Aptitude Test: Aptitude test measure an individual’s potential to learn Certain skills-

clerical,mechanical, mathematical, etc. These tests indicate whether or not an individual has the capabilities

to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are 61

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necessary. An aptitude tests is always administered in combination with other tests like intelligence

and personality tests as it does not measure on-the-job-motivation

3.Personality Test: The definition of personality, methods of measuring personality factors and the

relationship between personality factors and actual job criteria has been the subject of much discussion.

Researchers have also questioned whether applicants answer all the items truthfully or whether they try to

respond in a socially desirable manner. Regardless of these objections, many people still consider

personality as an important component of job success.

4. Achievement Tests: These are designed to measure what the applicant can do on the job currently,

i.e., whether the testee actually knows what he or she claims to know. A typing test tests shows the typing

proficiency, a short hand tests measures the testee ability to take dictation and transcribe, etc. Such

proficiency tests are also known as work sampling test. Work sampling is a selection tests wherein the job

applicant’s ability to do a small portion of the job is tested. These tests are of two types; Motor, involving

physical manipulations of things(e.g., trade tests for carpenters, electricians, plumbers) or Verbal, involving

problem situation that are primarily language-oriented or people- oriented(e.g., situational tests for

supervisory jobs).

5:-Simulation Tests: Simulation exercise is a tests which duplicate many of the activities and problems

an employee faces while at work. Such exercises are commonly used while hiring managers at various levels

in an organization. To assess the potential of a candidate for managerial positions assessment centre are

commonly used.

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6:-Assessment Centre: An assessment centre is an extended work sample. It uses procedures

that incorporate group and individual exercises. These exercises are designed to stimulate the type of work

which the candidate will be expected to do. Initially a small batch of applicants comes to the assessment

centre (a separate room). Their performance in the situational exercise is observed and evaluated by a team

of 6-8 assessors. The assessors’ judgment on each exercise are complied and combined to have a summary

rating for each candidate being assessed

.

Miscellaneous tests such as graphology, polygraph and honesty tests:-

Graphology Test: Graphology involves using a trained evaluator to examine the lines, loops, hooks,

stokes, curves and flourishes in a person’s handwriting to assess the person’s personality and emotional

make-up. The recruiting company, may, for example, ask the applicants to complete the application forms

and write about why they want a job. These samples may be finally sent to graphologist for analysis and the

result may be put use while selecting a person.. The use of graphology, however, is dependent on the

training and expertise of the person doing the analysis. In the actual practice, questions of validity and just

plain skepticism have limited in use.

Polygraph (Lie-Detector) tests : The polygraph records physical changes in the body as the tests

subject answers a series of questions. It records fluctuations in respiration, blood pressure and perspiration

on a moving roll of graph paper. The polygraph operator forms a judgment as to whether the subject’s

response was truthful or deceptive by examining the biological movements recorded on the paper.

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The fact is that the polygraph records the biological reaction in response to stress and does not

record lying

or even conditions necessarily accompanying lying. Is it possible to prove that the responses recorded by the

polygraph occur only because a lie has been told? What about those situations in which a person lies without

guilt (pathological liar) or lies believing the responses to be true? The fact of the matter is that polygraphs

are neither reliable nor valid.

Integrity Test: These are designed to measure employee’s honestly to predict those who are more likely

to steal from an employer or otherwise act in a manner unacceptable to the organization.

The applicants who take these tests are expected to answer several ‘yes’ or ‘no’ type questions such

as:

Typical Integrity Questions Yes No

Have you ever told a lie? ………….. ………..

Do you report to your boss if you know of another ………… ………. employee stealing from the store?

Do you carry office stationary back to your home …………. ……….

for occasional use?

Tests as Selection Tool: Test is useful selection devices in that they uncover qualifications and talents

that can’t be detected otherwise. They can be used to predict how well one would perform if one is hired,

why one behaves the way one does, what situational factors influence employee productivity, etc. Tests also

provide unbiased information that can be put to scientific and statistical analysis.

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However, tests suffer from sizeable errors of estimate. Most psychological tests also have

one common weakness, that is, we can’t use scales which have a know zero point and equal

intervals. Test also fails to elicit truthful responses from testee. To compound the problem further, test

results are interpreted in a subjective was by testers and unless these testers do their homework well, the

results may not be reliable.

Standards for Selection Tests: To be useful as predictive and diagnostic selection tools, test must

satisfy certain basic requirements:

Reliability: Test scores should not vary widely under repeatedConditions. If a test is administered to the

same individual repeatedly, he should get approximately identical score. Reliability is the confidence that an

indicator will measure the same thing every time.

Validity: Validity is the extent to which an instrument measures what it intends to measure. In a typing

test validity measures a typist’s speed and accuracy. To determine whether it really measures the speed and

accuracy of a typist is to demonstrate its validity. The question if determining the validity of a selection test,

thus, has a lot to do with later performance on the job.

Qualified People: Test require a high level of professional skills in their administration an

interpretation. Professional technicians are needed for skilled judgmental interpretations of test scores.

Preparation: A test should be well prepared. It should be easy tounderstand and simple to administer.

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Suitability: A test must fit the nature of the group on which it is applied. A written test

comprising difficult words would be fruitless when it is administered on less educated workers.

Usefulness: Exclusive reliance on any single test should be avoided, Since the results in such a case

are likely to be criticized. To be useful, it is always better to use a battery of test.

Selection Testing India : The following Box throw light on How the global giants use selection testing

as a basis for picking up right candidates to fill the vacancies arising internally:

Selection Practice Of Global Giants

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1. Siemens India: It uses extensive psychometric instruments to evaluate short-listed candidates. The

company uses occupational personality questionnaire to understand the candidate’s personal attributes

and occupational testing to measure competencies.

2. LG Electronics India: LG Electronics uses 3 psychometric tests to measure a person’s ability as

a team player, to check personality types and to find a person’s responsiveness and assertiveness.

3. Arthur Anderson: While evaluating candidates, the company conducts critical behavior

interviewing which evaluates the suitability of the candidate for the position, largely based on his past

experience and credentials

4. PepsiCo India: The Company uses India as a global recruitment resource. To select professionals

for global careers with it, the company uses a competency- based interviewing technique that looks at the

candidate’s abilities in terms of strategizing, lateral thinking, problem solving, managing the

environment. This apart, Pepsi insists that to succeed in a global posting, these individuals possess strong

functional knowledge and come from a cosmopolitan background.

Source: Business Today, April 7-21 2004, pg 129.

Selection Interview:

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Interview is the oral examination of candidates for employment. This is the most essential step in the

selection process. In this step the interviewer matches the information obtained about the candidates through

various means to the job requirements and to the information obtained through his own observations during

the interview. Interview gives the recruiter an opportunity –

→ To size up the candidate personally;

→ To ask question that are not covered in the tests;

→ To make judgments on candidates enthusiasm and intelligence;

→ To assess subjective aspects of the candidate – facial expressions,

Appearance, nervousness and so forth;

Types of interviews:

Several types of interviews are commonly used depending on the nature and importance of the

position to be filled within an organization:

In a NON-DIRECTIVE INTERVIEW the recruiter asks questions as they come to mind. There is

no specific format to be followed.

In a PATTERNED INTERVIEW, the employer follows a pre-determined sequence of questions.

Here the interviewee is given a special form containing questions regarding his technical

competence, personality traits, attitudes, motivation, etc.

In a STRUCTURED OR SITUATIONAL INTERVIEW, there are fixed job related questions that

are presented to each applicant.

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In a PANEL INTERVIEW several interviewers question and seek answers from one

applicant. The panel members can ask new and incisive questions based on their expertise

and experience and elicit deeper and more meaningful expertise from candidates. Interviews can also

be designed to create a difficult environment where the applicant’s confidence level and the ability to

stand erect in difficult situations are put to test.

The STRESS INTERVIEW. This is basically an interview in which the applicant is made

uncomfortable by a series of, often, rude, annoying or embarrassing questions.

In the final category, there is the APPRAISAL INTERVIEW, where a superior and subordinate sit

together after the performance appraisal to discuss the subordinate’s rating and possible remedial

actions.

Interviewing Mistakes:

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→ Favors applicants who share his own attitudes;

→ Not be asking right questions and hence not getting relevant

Responses.

→ Resort to snap judgments, making a decision as to the applicant’s suitability in the first few minutes of

the interview. Too often interviewers form on early impression and spend the balance of interview looking

for evidence to support it;

→ May have been influenced by ‘cultural noise.’ To get the job, the applicants try to get by the

interviewer. If they reveal wrong things about themselves, they may not get the job, so they try to give the

interviewer responses that are socially acceptable, but not very revealing. These types of responses are

known as cultural noise – responses the applicant believes are socially acceptable rather than facts;

→ May have allowed him to be unduly influenced by associating particular personality trait with a

person’s origin or cultural background and that kind of stereotyping/generalizing ultimately determining the

score of a candidate. For example, he may feel that candidate from Bihar may find it difficult to read, write

and speak English language and hence not select them at all;

→ Have been under pressure to hire candidates at short notice.

→ Have been influenced by the behavior of the candidates (how he has ) Answered, his body language),

his or her dress (especially in case of Female candidates) and other physical factors that are not job related.

→ May conclude that a poorly dressed candidate is not intelligent, attractive females are good for public

dealings, etc. This is known as ‘Halo Effect’ where a single important trait of a candidate affects the

judgment of the rather. The halo effect is present if an interviewer allows a candidate’s accomplishments in

athletics overshadow other aspects and leads the interviewer to like the applicant because ‘athletes make

good sales people’.

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Steps in interview process:

Interview is an art. It demands a positive frame of mind on part of the interviewers. Interviewers must be treated properly so as to leave a good impression about the company in their minds. HR experts have identified certain steps to be followed while conducting interviews:

PREPARATION:

Establishing the objective of the interview .

Receiving the candidates application and resume.

Keeping tests score ready, along with interview assessment forms.

Selecting the interview method to be followed.

Choosing the panel of experts who would interview the candidates.

Identifying proper room for environment.

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PREPARATION1

RECEPTION

2

INFORMATIONEXCHANGE

3

EVALUTION

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RECEPTION:

The candidate should be properly received and led into the interview room. Start the interview on time.

INFORMATION EXCHANGE:

State the purpose of the interview, how the qualifications are going to be matched with skills needed to

handle the job. Begin with open ended questions where the candidate gets enough freedom

to express himself. Focus on the applicant’s education, training, work experience, etc. Find unexplained

gaps in applicants past work or college record and elicit facts that are not mentioned in the resume.

EVALUATION:

Evaluation is done on basis of answers and justification given by the applicant in the interview.

Medical examination:

Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard

working conditions, clear tone, etc. Medical examination reveals whether or not a candidate possesses these

qualities.

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Reference Checks:

Once the interview and medical examination of the candidate is over, the personnel department will

engage in checking references. Candidates are required to give the names of 2 or 3 references in their

application forms. These references may be from the individuals who are familiar with the candidate’s

academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s

job performance and sometimes from the co-workers. In case the reference check is from the previous

employer, information in the following areas may be obtained.

They are job title, job description, period of employment, pay and allowances, gross emoluments,

benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc.The

method of mail query provides detailed information about the candidate’s performance, character and

behavior. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many

organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to

the organization.

Hiring decision:

The line manager has to make the final decision now – whether to select or reject a candidate after soliciting

the required information through different techniques discussed earlier. The line manager has to take

adequate care in taking the final decision because of economic, behavioral and social implications of the

selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and

they suspect the selection procedure and the very basis of selection in a particular organization.

A true understanding between line managers and personnel managers should be established so as to facilitate

good selection decisions. After taking the final decision, the organization has to intimate this decision to

thesuccessful as well as unsuccessful candidates. The organization sends the appointment order to the

successful candidates either immediately or after sometime depending upon its time schedule.

Barriers to effective selection:

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The main objective of selection is to hire people having competence and commitment.

This objective is often defeated because of certain barriers. The impediments which check

effectiveness of selection are perception, fairness, validity, reliability, and pressure. :--

PERCEPTION: Our inability to understand others accurately is probably the most fundamental

barrier to selecting right candidate. Selection demands an individual or a group to assess and

compare the respective competencies of others, with the aim of choosing the right persons for the

jobs. But our views are highly personalized. We all perceive the world differently. Our limited

perceptual ability is obviously a stumbling block to the objective and rational selection of people.

FAIRNESS: Fairness in selection requires that no individual should be discriminated against on

the basis of religion, region, race or gender. But the low number of women and other less privileged

sections of society in the middle and senior management positions and open discrimination on the

basis of age in job advertisements and in the selection process would suggest that all the efforts to

minimize inequity have not been very effective.

VALIDITY: Validity, as explained earlier, is a test that helps predict job performance of an

incumbent. A test that has been validated can differentiate between the employees who can perform

well and those who will not. However, a validated test does not predict job success accurately. It can

only increase possibility of success.

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RELIABILITY: A reliable method is one which will produce consistent results when

repeated in similar situations. Like a validated test, a reliable test may fall to predict job

performance with precision.

PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends,

and peers to select particular candidate. Candidates selected because of compulsions are obviously

not the right ones. Appointments to public sector undertakings generally take place under such

pressure.

Recruitment Vs Selection

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Recruitment techniques are not very intensive, requiring high skills. In selection process, highly

specialized techniques are required.

The basic objective of recruitment is to attract maximum number of candidates so that more options

are available & selection is to choose best out of the available candidates.

Recruitment is the positive process i.e. encouraging more & more employees to apply Whereas

selection is a negative process as it involves rejection of the unsuitable candidates.

Recruitment is concerned with tapping the sources of human resources whereas selection is concern

with the most suitable candidates through various interviews & tests.

There is a no contract of recruitment established in recruitment Whereas selection results in a

contract of service between the employer & the selected employee.

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Headhunting

Headhunting refers to the approach of finding and attracting the best experienced person with the required

skill set. Headhunting is also a recruitment process involves convincing the person to join your organization.

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RECRUITMENT POLICY OFLOHIA STARLINGER LTD

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RECRUITMENT POLICY OF LOHIA STARLINGER LTD

Objective:

To provide guideline for the recruitment of personnel by establishing systematic effective & unbiased recruitment practices in the interest of both the company & the employees as well as to control manpower.

Procedure:

High caliber/quality individuals are recruited on the basis of their ability & potential which are

complemented by a good working attitude. The determinations of potential include qualification

good character & integrity as well as loyalty.

The company encourages the employment of employee’s immediate family members or relatives.

Only managerial staff conducts interviews.

The HRD/Personnel department is responsible for managing the recruitment process. This includes

placing the recruitment advertisement/contacting institutes/campus interviews or working with a

placement consultant/agency & arranging interviewing candidates.

All applicant called up for interview must complete the personal data from

& provide documentary evidence to support qualification past experience & gross salary.

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The panel members conduct the interview in such a manner that the candidates go back

impressed about the company & its system.

To ascertain the suitability of the new employee & also to enable the new employee to assess his/her

compatibility to the company a probationary & training period for each job category is indicted

below.

Category Training/Probationary

Period

Managers (M1 to M3) And

Staff (S1 to S4) : 6 months

Officers, Engineers (01 to 04)

Worker man : 6 months

MT/GET/DET/RT and Work man

Trainee : 12months

The probationary/Training period may be extended to a maximum of another three to six months.

Confirmation of employment is subjected to the employees demonstration of good performance

during the probationary period, otherwise the probation period of six months.

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Confirmation Reviews: This letter is issued to the employee by the personnel department &

copy of the letter is filed in the employees personal file.

Sanction for Recruitment: No person is appointed in the company unless manpower requisition from

is duly sanctioned by MD.

Appointment offer Advice : As soon as the final collection of the candidate is made an appointment

officer advise is issued by HR dpt.

Issue of Appointment Letters: The appointment letter signed & issued as under-

MD: All appointment letters from M8 to O1.

VP (P & A): All appointment letter from worker level, S1 to S4.

Selection Procedure/Standards : Selection procedure consist of-

Written Test (Fresher)

Personal Interview

Duration of Training: The training period given by few organizations is based on the post of candidate.

Stipend: Monthly stipend is payable to the candidates during the training period.

Ind uction: Induction program are organized for the new incumbents.

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RESEARCHRESEARCH

DESIGNDESIGN

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Introduction Research Design

A research project conducted scientifically has a specific frame work of research from the problem

identification to the presentation of the research report. This framework of conducting research is known as

the Research Design. “A research design is simply the framework or plan for a study that is used as a guide

in collecting & analyzing the data. It is blueprint that is followed in completing a study. “According to

Kerlinger, research design is the plan, structure & strategy of investigation conceived so as to obtain answers

to research a questions & to control variance.”

STUDY OF SELECTED RESEARCH DESIGN

Research Process: Situational Analysis

Define and analyze the problem to be solved. Determine clearly the purpose of the inquiry. State the

immediate as well as the ultimate objectives. Try to secure information about the department, whole

organization, and the general environment.

Preliminary Investigation

This refers to the procedure by which the minimum acquaintance with or feel for the problem is achieved.

The researcher may meet the employees to get the background information which may throw some light on

the most critical issues for study and investigation.

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Research Design

A research design is a master plan or model for the conduct of a formal investigation. Once the need for a

formal investigation has been decided upon the researcher must formulate a formal plan of investigation. A

research design is a specification of the method and procedures to be adopted for acquiring the information

required for solving the problem.

Sources of Data

Once the research design or plan has been finalized, the researcher emphasis upon the task of collecting the

data. A research study may require both primary and secondary data. Primary data have to be assembled by

the researcher for the first time by sampling methods.

Data Analysis

The collected data must be edited, tabulated and analyzed. The research team interprets the data.

Conclusions and interpretations lead to recommendations for actions. Electronic data processing equipment

may be employed to analyze large data quickly and at a lower cost.

Report Preparation

Conclusions and recommendations supported by the necessary analysis are submitted in the form of a

written report. The report must clearly and effectively point out the relationship among the data, the

interpretation and recommendations.

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Follow-Up Recommendation

The report presented to the management must be followed up to ensure the implementation of the

recommendations. An excellent report may be wasted when the recommendations are put in the cold storage

and the management takes no step to implement the research report.

Requirements For a Good Research Design:-

Nature & scope of the problem to be studied must be stated clearly, or say must be well

defined & formulated.

If any hypothesis is to be tested it must be clearly formulated.

The research design must adequately answer the questions. And test the hypothesis.

The research design must be structured in a manner that it fulfills the need of internal &

external validity.

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RESEARCH

METHODOLOGY

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Introduction

Research

Research in common parlance refers to a search for a knowledge . One can also define research as a

scientific & systematic research for pertinent information on a scientific topic. In fact, research is an art of

scientific investigation. According to Redman & Mory, “Research is a systematized effort to gain new

knowledge.”

Methodology

Set of procedures or rule to guide research against which its claim can be evaluated & understood.

Methodology is a systematic way to work out the research problem step-by-step where in the researcher

logically adopts away to solve the problems arising out during the course of the research work.

In other words Methodology is the application of method used in preparation of project report.

Research Methodology

“Research Methodology defines ,What the activity of  Research is, How to Proceed, How  to measure 

progress, What constitute a success.”

Research Methodology is a way to systematically solve the research problem. It may be understood as a

science of studying how research is done scientifically.

In it we study the various steps that are generally adopted by a researcher in studying his research problem

along with the logic behind them. It is necessary for the research.

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To know not only the research methods/techniques but also the methodology.

Technique+Procedures+Method = Research Methodology

It can be described as-

Discovery of new idea or technique

Modification of old concept & existing concept

Formulation of new theories

Study of systematic investigation

Types of Research

  *Pure Research : Pure research provides the basis for applied research. The principles and laws set up

by pure research are applied to the problems arising in the fields of sociology, Psychology and Economics.

Thus pure research enables us to make tools and applied research uses such tools to study a particular case.

*Applied Research: Applied research is undertaken with the aim of uncovering data to solve an existing

problem. The driving force of the research is finding solution to a problem. Applied research aims at

application of science to a singular situation.

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* Descriptive Research: Descriptive study may employ any of or all the methods of data

collection such as interview, questionnaire, observation, tests and cumulative record cards.

In the descriptive study the researcher must be careful to make a note of the bias and extravagance that may

creep in at every stage of the study-formulating the objectives of the study; designing the methods of data

collection; selecting the sample; collecting, processing and analyzing the data; and reporting the findings.

* Exploratory Research: It helps us to investigate any problem with suitable hypothesis or clarification

of any concept throwing new light for further research.

* Qualitative Research: It is also called unstructured approach – is to explore its nature. A allows

flexibility in all these aspects of the process.

* Quantatives Research: It is also called structured approach. Every things that forms the research process-

objective, design, sample and the questions that you plan to ask of respondents.

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TYPES OF DATA

In this project both primary & secondary data are used. In this we analyze the data by preparing a job

description from & analyzing that from analysis competencies Of the particular employee. The is

exploratory type of research. The primary & Secondary data are:-

1. PRIMARY DATA:

According to that job description from we find out the job duties in terms of key duties &

periodical duties.

 Analyzing & observing the routine duties & work of the individual employee analyze the

competencies of employees.

This competency helps in the recruitment & training of the fresher & experience employees &

development of organization department vice.  

  2. SECONDARY DATA:

    In this some part is collected from the previous collected data such as theory part is collected from

the some books of HR & inherent.

    Secondary data are those data which have been already collected & analyzed by some earlier

agency for its own use; & later the same data are used by a different agency.

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Sample Design

In the theory of finite population sampling, a sampling design specifies for every possible sample its

probability of being drawn.

Mathematically, a sampling design is denoted by the function P (S) which gives the probability of drawing a

sample S.

P (S).is given by,

P (S) =qNsample(S) * (1-q){(Npop-Nsample(S)}

Where, q = Probability of being included in the sample for each element.

N sample(S) = Total no. of elements in the sample S

Npop = Total no. of elements in the population (before sampling commenced)

Sample Size

When a survey is undertaken & when it is not possible to cover the entire population, the marketing

researcher has an answer a basic question – How Large should the sample be?  The sample size decision is

related directly to research cost & therefore must be justified.

 

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FINDINGS & SUGGESTION

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Placement scheme In Lohia

Starlinger Ltd

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LOHIA STARLINGER LIMITED

CHAUBEPUR, KANPUR

LSL is a technology driven, engineering company engaged in the manufacture of machinery. Company is

diversified, multi business entity with an excellent record of sustain growth.

Requires the following for their Post of:-

Senior IT Officer

B.Tech (IT & CS) from a recognized institute with excellent academic record. The candidates should have

good communication and computer skills along with minimum 5 years experience at IT & CS department in

reputed company.

Interested candidates may send their detailed resume with photocopies of their qualifications, experience,

present emoluments, expected emoluments along two passport size photographs with in a week’s time on

the below address. Salary & perks will not be a constraint for deserving candidates & prospects of growth

are excellent.

General Manager (HR)

Lohia

Starlinger Limited,

D-3/A, Panki Industrial Estate,

Kanpur -208022

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Selection process & Interview Round In Lohia Starlinger Ltd

The selection process totally has four sections:-

1.Written test

2.Group Discussion

3.Technical interview

4. HR round

For CSE, IT and MCA, the pattern is as follows:-

In written test:- There are 6 sections, In APTITUDE, they asked totally 25 questions for 30minutes.some

questions on Data Sufficiency, some questions on Venn Diagrams, cubes and speed and time one question,

time management one question, blood relation 1-question (very easy).

GD:-

some of important topics are LIFE IN SPACE, global warming, ect they can vary from different prepare by

your self.in GD round the interviewer check the communication skill & present of mind.

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TECHNICAL ROUND:-

Prepare for C, C++, JAVA, UNIX mainly:

1. What is difference between IDE1 and IDE2

2. What is the difference between CMM and CMMI

3 What is the main difference between comm. level13, 4,5

4. I have a Web Server, Application Server, Servlet Engine, Database – all located on separate systems

behind

5. What is meant by Open Source Is Java Open Source or not

6? What is Semaphore and Mutex

7? What are interfaces, abstract classes? What is their purpose and differences

8How do you implement TREE in Java? How do you implement the same using C or C++?

9. What is Use Case What is the template to write Use Cases

10. What is Open System and Closed System in Computer terminology?

HR ROUND:-

Hr will be quite easy be confident they will check only how confident are taking.

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SOME INTERVIEW

QUESTIONS

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Interview QuestionInterview Question

Tell me something about yourself ?

Tell me something about your previous job?

Why are you interested in joining our company?

Why you have left your previous job?

What do you think you can do for us?

What attracts you to us?

What did you expect from the company?

What do you know about our company?

What was your salary package in the previous job?

What is your expected salary?

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SUGGESTION

During my training period in Lohia Starlinger Ltd, Kanpur. I found the atmosphere of the company is very

co-operative especially the existing employees go out the way to socialize with the new employees.

However, I would like to suggest the following regarding HR policy which might help the company to better

achieve its objectives.

1. Company annual employees turnover for the last two year suggest that there is net outflow of

employees attributed to resignation.

YEAR JOIN RESIGN

2006-07 87 50

2007-08 124 72

2008-10 96 69

The following steps might helps in checking this outflow:

A rewards & punishment scheme based on regular performance evaluation of employees to strive

them for better performance.

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Periodic reassessment of HR policy using inputs from employment satisfaction surveys

which will

help in ascertaining the following:

Are employees satisfied with their working condition?

Are their Grievance Listened & solved?

2. Rapid innovation is the key to success in this age of information technology.

It is desirable to put in a place an institutionalized mechanism to extract ideas & suggestions from

employees & use to same to improve company performance.

Companies interview assessment from is complete in itself & provide every point which is to be included in

it. But if few more points will be added than it will become more effective & will provide better results

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Bibliography

Rao, V.S.P., Human Resource Management, Excel Books

Ashwathapa. Human Resources & Personnel Management.

WeBLOGRAPHY

www.lohiagroup.com

www.answers.com

www.goole.comn

- www.citehr.com>....>employeemanagement

- www.the times100.co.uk/…./theories_recruitment-selection

- www.hrmguide.co.uk/hrm/chap8_inks.html

- www.shrm.com

- www.myarticlepub.com

www.workforce.com

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THANK YOU

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