Download - Alcon Cables
DECLARATATION
I hereby declare that the final project report “Project on
Management”. Submitted by me for the award of degree Bachelor
of Business Administration under Punjabi University, Patiala is the
original worth conducted by me and the material has neither been
copied nor reproduced from any other source. The data provided
in the study is correct to the best of knowledge & belief.
INDEX
1. Introduction to Project
2. Introduction to company
3.Review of Literature
4.Research Methodology
5.Data analysis & interpretation
6.Conclusion
7.Recommendation
8.Limitation
9.Bibliography
10. Annexure
INTRODUCTION
The Development in Science & technology has brought
tremendous change in business strategy. The globalization has its
own inspect on the industrial environment making it competitive.
Hence, to survive in the market the Captains of the industries
perforce have to keep themselves addressed with changing
environment and adopt new techniques of their resource
management.
The human resource in any organization is not important but
Valuable to any organization. This significant resource. Warrant
due consideration executives and managers right from the
beginning. They have to take into account organizational
deployment and adopt new strategies for recruitment of the best
talent available. The talent available in the marketing is plenty
but requirement is to recruit a suitable talent as per the job
requirement and the requirement of the organization. The
different organ may choose their own systems but the and result
by selecting the best will go a long way to fulfill the organizational
goals.
The function of Human Resource Executive/Personnel
managers does not end merely at selection stage rather it begins
from that step because the talent so selected is required to be
developed to fulfill the organizational interest or
the goals so that there is an overall prosperity of both the
organization & the individual. Towards this end the importance of
recruitment & selection of the desired talent enhances the
potential and opportunity for the organizations to and achieve its
objectives.
EXECUTIVE SUMMARY
The success and failure of the organization largely depends on
the human or employees working in the organization. So
recruitment and selection both are very important and they are
concerned with obtaining, organizing, and motivating the human
resources required by the enterprise.
Research was carried out to understand the practices of
recruitment and selection followed by Alcon Cables ltd, Rajpura.
To understand the formulation of recruitment and selection
policies in the company and to give the suggestions for
improvement in recruitment and selection procedures currently
followed by the company.
Through this report I was also able to understand,
recruitment is sometimes confused with employment. The two are
not one and the same. Recruitment is just one step in the process
of employment. Similarly recruitment and selection are also
different in nature. The function of recruitment precedes the
selection process. Recruitment is concerned with developing
suitable techniques for attracting more and more candidates
while selection is the process of finding out the most suitable
candidate for the job.
Products / Services :ALUMINUM CONDUCTOR XLPE INSULATED , PVC INSULATED ARMOURED AND UNAROMOURED CABLE.
COPPER CONDUCTOR XLPE INSULATED, PVC INSULATED ARMOURED AND UNARMOURED CBALE.
COPPER FLEXIBLE CABLE.
COPPER FLAT CABLE Company Profile :We are manufacture of LT power and control cable and flexible cable
Establishment Year: 1959Firm Type: PartnershipNature of Business: Manufacturer Level to Expand: State
Products & services
>> Other products and servicesTwine, cordage, ropes and cables
Twine, man-made fibreCords, natural fibreCords, man-made fibreCords, silk and cotton wasteCords, paperCords, braidedCords, impregnatedCords, endlessCords, plastic or latex coated
Cables, cords and ropes, plaited bands and stranded wire slings, metal
Cables, stainless steel wireCables, galvanised steel wireCables, iron and steel, mixed cablesCables, mixed, metal-textile fibresCables, multi-wire, 4 to 16 strands, non-ferrous metalsCables, metal, coveredCables, metal, braided
Power line cable and wire fittingsTerminals, power line cable and wireConnectors, power line cable and wireClamps, power line cable and wireCable clips and wiring clips, electricCable cleats and saddles, electricBrackets, power line cable and wire
Cable glandsCable glands for hazardous areasJunction boxesJunction boxes, watertightJunction boxes, earth-cable, fusedPower line vibration dampers and spacer dampersCable tensioners and cable laying equipment, electricCable support systemsCable suspenders, electricCable racks, electricCable trays, electricCable thimbles and sockets, electricCable end sleeves, electricCable joint accessories, underground distribution
Electric wires and cables, insulatedWire, mineral fibre covered, electricWire, ceramic covered, electricWire, textile covered, electric
Wires and cables for telecommunications and electronicsCables, coaxialCables, coaxial, microwaveCables, miniature, electric
Local area network (LAN) equipment NESLocal area network (LAN) systems, completeLocal networks, optical fibre cableLocal networks, coaxial cable
Computer cable assemblies and connectorsComputer data cable assemblies, pre-assembledComputer serial cable assemblies
Computer parallel cable assemblies
Contact Information :Web-site: Visit Website
Contact Person: B.K.SAGGIDesignation: PARTNER
Phones (Office) : 1762329943Phones (Resi.) : 329943Mobile: 9316603066Fax: 1762232687
Address: 27-A, FOCAL POINT, RAJPURA RAJPUA - 140401 (Punjab) India
Vision And Mission
The company aims at successfully meeting the varied needs
of the Indian consumers. The Company has continuously
Endeavored to bring new products to the Indian Consumer the
Company stayed close to its roots nature and it has been a
platform for its success for several years.
Mission Statement
The mission statement of Alcon Cables ltd. Rajpura is ‘’To
produce and sell goods and service to achieve the highest return
on sales in the Industry to total satisfaction of customers ,
employees and Share holders in that order.
Quality
Rajpura Branch of Alcon Cables ltd has a good Quality
control system together with Research and Development which is
comparable to its best in the Industry. It is to the Credit of its
good Quality Control system and efficient R and D Department,
thatAlcon Cables Ltd, Rajpura has been honoured and
awarded .’’THE AMERICAN INTERNATIONAL QUALITY CERTIFICATE
AND GOLD MEDAL.’’
Working Hours
Following are the shift timing , Which many be changed at
the sole discretion of the management .
General Shift 09:00AM 05:00PM
A SHIFT 08:00AM 04:00PM
B SHIFT 04:00AM 12:00PM
C SHIFT 12:00 AM 08:00AM
RESEARCH METHODOLOGY
1. Focus And Objectives of project
Focus of my study is to highlight the significance of human
Resource with following objectives:-
(a) Human beings are complex in nature with potential to grow
This resource is creative and has the ability to contribute in
further in the cause of human lives.
(b) The organization require to demonstrate due concern to
Recruit & select required talent for the organizational progress.
2. Approach or Methodology
I was briefed by very guide Shri B.K.SAGGI G.M. (HR & Adm)
Alcon Cables Ltd. Rajpura. He highlighted salient aspects of
human Resource management & importance of proper
Recruitment & selection of employees for overall growth of the
organization. He concerned numerous aspects related to
recruitment & selection like the importance, policy, manpower
planning, process, objectives & various options available to
recruit the requisite talent.
3. Research Design
The Research design is the blue print for the fulfillment of
objectives and answering questions. It is frame-work which
determines the course of action towards the collection and
analysis of required data. It is a master plan specifying the
method and procedures for collecting and analyzing the method
information. Descriptive Research is used in this study, as the
main aim is to describe characteristics of the phenomenon or a
situation.
4. Data Collection
The Sources of data includes :-
1. Primary Data Sources.
2. Secondary Data Sources.
Primary Data Sources :- Primary Data has been Collectly
directly from sample respondents through questionnaires with the
help of interview.
Secondary Data Sources:- Secondary data sources are those
which has already been used and kept as records like website of
company, manuals reports etc.
Sample Design:- Sample design is definite plan determines
before any data is actually obtained for a sample from a given
population.
Target Population : Employers
Sample Unit : Individual
Sampling Technique : Convenient sampling
Sample size : 100 respondent
Area of Study :- Alcon Cables Company, Rajpura.
5. Limitations of the Study
Various limitations of the study are:-
(a) Various Parameters used in the project may not be 100%
realistic.
(b) The sample size taken over a limited period may have a
margin of error.
(c) Time constraint in the project.
RECRUITMENT & SELECTION IN GENERAL
Recruitment
Definition : - Acc. To Yoder :-
The term recruitment may be defined as the process to
discover source of manpower to meet the requirements or the
staffing schedule and to employ effective measures for attracting
that manpower in adequate number to facilitate the selection of
an efficient working force.
Policy
Sound recruitment policy calls for adopting scientific
processes of recruitment, i.e. those techniques, which are modern
and scientific. Unless a company adopts a suitable recruitment
policy, it may not be possible for the company adopts a suitable
recruitment policy, it may not be possible, for the company to
select right candidate for the right job. A sound recruitment
policy, therefore, needs to :
1. Identify, at the outset, the recruitment needs of the
organization
2. Identify the preferred sources of recruitment
3. Frame suitable Criteria for selection and finally.
4. Consider the Cost of recruitment.
Recruitment Process
The recruitment & selection is the major function the human
resource department & recruitment process is the Ist step
towards creating the competitive strength & the strategic
advantage for the organization. Recruitment process involves a
systematic procedure from sourcing the Candidates to arranging
& Conducting the interviews & requires manes resources and
time. A general recruitment process is as follows :
Identifying the Vacancy : The recruitment process begins
with the human resource department receiving requisitions
for recruitment from any department of the company. These
contain :-
Posts to be filled
No. of persons
Duties to be performed.
Qualifications required
Preparing job description & person specification.
Locating & developing the sources of required number and
type of employees (Advertising) etc.
Short-listing and identifying the prospective employee with
required characteristic.
Arranging the interviews with the selected candidates.
Conducting the interview & decision making.
The recruitment process is immediately followed by the
selection process i.e. the final interviews and the decision making,
conveying the decisions and the appointment formalities.
Sources of Recruitment
Every organization has the option of choosing the
candidate’s for its recruitment processes from two kinds of
sources:
1. Internal sources
2. External sources
1. Internal sources:-the sources within the organization itself to
fill a position are known as internal sources of recruitment.
2. External sources:- External sources of recruitment is when a
business recruits new staff from outside the business.
SOURCES OF RECRUITMENT
Sources External Sources
1. Present Employees
(a) Transfers (b) Promotions
1. Advertisements
2. Employee Referrals 2. Employment exchanges
3. Former Employees 3. Campus Recruitment
4. Previous Applicants 4. Gate Hiring & contractors
Selection
Definition
Acc. 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 Process
There are broadly four steps in the selection process and
each step can further be subdivided depending on the need.
1. Screening of Application Forms :-
Application forms are wealth of information and should be
used wisely. It should be interpreted correctly. The primary
objective would be to eliminate applicants failing to meet
minimum qualifying requirements.
2. Tests :
These include tests of intelligence, aptitude, ability and
interest. Tests in intellectual ability, spatial and mechanical
ability, perceptual ability and motor ability have shown to be
moderately. Valid predictors for many semiskilled and unskilled
operative jobs in the industrial organizations. Intelligence tests
are reasonably good predictors for supervisory positions. But the
burden is on management to demonstrate that any test used is
job related. There are two sets of tests-performance and
psychological.
3. Interview :
Interviews are designed to probe into areas that cannot be
addressed by the application from or tests. These areas usually
consist of assessing candidates motivation, ability to work under
stress, inter-personal skills and ability to fit in the organizations.
The use of the interview in selecting executives make sense
whereas for most lower level jobs appear questionable.
4. Selection Decision :
In Practice, the final decision will probably be between three
or four candidates. It is unlikely that any of the three or four
candidates. It is unlikely that any of the three or four remaining
applicants meet the person specification in every way. The
personal specialist together with line management will now have
to weigh up the strengths & weaknesses of each candidate. The
right decision depends on management judgment.
Recruitment & Selection is vital function of HR in the
organization. Slightest mistake will lead to a square peg in round
hole. Instead of following a blind elimination process, focus should
be on selecting people based on the skills and competencies
required for the job.
Selection Procedure
Framing a selection procedure is important to ensure
scientific selection of employees for all levels in an organization.
To match the requirement of the jobs with the attributes of the
candidates, the first step is to make a detailed analysis of job
content to develop job descriptions. Such job descriptions clearly
specify the necessary attributes needed for each job. Most of the
organizations, in order to develop a standard job description for
each job, determine the level of competencies by adopting
industrial engineering techniques like time study, method study,
work measurement, etc.
The next step in selection procedure is to personify such
attributes in candidates,. i.e. developing a specification of
persons, to define the background education, training, personality
and characteristics of the candidates to suit the vacancy position.
This in reality is an exercise to pre-portray an ideal candidate for
a job
Recruitment Vs Selection
Both recruitment & selection are the two phases of the
employment process. The differences between the two are :
1. The recruitment is the process of Searching the candidates
for employment and stimulating them to apply for jobs in the
organization WHEREAS selection involves the series of steps by
which the candidates are screened for choosing the most suitable
person for vacant posts.
2. The basic purpose of Recruitment is to create a talent pool of
candidates to enable the selection of best candidates for the
organization, by attracting more and more employees to apply in
the organization WHEREAS the basic purpose of selection process
is to choose the right candidate to fill the various positions in the
organization
3. Recruitment is a positive process i.e. encouraging more &
more employees to apply WHEREAS selection is a negative
process as it involves rejection of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human
resources WHEREAS selection is concerned with selecting the
most suitable candidate through various interviews and tests.
5. There is no contract of recruitment established in
recruitment WHEREAS selection results in a contract of service
between the employer and the selected employee.
RECRUITMENT & SELECTION SPECIFIC TO
ALCON
Recruitment
Objectives:
Recruitment is an activity which best available manpower in
the market is attracted to apply for the required position is ample
number so that the company has widest possible choice in
selecting (Section III) best candidates available.
Procedure:
To facilitate following activities are to be undertaken
1. Determination of Clear-cut norms of recruitment by two’s in
consultation (with personnel head)
2. The Norms to be incorporated & assessed by personnel
department while placing requisition in placement agencies,
advertisements etc. The Dept. will Deride, which channel they
would like to follow for recruitment for eg. advertisement,
consultants, references etc.
3. Different Departments will sent their Requisition to
personnel department on quarterly basis and their projections for
coming year in writing (Performa-R-I)
4. Personnel Department will maintain the check list
requirements (job specification & employee specification) for
frequently wanted positions (Performa- R-II)
5. There will be two separate employment forms, one for
workers and other for staff and above for HOD’S there is one
more sheet to be attached with staff employment from (Performa
R-III & R-IV)
6. All the data & Performa to be used will be maintained by
personnel department.
7. Origination of all activities regarding Recruitment at all
levels/category will be done by personnel department.
Selection
Objective :
The objective of selection process is to evaluate the
Qualification & experience of the candidates & make the final
decision about them. Selection refers to the process of offering
job to one or more applicants from applicants received.
Process :
Due attention to be paid to selection because it involves the
establishing the ‘best fit’ between the job requirement on the one
hand, and the candidates qualifications & experience on the other
faculty judgment can have far reacting adverse impact on the
organizational functioning. The selection process for workers &
office staff could consist of performance/trade tests & interview.
In the case of Heads of the Departments and second line, these
could be two interviews i.e. preliminary and final with the top
management.
The interview committee will be of three different kinds
based on grade and importance of the position.
For heads of department the committee will consist of :
1. Joint Manager Director.
2. Executive Director
3. Any other Expert (if Required)
The interview Committee for second line in command up to
Assistant Manager would consist of the following :-
a. Committee for Preliminary interview consists of.
1. Personnel Head (Convener)
2. Concerned Head of Department
3. Any other Senior person in Concerned filed.
b. Final interview will be taken by Executive director.
For the grade below second in commands the Preliminary
interview committee with consist of.
1. Second line in command of the concerned department.
2. Second line in Command of the personnel department.
3. Any other expert whom the committee deems fit.
c. The final interview Committee will consist of :
1. The concerned Head of Department
2. The Personnel Head of Department &
3. Any other person the committee deems. Job Approval of
Executive Director will be final & Binding.
4. The No’s of candidates for the particular position to be
considered for selection process would not exceed above
seven times of department.
5. The assessment of the Performance of the candidate in
interview should be preferably be though discussion &
consensus based on select aspects as contained in the
Performa enclosed (S-I)
6. Overall assessment of the performance of the candidate
through different means of selection for the different
categories of employee is an enclosed (S-II)
7. Prior to issuing appointment letters, the medical checkup is
to be done by a qualified medical practitioner (S- III)
8. Verification through previous employer is to done (S-IV)
9. Full & Final settlement with previous employer may be
insured.
METHODS ADOPTED BY Alcon Cables
LTD., RAJPURA
A manager can recruit in two different ways:-
1. Internal Recruitment:-
Internal Recruitment is when business looks to fill the
vacancy from within its existing workforce. Internal recruitment
methods used by Alcon Cables Company Ltd., Rajpura are:-
1. Promotion and Transfers.
2. Job Posting.
3. Employee Referrals.
1.Promotionand transfers
Promotion:- The permanent movement of a staff member
from a position in one job class to a position in another job
class of increased responsibility or complexity of duties and
in a higher salary range.
Transfer:-The Permanent Paternal movement of a staff
member from
one position to job class assigned to the same salaries
range.
Alcon Cables Ltd. Co., Rajpura. uses both promotion and
Transfer methods for filling the vacancies. ABC Ltd., promotes
employees after 3 years. Company may promote employees on
sonority or performance basis.
Alcon Cables Ltd. Co., Rajpura mostly, transfers are done in
marketing sector. HR Manager and section committee may
promote and transfer the staff members. Who meet following
requirements.-
A. Meets minimum qualifications for the job or has clearly
demonstrated the ability to perform or transfer.
B. Has satisfactory record of performance in his/her current
position.
2. Job Posting :-
Arrangement in which a firm internally posts a list of open
positions (with their descriptions and requirements ) so that
existing employees who wish to move to different functional
areas may apply.
HR managers of Alcon Cables Ltd. Rajpura also uses
these method for filling the vacancies.
3. Employee Referrals :-
Recruitment method in which the current employees are
encouraged and rewarded for introducing suitable recruits among
the people they know.
HR manager of Alcon Cables Ltd. Rajpura recruit the
employees on reference given by present employees are invited
for interview. If they are qualified for a job they are selected.
EXTERNAL METHODS:-
External method is when the business looks to fill the
vacancy from any suitable applicant outside the business.
1. Advertisement :-
Advertisement is a form of communication that typically
attempts to persuade potential applicants to fill the vacancies.
Alcon Cables Ltd. uses news paper advertise event method.
No other method is used for recruiting the people. They give ads
in newspapers to fill the vacancies.
2. Employment Exchanges :-
Employment exchanges run by government are also a good
sources of recruitment. Unemployed persons get themselves
registered with these exchanges. The vacancies may be notified
with exchanges, wherever there is need. The exchange supplies a
list of candidate fulfilling required qualifications.
Selections Committee of Alcon Cables Limited Co. Rajpura
contact with District and Local exchanges ie. Rajpura and Patiala
only.
3. Contractor and Consultants :-
Contactor is one who agrees to do work for another. A
independent contractor makes an agreement to do a specific
piece of work retaining control of the means and methods of
doing job.
Contractors are used for recruiting the casual labor, workers
for production process, by Alcon Cables Ltd. Rajpura.
Consultants is a person who acts as an advisor to users or to
the technical staff. Alcon Cables Ltd, Rajpura prefers consultants
for filling the vacancies. This method is preferred mostly by the
personal department.
RECURITMENT AND SELECTION
PROCEDURE OF Alcon Cables LTD.,
RAJPURA
Requirement and job specification by concerned department
to HR
↓
Planning – as per requirement and job specification
↓
Sources (Internal, External and Third Party)
↓
Resume’s Collection
↓
Preliminary Screening – HR
↓
Screening-Technical with head of Department (HOD)
↓
Short listing of Probable candidate for interview.
↓
Fixation of interview date.
↓
Call Letter – For Interview
↓
Preparation of Interview Data Sheet and Assessment Sheet
↓
Interview of candidate by panel.
↓
Final Short listing of Probable Candidate by Interview Panel.
↓
Salary Derogations
↓
Approved by Management
↓
Offer letter
↓
Joining formalities
↓
Induction
↓
Report submitted to employees.
Explanation of procedure of Recruitment
and selection in Alcon Cables
Rajpura.Ltd.,
The procedure or process followed by Alcon Cables ltd,
Rajpura for recruiting the members can be described below:-
1. REQUIREMENT AND JOB SPECIFICATION BY CONCERNED
DEPARTMENT TO HR DEPARTMENT:-
→ The Recruitment process begins with Hr department
receiving requisition for recruitment from any department of
company. This contains :-
- Posts to be filled.
- Duties to be performed
- Qualification Required
- Terms and conditions of employment
- Time by which the persons should be available for
appointment etc.
“Job specification” are formal statements about the nature
and conditions of work which is supposed to be done. So,
different’ department’s will submit the job specification’s details
of vacancies to the HR department.
2. PLANNING – AS PER REQUIREMENT AND JOB
SPECIFACATION:-
HR Department will make plan to induct the employees for
specific positions. As per requirements the HR department will
take into account the education, experience, training, mental
abilities etc.
HR will also make plan to recruit employees from different
sources by considering the details of Job vacancies the plans will
made by personal department to fulfill the requirements.
3. SOURCES – (internal, External and Third Party):-
Sources taken by HR department are of two kinds:-
1. Sources – Persons who are already working in an
organization constitute the internal sources. HR department will
give preference to internal sources because they are economical,
suitable and reliable.
1 On the other hand, External Sources lie outside an
organization. It gives Hr department to make wide
choices, appoint skilled people.
Personal Department of Alcon Cables Ltd, Rajpura choose
that sources to fill a vacancy which will be suitable.
4. RESUME COLLECTION:-
A Resume is a document that contains a summary or listing
of relevant job experience and education.
Resumes of interested applicants will be collected by HR
department concerning job vacancy HR department will find the
skilled people for the vacancy by approaching internal and
external sources.
5. PRELIMINARY SCREENING – HR
When all the Resumes are collected, them preliminary
screening will be done, Hr department will divide the applicants in
to 3 categories according to their qualifications, experiences
salary structure. The categories consists of :-
1. Highly qualified Applicants
2. Moderate or Average Applicants
3. Semi-Skilled Applicants
6. SCREENING– TECHNICAL WITH HOD
After Preliminary screening , HR department will send
applications selected to the concerned department then HR
department with the help of concerned department decide which
applicants are to be finally shortlisted.
7. SHORTLISTING OF PROBABLE CANDIDATES FOR
INTERVIEW:-
When all the completed application forms have been
received , members of the personnel department study them to
find the most suitable candidates .The standard application form
list all the information in the same order, Which make it easier to
compare candidates .
Three or four of the most suitable candidates will be put on a
shortlist and invited to attend an interview at a stated time on
stated date. A formal letter may be sent to all the other
candidates thanking them for applying for the post .
8. FIXATION OF INTERVIEW DATE:-
The Date, Time and Venue for Interview will be fixed .
9. CALL LETTER – FOR INTERVIEW:-
Call Letter will be send to the applicants containing full
information about the Interview .Applicants will be informed
through posts telephonic calls.
10. PREPRATION OF INTERVIEW DATA SHEET AND
ASSESMENT SHEET:-
Selection Committee will prepare Data sheet and
assessment sheet will be prepared.
11. INTERVIEW OF CANDIDATE BY PANEL:-
Interview of shortlisted candidates will be conducted by HR
dept on fixed date . Interview is usually the main feature of job
selection Process.
In panel Interview, Persons more than one , interview a
candidate at the same time .Questions may be asked in turn or
asked Random order as they arise.
12. FINAL SHORTLISTING OF PROBABLE CANDIDATE’S BY
INTERVIEW PANEL:-
The assessment of performance of the candidate in Interview
will be preferably be through discussion and Consensus based on
select aspects as contained in Performa enclosed (S-I)
13. SALARY NEGOTATIONS:-
An extremely important process in which job seekers
attempt to obtain the best compensation package possible ,
based on skills experience Industry salary range , and the
company’s guidelines.
ABC Ltd also sings contract with all finally selected
candidates.
14. APPROVED BY MANAGEMENT:-
In Alcon Cables Ltd, Rajpura of Executive Director Will be
final and binding.
15. OFFER LETTER:-
A job offer letter is a document that confirms the details of
an offer of employment . The job offer letter includes details such
as job description, reporting Relationship , Salary, bonus
Potential, benefits and more.
The job offer letter generally confirms the terms of
employer and candidate have agreed to for his for this
employment during negotiations.
16. JOINING FORMALITIES:-
After Final selection of the candidates have to fill some of
forms. The Candidate have to fill joining forms and statutory
forms. They are :-
1) ESI – (Employment state Insurance form) Declaration
form, it applicable.
2) Provident fund Declaration form
3) Form D under Punjab Factories Rules for nomination.
4) Form under Gratuity Act.
17. INDUCTION POLICY:-
General
Introduction or orientation programmed of an organization is
a process to guide and employee to familiarize them with the job
and the organization. This process helps an organization to clarify
terms and conditions of employment, specific job requirement
and build confidence in the mind of new employee. Thus objective
of orientation programmed is to:-
a) Introduce the new employees with organization,
environment , history tradition and culture of the
organization, achievement and future challenges, policies
and expectation by providing relevant information.
b) Create a positive attitude in the mind of the new employees.
c) Create a proper awareness in the new employees enabling
them to understand the business of the company.
INDUCTION PROCESS IN ALCON CABLES LTD
Procedure
One day :- In accounts / marketing department
One day :- In production / engineering
Last day :- First half in material department and 2nd half in
time office / security for preparing his report.
The concerned Head of Department is empowered to extend
duration of the Induction / Training, if he deems fit. The
trainee/new employee submits the department on completion of
his induction.
In some industries / organization placement is also clubbed
with induction as most of the organization put new employees on
probation for specified/stipulated period (in , Alcon Cables it is 6
month). Periodically performance of these employees is reviewed
through a feedback system form the controlling authority.
Phenomenon of placement is nothing but assigning jobs to the
employees for which they have been indentified suitable.
Generally it arises when a group of trainees are recruited and the
Organization makes provision for short-term placement to identify
the true potential of the employee. The employees are allowed to
work on different jobs through a systematic job rotation program.
At a later stage permanent job allocation is affected matching the
employee’s competence I am enclosing a copy of feed back form.
Annexure – G
CONFIDENTIAL
FEEDBACK FORM FOR THE EMPLOYEE ON PROBATION/TRANING
(FOR HOD’S ONLY)
1. NAME OF THE EMPLOYEE :…………………………………
2. JOINING DATE :……………………………………………..
3. NATURE OF DUTY :…………………………………………
4. ASSESSMENT OF BY MONTHLY REPORTS :
a)………………………………………………………
b)………………………………………………………
c)……………………………………………………..
d)……………………………………………………….
e)……………………………………………………..
f)……………………………………………………..
5. PROFESSIONAL COMPETANCE :
ATTRIBUTES EXCEL
LENT
VER
Y
GOO
D
GOO
D
AVERA
GE
NEED
INPROVEM
NT
BELOW
AVERA
GE
SUBJECT
KNOWLEDG
E
TECHNICAL
KNOWLDEG
E
COMMINICA
TION SKILLS
LEADERSHIP
QUALITY
ADAPTIBILIT
Y
GRASPING
POWR
OVERALL
WORK
6. RECOMMENDATION (S) :……………………………………
7. ……………………………………………………………………
8. SIGNATURE…………………………………..
DATE………………………………………….
18. REPORT SUBMITTED TO EMPLOYEES:-
Finally report is submitted to employees. This is the last and
final step of recruitment and selection procedure the report
regarding the performance and other details.
ANALYSIS
Q1. Does your Company have a clearly stated Recruitment and
Selection policy?
Clarity of Recruitment System
76% Employers agree that the Company have clearly stated
Recruitment and Selection policy 20% says up to some extent and
4% do not agree.
Q2. What are the quality of Alcon Cables Ltd. Rajpura,
Recruitment System?
Qualities of Alcon cables Ltd., Rajpura Recruitment
System
a. Quick Response Time for Requirement
b. Bringing in Quality People.
c. Proper Co-ordination with other teams or departments.
d. Efficient Maintenance and updating Database.
Q3. What Recruitment Sources are used in Alcon Cables Ltd.
Rajpura?
Sources of Recruitment
20% say they use Employment Exchanges, and
20% say they use Employee Referrals and
10% of Advertisement sources are used and
50% of Consultants are used.
Q4. Rank the Qualities in the Order of your Preference on the
Basis of which you select candidate?
Ranking of Quality of Candidate
Rank Given
Qualification 5
Experience 3
Skills 4
Personality 2
Depends on job Variety 1
{job profile and job description}
Q5. Does Alcon Cables Ltd., Rajpura ask candidates to enter into
Bonds with them
Existence of Bond Policy
80% say yes that they ask candidates to enter into Bonds and
20% do not agree.
Mostly bond system exists in Non Managerial Staff.
Q6. Do you have Reservation System?
Reservation System
The Company do not have any Reservation System.
Q7. Do you have a trained staff to take Recruitment and
Selection decision in accordance with current employment
legislation?
Existence of Current Employment Legislation System
90% of employers agree that they have current Employment
Legislation and 10% do not have any views.
Q8. Your company Alcon Cables Ltd, Rajpura is Not Conducting
any test ? Do You think it affect your selection of the candidates ?
View on Conduct of Test
85% of employers agree that not conducting test will affect their
selection procedure and 10% do not agree and 5%have not gives
any view.
Q9. Opinion about the overall image of the undertaking as
evidenced by the number of applicants. If recruitment is
done through External Sources.
RESPONSE OF EXTERNAL SOURCES
20% employers say they have good response and
80% say response is satisfactory.
Q10. Normally, how much response is from candidates
covering different regions?
Response of Candidates covering different Regions
12% employers agree that they have good response from
different regions and 5% say they do have enough
employees from distant place and 83% employees say
response is satisfactory.
Q11. Do you have laid down Performa of assessment
for members of Interview panel?
Performa of Interview Panel
100% employers agree that they have laid down Performa of
Interview panel.
CONCLUSION AND SUGGESTION S
FINDINGS:
The company Alcon Cables Ltd is following the clearly stated
recruitment and selection policies. There is also proper
coordination among the various departments. Consultants play
and important role in recruitments. job profile and job description
plays an important role while selecting an candidates.
Having gone through the entire system of Recruitment and
Selection procedure in Alcon Cables ltd, Rajpura, I tried to analyze
in detail keeping view the general Recruitment and Selection
process. Though the system is effective an functional, I feel the
below mentioned recommendations and suggestions will go along
to improve the existing system:-
1. Alcon Cables ltd, is not conducting any of the test while
recruiting the people the committee should conduct test like
aptitude test, intelligence test, stress test, etc for the high posts
and which have high work load. This will help in bringing efficient
people in the company.
2. Alcon Cables ltd, should improve their salary structure to
encourage more applicants to apply.
3. Alcon Cables ltd, should use wide advertisement methods like
electronic media so that information can reach to far places.
4. Alcon Cables ltd, should provide mare incentives to the
employees like bonus , increase in HRA, etc to attract the new
applicants.
5. As Alcon Cables ltd is production unit, continuous plant.
Work even don’t stop at night. So they should provide proper
facilities to staff.
APPENDIX
QUESTIONARIES FOR SELECTION
COMMITTEE IN ALCON CABLES LTD.NAME: ……………………….
ADDRESS: ………………………..
CONTACT NO.: …………………………
Ques 1 :- Does your company have clearly stated recruitment and
selection policy?
1.Yes 2.No 3.To some extent
Ques 2 :- What are the quality of Alcon Cables Ltd., Rajpura
recruitment system?
Quick response time for requirement.
Bringing in quality people.
Proper coordination with other teams or department
Efficient maintain and updating database.
Ques 3 :- What recruitment sources are used in Alcon Cables Ltd.,
Rajpura ?
1. Advertisement.
2. Employee referral
3. Consultant.
4. Employment Exchanges.
Ques 4 :- Rank the qualities in the order of your preference on the
basis of which you select candidate?
Qualification
Experience
Skills
Personality
Depends on job variety.
Ques 5 :- Does Alcon Cables Ltd., Rajpura ask candidates to enter
into bonds with them.
Yes
No
If yes then what kind of job or department.
Ques 6 :- Do you have any reservation system?
Yes No
Ques 7 :- Do you have trained staff to take recruitment and selection
decision in accordance with current employment
legislation?
Yes No
Ques 8 :- Your company Alcon Cables Ltd., Rajpura is not conducted
any test? Do you think it effects your selection of the
candidates?
Yes No Don’t know
Ques 9 :- Opinion about the overall image of the undertaking as
evidenced by the number of applicants – if recruitment is
done through external sources?
(1) Good (ii) Satisfactory (iii) Poor
Ques 10 :- Normally, How much response is from candidates covering
different regions?
Not satisfactory Satisfactory
Good
Ques 11 :- Do you have laid down Performa of assessment for
members of interview panel.
Yes No
BIBLIO-GRAPHY
1. Awasthappa, k “Human Resource and Personnel
Management ”published by Tata McGraw-Hill publishing
company limited, New Dehli.
2. Armstrong, Michael(1988),”A Handbook of Personnel
Management Practice, “Published by Kogan,London.
3. Rensis likert,” The Human Organisation:Its Management
andValue”Mc-GrawHill Book Company, New York.
4. Yoder Dale, “Personnel Management and Industrial
Relations”1967.
5. KS Khotari,”Research Methodology.
6. R.K.Sur and Sanjiv Verma,”Organizational Behaviour”.
7. Shashi K Gupta and Rosy Joshi,”Organizational Behaviour”.
WEBSITES:
1. www.amritbanaspati.com
2. www.google.com
3. www.yahoo.com
4. projects.com
5. http://en.wikipedia.org/wiki/recruitment and selection.
6. http://www.managament help.org/
7. http://recuritment.naukrihub.com./recuritment Vs selection
html. + (Project)