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SUMMER INTERNSHIP REPORT
ON
A STUDY OF RECRUITMENT AND SELECTION
PROCESS IN HENSEL PVT.LTD.
In partial fulfill!nt "f t#! r!$uir!!nt
F"r t#! a%ar&!& "f t#! &!'r!!
Of
MASTEROF (USINESS ADMINISTRATION
AFFILIATED TO
)AUTAM (UDDHA TECHNICAL UNIVERSITY LUC*NO+
,SESSION -/01-/23
SU(MITTED TO4 SU(MTTED (Y4
MS.SHA*SHI D+IVEDI REENA RA+AT
,ASSISTANT PROF.3 ROLL NO.5/-22-627
M.(.A.11 THIRD SEMMESTER
C"lla'! 8"&!422-
Sar&ar (#a'at Sin'#
C"ll!'! "f T!8#n"l"'9 : Mana'!!nt
,Appr";!& it9=Lu8?n"%3
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%%%.>8t.8"
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AC*NO+LED)EMENT
I, REENA RAWAT, student of Master of Business
Administration from Sardar Bhagat Singh College Of Tehnolog! "
Management, #u$now e%&ress m! gratitude and than$s to our College for
&ro'iding me his 'alua(le guidane in under summer internshi& &ro)et*
I would also li$e to e%tend m! sinere regards to m! fault! guide
under whom I ha'e done m! summer internshi& &ro)et and who has (een thesoure of m! ins&iration and hel&ed throughout the wor$ing of this summer
internshi&*
REENA RA+AT
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PREFACE
The &resent stud! is underta$en to understand the +A stud! of Reruitment and
seletion in ensel India -'t* #td*. In India " the 'iews of its em&lo!ees*
The stud! was done to find out the +A stud! of Reruitment and India -'t*
#td* and to $now the Em&lo!ee/s &ere&tion towards +A stud! of
Reruitment and seletion in ensel seletion ensel India -'t* #td*. this
sur'e! was done in #u$now it!* The data was &roessed using om&uter
aided tools suh as MS0E1CE#, S-SS fre2uen! ta(les were used for
anal!sis, the stud! was onduted from duration of summer internshi& i*e*,
for a &eriod of one month in the it! of #u$now *
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TA(LE OF CONTENTS
TOPIC PA)E NO
Introdution of the to&i
O()eti'e of the stud!
So&e of the stud!Com&an! &rofile
Researh Methodolog!
3ata olletion
3ata anal!sis
4indings
#imitations
Conlusions
Suggestions " ReommendationsAnne%ure
Bi(liogra&h!
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INTRODUCTION
OF TOPIC
RECRUITMENT
Aording to Edwin B* 4li&&o, reruitmentis the &roess of searhing
the andidates for em&lo!ment and stimulating them to a&&l! for )o(s in the
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organi5ation.* Reruitment is the ati'it! that lin$s the em&lo!ers and the )o(
see$ers* A few definitions of reruitment are6
A &roess of finding and attrating a&a(le a&&liants for em&lo!ment*
The &roess (egins when new reruits are sought and ends when their
a&&liations are su(mitted* The result is a &ool of a&&liations from
whih new em&lo!ees are seleted*
It is the &roess to diso'er soures of man&ower to meet the re2uirement
of staffing shedule and to em&lo! effeti'e measures for attrating that
man&ower in ade2uate num(ers to failitate effeti'e seletion of an
effiient wor$ing fore*
Reruitment is a ontinuous &roess where(! the firm attem&ts to
de'elo& a &ool of 2ualified a&&liants for the future human resoures needs e'en
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though s&eifi 'aanies do not e%ist* 7suall!, the reruitment &roess starts
when a manger initiates an em&lo!ee re2uisition for a s&eifi 'aan! or an
antii&ated 'aan!*
R!8ruit!nt an& S!l!8ti"n ar! t#! t%" p#a>!> "f t#! !pl"9!nt
pr"8!>>. T#! &iff!r!n8!>
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THE PURPOSE AND IMPORTANCE OF
RECRUITMENT
Attrat and enourage more and more andidates to a&&l! in the
organi5ation*
Create a talent &ool of andidates to ena(le the seletion of (est andidates
for the organi5ation*
3etermine &resent and future re2uirements of the organi5ation in
on)untion with its &ersonnel &lanning and )o( anal!sis ati'ities*
Reruitment is the &roess whih lin$s the em&lo!ers with the em&lo!ees*
Inrease the &ool of )o( andidates at minimum ost
el& inrease the suess rate of seletion &roess (! dereasing num(er
of 'isi(l! under 2ualified or o'er2ualified )o( a&&liants*
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el& redue the &ro(a(ilit! that )o( a&&liants one reruited and seleted
will lea'e the organi5ation onl! after a short &eriod of time*
SOURCE OF RECRUITMENT
It has two soures whih are as fellows0
8* INTERNAL FACTORS
TRANS4ERS
-ROMOTIONS
7-;RA3IN;
3EMOTION
RETIRE3 EM-#O
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EVALUATION STEPS FOR RECRUITMENT :
SELECTION
/.Pr!liinar9 P#"n! Int!r;i!%1
Conduting a &reliminar! &hone inter'iew is
essential for o(taining information a(out the a&&liant/s
(a$ground, wor$ histor! and e%&eriene* When !our em&lo!ment
s&eial is t onduts a &reliminar! inter'iew, the o()eti'e is to
determine whether or not the a&&liant has the re2uisite s$ills and
2ualifiations for the )o( 'aan!* Consistent with widel! ae&ted
human resoures &rat ies, the Te%as Assoiation of Count ies
reommends, A 2ui$ initial re'iew will re'eal those a&&liants who
o('iousl! do not meet the minimum re2uirements for the )o(* While
an em&lo!ment s&eial is t ma! &ro(e further into the a&&liant
e%&eriene and inter&ersonal s$ills, the &ur&ose of this inter'iew is
to narrow the field of a&&liants to send for onsideration (! the
hiring manager*
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-.FACE1TO1FACE INTERVIE+ AND SELECTION 1
In this stage of the reruitment and seletion &roess,the h ir ing manager re' iews the a&&lia tions and resumes the
em&lo!ment s&eialist forwarded to her* The hiring manager in'ites
the a&&liant to inter'iew fae0to0fae> ommuniation a(out the
inter'iew and sheduling is generall! handled (! the em&lo!ment
s&eialist* This ensures that all 2ualified a&&liants reei'e the same
information* At t imes, the em&lo!ment s&eialist will &re&are the
a&&liant for the fae0to0fae inter'iew* After the hiring manager
inter'iews the a&&liant, she further narrows the field of andidates
from whih to selet for the )o( o&ening* In man! om&anies, there
is an additional inter'iew (! the same hiring manager or &erha&s a
&anel of inter'iewers*
0.E@TENDIN) AN EMPLOYMENT OFFER1
One the hiring manager deides whih andidate is
most suita(le for the )o( 'aan!," time to inform the andidate of
&re0em&lo!ment matters, suh as (a$ground in2uiries, drug tests
and, if a&&lia(le, information*
When reruiting for &ositions where !ou negotiate
the terms of em&lo!ment , om&ensation and (enefi ts , and other
i ssues, a draf t em&lo!men t o ffer ma! hange hands f rom the
andidate to the em&lo!er until the &arties reah an agreement*
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An em&lo!ment offer should alwa!s (e in writing to
doument the terms of !our agreement with !our &ros&eti'e
em&lo!ee*
2.C"n>i&!rati"n>1
Com&an! reruitment and seletion &roess is the (est
wa! to ahie'e suess in the (usiness world* Aording to 3r*
Stuart ;reenfield, ontri(utor to the Amerian Soiet! for -u(li
Administration, im&lementing more effeti'e &roesses to reruit
andida tes and sele t the (es t and the (righ test wil l im&ro'e
one"am&>rs2uo>s a(ilit! to meet one organi5ation human resoure
needs*
RECRUITMENT PROCESS
?o( anal!sis
Souring
On0(oard ing
Sreenin g and seletion
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APPROCHES OF RECRUITMENT
8* In0house reruitment
Internal reruiters
Em&lo!ee referral
Outsouring
o 9* On0Cam&us Reruiting
o :*Em&lo!ment agenies
8* Traditional agen!
9* Nihe reruiters
o @* E%euti'e searh firms ead hunters
8* E%euti'e researh " resouring firms
o D* Internet reruitment ser'ies
8* Reruitment we(sites
9* ?o( searh engines
:* Reruitment Agen! 3iretories
@* Soial reruiting
* Talent A2uisition
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F Reruiting Com&anies
G*Referenes
INTERNAL RECRUITMENT
Sometimes, a andidate will (e
internal l! rerui ted, from another team or di'ision of the same
organi5at ion* An ad'antage of this an (e that the organi5at ion
alread! $nows the em&lo!ee, their om&etenies in so far as the!
are re'ealed in their urrent )o( and their trustworthiness* It an
also (e 2ui$er and lower ost to hire someone from another &art of
the same organi5ation*
A tem&orar! internal reruitment for a &eriod of a few months, after
whih the em&lo!ee would normall! (e e%&eted to return to their
&re'ious )o(, is $nown as a >!8"n&!ntB someone on a seondment
is said to (e >!8"n&!& to the new team* Seondments ma! also ta$e
&lae (etween related organisations*
RECRUITMENT PROCESS
"< anal9>i>
In situations suh as where one or more new )o(s are to (e reated
and rerui ted to for the f i rs t t ime, a )o( anal!sis andHor in some
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ases a tas$ anal!sis might (e underta$en to doument the atual or
intended
Re2uirements of the )o(* 4rom these the rele'ant information is
a&tured in suh douments as )o( desri&tions and )o(
s&eifiations* Often a om&an! will alread! ha'e )o( desri&tions
that re&resent a historial ol let ion of tas$s &erformed* Where
alread! drawn u&, these douments need to (e re'iewed or u&dated
to r ef let &resent da! re2uir ements* - rior to initiating the
reruitment s tages a &erson s&eifiation should (e f inal i5ed to
&ro'ide the reruiters ommissioned with the re2uirements and
o()eti'es of the &ro)et
S"ur8in'
Souring is the use of one or more strategies to attrat or
identif! andidates to fi l l )o( 'aanies* It ma! in'ol'e internal
andHor e%ternal ad'ertising , using a&&ro&riate media, suh as loal or
nat ional news&a&ers, s&eial is t rerui tment media, &rofessional
&u(liations, window ad'ertisements, )o( entres, or in a 'ariet! of
wa!s 'ia the internet* Alternati'el!, em&lo!ers ma! use reruitment
onsultanies or ageniesto find otherwise sare andidates whoma! (e ontent in their urrent &ositions and are not ati'el! loo$ing
to mo'e om&anies ma! (e &roat i'el! ident if ied* This ini tial
resea rh for so0a ll ed &assi'e andida tes, a lso al led name
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generation, results in ontat information of &otential andidates
who an then (e ontated disreetl! to (e sreened and a&&roahed*
S8r!!nin' an& >!l!8ti"n
Suita(ilit! for a )o(is t!&iall! assessed (!
loo$ing for rele'ant s$ills, $nowledge, a&titude, 2ualifiationsand
eduational or )o( related e%&eriene* These an (e determined
'ia6 sreening rsumsalso $nown as C=s> )o(
a&&liations> inter'iews* More &roa ti'e ident if iat ion methods
inlude&erformaneassessments, &s!hologial , a&titude, numera!,
&h!sial And l it era! tes ting * Man! reru iters and agenies
use a&&liant tra$ing s!stems to &erform the filtering &roess, along
with software tools for &s!hometri testingand &erformane (ased
assessment* -erformane (ased assessment is a &roess to find out if
)o( a&&liants &erform the res&onsi(ilities for whih the! are
a&&l!ing* In man! ountries, em&lo!ers are legall! mandated to
ensure their sreening and seletion &roesses meet e2ual
o&&ortunit!and ethial standards*J
On1
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On0(oarding is a term whih desri(es the &roess
of hel&ing new em&lo!ees (eome &rodut i'e mem(ers of an
organi5ation* A well0&lanned introdution hel&s new em&lo!ees
(eome full! o&erational 2ui$l! and is often integrated with a new
om&an! and en'i ronment* On0(oarding is inluded in the
reruitment &roess for retention &ur&oses* Man! om&anies ha'e
on0(oarding am&aigns in ho&es to retain to& talent that is new to
the om&an!> am&aigns ma! las t an!where f rom 8 wee$ to
months*
R!8ruit!nt appr"a8#!>
There are a 'ariet! of reruitment
a&&roahes and most organisations will utili5e a om(ination of two
or more of these as &art of a reruitment e%erise or to deli'er their
o'erall reruitment strateg!* In summar! fi'e (asi models more
ommonl! found are60
An in0house &ersonnel or human resoures funt ion ma! in
some ase still ondut all stages of the reruitment &roess* In
the smallest organisations reruitment ma! (e left to indi'idualmanagers* More f re2uentl! whi ls t managing the o'era ll
reruitment e%erise and the deision0ma$ing at the final stages
of the sel e tion & roess e%terna l ser'ie &ro'ide rs ma!
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underta$e the more s&eial i5ed as&ets of the rerui tment
&roess*
Outsouring of reruitment to an e%ternal &ro'ider ma! (e the
solution for some small (usinesses and at the other e%treme
'er! large organisations*
Em&lo!ment agenies are esta(lished as (oth &u(lil! funded
ser'ies and as ommerial &ri'ate setor o&erations* Ser'ies
ma! su&&or t &ermanent, tem&orar!, or asual wor$er
rerui tment * The! ma! (e generi agenies that deal with
&ro'iding uns$illed wor$ers through to highl! s$illed
managerial or tehnial staff orSo0alled nihe agenies that s&eiali5e in a &artiular industrial
setor or &rofessional grou&*
E%euti'e searhfirms for e%euti'e and &rofes sional
&ositions* These firms o&erate aross a range of models suh as
ontingen! or retained a&&roahes and also h!(rid models where
ad'ertising is also used to ensure a flow of andidates alongside
rel!ing on networ$ing as their main soure of andidates*
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Internet reruitment ser'ies inluding reruitment we(sites
and )o( searh engines used to gather as man! andidates as
&ossi(le (! ad'ertising a &osition o'er a wide geogra&hi area*
In1#"u>! r!8ruit!nt
Man! em&lo!ersunderta$e at least some if
not most o f the ir own in0house reru itment , using the ir human
resouresde&artment, front0l ine hiring managers and reruitment
&ersonnel who handle targeted funtions and &o&ulations* In addition
to oord inat ing with the agenies mentioned a(o'e , in0house
reruiters ma! ad'ertise )o( 'aanies on their own we(sites and
other )o( (oards, oordinate internal em&lo!ee referrals, target and
headhunt e%ternal andidates muh l i$e an e%ternal agen! or
searh firm, wor$ with e%ternal assoiations, trade grou&s andHor
fous on am&us graduate reruitment*
Int!rnal r!8ruit!r>
Internal reruiters or&orate reruiter are mem(er
of a om&an!or organi5ationand t!&iall! wor$s in the human
resouresR de&artment* Internal reruiters ma! (e multi0funtional, ser'ing in an R generalist role or in a s&eifi role
fousing all their time on reruiting* Ati'ities 'ar! from firm to
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firm (ut ma! inlude, the resumes sreening* onduting a&titude
Kr &s!hologial testing, inter'iewing, underta$ing refereneand
(a$ground he$s, hiring> administering ontrats, ad'ising
andidate on (enefits, on0(oarding 0new reruits and onduting e%it
inter'iews with em&lo!ees lea'ing the organisation* T he! an (e
&ermanent em&lo!ees or hired as ontrators for this &ur&ose*
Epl"9!! r!f!rral
An em&lo!ee referral &rogram is a s!stem where
e%isting em&lo!ees reommend &ros&eti'e andidates for the )o(
offered, and if the suggested andidate is hired, the em&lo!ee who
referred reei'es a ash (onus* Referral (onus de&ends on the grade
of
the referred em&lo!ee, higher the grade higher the (onus howe'er
the method is not used for senior le'el hiring*
Out>"ur8in'
An e%ternal reruitment &ro'ider ma! suit small
organisations without the failities to reruit* In t!&iall! the largest
organisations a formal ontrat for ser'ies has (een negotiated with
a s&eial is t reru itment onsultan! * These are $nown in the
industr!*
Reena RawatMBA IIIrd Sem
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On1Capu> R!8ruitin'
"< int!r;i!%
8* Com&anies ma! not (e reali5ing full 'alue from their reruitment
&rograms*
9 * 4ewer than hal f o f or&oratereruiters reei'e training in the
&ro&er tehni2ues for inter'iewing)o( a&&liants*
Reruiters tend to form a &ositi'e or negati'e
im&ress ion a(out an a&&liant Ls 2ualifiationsin the first few
minutes of an inter'iew, hardl! suffiient time to ollet information
on whih to (ase a reruiting deision* Reruiters do not follow the
or&orate sri&t a(out6
8* The to&is to (e o'ered in an inter'iew
9* Sometimes the! fail to disuss im&ortant issues with
a&&liants*
All these &oints reflet a la$ of inter'iewing s$ills*
Epl"9!nt a'!n8i!> Em&lo!ment agenies o&erate in (oth the
&u(li and &ri'ate setors* -u(lil! funded ser'ies ha'e a long
histor!, often ha'ing (een introdued to mit igate the im&at on
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unem&lo!ment of eonomi downturns, suh as those whih form
&art of the New 3eal&rogram in the 7S , and the ?o( Centre
-lusser'ie in the 7*
The ommer ia l re rui tmen t i ndus tr! i s (ased on the goa l o f
&ro'iding a andidate to a lient for a &rie*
The agen! reruitment industr! is highl! om&etit i'e, therefore
agenies ha'e sought out wa!s to differentiate themsel'es and add
'alue (! fousing on some area of the reruitment life !le* Though
most agenies &ro'ide a (roader range of ser'ie offering, at the two
e%tremes are the traditional &ro'iders and the nihe o&erators*
Tra&iti"nal a'!n89
Also $nown as em&lo!ment agenies, reruitment
agenies ha'e historiall! had a &h!sial loation* A andidate 'isits
a loal (ranh for a short inter'iew and an assessment (efore (eing
ta$en onto the agen!/s (oo$s*
Ni8#! r!8ruit!r>
LS&eiali5ed reruitersL e%ist to see$ staff with a 'er!
narrow s&eialt!* Beause of their fous, these firms an 'er! often
&rodue su&erior results due to their a(ilit! to hannel all of their
Resoures into networ$ing for a 'er! s&eifi s$ills set* Candidates
as i s 'er! ommon the same andida tes a re & laed man! t imes
throughout their areers* Online resoures ha'e de'elo&ed to hel&
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find nihe reruiters*
The reruitment funtion of the
organi5ations is affeted and go'erned (! a mi% of 'arious internal
and e%ternal fores* The internal fores or fators are the fators that
an (e ontrolled (! the organi5ation* And the e%ternal fators are
those fators whih annot (e ontrolled (! the organi5ation*
The interna l fa tors tha t a ffe t an organi5at ion/s reru itment
funtions and an (e ontrolled (! the organi5ation are6
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RECRUITMENT POLICY
The reruitment &oli! of an organi5ation s&eifies the o()eti'e
reru itment and &ro'ides a f ramewor$ for im&lementat ion of
reruitment &rogramme* It ma! in'ol'e organi5ational s!stem to (e
de'elo&ed for im&lementing reruitment &rogrammes and &roedure(! filling u& 'aanies with (est 2ualified &eo&le*
RECRUITMENT POLICY1
Organi5ational o()eti'es
-ersonnel &oliies of the organi5ation and its om&etitors
;o'ernment &oliies on reser'ations*
-referred soures of reruitment*
Need of the organi5ation
Reruitment osts and finanial im&liations*
HUMAN RESOURCE PLANNIN)
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Effeti'e human resoure
&lanning hel&s in determining the ga&s &resent in the e%isting
man&ower of the organi5at ion* I t a lso hel&s in determining the
num(er of em&lo!ees to (e reruited and what 2ualifiation the!
must &ossess*
SIE OF THE FIRM
The si5e of the firm is an im&ortant fator in
reruitment &roess* If the organi5ation is &lanning to inrease its
o&erat ions and e%&and i ts (usiness, i t wil l thin$ of hir ing more
&ersonnel, whih will handle its o&erations*
COST
Reruitment inur ost to the em&lo!er, therefore,
organi5ations tr! to em&lo! that soure of reruitment whih will
(ear a lower ost of reruitment to the organi5ation for eah
andidate*
)RO+TH AND E@PANSION
Organi5ationwill em&lo! or thin$ of
em&lo!ing more &ersonnel i f i t i s e%&anding i ts o&erat ions* The
e%ternal fores are the fores whih annot (e ontrol led (! the
organi5ation* The ma)or e%ternal fores are6
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Suppl9 an& &!an&
The a'aila(ilit! of man&ower (oth within andout side the organi5a tion i s an im&or tant det erminant i n the
rerui tment &roess* I f t he om&an! has a demand for more
&rofessionals and there is limited su&&l! in the mar$et for the
&rofessionals demanded (! the
om&an!, then the om&an! wil l ha'e to de&end u&on interna l
soures (! &ro'iding them s&eial t ra in ing and de'elo&ment
&rograms*
La
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P"liti8al1>"8ial1 l!'al !n;ir"n!nt
=arious go'ernment
regulations &rohi(it ing disrimination in hiring and em&lo!ment
ha'e diret im&at on reruitment &raties Com&etitors*
SELECTION
Sele tion i s def ined as the &roess of d if fe rent ia ting (etween
a&&liants in order to ident if! and h ire those with a greater
l i$el ihood of suess in a )o(* Selet ion is (asiall! &i$ing an
a&&liant f rom a &ool of a&&liants who has the a&&ro&r ia te
2ualifiation and om&eten! to do the )o( .
SELECTION TEST4
The following are the t!&e of tests ta$en6
8* A(ilit! tests
9* A&titude test
:* Intelligene test
@* Interest Test
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D* -ersonalit! Test
* -ro)eti'e Test
F* ;eneral $nowledge Test
G* -ere&tion Test
RECRUITMENT AND SELECTION
Reruitment is understood as the &roess of searhing for and o(taining
a&&liants for )o(s, from who right &eo&le an (e seleted*
Aording to 4li&&o +Reruitment is the &roess of searhing
for &ros&eti'e em&lo!ees and stimulating them to a&&l! for )o(s in the
organi5ation.*
After reruitment, seletion &roess (egins* The main &ur&ose of
seletion &roedure is to find out right man for eah )o(* A sientifi &roedure
of seletion re2uires two things6 first $nowledge regarding the 2ualities of a
&erson should &ossess in order to do a gi'en )o( &ro&erl!> seondl! the
e'aluation of 2ualities &ossessed (! a andidate for a )o(* *
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EVALUATION STEPS FOR RECRUITMENT : SELECTION
/. Pr!liinar9 P#"n! Int!r;i!%1
Conduting a &reliminar! &hone inter'iew is
essential for o(taining information a(out the a&&liant/s (a$ground, wor$
histor! and e%&eriene* When !our em&lo!ment s&eialist onduts a
&reliminar! inter'iew, the o()eti'e is to determine whether or not the a&&liant
has the re2uisite s$ills and 2ualifiations for the )o( 'aan!* Consistent with
widel! ae&ted human resoures &raties, the Te%as Assoiation of Counties
reommends, a 2ui$ initial re'iew will re'eal those a&&liants who o('iousl!
do not meet the minimum re2uirements for the )o(* While an em&lo!ment
s&eialist ma! &ro(e further into the a&&liant e%&eriene and inter&ersonal
s$ills, the &ur&ose of this inter'iew is to narrow the field of a&&liants to send
for onsideration (! the hiring manager*
-. FACE1TO1FACE INTERVIE+ AND SELECTION 1
In this stage of the reruitment
and seletion &roess, the hiring manager re'iews the a&&liations and resumes
the em&lo!ment s&eialist forwarded to her* The hiring manager in'ites the
a&&liant to inter'iew fae0to0fae> ommuniation a(out the inter'iew and
sheduling is generall! handled (! the em&lo!ment s&eialist* This ensures that
all 2ualified a&&liants reei'e the same information* At times, the em&lo!ment
s&eialist will &re&are the a&&liant for the fae0to0fae inter'iew* After the
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hiring manager inter'iews the a&&liant, she further narrows the field of
andidates from whih to
Selet for the )o( o&ening* In man! om&anies, there is an additional inter'iew
(! the same hiring manager or &erha&s a &anel of inter'iewers*
0. E@TENDIN) AN EMPLOYMENT OFFER1
One the hiring manager deides
whih andidate is most suita(le for the )o( 'aan!," time to inform the
andidate of &re0em&lo!ment matters, suh as (a$ground in2uiries, drug tests
and, if a&&lia(le, information* When reruiting for &ositions where !ou
negotiate the terms of em&lo!ment, om&ensation and (enefits, and other issues,
a draft em&lo!ment offer ma! hange hands from the andidate to the em&lo!er
until the &arties reah an agreement* An em&lo!ment offer should alwa!s (e in
writing to doument the terms of !our agreement with !our &ros&eti'e
em&lo!ee*
2. C"n>i&!rati"n>1
Com&an! reruitment and seletion &roess is the (est wa! to
ahie'e suess in the (usiness world* Aording to 3r* Stuart ;reenfield,
ontri(utor to the Amerian Soiet! for -u(li Administration, im&lementing
more effeti'e &roesses to reruit andidates and selet the (est and the
(rightest will im&ro'e one"am&>rs2uo>s a(ilit! to meet one organi5ation human
resoure needs*
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Considering man&ower in'entor! need of de'elo&ment and a&&ro'ed strength
wor$ out man&ower needs*
0 -rourement of a&&liation from 'arious resoures
0 Srutini5e a&&liation
0 Selet a&&liation of andidates as &er riteria of re2uirement
0 -re&are &ro&osals 'erif! and get a&&ro'al for alling suita(le
andidates and inter'iew ommittee*
0 -re&are inter'iew all as &er a&&ro'al and sand the same to andidates
after &ro&er sign*
0 =erifiation of a&&liation forms and ertifiates of andidates
attending inter'iew*
0 -re&are format of rating sheet and information for ommittee mem(ers*
0 Organi5e inter'iew and ma$e arrangements for the same*
0 Send seleted andidates for medial e%amination*
0 -re&are, 'erif! offerHa&&ointment letter of seleted andidates and send
the same after sign of M*3*
0 Com&lete )oining formalities*
0 #iaison with go't* Authorities*
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MANPO+ER PLANNIN)
Man&ower -lanning whih is also alled as uman Resoure -lanning onsists
-utting right num(er of &eo&le, right $ind of &eo&le at the right &lae, right time
doing the right things for whih the! are suited for the ahie'ement of goals of
the organi5ation* uman Resoure -lanning has got an im&ortant &lae in the Arena
of industriali5ation* uman Resoure -lanning has to (e a s!stems a&&roah And
is Carried out in a set &roedure*
The &roedure is as follows6
8* Anal!5ing the urrent man&ower in'entor!
9* Ma$ing future man&ower foreasts
:* 3e'elo&ing em&lo!ment &rograms
@* 3esign training &rograms
St!p> in Manp"%!r Plannin'
8* Anal9in' t#! 8urr!nt anp"%!r in;!nt"r9 1Before a manager ma$e
foreast of future man&ower, the urrent man&ower status has to (e anal!5ed*
4or this the following things ha'e to (e noted0
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T!&e of organi5ation
Num(er of de&artments
Num(er and 2uantit! of suh de&artments
Em&lo!ees in these wor$ units
One these fators are registered (! a manager, he goes for the future
4oreasting*
9* Ma?in' futur! anp"%!r f"r!8a>t>1 One the fators affeting the
future man&ower foreasts are $nown, &lanning an (e done for the future
man&ower re2uirements in se'eral wor$ units*
The Man&ower foreasting tehni2ues ommonl! em&lo!ed (! the
organi5ations are as follows6
a. Ep!rt F"r!8a>t>4 This inludes informal deisions, formal e%&ert
sur'e!s and 3el&hi tehni2ue*
i>4 Man&ower needs an (e &ro)eted through
e%tra&olation &ro)eting &ast trends, inde%ation using (ase !ear as
(asis, and statistial anal!sis entral tenden! measure*
8. +"r? L"a& Anal9>i>4 It is de&endent u&on the nature of wor$ loadin a de&artment, in a (ranh or in a di'ision*
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&. +"r? F"r8! Anal9>i> 4Whene'er &rodution and time &eriod has
to (e anal!sed, due allowanes ha'e to (e made for getting net
man&ower re2uirements*
!. Ot#!r !t#"&>4 Se'eral Mathematial models, with the aid of
om&uters are used to foreast man&ower needs, li$e (udget and
&lanning anal!sis, regression, new 'enture anal!sis*
:* D!;!l"pin' !pl"9!nt pr"'ra!> 1One the urrent in'entor! is
om&ared with future foreasts, the em&lo!ment &rogrammes an (e
framed and de'elo&ed aordingl!, whih will inlude reruitment,
seletion &roedures and &laement &lans*
@* D!>i'n trainin' pr"'ra!> 1These will (e (ased u&on e%tent of
di'ersifiation, e%&ansion &lans, de'elo&ment &rogrammes et* Training
&rogrammes de&end u&on the e%tent of im&ro'ement in tehnolog! and
ad'anement to ta$e &lae* It is also done to im&ro'e u&on the s$ills,
a&a(ilities, $nowledge of the wor$ers*
IMPORTANCE OF MANPO+ER PLANNIN)
8* *!9 t" ana'!rial fun8ti"n>1 The four managerial funtions, i*e*,
&lanning, organi5ing, direting and ontrolling are (ased u&on the
man&ower* uman
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resoures hel& in the im&lementation of all these managerial ati'ities*
Therefore, staffing (eomes a $e! to all managerial funtions*
:* Effi8i!nt utiliati"n1 Effiient management of &ersonnel (eomes an
im&ortant funtion in the industriali5ation world of toda!* Setting of large
sale enter&rises re2uires management of large sale man&ower* It an (e
effeti'el! done through staffing funtion*
@* M"ti;ati"n 1Staffing funtion not onl! inludes &utting right men on right
)o(, (ut it also om&rises of moti'ational &rogrammes, i*e*, inenti'e &lans
to (e framed for further &artii&ation and em&lo!ment of em&lo!ees in a
onern* Therefore, all t!&es of inenti'e &lans (eome an integral &art ofstaffing funtion*
D* (!tt!r #uan r!lati"n> 1A onern an sta(ili5e itself if human relations
de'elo& and are strong* uman relations (eome strong trough effeti'e
ontrol, lear ommuniation, effeti'e su&er'ision and leadershi& in a
onern* Staffing funtion also loo$s after training and de'elo&ment of the
wor$ fore whih leads to o0o&eration and (etter human relations*
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D*Hi'#!r pr"&u8ti;it91-roduti'it! le'el inreases when resoures are utili5ed
in (est &ossi(le manner* igher &roduti'it! is a result of minimum wastage of
time, mone!, efforts and energies* This is &ossi(le through the staffing and its
related ati'ities -erformane a&&raisal, training and de'elo&ment,
remuneration
NEED OF MANPO+ER PLANNIN)
Man&ower -lanning is a two0&hased &roess (eause man&ower &lanning not
onl! anal!ses the urrent human resoures (ut also ma$es man&ower foreasts
and there(! draw em&lo!ment &rogrammes* Man&ower -lanning is
ad'antageous to firm in following manner6
8* Shortages and sur&luses an (e identified so that 2ui$ ation an (e ta$en
where'er re2uired*
9* All the reruitment and seletion &rogrammes are (ased on man&ower
&lanning*
:* It also hel&s to redue the la(our ost as e%ess staff an (e identified and
there(! o'erstaffing an (e a'oided*
@* It also hel&s to identif! the a'aila(le talents in a onern and aordingl!
training &rogrammes an (e hal$ed out to de'elo& those talents*
D* It hel&s in growth and di'ersifiation of (usiness* Through man&ower
&lanning, human resoures an (e readil! a'aila(le and the! an (e
utili5ed in (est manner*
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* It hel&s the organi5ation to reali5e the im&ortane of man&ower
management whih ultimatel! hel&s in the sta(ilit! of a onern*
TRAININ) AND DEVELOPMENT
Training is the orner stone of sound &ersonnel administration* Em&lo!ees must
(e s!stematiall! trained if the! are to do their )o( well* A trained em&lo!ee
feels that he is the master of his )o( and suh em&lo!ee has a higher morale*
Aording to C*B* Memoria, +The term training is an im&ortant as&et of
&ersonnel whih inrease the $nowledge " s$ill of wor$er for doing a s&eifi
)o(.
Training is the theoretial and &ratial eduation (eing gi'en to
em&lo!ees for getting &rofiien! in a &artiular field> while 3e'elo&ment is the
method of de'elo&ing all round &ersonalit!, so that mental a(ilities and inherent
2ualities are de'elo&ed*
Training is a &roess of learning of se2uene of &rogrammed (eha'ior*
3e'elo&ment is a related &roess* It o'ers not onl! those ati'ities whih
im&ro'e )o( &erformane, (ut also those whih (ring a(out growth of the
&ersonalit!*
At ENSE# IN3IA -=T* #T3* training &rogrammes ha'e (een lassified
as0
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A On the )o( training
B Cor&orate training*R*3*
C Out house training
+A)ES AND SALARY
It is a uni'ersal fat that no one will wor$ without an! reward* Thus, an
em&lo!ee has to (e &ro&erl! rewarded for his ser'ie wandered to the
organi5ation* e should (e &aid reasona(le wage or salar!* The salar! or wage is
remuneration for his ser'ie to the organi5ation*
At HENSEL INDDIA PVT. LT*, Wages and Salaries are &aid on
monthl! (asis* A time rate wage s!stem is followed (! the organi5ation* The
salar! of an em&lo!ee would inlude (asi salar! &lus allowanes li$e house
rent, medial allowane, learness allowane, &erformane allowane, festi'al
allowane tra'el allowane, eduational and de'elo&ment allowane, lea'e
allowane et* Besides &ro'ident fund is also &aid out from the monthl! salar!*
A ommon method is followed for the wage and salar!
administration* The &resent atalogue reord reei'ed from the time $ee&ing
offier is maintend of eah em&lo!ee in the register, whih is $nown as +Muster
Ro*
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Time$ee&er sends that muster roll to the aount de&artment for
attendane of eah and e'er! em&lo!ee* This will anal!sis and entered in the
om&uter* The re&ort is srutini5ed and statutor! and non0 statutor! dedutions
for eah em&lo!ee through om&uter aording to that the! &re&are salar! slee&
of em&lo!ees*
The wages are &aid in ash and also redited to their sa'ing or urrent aount*
The wages and salaries &aid aording to the grade wise* ENSE# IN3IA -=T*
#T3* delegates grades li$e0 A, #, C, E, 4, 3 and ;*
Wage and Salar! means regular done to the em&lo!ees for the wor$
&erform med (! them*
PROMOTION AND TRANSFER POLICY
Pr""ti"n4 0
In the om&an! &romotion is gi'en on the (asis of their &erform his
dut! well> he is &romoted to a higher &ost after : !ears*
Tran>f!r4 1
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Transfer is the moment of an em&lo!ee from &lae to &lae without
su(stantial hange in his res&onsi(ilities, status and &osition in the ase of
transfer*
8J ?o( remain same there are no hange in salaries res&onsi(ilities at the
&lae hange*
9J At that a &erson ma! (e gi'en &romotion and then transfer in this ase*
There ma! (e hanges in salar! res&onsi(ilit! duties and also to &lae*
TIME *EEPIN) SYSTEM
The aira distrit o0o&erati'e Mil$ &roduer has a large 'olume of &roduts
and the manufaturing &roess of &rodut ontinues for 9@ hours of entire !ear*
In ensel India -'t* #td* Time ee&ing 3e&artment has its own
im&ortane* It &la!s 'er! im&ortant role in ENSE# IN3IA -=T* #T3*** This
de&artment is handling a wor$ of $ee& attendane reord of em&lo!ees in
ENSE# IN3IA -=T* #T3* on the (ase of that reord salar!, om&ensation>
wages are deided to &a! to em&lo!ees*
In ENSE# IN3IA -=T* #T3* there are two t!&e of Time ee&ing
S!stem in 3air! &lant*
8J Eletroni &unh ard s!stem 4or offiers
9J Manual &unh ard s!stem 4or Wor$ers
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G/ F"r Offi8!r>4 1
In ENSE# IN3IA -=T* #T3* dair! muster $ee&er maintain
detail of eah em&lo!ee* This funtion is handling in Time ee&ing Offie*
When em&lo!ee enters in the organi5ation he has to sigh in the muster and also
use eletroni &unh ard for that eletroni s!stem is fi%ing at offie* The &unh
ard funtioning in a wa! that em&lo!ee uses it ma%imum times in a da!* If
wor$ers want to go outside during the reess than he has to &unh ard*
- F"r +"r?!r>4 0
4or the wor$ers there is a manual &unh ard s!stem* There are
two t!&e of ard* The first one is &in$ and the other is white* The wor$ers ha'e
to &unh then whene'er the! going off the dut! and at the reess time*
TYPES OF LEAVE4 0
8* -ri'ilege lea'e
9* Casual lea'e
:* #*W*S*
@* Notified olida!D* O&tional olida!
* Aident lea'e
F* Maternit! lea'e
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* PROVIDENT FUND SCHEME
4or the welfare of the em&lo!ee and his famil! mem(ers the go'ernment has
introdue the &ro'ident fund sheme in this sheme of the om&an! ost some
&art of &erent of (asi salar! of em&lo!ee and $ee& aside whih will (e added
to he em&lo!ee aount* Aording to these shemes the em&lo!ee ha'e to
ontri(ute G*:: of his (asi &a! and dearness s!stems allowanes in the
&ro'ident fund*
PERFORMANCE APPRAISAL
-erformane a&&raisal ma! (e defined as s!stemati e'aluation of an
em&lo!ee/s &erformane on the )o( in terms of re2uirements of the )o(*
Aording to 4li&&o, +-erformane a&&raisal is a s!stemati,
&eriodi and so far as humanl! &ossi(le, an im&artial rating of an em&lo!ee/s
e%ellene in matters of &ertain to his &resent )o( and to his &otentialities for
a (etter )o(*.
4ormal a&&raisal &lans are designed to meet three needs, one for the
organi5ation and the other two of the indi'idual* The! are as follows6
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a The! &ro'ide s!stemati )udgement to (a$ u& salar! inrease,
transfer, demotions or terminations*
( The! are means of telling a su(ordinate how he is doing and
suggesting needed hanges in (eha'iour, attri(ute, s$ills or )o( $nowledge*
The! are used as a (ase for oahing and ounseling the indi'idual (! the
su&erior*
The ENSE# IN3IA -=T* #T3* Ado&ts the a&&raisal s!stem*
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4inal onfirmation with the reommendation (! the di'isional heads omes from
the M*3* on annual (asis* is wor$ is e'aluated and if his wor$ is not found
satisfator!, he is terminated from his )o(* At &resent ENSE# IN3IA -=T*
#T3* has ado&ted o&en s!stem under whih the em&lo!ee himself writes in
whih wor$ he needs training and as$s to the management to arrange for it*
FACILITIES PROVIDING TO EMPLOYEE
4or an! organi5ation wor$ers an main soure without man&ower not a single
organi5ation sur'i'es if wor$ers are effiient that it is eas! for the organi5ation
to ahie'e goal* 4or that wor$ers need good en'ironment and failit!* To a&&l!
this &rini&al ensel India -'t* #td* &ro'ides 'er! good failit! to their
em&lo!ee so that em&lo!ee wor$s &roduti'el!*
/. Cant!!n fa8ilit9 41
Reena RawatMBA IIIrd Sem
-romotion -eriod A&&raisal for
8
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ensel India -'t* #td* has its own anteen for its
em&lo!ees* All the em&lo!ees of ENSE# IN3IA -=T* #T3* get tea, offee,
(rea$fast and lunh at minimum rate* The! get tea and offee @K &aisa &er u&,
dr! fast food at Rs G &er *;* and lunh dish as Rs* D &er dish* 4or that the!
&ro'ide ou&on to their em&lo!ee ontain ou&on of @K &aisa re 8*9K, Rs D, Rs G*
The! ha'e a ontrat with a sho& P$hati0mitthi/ em&lo!ees also use their ou&on
there and get dr! fast food*
-.M!&i8al fa8ilit9 4
ensel India -'t* #td* also &ro'ide medial failit! to its
wor$ers* The! organi5ed 'aination &rogram for the wor$ers on the regular
(asis ensel India -'t* #td* has its own hos&ital in the Organization.
M!&i8lai41
0 M*3* le'el medilaim is Rs* FK,KKK to all his famil!*
0 Ser'ie offier gets KKKK to (oth and hildren gets :KKKK
0 Su&er'isor gets :DKKK to (oth and hildren gets 9KKKK
0 A to E grade em&lo!ees get :KKKK and hild gets 9KKKK
0.L"an fa8ilit960
In ensel India -'t* #td* #oan is also gi'en to em&lo!ee as &er
rule and regulation* 4or that the! ha'e a soiet!* It is made u& of em&lo!ees*E'er! month some amount of em&lo!ee dedut from his salar!* It/s a one t!&e of
sa'ing* When em&lo!ee need loan the! get from this*
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2. Saf!t941
ensel India -'t* #td* also &ro'ides hand glo'es, shoes, a&ron and
other things needed for the safet! &ur&ose of wor$ers*
7. Unif"r41
ensel India -'t* #td* gi'es : &airs of uniform e'er! 9 gear to the
wor$ers* The! also &ro'ide free washing failit! of uniform* 4or that wor$ers
ha'e to le'el their uniform for wash and ollet in 9 da!s*
. A&;an8!41
The ad'ane that the om&an! &ro'ides is food gaining ad'ane, festi'al
ad'ane et*
6. P!r>"nal a88i&!nt p"li8941
The amount for this &oli! is set u& for e'er! wor$ers
ategor! wise* The om&an! on (ehalf of the wor$ers &a!s the &remium in aseof an! aident this &oli! is 'er! hel&ful for wor$ers*
J. +"r?!r> 8"p!n>ati"n p"li8941
If during the offie time of wor$ing time an! aident
ours the om&an! will &a! for the in)ur! as &er the wor$man om&ensation
at*
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PERSONAL RECORDS
-ersonal reords are needed for getting information a(out em&lo!ees who is
wor$ing in the Organi5ation* So ENSE# IN3IA -=T* #T3* dair! maintains
some reords whih are as follows*
Q Aident Registered
Q Attendane Registered
Q Casual #ea'e Registered
Q #ea'e Balane
Q -ro'ident Registered
Q Salar! Registered
COMPANY PROFILE
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ensel Eletri Com&an! is an eletrial ontrating om&an! loated in Wao,
Te%as s&eiali5ing in ommerial, industrial and residential ontrating wor$*
No )o( is too (ig or too small for the talented liensed eletriians at ensel*
We inor&orate a three generation tradition of e%ellene, starting with our
founder Alan ensel in 8F* A few !ears later, Alan/s father, #eon ensel,
)oined him* Alan/s son, Brad ensel, )oined the team in 88* To this da! Alan
and Brad wor$ side (! side to o'ersee dail! management res&onsi(ilities of the
om&an!*
Our em&lo!ees underta$e 2ualit! training &rograms* The! onsist of all
em&lo!ees ha'ing ode of e%ellene training and OSA 8K training to (eome
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the (est, safest eletriians in Central Te%as* It allows us to &ro'ide the most
2ualified eletriians in the area as well* This differentiates ensel from most of
our om&etition*
ensel Eletri has ser'ed the Wao ommunit! faithfull! and effeti'el! for
almost :D !ears* Whether it (e ommerial wiring or ma$ing eletrial re&airs to
!our own home, our staffs of DK are dediated to meeting !our eletrial needs*
We are mem(ers of the Assoiated ;eneral Contrators, and the National
Eletrial Contrators Assoiation* Both OSA 8K " MSA @ Certified
Tehniians*
COMPANY
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ensel has (een a famil! om&an! for more than GK !ears* It is now in its seond
generation and run (! the managing &artner, 4eli% ;* ensel together with a
team of om&etent e%&erts aross all le'els of the om&an!*
Res&onsi(le and determined om&an! management ha'e ontri(uted to high
em&lo!ee moti'ation and identifiation*
Pa>>i"n f"r P"%!r
H!n>!l 1 %"rl&%i&!
L"8al pr!>!n8!
Mar$et &ro%imit! is a deisi'e fator in the suess of ENSE#* With
su(sidiaries and om&etent &artners in the most im&ortant e%&ort mar$ets and
tehnial offies in ;erman!, we guarantee loal &resene and short
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ommuniation routes* Our worldwide (usiness relationshi&s thus reate a
networ$ of om&etene 0 with the foal &oints in ;erman!, Euro&e and Asia*Our
ustomers &rofit from ma%imum effiien! and o&timum ad'ie on sit e#eading
through inno'ation and 2ualit!
An inno'ati'e &rogram of modern eletrial installation and distri(ution s!stems
has made ensel into a mar$et leader in (ranhing, fusing and distri(uting of
eletrial &ower* We guarantee our users highest (enefits with ustomi5ed
&roduts es&eiall! de'elo&ed for the re2uirements of national and international
a&&liations* Customer satisfation is the $e! for our suess*
To guarantee our ustomers/ om&etiti'e ad'antage in the future, ensel
onstantl! in'ests in de'elo&ment, &rodution and em&lo!ee training* We meet
the ontinuousl! e%&anding re2uirements &laed on om&uter s!stems in the age
of the internet, inluding faster reation times and more e%tensi'e a'aila(ilit!
with new in'estments to guarantee onstant s!stem a'aila(ilit!*
We are alwa!s ontri(uting to the de'elo&ment of national and international
standards at ritial &oints and are thus a(le to ha'e 'alua(le e%&ertise to flow
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into our de'elo&ment wor$* It hel&s assure the high 2ualit! of our &roduts and
guarantees it for the future*
Alwa!s one im&ortant ste& ahead
The &roduts ensel de'elo&s, manufatures and sells for eletrial installation
and distri(ution s!stems an (e used for o&erating e2ui&ment to fulfil man!
hallenging installation tas$s for eletrial e2ui&ment6 In ommerial and
industrial (uildings, for outdoor use and standard0onforming &hoto'oltai
installations*
Through our lose ustomer ontats and ati'e oo&eration with standard0
setting (odies, we are alwa!s a(le to find new and u&0to0date a&&liations for
our &roduts, suh as shi& (uilding, distri(ution tehnolog! for eletri 'ehile
filling stations or meter distri(ution (oards for residential om&le%es in China*
+it# ;i>i"n int" a >!8ur! futur! '!n!rati"n
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Sustaina(ilit! for ensel means (eing res&onsi(le in the sense of &reser'ing
resoures and a'oiding the use of ha5ardous materials*
An en'ironmental management s!stem is e%atl! the same &ratie as restraining
om&an! &raties due to assoiated ris$s (! using a ris$ management s!stem*
We ha'e signed the +Code of Condut. (! the ;erman Eletrial and Eletroni
Manufaturers/ Assoiation for soiall! res&onsi(le om&an! management*
We ha'e &ut in &lae a om&liane s!stem for the o&enness and trans&aren! in
our soial deision ma$ing*
Stae of the art tehnolog!, Cle'er logisti
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To guarantee o&timum &rodution onditions, ensel has four ;erman
&rodution sites with an e%tensi'e range of state0of0the0art mahiner! and
e2ui&ment*
It inludes high0&erformane &lasti in)etion0molding mahiner! and state0of0
the0art metal0wor$ing tehnolog!* Surfae oating and assem(l! e2ui&ment meet
the highest 2ualit! re2uirements*
igh &erformane tool design and highl! 2ualified em&lo!ees guarantee state0of0
the0art in)etion mould and metal wor$ing tools*
PRODUCTReena RawatMBA IIIrd Sem
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Mi Di>tri Ca9>t!
R!f!r!n8!>
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Happ9 8u>t"!r> ar! t#! t r!f!r!n8!
3ue to its onsistent 2ualit! &hiloso&h!, ensel0(rand &roduts ha'e esta(lished
themsel'es in a wide 'ariet! of industries* The! are standard &roduts in all
t!&es of installations, due not onl! to their sta(le design and resistane es&eiall!
in diffiult en'ironments* The &ositi'e resonane of the mar$et and satisfation
of our ustomers s&ea$ for themsel'es*
The high 2ualit! of ensel &roduts offers the highest le'el of &rotetion against
orrosion and aidents in'ol'ing eletri urrent* The! are resistant to 7=
radiation, im&ats, dust and water*
Regardless of whether the air is im&aired (eause of heat, old, moisture or dirt>
ensel0(rand &roduts an (e easil! used in e%treme en'ironments and under
tough onditions*
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HENSEL PRODUCTS )UARANTEE SAFETY IN4
0 Agriulture and 4arming
0 Automoti'e Industries
0 Ban$s and Insurane Offies
0 Cement 4atories
0 Cold storage 4ailities
0 ;as Stations and -i&elines
0 os&itals and Clinis
0 otels and Cinema Com&le%es
0 Industrial, Commerial and Com&an! Buildings
0 #eisure and Commerial Centres Malls
0 Marine En'ironments
0 Metal, Wood and -a&er -roessors
0 Mining -hoto'oltai -lants
0 -ower Stations
0 Residential and Non0residential Buildings
0 Shools and 7ni'ersities
0 Stadia and S&ort Centres
0 Teleommuniations
0 Traffi Infrastruture Buildings
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0 Tunnels and Road Constrution
0 Water and Waste Water Treatment -lants
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OUR SERVICES
S!r;i8!
The tas$ of ommuniating information to eletrial s&eialists in the wholesale,
trade and industrial setors is (eoming inreasingl! im&ortant*
ensel offers a om&rehensi'e range in the ser'ie area
H!n>!l1Vi&!"1P"rtal
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H!n>!l Ia'!1Vi&!" *V Sall1t9p!
ENYSTAR 1 Di>tri up t" -7 A Mi P"%!r
&i>tri up t" 0 A
S!inar> an& Trainin'> at t#! fa8t"r9
ensel su&&orts !ou to (e alwa!s one ste&
Reena RawatMBA IIIrd Sem
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In !our region ensel and its Agents an organi5e loal trainings and seminars,
where the main tehnial features and highlights are shown, disussed, e%&lained
and sometimes also mounted*
ighl! 2ualified staff with &ratial e%&eriene, sometimes small &rodut
e%hi(itions, a&&liations and referenes from all o'er the world, gi'es !ou the
hane to learn man! details and ad'antages within a short &eriod of time*
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In addition to the #ight Building show in 4ran$furt, the regional eletro
tehnial trade shows in ;erman! and a(road are 'er! im&ortant to (oth
eletrial s&eialists and oursel'es*
Our ser'ies are not limited to the list (elow* If !ou ha'e a 2uestion,
&lease send us a message or gi'e us a all*
RESIDENTIAL
Interior #ighting
Remodeling
Eletrial 7&grades
#andsa&e #ighting
Stand(! ;enerators
3esign Builds
COMMERCIALReena RawatMBA IIIrd Sem
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New Constrution
Water S!stems
-ar$ing #ot " S&orts #ighting
Motor Controls
E2ui&ment Ser'ie " Re&air
Stand(! ;enerators
INDUSTRIAL
7nderground Installation
Energ! Effiien! Solution
Ca(ling s!stem
S&eiali5ed Ser'ies
MSA -art @ " OSA 8K Traine&
El!8tri8al C"ntra8t"r +a8"
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ensel Eletri s&eiali5es in eletrial ontrating for the ;reater Wao area*
Our eletrial ontrators in Wao are trained for the most ad'aned
residentialHommerial wor$*
RESEARCH METHODOLO)Y
RESEARCH
Researh is onsious to find out the truth whih is hidden and
whih has not (een diso'ered an!one, a&&l!ing sientifi &roedure *Researh
is a s!stemati5ed effort to gain new $nowledge*
Researh is a areful in'estigation or in2uir! es&eiall! through
researh for new fats in an! (ranh of $nowledge* It is an in'estigation, a
reording and anal!sis of e'idene for the &ur&ose of gaining $nowledge*
RESEARCH METHODOLO)Y
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Researh methodolog! is a wa! to s!stematiall! sol'e the researh &ro(lems*
It is the sientifi ste&s that are generall! ado&ted (! the researh in stud!ing
his &ro(lem along with the logi (ehind them* The ad'aned learner/s
ditionar! of urrent English la!s down the meaning of researh as +a areful
in'estigation or in2uir! es&eiall! through searh for new fats in an! (ranh
of $nowledge.*
The &ur&ose of researh is to inform ation* Researh must alwa!s (e high
2ualit! in order to &rodue $nowledge that is a&&lia(le outside of the
researh setting with im&liations that go (e!ond the grou& that has
&artii&ated in the researh*
STEPS OF RESEARCH METHODOLO)Y
There are four ste&s of researh methodolog!
Researh design
3ata Colletion
Sam&ling Tehni2ues
Tools for Anal!sis
/. RESEARCH DESI)N
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Researh design ontains60
A lear statement of researh &ro(lem*
-roedure and tehni2ues to (e used for gathering information*
-o&ulation to (e studied
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METHODS TO (E USED IN PROCESSIN) AND ANALYIN)DATA*
./.DESCRIPTIVE RESEARCH
The desri&ti'e stud! is the one that aims at
desri(ing auratel! the harateristis of the grou&, ommunit! or
&eo&le* A researher ma! (e onerned with disriminating the&ro&ortion of &eo&le in a &artiular &o&ulation who hold the ertain
'iews and attitude* In this stud! desri&ti'e researh design is used*
The researh stud! was desri&ti'e in nature* 3esri&ti'e researh
studies whih are onerned with s&eifi &reditions with narrations of
fats and harateristis onerning indi'iduals grou&s or situations are
e%am&les of desri&ti'e researh*
-.SAMPL E DESI)N
A sam&le design is a finite &lan in o(taining a sam&le from
a gi'en &o&ulation* It refers the tehni2ues or &roedure the researher
would ado&t in seleting items for the sam&le* The &ro(a(ilit! sam&ling
design offers e'er! item of the &o&ulation e2ual hane of inlusion in
the sam&le*
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0. POPULATION
-o&ulation gi'es the total num(er of em&lo!ees &resent in the
organi5ation* The total &o&ulation under stud! is around :KK em&lo!ees*
2.SAMPLIN) TECHNIKUE
The method of seleting a &ortion of the uni'erse
for the stud! with a 'iew to draw a onlusion a(out the
+uni'erseH&o&ulation. is $nown as sam&ling*
SAMPLIN) DESI)N , Sipl! ran&" >aplin'3
In the sim&le random sam&ling, more ommonl!
$nown as sim&le random sam&ling, e'er! element in the &o&ulation has a
$nown and e2ual hane of (eing seleted as a sam&le* The res&ondent
has different t!&e of harateristis and s&read aross 'arious grou&s*
Standard form of a&&raisal is (eing used irres&eti'e of the lass of the
em&lo!ees, so e'er!one $nows a(out the s!stem* Eah and e'er!
em&lo!ee has something to ontri(ute towards the stud!* The em&lo!ees
ha'e (een seleted from the list randoml!*
SAMPLE SIE
In this stud! also on'eniene sam&ling is a&&lied* The sam&le si5e of
the stud! is 8KK em&lo!ees*
AREA OF THE STUDY
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The area of stud! is reruitment and seletion at ENSE# IN3IA -=T*
#T3*, #u$now*
PERIOD OF STUDY
The stud! &eriod of the &ro)et wor$ was for @D da!s*
DATA COLLECTION
The data olleted (! the researher were &urel! (ased in the &rimar! data
and was less de&endent on seondar! data* The method of data olletion
Is 'er! muh li$e the olletion of data through 2uestionnaire, with little
differenes whih lies in the fat that shedules , are (eing filled in (! the
enumeration who are s&eiall! a&&ointed for the &ur&ose*
3ata Colletion is 'er! useful in e%tensi'e en2uiries and an lead to
fairl! relia(le results* It is, howe'er, 'er! e%&ensi'e and is usuall! ado&ted in
in'estigations onduted (! go'ernmental agenies or (! some (ig
Organi5ations* -o&ulation ensus all o'er, the world is onduted through this
method*
TYPES OF DETA COLLECTION
/. Priar9 Data
The &rimar! data was olleted through a strutured 2uestionnaire*
-rimar! data ma! (e desri(ed as those data has (een o(ser'ed and reorded (!
the researhers for the first time to their $nowledge*
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-rimar! data are formulated on the (asis researh o()eti'es* O()eti'es
set the guidelines and diretions of researh &lanning*
-. S!8"n&ar9 Data
It means that are alread! a'aila(le that is the! refer to the data whih
ha'e alread! (een olleted and anal!5ed (! someone else* When the researhers
utili5e seondar! data, then he has to loo$ in to 'arious soures from where he
an o(tain them* The seondar! data ma! either (e &u(lished data or
un&u(lished data *usuall! &u(lished data a'aila(le in 'arious &u(liation entral,
state and loal go'ernment*
The seondar! data was olleted from &ersonal de&artment files and
reords, om&an! (roahers, maga5ines and )ournals, (oo$s, foreign go'ernmentor international (odies, tehnial and trade )ournals, news&a&ers, &u(li reords,
historial douments, and others soures of &u(lished information*
7n&u(lished data are man! the! ma! (e found in diaries, letters,
un&u(lished (iogra&hies and auto(iogra&hies and also ma! (e a'aila(le with
sholars and researh wor$ers, trade assoiation, other &u(li and &ri'ate
indi'iduals and organi5ations*
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DATA ANALYSIS AND ITS INTERPRETATION
KUESTIONNAIRE
Reruitment and Setion an (e e'aluated (! using the following6
K/. Sin8! #"% an9 9!ar> #a;! 9"u
8D em&lo!ees said more than 8D !ears ha'e (een wor$ing with this
organi5ation*
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K-. D"!> t#! "r'aniati"n 8l!arl9 &!fin! t#! p">iti"n "=
r!$uir!!nt> an& 8an&i&at! >p!8ifi8ati"n> in t#! r!8ruit!nt pr"8!>>
S *No* To&i -erentage
8
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K0. H"% %!ll ar! t#! "r'aniati"n> affirati;! a8ti"n n!!&> 8larifi!& an&
>upp"rt!& in t#! >!l!8ti"n pr"8!>>
S* No* To&i -erentage
8 -oor 9D
9 Ade2uate @D
: E%ellent :K
INTERPRETATION4
@D em&lo!ees said ade2uate*
:K em&lo!ees said E%ellent*
9D em&lo!ees said &oor*
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K2. I> t#! "r'aniati"n &"in' ti!lin!>> r!8ruit!nt an& S!l!8ti"n pr"8!>>.
S* No* To&i -erentage
8
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K7. D"!> HR pr";i&!> an a&!$uat! p""l "f $ualit9 appli8ant>
S* No* To&i -erentage
8
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K. Rat! t#! !ff!8ti;!n!>> "f t#! int!r;i!%in' pr"8!>> an& "t#!r >!l!8ti"n
in>tru!nt>= >u8# a> t!>tin'
S*No* To&i -erentage
8 -oor 9K
9 Ade2uate DK
: E%ellent :K
INTERPRETATION4
DK em&lo!ee said ade2uate*
:K em&lo!ee said e%ellent*
9K em&lo!ee said &oor*
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K6. D"!> t#! HR t!a a8t a> a 8"n>ultant t" !n#an8! t#! $ualit9 "f t#!
appli8ant pr!1>8r!!nin' pr"8!>>
S* No* To&i -erentage
8
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KJ. D"!> HR train #irin' !pl"9!!> t" a?! t#! t #irin' &!8i>i"n>
S* No* To&i -erentage
8
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K. Rat! #"% %!ll HR fin&> '""& 8an&i&at!> fr" n"n1tra&iti"nal >"ur8!>
%#!n N!8!>>ar9
S *No* To&i -erentage
8 -oor :K
9 Ade2uate DK
: E%ellent 9K
INTERPRETATION4
Em&lo!ee said :K &oor, R finds good andidates from non0traditional
soures when Neessar!*
Em&lo!ee said DK Ade2uate, R finds good andidates from non0traditional
soures when Neessar!*Em&lo!ee said 9K e%ellent, R finds good andidates from non0traditional
soures when Neessar!*
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K/. H"% %"ul& 9"u rat! t#! HR &!part!nt> p!rf"ran8! in r!8ruit!nt
an& >!l!8ti"n
S*No* To&i -erentage
8 -oor 8D
9 Ade2uate DK
: E%ellent :D
INTERPRETATION4
:D em&lo!ee said e%ellent*
8D em&lo!ee said &oor*DK em&lo!ee said ade2uate*
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K//. D"!> t#! HR D!part!nt i> !ffi8i!nt in S!l!8ti"n P"li89 "f t#!
!pl"9!!>
S* No* To&i -erentage
8
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K/-. D"!> t#! HR aintain an a&!$uat! p""l "f $ualit9 pr"t!8t!& 8la>>
appli8ant>
S* No* To&i -erentage
8
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S. NO PARTICULARS
NO. OF
RESPONDENTS
AV) OF
RESPONDENTS
8 Career 3e'elo&ment @ @
9
Monetar!HNon0monetar!
(enefits K K
: A&&raisal s!stem 9: 9:
Near to home 99 99
D Wor$ing ondition
TOTAL / /
*
INTERPRITATION
4rom the a(o'e ta(le it an (e inferred that @ of the res&ondents are hosen the
ENSE# IN3IA -=T* #T3**, (eause of areer de'elo&ment, 9: of res&ondents are
hosen ENSE# IN3IA -=T* #T3**, (eause of a&&raisal s!stem, 99 of res&ondents
are hosen ENSE# IN3IA -=T* #T3**, (eause of Near to home and of the
res&ondents ha'e hosen ENSE# IN3I-=T* #T3**, (eause of wor$ing ondition*
K/2. H"% &i& 9"u &!>8ri an& pr"8!&ur! f"ll"%!& at H!n>!l In&ia P;t. Lt&
S. NO PARTICULARS
NO. OF
RESPONDENTS
AV) OF
RESPONDENTS
8 E%ellent K K
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9* 4rom the a(o'e anal!sis K em&lo!ees said that organi5ation learl!
defines its -osition, o()eti'e, re2uirement and signifiation during the
reruitment &roess*
:* 4rom the a(o'e anal!sis it is found that the no* of res&onded is @D who
are ade2uate a(out the organi5ation/s affirmati'e ation needs larified
and su&&orted in the seletion &roess*
@* It is o(ser'ed from the a(o'e anal!sis that GK res&ondent said that the
organi5ation doing timeliness reruitment and Seletion &roess and 9K
res&ondents are against from this statement*
D* 4rom the anal!sis it is lear that FD res&ondents said that R &ro'ide an
ade2uate &ool of 2ualit! a&&liants (ut 9D res&ondents stats that R
does not &ro'ides ade2uate &ool of 2ualit! a&&liants*
* 4rom the a(o'e anal!sis it is lear that the DK res&ondents said that rate
the effeti'eness of the inter'iewing &roess is Ade2uate*
F* It is o(ser'ed from the a(o'e anal!sis that FD res&ondents said that the
R team at as a onsultant to enhane the 2ualit! of the a&&liant &re0
sreening &roess (ut 9D res&ondents are against from this statement*
G* 4rom the a(o'e anal!sis it is learl! found that DK res&ondents are
ade2uate from the a(o'e statement that the R de&artment/s &erformane
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in reruitment and seletion &roess and :D res&ondents said e%ellent "
8D res&ondents said &oor a(out a(o'e statement*
* It is o(ser'ed from the a(o'e anal!sis that FD res&ondents said !es and
9D res&ondents said no a(out the statement whih is, R 3e&artment is
effiient in Seletion -oli! of the em&lo!ees*
8K*4rom the a(o'e anal!sis it is lear that GK of the res&ondents said that
the R maintain an ade2uate &ool of 2ualit! +&roteted lass. a&&liants
and 9K of the res&ondents said that the R does not maintain an ade2uate
&ool of 2ualit! +&roteted lass. a&&liants*
88*4rom the anal!sis it is noted that ha'e )oined at ENSE# IN3IA -=T*
#T3*, through referrals*
89*It is o(ser'ed from the anal!sis of the res&ondents are 2uit the &re'ious
)o( (eause of no use of )o( s$ills*
8:*It is o(ser'ed from the anal!sis that of the res&ondents are sa!s that the
morale and ethis followe