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EVALUATIONOF

RECRUITMENT & SELECTIONPROCEDURE

With reference to

DELHI PUBLIC SCHOOL VIJAYAWADAKAKINADA

A Project report Submitted in partial fulfillment of the Requirement for the

award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted ByCHINTA SUDHA RANI

H.NO: 2065425040

Under The Guidance Of

Smt. Sudha Kranthi MHRMG.B.R. Degree College (P.G Courses)

DEPARTMNET OF MANAGEMENT STUDIES

G.B.R DEGREE COLLEGE(P.G.COURSES)

(Affiliated to Andhra University, Visakhapatnam)

ANAPARTHI

2006-2008


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DEPARTMENT OF MANAGEMENT STUDIESG B R DEGREE COLLEGE(P.G. COURSES)

ANAPARTHI

CERTIFICATE

This is to certify that Ch.Sudha Rani has submitted the project report

entitled Recruitment and selection Procedure with reference to Nagarjuna

Fertilizers and Chemicals Ltd., Kakinada. In partial fulfillment of the

requirement for the award of the degree of MASTER OF BUSINESS

ADMINISTRATION Andhra University during the period 2006-2008

(B. Ratna Reddy M.A.,)Director

G.B.R DEGREE COLLEGE(P.G.COURSES)


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ANAPARTHI

CERTIFICATE






(Dr. P. Lakshmanna M.Com.,Ph.D.,)Head of the Department

M.B.A


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ANAPARTHI

CERTIFICATE






(A. Sudha Kranthi MHRM)

Project Guide


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ACKNOWLEDGEMENTS

I gracefully acknowledge my sincere thanks to our college Director Sri B.

Ratna Reddy and the Head of the Department Dr.P.Lakshmanna and project

guide Smt. A. Sudha Kranthi and faculty members, G.B.R. Degree College (P.G.

Couses), for greatly inspiring me to take this Live Project.

I would like to express to my deep sense of gratitude and reverence

acknowledge MANAGEMENT OF Nagarjuna Fertilizers and Chemicals Ltd

Kakinada, especially to Mr.S.KRISHNA MURTHI, DGM (P&A) and Mr.KATA

REDDY, HEAD (TRAINING)Mr.M.P.RAMA RAO, MANAGER (TRAINING) and

Mr.S.ANWAR BASHA, MANAGER (PERSONNEL) for permitting me to

undertake this study in this company

Last but not least, I would also take this opportunity to thank my

family members and my friends who have extended their support during the

course of this project.

Place:Date:

(Ch.Sudha Rani)


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DECLARATION

I here by declare that this project report entitled Recruitment &

Selection Procedure with reference to Nagarjuna Fertilizers and Chemicals

Ltd submitted by me to Andhra University, Visakhapatnam is of my own and

has not submitted to any other university or published anytime before. I am

further declaring that I am responsible for omission and commission, if any.

PLACE :

DATE :

(Ch.Sudha Rani)


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LIST OF TABLES

TABLE TITLE PAGE. NO

1 Manpowerrequirementsidentified 64

wellin advance

2 Man power planning on the basis of 65projections of next two years

3 Close linkages between company business 66

plans and manpower plans.

4 Techniques of recruitment 675 Scientific Technique 68

6 Training needs 69

7 Objective of selection procedure 70

8 Prefer for freshers along with experience 71

candidates

9 Selected candidates required to sign 72

a bond

10 Signing of bond system prevalent in

DPS Vijayawada 73

11 Preference for local candidates. 74

12 Employees are always told positive 75

and negative aspects of the job.

13 Is job rotation identify the internal hiring

needs. 76

14 Preferred to pick up an outsider at 77

senior level.

15 Future attrition is not a company policy. 78

INDEX


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CONTENTS PAGE. NO

CHAPTER 1 1-8

Introduction

Need of the study

Objectives

Methodology

Limitations

CHAPTER II 9-18

Industry Profile

CHAPTER III 19-37

Company Profile

CHAPTER IV 38-60

Theoretical framework

CHAPTER V 61-78

Data Analysis and Interpretation

CHAPTER VI 79-81

Summary

Findings

Suggestions

6. QUESTIONNAIRE 82-84

7. BIBLIOGRAPHY 85


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Introduction

Need of the study

Objectives

Methodology

Limitations


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HUMAN RESOURCE MANAGEMENT

The term Human Resource can be explained in the sense that is a

Resource like any natural resource. It does mean that the management can get

and use the skill, knowledge, ability etc., through the development of skills,

tapping and utilizing them again by developing a positive attitude among

employees.

In simple sense, Human Resource Management means employing

people, developing their services, utilizing, maintaining and compensating

their services in tune with the job and organization requirements with a view

to contribute the goals of the organization, individuals and society.

Human Resource Management is defined as the field of management in

which deals with planning, organizing, directing and controlling the functions

of procuring, developing, maintaining, and utilizing a labour force such that

the objectives of the organization are achieved economical and effectively

objectives of all levels of personnel are served to the highest possible degree

and objectives of society are duly conserved and served.

DEFINITIONS:-


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HRM is concerned with the development of potentiality of the employee in the

organization for obtaining the satisfaction of the employee and for the benefit

of the organization

-Myers

The term HRM means the total knowledge, skills, creative abilities, talents

and aptitudes of organizations workforce as well as the value, attitudes and

believes of individuals involves.

- Leon. C. Gegginson

HUMAN RESOURCE PLANNING

Planning for human resource is more important than planning for other

resource as demand for the former whether it is a country or in an industry.

Further management of human resource hardly begins from human resource

planning. Infect it is the basis for most of the others.

DEFINITIONS:-

An integrated approach to performing the planning aspects of the

personnel function in order to have a sufficient supply of adequately developed

and motivated people to perform the duties and tasks required to meet


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organizational objectives and satisfy the individual needs and goals of

organizational members

- LEON.C.MEGGINSON.

Objectives:

To recruit and retain the human resources of required quantity and

quality.

To meet the needs of programs of expansion, diversification etc.

To improve the standards like skills, knowledge, ability, discipline etc.

To make the best use of human resources.

To estimate the cost of human resources.

To assess the surplus or shortage of human resources and take measure

accordingly.


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HUMAN RESOURCE DEVELOPMENT

HRD is mainly concerned with developing the skill, knowledge and

competencies of people and it is people oriented concept. When we call it as a

people oriented concept the question of people is developing in the larger or

national context or in the smaller organization context? Is it different at macro

and micro level? HRD can be applied both for the national level and

organizational level.

Many personnel managers and organizations view HRD as synonymous

to training and development. Many organizations in the country renamed their

training developments as HRD developments. Surprisingly some organizations

renamed their personnel departments as HRD departments. Some educational

institutions started awarding degree and diplomas in HRD even though the

concept is not yet crystal clear.

Leonard Nadler formally introduced the concept of HRD in 1969 in a

conference organized by the American society for training and development.

DEFINITIONS:-

HRD in the organizational context as, a process by which the

employees of an organization are helped in a continuous, planned way to:


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For any company or industry, recruitment and selection has been an

important factor of its functioning. Managers have come to realize that, the

Recruitment and Selection of right or able to able candidates is a crucial step in

the management system.

To understand the process of Recruitment and Selection, Delhi Public

School Vijayawada has been selected for study.


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NEED FOR THE STUDY

The purpose of the Recruitment is to locate sources of the man power to

meet job requirements and job specification. Recruitment and Selection had

been regarded as the most important function of the personnel administration,

because unless the right type of people is hired even the best plant organization

charts and control system would not do much good.

The basic purpose of the Recruitment is to attract the job seekers in

sufficient numbers. Recruitment offers opportunity in a positive manner where

the aim is to increase the scope for selection.

The purpose of the selection is conducting the test and preliminary

interview. Those who administrate tests must be knowledgeable and

competent, other wise the test may result in the elimination of worthy

candidates in some organization in case of preliminary interview, the

candidates subject knowledge is taken into consideration apart from the tests.


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OBJECTIVES

The objectives of the study of Recruitment & Selection process in DPS

VIJAYAWADA, are as follows:

To examine the whole system of the DPS VIJAYAWADA Recruitment

and Selection programmers in which management recruits , selects and

send places of employees with a view to search for effectiveness of their

program.

To discover ways and means of strengthening the abilities, skills and

talents of employees.

To study the R & S procedure in DPS VIJAYAWADA.

To appraise proposed policies, programmes and practices of DPS

VIJAYAWADA.


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METHODOLOGY

Methodology is way to systematically solve the research problem. It may be

understood as a science of studying how research is done systematically.

The methodology of the project comprises of the primary data and secondary

data.

Primary data: Primary Data is the fresh data gathered from the survey opinion

experience of employees, managerial personnel of DPS VIJAYAWADA.

This data is collected through questionnaire.

Secondary data: Secondary Data was collected from the reports and records of

DPS VIJAYAWADA, various data banks, broachers and business and general

magazines.

Statistical Tools: The study has been undertaken by using statistical techniques

such as percentages, averages etc., and the study have been presented with help of

tables, diagrams where ever necessary.

Sampling Size: 20 employees.


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LIMITATIONS OF THE STUDY

The scope of the study is restricted to the DPS Vijayawada. The study I

conducted is in order to evaluate the opinion about the Recruitment & Selection

process.

1. Time is a limiting factor because duration is not enough for in-depth

study.

2. Collection of current data is also a limiting factor because of

confidentiality.

3. Due to busy schedule of the HR personal and employees it is difficult

to collect require date.

4. The study of the project is confined only to the DPS Vijayawada.

Which may not applicable to other Delhi Public Schools.


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Delhi Public School

Vijayawada Profile


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secularism, liberalism, development of self discipline and moral character in

the students.

Managing Committee

Prof. B. P. Khandelwal

Former-Chairman, CBSE Board

Member Education DPS Society.

Chairman MC - DPS, Vijayawada.

Padmasri Mr. S .L. Dhawan.

Treasurer DPS Society, New Delhi.

Vice Chairman DPS, Vijayawada.

Mr. P. Narendra Babu

Pro Vice Chairman

DPS, Vijayawada.


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Delhi Public School Society - Profile


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The DPS Society is a non-profit, non-proprietary educational body widely recognized for

its progressive approach and commitment to excellence. Distinction and diversity are the

twin hallmarks of our philosophy, educational leadership and scholarly achievement our

mission. Strong in tradition we have evolved as a matrix of networking among the state,

national and international educational institutions.

The Delhi Public School Society is recognized throughout the academic world for its

progressive approach and commitment to excellence. Distinction and diversity are the twin

hallmarks of its philosophy, educational leadership and scholarly achievement its mission.

Strong in tradition, it has evolved, since its establishment and its present day status, into a

'matrix' of networking between the state, national and international educational

development.

HISTORY -

Amidst the burgeoning public school system since our nation's independence in 1947 , the

Delhi Public School Society came into being as a non-profit making body. It established its

first school in 1949 at Mathura Road, New Delhi. The founder - members of the Society,

whose mission was to enhance learning among the Indian youth, could hardly have

imagined that, during the succeeding five decades, the DPS Society would become an

educational organization to be reckoned with, a premier center for teaching and learning,

innovation and research, or that it would educate both boys and girls, who would later make

great contributions in their chosen fields.

School followed school in rapid succession, and today the Society has grown into a family

of 34 schools: 5 of them in and around New Delhi, 27 in other parts of the country and 2

abroad. Each school has developed into a pace - setting autonomous institution, with a well-


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designed programme of instruction, based on the pursuit and promotion of excellence.

While the former, known as the Core schools, have been set up by the Society in New Delhi

and its neighboring states, after having acquired the land and designing the construction, the

Satellite or the associated schools are those which have been established across the country

in collaboration with certain Public Sector Undertakings. Based on the premise that good

education is the high road to both individual and national progress, the Society has proved

to be a significant trend-setter, both within and without the educational system.

In the light of these successes, the Society also received requests to set up similar schools

abroad, and make them part of the larger structure. This has led to the establishment of 2

schools in foreign lands - Kuwait and Nepal - which will soon be followed by others in

Hong Kong and Jakarta, to name a few.

As it has been said, " It is good to have an end to journey towards, but it is the journey that

matters, in the end." The involvement of the Society in universal educational enhancement

and its endeavor to build a democratic, pluralistic and secular nation has made all the

difference. It is no more a question of lighting a candle here or there; it is an attempt at total

electrification. The whole world has begun to glow with the light of literacy radiated by the

Delhi Public School Society.

OUR VISION

Schools of the Delhi Public School Society are places where : The intellectual, social,

emotional, physical, spiritual and aesthetic development of the students is fostered to

enhance their quality of life. Student achievement is acknowledged and celebrated within

the schools and the community. Students are prepared for active, independent learning in an

environment which fosters a spirit of enquiry and keen competition. Students are

encouraged to contribute to decisions about their own future through school appointments

and school organizations, career guidance and counseling services, that help them


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Theoretical framework

The performance of an organization heavily depends upon the people

who work inside it. If the organization has right people on right jobs, the work

proceeds smoothly and efficiently. Unfortunately, this is not the position in

most of the industrial undertakings and, therefore, we see today industrial

indiscipline.

Manpower or Human Resource is thought of as the Total knowledge,

skills, creative abilities, talents and aptitudes of an organizations work force,

as well as the values, attitudes and benefits of an individual Involved. It is the

sum total inherent abilities of the employed persons. Of all the Ms I n the

management Men, Material, methods, money the most important is men or

human resources. It is the most valuable assets of an organization and not the

money and physical equipment. It is in fact important economic resource,

covering all human resources organized or unorganized, employed or capable

of employment, working at all levels supervisors, executives, blue or white

collar workers, managerial, scientific, engineering, technical, skilled or

unskilled persons who are employed in creating, designing, developing,

managing and operating productive and service enterprises and other economic

activities. The success or viability of an organization depends on the quality of

manpower it has. Hence it is the important duty of the organization to see that


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the right man is placed on the right job at the right time and place to effectively

utilize its human resources.

This function known as recruitment forms the most important aspect of

Personnel Management, Recruitment is a process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an

organization. The Staff investigation committee rightly observed that

recruitment is the first step in employment of Staff, and naturally the methods

by mean of which labor is brought into the industry, has a lot to do with the

ultimate success or failure of such employment.

If proper care is not taken in the recruitment of Staff force, the

employers, the workers and the community a re bound to suffer. The

employer suffer if he does not get the men best suited for a particular job, the

worker suffers if the cannot find a job for which he is best suited, and the

community suffers as a result of low productivity and dissatisfaction among

workers and employers.


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RECRUITMENT:

Attracting and selection new employee personnel is and important

aspect of the personnel managers job. This unit in recruitment and selection

tells you about the procedure used for obtaining recruitment with the potential

capacity of becoming good employees. Once these poor of talent have been

generated, it becomes, feasible to select the individuals fit for needs of the

organization. The employee selection is the step by step procedure that the

personal manager goes through the staff in the organization his role and

become buyer of employee talent and potential.

Once the School has determined the number and kind of employee it

requires the next step n selection is the set the right application in sufficient

number for the position. All the activities involved in securing the application

It does not include but is followed by the selection process to whole and

screen the applicants. The nature of recruitment effort for employee

personnel differs form company to another. Mainly with respect to their

recruitment sources. Different companies call for individuals with widely

varying abilities, skills, education, training and experience. The scope of

recruitment effort is influence by the size of companys organization, rate of

turn over, the forecasted employees volume, distribution channels and

promotional strategies.

DEFINITIONS:-

Recruitment is a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employee effective measures for attracting the

manpower in adequate numbers to facilitate effective working force. According the

purpose of recruitment is to locate sources of manpower to meet job requirements and job

specification.


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RECRUITMENT POLICY:-

A Recruitment Policy in its broadest sense involves a commitment by

the employer to such general principles as:

(i) To find and employ the best qualified persons for each job.

(ii) To retain the best and most promising of those hired.

(iii) To offer promising opportunities for life time working careers.

(iv) To provide programmes and facilities for personal growth on thejob.

According to Yoder the recruitment policies concerned with quantity

and qualifications. Generally the following factors are involved in a

recruitment policy.

1. To carefully observe the letter and spirit of the relevant public policy ofhiring and on the whole employment relationship.

2. To provide individual employees with the maximum of employment

security, avoiding frequent lay-off to lost time.

3. To provide each employee with an open road and encouragement in the

continuing development for his talents and skills.

4. To assure employees of fairness in all employment relationships.Including promotions and transfers.

5. To assure each employee if the organization interest in his personal

goals and employment objectives.

6. To avoid cliques that may develop when several members of the same

household or community are employed in the organization.

7. To provide employment in jobs which are engineered to meet the

qualifications of handicapped workers and minority sections.


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8. To encourage one or more strong, effective, responsible trade unions

among the employers.


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RECRUITMENT PRACTICES IN INDIA:

According to survey of public and private section employers by Prof.

R.Basavaraj the following methods were used to recruit employees.

(a) In the public sector, the major sources of recruitment in of

performances are:

Casual callers of employment seekers

Newspapers advertisements

Employment Exchanges

Other public sector undertakings

Internal advertisements

Relatives and friends

Displaced persons

Employee recommendations and

Institutions

In the public sector the sources for non-supervisory staff are:

Employment Exchange

External advertisements

Internal advertisements

Central Training Institute

Introduction by the liaison officer of a corporation

Deputation personnel

Transfers from other public undertakings.


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3) Field Trips:

An interviewing team makes trips to towns and cities, which are known

to contain the kinds of employees required. Arrival dates and the time andvenue of interview are advertised in advance.

4) Educational Institution:

Sometimes recruits are next to educational institution where they meet

the members of the faculty and persons in change of placement services who

recommend suitable meetings and convictions to recruit employees.

5) Labour Contractor:

On many industries workers are recruited through contractions that are

themselves the employees of these organizations.

6) Employees referrals:

Some industries with a record of good personnel relation encourage

their employees to bring suitable candidates for various openings in the

organization.

7) Unsolicited Applicants:

These are persons who gather at the factory gates to serve as casual

workers or who send in the application without any invitation form the factory.


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Advertising in newspapers and or trade journals and magazines is the

most frequently used method. When qualified or experienced personnel are

not available from other sources. Senate posts are largely filled by such

methods when they cannot be filled by promotion from with in.

Advertising is very useful for recruiting blue collar and hourly workers,

as well as scientific, professional and technical employees local newspaper can

be an administrative employee.

there methods include advertising in publication. Such as trade and

professional journals and radio or television announcements, as is done by

many Indian manufacturers. People with specialized background and interests

read Professional journals. Therefore advertisements in these are generally

selective.

THIRD PARTY METHODS:

These include the use of commercial or private employment agencies,

state agencies, and placement offices of schools, colleges and professional

association, recruiting firms. Management consulting firms, indoctrination.

Seminars for college professor and friends and relatives.

Private employment agencies are widely used. They change a small fee

from an applicant. They specialize in specific occupation. Several officeshelp salesman, technical workers, accounts, computer staff, engineers and

executives. These private agencies a re broken who bring employees and

employee together. The specification of their clients to seek out particular

types of persons and to develop proficiency in recognition the talent of

specialized personnel.

State or public employment agencies ate also known as employment or

labour exchange, are the main agencies of public employment. They provide a


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clearinghouse for jobs and job information. Employees inform them of their

personnel requirements, while job seekers get information for them about the

types of jobs that are referred to by employees. These agencies provide a wide

range of services counseling, assistance in getting jobs and information about

the labour, market, labor and wage rates.

Schools, colleges and professional institutions offer opportunities for

recruiting their students. They placement services where complete bio-data and

other particular of the students are available.

The companies that need employees maintain contact with the guidance

of counselors of employment bureaus and teachers of Business and vocational

subjects. The prospective employees can review credentials and interviewed.

Candidate for management trainees or probation whether the education

sought involves a higher secondary certificate, specific vocational training or a

college background with a bachelor masters or doctor degree educational

institution provide an excellent sources of pot entail employees for entry level

position in organization. This general and technical/professional, institution

provides blue-collar applicants, white color and managerial personals.

Sometimes the organization provides work-study programme.

The ma in point is that the higher the position in the organization or the

more specialized the skills sought. The more widely dispersed advertisement

is likely to be search for top executive might include advertisements in

national periodicals, while the advertisements of blue collar jobs is confided to

the daily newspaper or regional trade journals.

The classified advertisement selection of a daily newspaper or t he

Sunday, weekly edition of the Hindu, Times. The Times of India, The

Tribune, Bharat Jyothi, The NationalHerald, Frep Press Journal, The Pioneer,

Amnit Bazaar Patrika, Economic Times, The Hindu, The Indian Express etc.


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carry advertisements for all types of position, such advertisements enable

prospective candidates to screen them selves in order to find out whether they

are fit for the job which the advertisement has been issued.

In order to be successful, and advertisements should be carefully writ

ten. If it is not properly written, it doesnt draw the right types of applicants or

it may attract too many applicants who are not qualified for the job. It should

be so framed as t o attract attention for example by the use of different sizes

and type of print. The first line should limit the audience somewhat and the

next few lines should further screen out the readers who do not possess the

necessary qualification. It should provide specific information on job

requirement and opportunities for advertisement; the benefits to be enjoyed by

working in the company and it should emphasis facts related to the dignity of

the job and to its professional aspects. Firstly Advertisement contains

exaggerated dacim and simmicky appeals are to be avoided. Advertisement

can be very effective if its media are properly chosen.

According to advertisement tactics and strategy in personnel

Recruitment, three points need to be borne in mind before an advertisement is

inserted. First to visualize the type of applicant is trying to recruit. Second to

writ e out a list of the advantages of a company offer, in other words, when the

reader should work for the company. Third t o decide where to run the

advertisement not only in which area but in which newspaper having a local,

state or notion-wide circulation.

Much organization offers place what is referred to as a blind

advertisement, one in which there is no identification of the organization.

Respondents are asked to reply to a post office box between the applicant and

the organization. The large organization with regional or national reputation

does not usually use blind advertisements.


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SELECTION:

Once applications are received, the stage is set for processing them and

talking further steps in the selection process. The selection procedure is

concerned with securing relevant information about an applicant. This

information is secured in a number of steps. The prime objectives of selection

process are to find out enough about the applicant so that he may be matched

with the job.

STEPS IN SELECTION PROCEDURE:

The hiring process are therefore generally long are complicated. The

following is a popular procedure though it may be modified to suit individual

situations.

1. Preliminary Interview or Reception or screening.

2. Application forms a fact finder, which helps one in learning about anapplicants background and life history.

3. Testing.

4. Reference checking.

5. Physical examination.

6. Conditional Offer letter

APPLICATION FORM:

An application is traditional, widely accepted device for getting

information from a prospective applicant, which will enable a management to

make a proper selection. Many types of application forms are used.

Employment Tests:


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A Test maybe defined as a systematic procedure for sampling human

behavior. On the basis of human behavior, tests have been generally classified

into 4 categories:

Aptitude tests

Achievement tests

Personality tests

Interest tests

This is the second stage of selection, test and preliminary interview. In

this stage after reducing the candidates sufficiently a crucial stage is reached

where only the most suitable are form amongst the apparently suitable

candidates retained for further consideration. If the post advertised requires

special skill, experience or aptitude tests can be administered. Certain

organizations conduct preliminary interview for the candidates.

The work of preliminary interview is normally left to a senior officer of

the concerned department where the vacancy has arisen.

Reference checks:

The use of reference is common in most selection procedures, for it

involves less money, and minimum amount of effort. Checks on reference are

made by mail or by telephone and occasionally in person, or by using areference form. The opinions of previous employers and others, which have

known the applicant, are generally useful in getting a picture of his potential

performance on a particular job.


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Interview:

The final interview is the last stage in the selection process. It is the

stage at which the final search is on for the most suitable candidate. There willbe panel of officials of the company including the chief of Personnel and the

General Manager.

There are various ways of conducting the final personal interview

structured and unstructured. In an unstructured interview it is easier to put the

candidate at ease. There is, however a danger of missing some important

points relevant to the requirements of the job if the interview is unstructured.

As against this, structured interview though formal is more complete because

the relevant questions are carefully prepared in advance.

The best solution is to keep on hand the structured questions for

reference but to allow the inter view to proceed in an informal and

unstructured manner. The panel normally comes to a final decision about the

most suitable candidate.

Even though the object is to ultimately select one man for one post, it is

better to select 2 or 3 candidates and rank them in order of merit. Selection

being an expensive process, it is prudent to take sufficient care so that final

interview results in select ion of a suitable candidate for the organization. It is

recommended that 2 or 3 persons should be selected because if the candidate

who stands first in t he order of merit does not join the organization for some

reasons, the other candidates in order of merit can be invited to join.


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ego. If they fell on first contact with the organization that they are not cared

for, they will rapidly lose interest in their assignment and will never get job

satisfaction. These facts should underline the significance of a suitable

induction programmed.

Induction program can be formal or informal. The duration of the

programmed depends on the prevailing practices in the organization. The

following points should be noted while conducting an induction programmed:

1. The new entrants to the organization should, in the first instance,

receive a warm welcome from the officers of the personnel

department.

2. They should be told about the organizational structure and the

management hierarchy.

3. They should be acquainted with the rules and regulation and should

be encouraged to as k questions for clarification.

4. They should be told about the industrial relation situations and the

policy of the management towards trade unions.

5. They should also be facilitates provided by the organization for

canteen, sport, cultural activities, etc.

At the end of the programmed, the candidate should be introduced to

important persons in their different departments, one of who takes the new

corner to his place of work.


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PROCEDURE OF RECRUITMENT AND SELECTION IN DPS VIJAYAWADA

RECRUITMENT

Placing the Requisition:

The requisition is placed to the personnel department based on the

requirement of the particular departments.

Sources of Recruitment:

1. Advertisements in Newspapers:

One of the main sources of recruitment is through the newspaper when

and where the recruitment is felt the personnel department gives an

advertisement in all leading newspapers for recruitment the desired personnel

with required pre requisites.

2. Employment Exchange:

This is also another source for recruitment when the personnel dept

approaching the local employment for personnel it sends the list of candidates

under the requisite category in order of the employment registration number.

CAMPUSES:

The personnel dept staff along with the Teaching personnel makes trips

to educational institutions during Jan/Apr for Recruiting personnel directly.

They conduct them test and interview at the campus itself and pick the

appropriate candidate for the organization.


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2) Administrative staff:

The Administrative staff includes Front Office, School Maintains Staff and

Security and those who work under Vice Principal-Administrative.

IMPLEMENTATION OF RESERVATION FOR VARIOUS CATEGORIES

The organization comes under the private sector it does not follow any

reservation procedure for the candidate during recruitment process. It depends

purely on merit and performance basis dealing the process.


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Data Analysis and Interpretation


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Data Of Employees Recruited into DPS During 1990 2006

Months

JanuaryFebruary

March

April

May

June

July

August

September

October

November

December

Total

CommercialandTechnicalStaff

Executive

Staff


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DATA ANALYSIS

1990 The recruitment was the least in this period as the plant was underconstruction. The recruitment during this year was a total of 48 with 34

commercial / technical and the remaining in the executive cadre.

1991 This year was a boom in employment at NFCL. The lowest number ofrecruitment so far looks place this year. A total of 155 employees were recruited of

which 128 were from commercial / Technical and 27 executive cadres. The

recruitment almost double this year.

1992 This year on Aug 1st the Commercial production started at the plan.The total recruitment was 79 of which 68 were commercial / technical and 11 were

of executive cadre.

1993 The recruitment this year was 72 of which 63 were fromCommercial/technical and 11 from executive class.

1994 This year was second highest year for recruitment at NFCL in which131 employees were recruited of which 112 were Commercial/Technical and 19

executive cadres.

1995 This year recruitment was a total of 103 of which 71 were fromCommercial / Technical and 32 were from executive cadre

1996 Recruitment during the year 1996 was a total of 123 of which 104 werefrom commercial / Technical and 19 were from executive cadre.

1997 Recruitment during the year 1997 was a total of 130 of which 98 werefrom Commercial / Technical and 32 were from executive cadre.

1998 Recruitment during the year 1998 was a total of 143 of which 118 werefrom Commercial / Technical and 25 were executive cadre.


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1. Are the manpower requirements of each department identified

well in advance in your School?

(a) Yes (b) NO ( )

TABLE-1

PARTICULARS NO OF RESPONDENTS %OF RESPONDENTS

YES 20 100%

NO NIL 0%

TOTAL 20 100%

Graphical Representation:

Interpretation:

It is clear from the above Graff out of 100 percent employees, 100

percent said that man power requirements identified well in advance it means

YES, and no one said that NO.

2. Is manpower planning always done on the basis of projections of

the next two years?

MANPOWERREQUIREMENTSIDENTIFIEDWELLIN

ADVANCE

YES

NO


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(a) Yes (b) NO ( )

TABLE-2


Interpretation:

We can interpret from above statistics out of 100% of

employees, 85% of employees said that manpower planning is

done on the basis of projections of the next two years that

means YES, and remaining 15% of employees respond that

NO.

MAN POWER PLANNING ON THE BASIS OF PROJECTIONS

OF THE NEXT TWO YEARS

YES

NO


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3. Are there close linkages between the manpower plans and School

Academic plans?

(a) Agree (b) Partially agree (c) Dis-agree ( )

TABLE-3

PARTICULARS NO. OF RESPONDENTS % OF RESPONDENTS

AGREE 15 75%

PARTIALLY AGREE 3 15%

DIS-AGREE 2 10%

TOTAL 20 100%


Interpretation:

In the above Graff shows that out of 100% of employees

75% of employees agree with the close linkages between the

manpower plans and School Academic plans, 15% of employees

partially agree and remaining 10% of employees dis-agree.

CLOSE LINKAG BETWEEN THE MANPOWER PLANS AND

School Academic plans

0

10

20

30

40

50

60

70

80

AGREE

PARTIALLY

AGREE

DIS

-AGREE

% of respondents


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4. Which technique of recruitment procedure is followed by DPS?

(a) Direct (b) Indirect (c) Recruitment Agencies (d) All the above ( )

TABLE- 4

PARTICULARS NO. OF RESPONDENTS

% OF

RESPONDENTS

DIRECT 10 50%

INDIRECT NIL 0%

RECRUITMENT

AGENCIES1 5%

ALL THE ABOVE 9 45%

TOTAL 20 100%


0

10

20

30

40

50

60

Direct Indirect R.A. All t he

above

Series1

Series2

Interpretation:


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YES

NO

From the above table we can conclude that Out of 100 percent, 90

percent of employees agree with scientific techniques applicable to identify

the capabilities of candidates , and remaining 10 percent of employees are

goes with not applicable.

6. During the selection does the personal department follow the training

needs?

(a) Yes (b) No ( )

TABLE-6


Interpretation:

From the above analysis we can says that Out of 100

percent, 75 percent of employees agree with the personal


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department follow the training needs during the selection and

remaining 25 percent of employees said that NO means they

are not accept that personal department follow the training

needs during the selection .


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8. Does your school give preference to freshers along with experienced

candidates?

(a) Yes (b) No ( )

TABLE-8


Interpretation:

From the above analysis we can interpret that Out

of 100 percent, 100% of employees accept that the school

give preference to freshers along with experienced candidates

means YES, and no one said that NO.

PREFER FOR FRESHERS ALONG WITH

EXPERIENCED CANDIDATES

YES

NO


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9. Does the selected candidates required to sign a bond?

(a) Agree (b) Partially agree (c) Disagree ( )

TABLE-9


AGREE 15 75%


DIS-AGREE 2 10%

TOTAL 20 100%


Interpretation:

From the above graph it is clear that out of 100 percent, 75

percent Of employees agree with required to sign a bond, and 15 percent of

employees are Partially Agree, and 10 percent of employees goes with

Disagree.

SELECTED CANDIDATES REQUIRED TO SIGN A

BOND

75%

15%

10% 0%AGREE

PARTIALLY AGREE

DIS-AGREE


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10. If there is no signing of bond system prevalent in DPS Vijayawada.

Do you feel is it required?

(a) Yes (b) No ( )

TABLE-10


Interpretation:

We can analyze from the above graff that out of 100

percent of employees, 65% of employees feel it is not required

if there is no signing bond system prevalent in DPS Vijayawada

means they agreed with NO and remaining 35% of employees

feel it is required they agreed with YES

SIGNING OF BOND SYSTEM PREVALENT IN

DPS Vijayawada

35%

65%

YES

NO


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11. Does your school give preference for local candidates?

(a) Yes (b) No ( )

TABLE-11


Interpretation:

From the above Graff we can interprets that Out of 100

percent of 40 % of employees responded that DPS Vijayawada

give preference for local candidates and remaining 60 % of

employees goes with NO.

DPS Vijayawada GIVE PREFERENCE FOR LOCAL

CANDIDATES

40%

60%

YES

NO


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12. Would the employees are always told positive and negative

aspects of the job?

(a) Yes (b) No ( )

TABLE-12


Interpretation:

It is clear from the above graff that Out of 100 percent of employees 60

% of employees responded that they are always told positive and negative

aspects of the job and remaining 40 % of employees not accept it means they

goes with NO.

EMPLOYEES ARE ALWAYS TOLD POSITIVE AND

NEGATIVE ASPECTS OF THE JOB

60%

40%YES

NO


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13. Is job rotation used to identify the internal hiring needs?

(a) Agree (b) Partially agree (c) Disagree ( )

TABLE-13


AGREE 12 60%


DIS-AGREE 3 15%

TOTAL 20 100%


Interpretation:

From the above table we can conclude that Out of 100 percent, 60

percent is with Agreewith that job rotation used to identify the internal hiring

needs, and 25% of employees goes with Partially Agree and 15% of

employees Disagree.

IS JOB ROTATION IDENTIFY THE INTERNAL

HIRING NEEDS

60

25

15

0

10

20

30

40

50

60

70

% OF RESPONDENTS

AGREE

PARTIALLY AGREE

DIS-AGREE


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14. Is grooming preferred to pickup an outsider especially at

senior level?

(a) Preferred (b) Not preferred ( )

TABLE-14


Interpretation:

We can understand from the above table out of 100

percent of employees, 60 percent of employees said that

grooming is preferred to pickup an outsider especially at

senior level, and remaining 40 percent of employees said

that Not preferred.

PREFERRED TO PICK UP AN OUTSIDER AT

SENIOR LEVEL

60%

40%

PREFERRED

NOT PREFERRED


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15. Over staffing in order to deal with future attrition is not a

School policy ?(a) Yes (b) No ( )

TABLE:-15


Interpretation:

From the above analysis out of 100 percent of employees

responded that the over staffing is in order to deal with future

FUTURE ATTRITION IS NOT A SCHOOL POLICY

75%

25%

YES

NO


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attrition is not a school policy, and remaining , 35 percent of

employees respond that is not a school policy.

Summary

Findings

Suggestions


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SUMMARY

The recruitment procedures followed at DPS Vijayawada are by far the

most transparent. Since inception of the School the rate of recruitment was the

highest in the year 2009. In which a total of 56 employees were recruited in to

the organization, 19 from Teaching staff and 37 from Administrative. The

organization development programme for its new and in service employees.

As the initial training provides the impetus to integrate themselves to the

organizational goals.

The organization turnover in teams of Providing Educational serves are

an indication to the effectiveness of the training and development programmes,

which are part of recruitment and selection process. The School, which has no

expansion project to double its production, and which has commenced

commercial production form 1998, therefore, there is not scope for huge

recruitment as was done in 1991. The company at present is recruiting a

majority of its employees from local areas as replacements for those who

resign and leave the company. Thereby giving a boost to the employment in

the district .


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FINDINGS

In the evaluation of Recruitment & Selection procedure, I can found that

Recruitment and Selection process exists in DPS Vijayawada.

Maximum number of employees aware regarding the Recruitment and

Selection procedure of DPS Vijayawada.

The recruitment is done mainly through direct method.

The recruited candidates are getting full fledged training and support in

DPS Vijayawada.

After training period the employees are placed in the right job.

DPS Vijayawada gives preference to freshers along with experienced

candidates at the time of Recruitment.

In Recruitment procedure DPS Vijayawada is giving equal preference for

reservation category candidates .

The Recruitment & Selection procedure followed by DPS Vijayawada is

good.


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SUGGESTIONS

Fleet is to be analyzed and Recruitment is to be planned accordingly in

order to maintain the buffer and to meet the emergent situations.

Job Requirement and job specifications to be defined in advance.

Initial dropouts at training period itself must be prevented. Some

instruments could be used to minimize dropouts at training period.

Apart from Intake interviews exit interviews are to be conducted. Score

card method to be adopted while selecting.

Free Education is to be given for the employees children or who are

working for DPS Vijayawada.

Adopt the new Recruitment and Selection procedure in line with the

new trends that are emerging.

To provide housing facility for employees in DPS Vijayawada.


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QUESTIONNAIRE

Employee name :

Designation :

Employment number :

Previous experience :

Please kindly read all the Questions before answering.

Pleas e picks the answer from the following options in the box.

1. Are the manpower requirements of each department identified well in

advance in your School?

(a) Yes ( ) (b) No ( )

2. Is manpower planning always done on the basis of projections of the

next two years?

(a) Yes ( ) (b) No ( )

3. Are there any close linkages between the manpower plans and School

plans?

(a) Agree ( ) (b) Partially agree ( )

(c) Dis-agree ( )

4. Which technique of recruitment procedure is followed by DPS

Vijayawada?

(a) Direct ( ) (b) Indirect ( )(c) Recruitment Agencies( ) (d) All the above ( )


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5. Are scientific techniques applicable to identify the capabilities of

candidates?

(a) Applicable ( ) (b) Not applicable ( )

6. During the selection does the personal department follow the training

needs?

(a) Yes ( ) (b) No ( )

7. What is the objective of selection procedure?

(a)To recruit the competent person ( )

(b)To fulfill the job requirement ( )

8. Does your School give preference to freshers along with experienced

candidates?

(a) Yes ( ) (b) No ( )

9. Does the selected candidates required to sign a bond?


(c) Disagree ( )

10.If there is no signing of bond system prevalent in DPS Vijayawada. Do

you feel is it required?

(a) Yes ( ) (b) No ( )


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11. Does your school give preference for local candidates?

(a) Yes ( ) (b) No ( )

12. Would the employees are always told positive and negative aspects

Of the job?

(a) Yes( ) (b) No ( )

13. Is job rotation used to identify the internal hiring needs?


(c) Disagree ( )

14. Is grooming preferred to pickup an outsider especially at senior

level?

(a) Preferred ( ) (b) Not preferred ( )

15. Over staffing in order to deal with future attrition is not a School policy?

(a) Yes ( ) (b) No ( )


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BIBLIOGRAPHY

Books:

Human Resource Management -- P. Subba Rao

Human Resource Management -- Aswatappa

Personnel Management -- C.B.Memoria

Website:

mba working

Documents