sunil project
TRANSCRIPT
SUMMER TRAINING REPORT SUMMER TRAINING REPORT ON ON RECRUITMENT AND SELECTION RECRUITMENT AND SELECTION AT POLYPLEX CORPORATION LTD. AT POLYPLEX CORPORATION LTD.
In the partial fulfillment of requirement for the award of the degree of Master of In the partial fulfillment of requirement for the award of the degree of Master of
Business Administration (MBA) Business Administration (MBA)
.. DEPARTMENT OF MANAGEMENT STUDIESDEPARTMENT OF MANAGEMENT STUDIES BHIMTAL BHIMTAL ( ( KUMAUN UNIVERSITY BHIMTAL, NAINITAL ) KUMAUN UNIVERSITY BHIMTAL, NAINITAL )
SUBMITTED TO:SUBMITTED TO: SUBMITTED BY:SUBMITTED BY:Er. SUMIT PRASADEr. SUMIT PRASAD SUNIL SINGHSUNIL SINGH(Lecturer)(Lecturer) MBA MBA III SEMIII SEM
ENROLL NO- KU 0825322ENROLL NO- KU 0825322ROLL NO- 112594ROLL NO- 112594
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DECLARATION DECLARATION
I, the undersigned student of Master Of Business Administration of Department ofI, the undersigned student of Master Of Business Administration of Department of
Management Studies, hereby declare that I have completed this dissertation, titledManagement Studies, hereby declare that I have completed this dissertation, titled
““Recruitment and Selection at Polyplex Corporation Ltd.”Recruitment and Selection at Polyplex Corporation Ltd.” in the academic year in the academic year
2012-2013.2012-2013.
The contents provided in the project are true and original to the best of my knowledge.The contents provided in the project are true and original to the best of my knowledge.
SUNIL SINGHSUNIL SINGH
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ACAC KNOWLEDGEMENTKNOWLEDGEMENT
Behind every study there stands a myriad of people whose help and contribution make itBehind every study there stands a myriad of people whose help and contribution make it
successful. Since such a list will be prohibit long. I may be excused for importantsuccessful. Since such a list will be prohibit long. I may be excused for important
omissions. The guidance, help and cooperation of my project guide omissions. The guidance, help and cooperation of my project guide Mr. Sumit Prasad.Mr. Sumit Prasad.
Department of Management Studies is gratefully acknowledged with profound gratitude.Department of Management Studies is gratefully acknowledged with profound gratitude.
I am also thankful to all other in Human Resource department, Polyplex CorporationI am also thankful to all other in Human Resource department, Polyplex Corporation
Ltd., Khatima who provided me with all the required information for my project.Ltd., Khatima who provided me with all the required information for my project. Under Under
their guidance, they have given me different sort of tasks due to which I come to knowtheir guidance, they have given me different sort of tasks due to which I come to know
about the various things that take place in the H.R process of the companyabout the various things that take place in the H.R process of the company
Last but not the least I would like to thank Prof P.C Kavidayal (head) and all the facultyLast but not the least I would like to thank Prof P.C Kavidayal (head) and all the faculty
members, friends & family as without their co-operation the completion of this projectmembers, friends & family as without their co-operation the completion of this project
was not possible.was not possible.
SUNIL SINGH SUNIL SINGH
M.B.A III SEM M.B.A III SEM
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PREFACEPREFACE
““Success doesn’t mean the absence of failures; it means the attainment of the ultimateSuccess doesn’t mean the absence of failures; it means the attainment of the ultimate
objectives. It means winning the battleobjectives. It means winning the battle.”.”
Edwin C.BlossEdwin C.Bloss..
It gives an immense pleasure to present on the topic of “Recruitment & Selection”. ByIt gives an immense pleasure to present on the topic of “Recruitment & Selection”. By
the time, I completed this project I understood how important it was for a MBA student tothe time, I completed this project I understood how important it was for a MBA student to
do summer training in between the master’s degree program. do summer training in between the master’s degree program.
I have selected this topic because I was very keen to know about the Recruitment &I have selected this topic because I was very keen to know about the Recruitment &
Selection process. A distinct feature of this project is that it provides a penetrating andSelection process. A distinct feature of this project is that it provides a penetrating and
comprehensive analysis of this concept, theories and techniques in a simple and lucidcomprehensive analysis of this concept, theories and techniques in a simple and lucid
style. style.
A project is involving a lot of extensive study and research give me a great deal of A project is involving a lot of extensive study and research give me a great deal of
exposure. I hope this project would prove useful to its reader if it deserves.exposure. I hope this project would prove useful to its reader if it deserves.
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INDEXINDEX
Certificate…………………………………………………………………………..iCertificate…………………………………………………………………………..i
Declaration…………………………………………………………………………iiDeclaration…………………………………………………………………………ii
Acknowledgment…………………………………………………………………..iiiAcknowledgment…………………………………………………………………..iii
Preface……………………………………………………………………………...iv Preface……………………………………………………………………………...iv
Chapter 1Chapter 1
1.1Company Profile…………………………………………………...1 1.1Company Profile…………………………………………………...1
Chapter 2Chapter 2
2.1Introduction………………………………………………………..4 2.1Introduction………………………………………………………..4
2.2Chapter Arrangement……………………………………………...5 2.2Chapter Arrangement……………………………………………...5
2.3 Objectives of study………………………………………………..6 2.3 Objectives of study………………………………………………..6
2.4 Sample size……………………………………………………..…6 2.4 Sample size……………………………………………………..…6
2.5 Period of study……………………………………………………6 2.5 Period of study……………………………………………………6
2.6 Research Methodology……………………………………………7 2.6 Research Methodology……………………………………………7
2.7 Method (Tools of Analysis)……………………………………….7 2.7 Method (Tools of Analysis)……………………………………….7
2.8 Scope of study…………………………………………………….7 2.8 Scope of study…………………………………………………….7
2.9 Limitations of study……………………………………………….8 2.9 Limitations of study……………………………………………….8
2.10 Operational definition of concept……………………….………..8 2.10 Operational definition of concept……………………….………..8
Chapter 3Chapter 3
3.1 Data analysis & interpretation……………………………………28 3.1 Data analysis & interpretation……………………………………28
Chapter 4 Chapter 4
4.1Findings……………………………………………………………..384.1Findings……………………………………………………………..38
4.2Suggestions & Recommendation,…………………………………...40 4.2Suggestions & Recommendation,…………………………………...40
4.3Conclusion…………………………………………………………...41 4.3Conclusion…………………………………………………………...41
Reference………………………………………………………………………...42Reference………………………………………………………………………...42
Annexure…………………………………………………….………...............43 Annexure…………………………………………………….………...............43
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COMPANY PROFILECOMPANY PROFILE
Polyplex is the world’s 3rd largest manufacturer of thin polyester Film. With its headquartered located in Noida, in the State of Uttar Pradesh, India. The Company has three manufacturing facility – one located at Khatima second one located in Bazpur, Distt. Udham Singh Nagar in the state of Uttarakhand, India, another at Rayong province in Thailand (owned and operated by Polyplex (Thailand) Public Company Ltd. (PTL), its subsidiary) and the latest facility at Çorlu, Tekirdag in Turkey (owned and operated by Polyplex Europe Polyester Film San. ve Tic. A.S. (PE), which is a wholly-owned subsidiary of PTL).
Polyplex has established itself as one of the most profitable producers of PET Film by way of cost efficient operations resulting from high productivity and low overheads. Its products have gained wide acceptance in the global markets, such as USA Europe, South-East Asia, South America, and Australia,
The Company has a dynamic workforce of more than 347 employees in India, more than 295 employees in Thailand and more than 228 employees in Turkey.
With its planned expansion in India, Polyplex capacity by mid 2009 would be 151,000 TPA of PET Film; 187,700 TPA of PET Chips; 42,500 TPA of Metalliser; 35,000 TPA of BOPP; 10,000 TPA of CPP and 310 Million sqm of Coating. With its planned capacity enhancement at Thailand by 2010, Polyplex would be the 3rd largest Thin Film Producer in the world.
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Company Logo
Office Address Lohia Head Road,Udham Singh Nagar, Khatima,
Uttaranchal-262308.
Phone +91-120-2443716
Primary Industry Packaging & Paper Business Summary
Polyplex was incorporated in 1984 and commenced commercial operations with its first Film line of 4000 TPA in May 1988, which was subsequently increased to 6000 TPA. With its operations stabilizing, by the mid 90's, Polyplex was able to emerge as one of the most profitable producers of Polyester Film in India. Polyplex undertook an expansion in film capacity by adding another film line of 9000 TPA in March 1996. It also integrated backward into the manufacture of Polyester Chips meant for captive consumption, and commenced production in March 1997.
While mirroring industry trends, the Company's financial performance has been consistently better than the industry, resulting from the Company's focus on Polyester Films, its strategic understanding of the PET Film market and operational efficiencies. Initiatives such as TPM, BPR and implementation of ERP have lead to sustained improvements in productivity. A turnaround in market conditions since mid-2000 has seen a significant improvement in the profitability of the company operations, thus creating conditions for further growth.
Polyplex is one of India's leading manufacturers and exporters of Biaxially Oriented Polyester (BOPET) Film for packaging, electrical and other industrial applications. With its headquarters in Noida, adjoining New Delhi the Company has two PET Film manufacturing facilities- one located in Khatima in the state of Uttaranchal, India and another at
Rayong province, Thailand (owned and operated by Polyplex (Thailand) Public Company Ltd., its wholly-owned subsidiary). As a part of they expansion plans, the company is in the process of setting up a new PET film manufacturing plant in Turkey to service the European, Middle-East and CIS markets.
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Products Summary
Biaxially oriented PET film (BOPET) is used successfully in a wide range of applications, due to its excellent combination of optical, physical, mechanical, thermal, and chemical properties, as well as its unique versatility
Company Products
Optically brilliant, clear appearance Unequaled mechanical strength and toughness Excellent dielectric properties Good flatness and coefficient of friction Tear-resistant and puncture-resistant characteristics Wide range of thickness-as thin as 1 micron up to 350 micron Excellent dimensional stability over a wide range of temperatures Very good resistance to most common solvents, moisture, oil, and grease Excellent barrier against a wide range of gases
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CHAPTER-2CHAPTER-2
INTRODUCTIONINTRODUCTION
This project is a study of recruitment and selection process in an organization which is an
important part of any organization.
I have adopted this topic for my summer training project because it helps us to understand
how recruitment and selection is done in an organization. It can provide us an insight of
recruitment and selection policy of the company.
Recruitment is a process of creating a pool of human resource. Selection is a process of
selecting right candidate from the pool of human resource created in the process of
recruitment.
This study will provide information about the various sources of recruitment used by the
company and different stages or steps involve in their selection. It will also provide the
feedback of the employees working at company about company‘s recruitment and
selection process.
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CHAPTER ARRANGEMENT
First chapter content :. The industry profile and company profile
Second chapter content : . The introduction of the topic which gives a brief description
of recruitment and selection and the need of the study; objectives of study; research
methodology; operational definitions of some concepts of recruitment and selection
Third chapter content : The analysis of data that are collected through the questionnaire
which are filled by the employees of the company who are present during the period of
study and their (data) interpretations.
Fourth chapter content: a brief summary of the findings, conclusion and
recommendations.
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OBJECTIVE
To study the various sources of recruitment used at Polyplex Corporation Ltd.
To study various types recruitment being used at Polyplex Corporation Ltd.
To evaluate or examine recruitment process at Polyplex Corporation Ltd.
Population: Present employees of the company as on 1 July 2012 to 15 august 2012.
Method of Sampling: Convenience sampling is used. It is used because of ease of
access.
Sample Size: 80
Sample distribution:
Managers 8
Supervisors 20
Workers 52
Total 80
Period of study: This study is conducted from 1 July 2012 to 15 July 2012
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RESEARCH METHODOLOGYRESEARCH METHODOLOGY
The methodology used for this study is as follow:
Data Collection:
Primary data: Primary data was collected through survey method by distributing
questionnaires to workers, supervisors and managers.
Data Analyses Tools
The tool used for data analyses is percentage.
SCOPE OF STUDY
This study will helpful for understanding the process of recruitment presently being
followed by the company. It will also provide conceptual base to those who also wants to
conduct same study or related study in the field of human resource.
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LIMITATION OF STUDY
The following limitation was faced during the taken were:
1 In such kind of survey it is very difficult to get 100% correct opinion and degree
of bias may exists in the employee responses.
2 Some amount of error exists in the data filling process because of the following
reasons:
1 Influence of others.
2 Misunderstanding of concepts.
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OPERATIONAL DEFINITIONOPERATIONAL DEFINITION
MEANING OF HUMAN RESOURCE MANAGEMENTMEANING OF HUMAN RESOURCE MANAGEMENT
Human Resource plays a crucial role in the development process of the modern
economics.
ARTHUR LEWIS observed
“There are great differences in development between countries which seem to have
roughly equal resources, so it is necessary to enquire into the difference in human
behaviors”
Human resource management is the management of employee’s skill, knowledge
abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting
Human Resource Management. They are labour management, labour administration,
labour management relationship, employee –employer relationship, industrial
relationship, human capital management, human assent management etc. Though these
terms can be used differently widely, the basic nature of distinction lies in the scope or
coverage and evolutionary stage. In simple sense, human resource management means
employing people, developing their resources, utilizing, maintaining and compensating
their services in tune with the job and organizational requirements.
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HUMAN RESOURCE MANAGEMENT FUNCTION
Administration:
Strategic planning, organizational evaluation, County Board relations, policy
recommendations, supervision of department staff.
Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement
benefits, vacation, sick leave, paid holidays, section 125 plan, donor program,
educational incentive, uniform allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job
descriptions.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of
enrollment or claim problems, employee newsletter. Educational assistance,
employee service awards
Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables,
insurance fund management, total package costing. Insurance receivables,
insurance fund management, total package costing.
Health and safety:
Employee assistance, workers compensation claims, drug testing, safety
compliance and training.
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Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of
absence, rights upon return to work, light duty assignments for temporary periods.
Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance
with timeliness standards
Performance appraisal:
Employee files, litigation files, payroll records, safety records and other
administrative files
Record-keeping:
Job posting, advertising, testing administration, employment interviews,
background investigations, post-offer employment testing.
Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employ effective measures fir meet
the requirement of the staffing schedule and to employ to employ effective
measures for attracting the manpower in adequate numbers to facilitate effective
selection of an effective workforce.
Selection:
After identifying the sources of human resources, searching for prospective
employees and stimulation helps too apply for jobs in an organization, the
management has to perform the function of selecting the right man at right job
and at the right time.
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Separations and terminations:
Rights upon termination of employment, severance benefits, unemployment
compensation, exit interviews.
Training and development:
County-wide needs assessment, development of supervisory and management
skills, employee training and workshops.
Salary and benefits:
Salary/wage plans, employee benefits
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
Attract highly qualified and competent people
Ensure that’s the selected candidate stays longer with the company.
Make sure that there is match between cost and benefit.
Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and supervision.
Further in more, when recruitment fails to meet organizational needs for talent, a
typically response is to raise entry level pay scales. This can distort traditional wages and
salary relationship in organization, resulting in unavoidable consequences. Thus the
effectiveness of the recruitment process can play a major role in determining the
resources that must be expended on other HR activates and their ultimate success.
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RECRUITMENT
Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people
are hired, even the best plans, organization chart and control system would not do much
good.
Recruitment is the discovering of potential applicant for actual or anticipated
organizational vacancies. Accordingly the purpose of recruitment is to locate sources of
manpower to meet the job requirements and job specification.
It is defined as „ a process to discover the sources of manpower to meet the requirements
of staffing schedule and to apply effective measures for attracting the manpower to
adequate number to facilitate effective selection of an effective workforce‟
Yoder points out that recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate effective selection of an
effective workforce.
Edwin B Flippo defines recruitment as “the process of searching for prospective
employees and stimulating them to apply for the jobs in the organization.‟
“It is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their application are
submitted. The result is a pool of applicants from which new employees are selected.”
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OJECTIVE OF RECRUITMENT
To attract with multi dimensional skills and experience that suite the present and
future organization strategies.
To induct outsider with new perspective to lead the company.
To infuse fresh blood at all levels of organization.
To develop an organizational culture that attracts competent people to the
company.
To search or headhunt people whose skill fit the company’s values.
To seek out non-conventional development grounds of talent
To devise methodology for assessing psychological traits.
To search for talent globally not just within the company.
To design entry pay that competes on quality but not on quantum.
To anticipate and find people for position that doesn’t exists yet.
METHODS OF RECRUITMENT
Dunn and Stephens summaries the possible recruiting methods into three
categories, namely
1: Direct method
2: Indirect method
3: Third party method
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DIRECT METHOD
The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public, and mannered exhibits. One of
the widely used methods is sending the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about student
with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.
INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade
and professional journals, technical magazines and brochures
Advertisements in newspapers and or trade journals and magazines are the most
frequently used methods. Senior post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as well as scientific, professional,
and technical employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and
lower level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs
usually confine to the daily newspaper.
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THIRD PARTY
These include the use of commercial or private employment agencies, state
agencies and placement offices of schools colleges and professional associations
recruiting firms, management consulting firms, indoctrination seminars for college
professors, and friends and relatives.
Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour
exchanges, are the main agencies for the public employment. Employers inform them of
their personnel requirement, while job seekers get information for them about the type of
job are referred by the employer.
Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete bio data and other particular of the student are
available
Professional organization or recruiting firms maintain complete information records
about employed executive. These firms maintain complete information records about
employed executives. These firms are looked upon as the „head hunters‟ , „raiders‟, and
„pirates‟ by organization which lose their personnel through their efforts.
EVALUATION OF THE RECRUITMENT METHOD
The following are the evaluation of the recruitment method
Number of initial enquires received which resulted in completed application
forms
Number of candidates recruited.
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Number of candidates retained in the organization after six months.
Number of candidates at various stages of the recruitment and selection process,
especially those short listed.
FACTORS AFFECTING RECRUITMENT
There are two types of factors that affect the Recruitment of candidates for the company
.
1: Internal factors: These includes
- Company’s pay package
- Quality of work life
- Organizational culture
- Company’s size
- Company’s product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment
2: External factors: These include
- Supply and demand factors
- Employment rate
- Labor market condition
- Political, legal and government factors S
- Information system
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RECRUITMENT PROCESS
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The actual steps involved in recruitment follow a well defined path:
Preliminary Screening: It helps the manager eliminate unqualified or unfit job seekers
based on the information supplied in the application forms. Preliminary interviews help
reject misfits for reasons, which do not appear in the application forms.
Selection Tests: An employment test is a mechanism that attempts to measure certain
characteristics of individuals. These characteristics range from aptitudes, such as manual
dexterity, to intelligence to personality.
a) Intelligence Tests: This is one of the important psychological tests used to
measure the level of intelligence quotient of an individual. It is an indicator of a
person’s learning ability or the ability to make decisions and judgments.
b) Aptitude Test:- It is a measure of individuals potential for learning new skills. It
indicates the person’s capacity to develop. Such tests are good indices of a
person’s future success score.
c) Personality Tests:- It provides clues to a person’s emotions, her reactions,
maturity and value system etc. These tests probe the overall personality. Hence,
these are difficult to design and implement.
d) Trade test:- These tests measure the existing skills of the individual. They
measure the level of knowledge and proficiency in the area of professions or
technical training.
e) Interest tests:- Every individual has fascination for some job than the other.
Interest tests are used to know the pattern of interests or involvement of a person.
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Employment Interview: Interview is a formal, in-depth conversation conducted to
evaluate the applicant’s suitability for the job. The role of the interviewer is seek
information and that of the interviewee is to provide the same. Though, in present times,
the interviewee also seeks information from interviewer.
Reference and Background Checks: Many employers request names, addresses, and
telephone numbers of references for the purpose of verifying information and, gaining
additional information on an applicant. Previous employers, known persons, teachers and
university professors can act as references.
Selection Decision: The final decision has to be made from among the candidates who
pass the tests, interviews and reference checks. The views of the concerned manager will
be generally considered in the final selection because it is he/she who is rresponsible for
the performance of the new employee.
Medical Examination: After the selection decision and before the job offer is made, the
candidate is required to undergo a medical fitness test. The job offer is given to the
candidate being declared fit after the medical examination.
Job Offer: The next step is job offer to those applicants who have passed all the previous
hurdles. Job offer is made through a letter of appointment/confirm his acceptance. Such a
letter generally contains a date by which the appointee must report on duty. The
appointee must be given reasonable time for reporting.
Contract of Employment: After the job offer has been made and candidate accepts the
offer, certain documents need to be executed by the employer and the candidate. There is
also a need for preparing a contract of employment. Basic information that should be
included in a written contract of employment will vary according to the level of the job.
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SELECTION
Selection is the process of identifying and choosing the best person out of a number of
prospective candidates for a job. Towards this purpose, the candidates are required to take
a series of employment tests and interviews. Each stage many are eliminated and a few
move on to the next stage until the right type is found. The effectiveness of the selection
process would ultimately be tested in terms of on-the-job of the chosen person.
Selection is a negative process and involves the elimination of candidates who do not
have the required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with grater
likelihood of success in job.
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidate’s specifications are
matched with the job specifications and recruitment or not.
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ORGANIZATION FOR SELECTION
Until recently the basic hiring process was performed in a rather unplanned
manner in many organizations. In some companies, each department screened and hired
its own employees. Many mangers insisted on screening their own employees as they
thought no one else could do that as efficiently as they themselves.
But now selection is centralized and handled by the Human Resource Department. This
type of arrangement is also preferred due to some of these advantages:
It is easier for the application because they can send their applications to a single
centralized department.
It facilitates contact with applicants because issues pertaining to employment can
be cleared through one central location.
It helps operating managers to concentrate on their operating responsibilities. This
is especially helpful during the chief hiring period.
It can provide for better selection because hiring is done by specialist trained in
staffing techniques.
The applicant is better assured of consideration for a greater variety of jobs.
Hiring cost is cut because duplication of efforts is reduced.
With increased governmental regulation on selection process, it is important that
people who know about these rules handle a major part of the selection process.
Ideally, a selection process involves mutually decision making. The organization decides
whether or not to make a job offer and how attractive the job offer should be.
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BARRIERS TO EFFECTIVE SELETION
The main objective of selection process is to hire people having competence and
commitment towards the given job profile. But due to some reason the main purpose of
effectively selecting candidates is defeated. These reasons are:
Perception or the Halo effect: Many a times the interviewer selects a candidate
according to the perception he has or he made up while talking or looking at the
individual. This way he does not see through the caliber or the efficiency of the
individual and many times it leads to the selection of the wrong candidates.
Fairness: During the selection process the interviewer does not select the
individual on the basis of his knowledge and hence the right type of the
candidates is not selected.
Pressure: The people from the HR department and also have a lot of pressure
from the top management and from other top class people for selecting the
candidates they want. This ways the purpose of effective selection process of
effective selection process is defeated as they have to select that individual
whether or not he is capable of the job. That is being offered.
ESSENTIAL OF SELECTION PROCEDURE
Someone should have the authority to select.
There must be sufficient number of applicants from whom the required number of
employees to be selected.
There must be some standards of personnel with which a prospective employee
may be compared.
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CHAPTER 3
DATA ANALYSIS
Ques1: Through which source of recruitment are you recruited?
Managers Supervisors Workers
Internal 0% 60% 92%
External 100% 40% 8%
In Polyplex, about 92% of workers are recruited through internal sources and about
4%,100% of managers are recruited through external sources ;and 60% of supervisors are
recruited through internal sources and 40% are recruited through internal sources.
Ques2: If internal source, which category do you belong among the following?
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00
1010
2020
3030
4040
5050
6060
7070
8080
9090
100100
WorkersWorkers ManagersManagers SupervisorsSupervisors
InternalInternal
ExternalExternal
Workers Managers Supervisors
Present permanent 25% 0% 100%
Present temporary 50% 0%
Dependent 25% 0%
0
20
40
60
80
100
Workers Managers Supervisors
Present permanent
Present temporary
Dependent
In Polyplex, among those who are recruited through internal sources 25% recruited
workers are belong to present permanent category,50% belongs to present temporary
category and 25% belong to dependent of deceased and disabled category . Among
supervisors all are belongs to present permanent category.
.
Ques3: If external, which type of recruitment do you belong among the following types?
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Managers Supervisors Workers
Direct 50% 0 0
Indirect 50% 50% 100%
Third party 0 50% 0
0
10
20
30
40
50
60
70
80
90
100
Managers Workers Supervisors
Direct
Indirect
Third party
In Polyplex, among those who are recruited through external sources: 50% of managers
are recruited through direct method, 50% are recruited through indirect method; 50% of
supervisors are recruited indirect method, 50% are recruited through third party. And
100% workers are recruited through indirect method.
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Ques4: External source of recruitment and method of recruitment
DIRECTDIRECT
Managers
Campus interview 50%
Seminars etc 0
INDIRECT
Managers Supervisors Workers
Casual applicant 50% 50% 100%
THIRD PARTY
Employment
agencies
Managers Supervisors Workers
Public 0 50% 0
Private 0 0 0
In Polyplex, among those who are recruited through external sources: 50 % managers are
recruited through campus interview and other 50% are casual applicant; 50% supervisors
are recruited through public employment agency and other 50% are casual applicant.
All the workers who are recruited through external source are casual applicant.
Ques5: Are the aptitude test is conducted?
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Yes No
Managers 100% 0
Supervisor level 100% 0
Workers 0 100%
0
20
40
60
80
100
Yes No
Managers
Supervisor
Workers
All the managers and supervisor say that the aptitude test is conducted for their
recruitment, where as all the workers say that no aptitude test is conducted for their
recruitment.
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Ques6: What form of interview is used?
Workers Managers Supervisors
Personal 100% 100% 100%
Telephonic 0 0 0
Video conference 0 0 0
0
20
40
60
80
100
Managers workers Supervisors
Personal
Telephonic
Video
In Polyplex, among those who are recruited through external sources, only one form of
interview that is personal interview is used.
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Ques7: Are you satisfied with the interview conducted?
Yes 75%
No 15%
To some extent 10%
0
10
20
30
40
50
60
70
80
Yes
No
To some extent
In Polyplex, 75% respondent said that they are satisfied with the interview conducted,
15% said that they are not satisfied with the interview conducted, 10% said they are to
some extent satisfied with the interview conducted.
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Ques8: Are you satisfied with the present method being followed by
company for recruitment and selection?
Yes 75%
No 25%
0
10
20
30
40
50
60
70
80
Yes
No
In Polyplex, 75 % respondent said that they are satisfied with the present method being
followed by the company for recruitment and 25% said that they are not satisfied with the
present method followed by the company for recruitment and selection.
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Ques9: Do they conduct any of these tests?
Yes No
Psychometric test 0 100%
Medical test 75% 25%
Reference test 100% 0
0
20
40
60
80
100
Yes No
Refrence test
Medical
Psychometric
In Polyplex,100% respondents say that their reference test is done during recruitment
process, and 75% say that their medical test is done during recruitment and the company
did not conduct any psychometric test.
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Ques10: How do you rate recruitment procedure?
Short 25%
Average 75%
Long 0
In Polyplex, 25 % employees say the recruitment process is short while 75 % say that it is
average.
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CHAPTER 4
FINDINGS
Source and type of recruitment used
1 In Polyplex, about 92% of workers are recruited through internal sources 100% of
managers are recruited through external sources and 60% of supervisors are
recruited through internal sources and 40% supervisors are recruited through
internal sources.
2 In Polyplex, among those who are recruited through internal sources 25% of
workers are recruited belong to present permanent category,50% belongs to
present temporary category and 25% belong to dependent of deceased and
disabled category . Among supervisors all are belongs to present permanent
category.
3 In Polyplex, among those who are recruited through external 50% managers are
recruited through direct method, 50% are recruited through indirect method; 50%
of supervisors are recruited indirect method, 50% are recruited through third
party. And 100% workers are recruited through indirect method.
4 In Polyplex majority of the employees are selected threw internal sources which
resulted in to maintaining the fabric of the work culture of the organization and
synchronies the goals of newly recruited people to the organizational goal.
5 The policies which are following for recruitment and selection is transparent and
easy to understand which is resulting into satisfaction among the employee and
increasing their commitment to the organization.
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Process of recruitment
1 All the managers and supervisor say that the aptitude test is conducted for their
recruitment, where as all the workers say that no aptitude test is conducted for
their recruitment.
2 Only one form of interview that is personal interview used for all category of
employee.
3 100% respondents say that their reference test is done during recruitment process,
and 75% say that their medical test is done during recruitment process and the
Company did not conduct any psychometric test.
Employees’ opinion about recruitment and selection process
In Polyplex, 75 % respondent said that they are satisfied with the present method being
followed by the company for recruitment and 25% said that they are not satisfied with the
present method followed by the company for recruitment and selection.
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RECOMMENDATIONS
The share of external source of recruitment should increase so as to introduce
fresh talent among workers.
Psychometric test should be done for selecting managers.
A Human Resource data base should be maintain in company ,so that the time in
inviting new applicant and the expenses incurring for the payment of employment
agency can be reduce .
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CONCLUSION
From the present study that is conducted at Polyplex Corporation Ltd., I can conclude
that the company recruits most of its workers through internal sources; however for
managers and supervisors the company has used direct and indirect method of
recruitment.
For selection the company first conducts aptitude test. It is mostly done for selecting
managers and supervisors only, for workers, only personal interview is conducted. After
aptitude test is conducted the successful candidate are called for interview. Only one form
of interview that is personal interview is used for their selection. Those who cleared the
interview their reference test and medical test is done.
The employees are satisfied with the present process of recruitment being followed by the
company.
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REFERENCEREFERENCE
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and C.B Mamoria and S.V. Gankar (2004), Personal Management Text and
Cases. Himalaya Publication. Cases. Himalaya Publication.
K.Aswahthappa (2001),Human Resource and Personnel Management K.Aswahthappa (2001),Human Resource and Personnel Management
Human Resource Management, (2005), Dr.P.C. Pardeshi Human Resource Management, (2005), Dr.P.C. Pardeshi
Page | 43
ANNEXURE
QUESTIONAIRE:
Name:
Designation:
Ques1: Through which source of recruitment are you recruited?
1 Internal source
2 External source
Ques2: If internal source, which category do you belong among the following?
1 Present permanent employee
2 Present temporary employee
3 Retrenched/Retired employee
4 Deceased/ Disabled employee
Ques3: If external, which type of recruitment do you belong among the following types?
1 Direct recruitment
2 Indirect recruitment
3 Third party
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Ques4: If direct, specify the source?
………………………………………………………………………. .
Ques5: If indirect, specify the source?
……………………………………………………………………… .
Ques6: If third party, specify the source?
……………………………………………………………………… .
Ques7: What form of interview is used?
1 Personal interview
2 Telephonic interview
3 Video conferencing
Ques8: Are you satisfied with interview conducted?
1 Yes
2 No
3 To some extent
Ques9: Are the aptitude test is conducted?
1 Yes
2 No
Ques10: Do they conduct any of these tests?
1 Psychometric test
2 Medical test
3 Reference test
4 Other specify
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Ques11: Are you satisfied with the present method being followed by company for
recruitment and selection
1 Yes
2 No
Ques12: How do you rate recruitment procedure?
1 Short
2 Average
3 Long
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