SUMMER TRAINING REPORTCONDUCTED AT
LAKSHMI PRECISION SCREWS LTD. ROHTAKON
RECRUITMENTSubmitted to Institute of Management Studies &
Research, M D University Rohtak In partial fulfillment of the
requirements For the award of degree of Master of Business
Administration
2012-2013 Submitted by: Radhika Chugh MBA (5years) Roll No.
6140
DECLARATIONI Radhika Chugh, Roll No.6140, student of M.B.A (5
Year) V Sem. Of Institute of Management Studies and Research, M.D
University Rohtak hereby declare that the Project Report entitled
Recruitment in LPS Plant-2 is an original work and the same has not
been submitted to any other Institute for award of any degree. The
project report was presented to the supervisor of the project. The
feasible suggestions have been duly incorporated in consultation
with the supervisor of the project.
Signature of the Supervisor (Dr. Jagdeep Singla) Assistant
Professor, Institute Of Management Studies and Research M.D
University, Rohtak
Signature of the candidate Radhika Chugh Roll No. 6140
ACKNOWLEDGEMENT
It is my pleasure and fortune to have worked under Mr. S.K.
Mishra. I want express my sincerest thanks to him for his constant
encouragement, constructive criticism and proper guidance at every
step . I will always remain indebted to them shaping not only this
training report but also knowledge of
I will thank to all the heads of different section of production
and also to all the operators of different machines who have helped
me in understanding the working of machine effectively.
Finally, I am also thankful to all those who have directly or
indirectly made their contribution in the accomplishment of this
training report. RADHIKA CHUGH M.B.A 5.5 (I.M.S.A.R)
TABLE OF CONTENTS
Certificate Declaration Acknowledgement Introduction to L.P.S.
Introduction of Project Objective of Project Research Methodology
Sources of data Analysis of Data & Interpretation Conclusion
Suggestions Limitations Bibliography Questionnaire
COMPANY PROFILE
COMPANY PROFILE 2011
LAKSHMI PRECISION SCREWS LTD.46/1 MILE STONE, HISSAR ROAD
ROHTAK-124001, HARYANA Tel.: +91-1262-248288/248289/249920/249921
Fax.: +91-1262-248297/249922Email: [email protected]
/[email protected] Website: www.lpsindia.com
VISION OF LPSMOTTO: Total customer satisfaction and market
leadership. TARGET: Annual growth rate of 30% out which export
should contribute up to 50%. PLAN Continuous up gradation of
process and technology and development of new products FUNCTION
System oriented approach. PEOPLE The driving force behind it
HISTORY OF COMPANYLakshmi Precision Screw Ltd. is one of the
leading manufacturers and suppliers of high tensile fasteners such
as bolts, screws, nuts and similar parts of automobile and other
industrial sectors. LPS ltd. was founded by Shri Bimal Prasad Jain,
in 1952, under the name of NavBharat Industries. LPS were
incorporated as a private limited company in 1968 and were
subsequently converted into public company in 1971. Initially it
had only one-bold making machine but now there are one hundred
different types of machines producing wide range of products. The
company has latest machines imported from abroad Japan, German and
Taiwan. In addition, the company has heat treatment, automatic
microprocessor controlled plating and phosphate plants. To update
the both product and process requirements, the company has its own
research and development cell which is well equipped with most
modern chemical and physical labs. The LPS Plant II started
functioning in September 1993 as an expansion unit of Lakshmi
Precision Screws Ltd. of about 10,000 Sq. yards. The plant is
situated adjacent to LPS 1, at Hissar Road, Rohtak. The layout of
facilities in the plant has been designed after taking several
lectors such as location of machines; men machine balance, material
flow & material handling facilities in to fasteners of various
size & specifications. The plant has 20 secondary operation
machines. The facilities include 3 sharper Hearth Furnaces, 2
Vertical Flow Circulation for heat treatment purposes. The plant
has also got fully automatic plating & phosphate lines of grow
& well make. The capacity of plant is 2500 tons per annum. The
plant has dedicated workforce of around 350 employees.
The LPS Group comprises of the following companies:
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
NAV BHARAT INDUSTRY LAKSHMI PRECISION SECREW LTD. LPS FASTENERS
& WIRES PVT. LTD UNIVERVAL ENTERPRISES LPS LTD. PLANT-2 INDIAN
FASTENERS LTD. LPS LTD. PLANT-3 UNITED ENGINEERS AMIT SCREWS PVT.
LTD. LPS BOSSARD PVT. LTD.
COMPANY PROFILEBusiness Mission: To achieve and maintain a
leading position as supplier of quality fasters and to serve the
national and international market in the field of fasteners. Growth
To ensure a steady growth in business so as to fulfill national
expectations and to expand international operations. Profitability
To provide a reasonable and adequate return on capital employed
primarily through improvements in operational efficiency, capacity,
utilization and producing and generating adequate internal
resources to finance the company's growth. Image To build up a high
degree of customer confidence by sustaining international standards
of excellence in product quality, performance and service.
CERTIFICATES A2LA NABL ISO 9002 QS9000 ISO/TS 16949
ISO 14001
BUSINESS OF THE ORGANIZATIONHere the organization in a
manufacturing concern. It deals in domestic & international
market. The company produces high quality products, which are well
accepted in both domestic & international market. The main
market of L.P.S. comprises of Domestic Automotive Aviation Heavy
& light machinery Railways Machine tools, jags & fixture
Refrigerator & air conditioning
International Australia Germany Hong Kong Japan Singapore Sweden
U.K. South Africa
MAJOR CLIENTS:-
Bremick PTY Ltd. (Australia) Muller & Wilde (Austria)
Hussaini Brothers (Austria) Bossard France (South Africa) Berner
France Sarl (France) Nestinox B.V (Holland) China Crystal Metalware
Limited (Hong Kong) Nuova Ferro and Acciaio SRI (Italy) National
Socket Screw Company (South Africa) L & W fasteners Co. (USA)
Heads and Threads Company (USA) Lindstrom Metric. Inc (USA)
It enlists of customer include Telco, Eicher, Escorts, Bajaj
Tempo, Voltas, HMT, Hero Honda, BHEL, Hindustan Motors, Majestic
auto etc.
Departments of LPS :Marketing Department: LPS is marketing high
tensile strength fasteners both standard & special products as
per customer specification. Marketing is done through dealer
network spanning all over the country and directly through
company's branch offices & representatives.
Research & Development & Quality Assurance:
This department undertakes the research work for continuously
upgrading process & technology & to develop new products
for improving company's product profile. It follows the system as
per ISO/OS-9008.
Finance Department: The finance department manages the economics
of the company. It also direct & facilitates smooth flow of
required funds in the company.
It helps in determining requirements of funds & providing
them as & when desired. It ensures supply of fund to all part
of organization as when required. It evaluates different investment
proposals & selects the best among them. It helps in exact cost
calculation at all the centers.
Human Resource Development Department: This department
undertakes recruitment, selection, training & development of
employees. It is also responsible for wages & salary
determination, disciplinary action & grievance handling,
maintaining human relations, employee welfare activities &
general administration. Production Department: Production
department is responsible
For producing the production of schedule For producing product
with zero defects For coordinating with planning department for
efficient utilization of resources For avoiding wastage For
strictly enforcing For maintaining shop floor cleanliness
Purchase Department:
Purchase department is responsible for raw material planning,
release of purchase order, vendor follow up of material, delivery
at factories, and acceptance of material after QC Report Acceptance
from works & approval of the bills, payment of materials
purchased.
Personnel Department: Men, materials, machine & money are
regarded as the four important factors of production. But the main
factor is man power. Therefore, an effort is made by personnel
depts.. to co-ordinate human & material resources in such a
manner that organizational objectives are achieved efficiently.
Personnel Deptt. Is the part of management which is concerned with
people at work & their inter personal relations.
The activities of personnel department are: 1. Recruitment 2.
Training/Placement 3. Welfare Activities 4. Welfare Action 5.
Industrial Relation
RECRUITMENT:It is based upon the work load for a predetermined
target and with the consent of the Managing Director. The
qualification standard for each job is laid down as approved by the
M.D. of the company.
GENERAL POLICY :-
According to the company all the promotion vacancies are
fulfilled through internal recruitment. Usually recruitment from
outside is for workmen grade category administration department and
trainee in the technical department.
TRAINING/PLACEMENT:The company has different types of training
programs. Trainees are trained to improve the basic skill and work
knowledge on the basic machine. After completion of the two Years
training, Specialists trainees, Engineer trainees, Technician
trainees and Trade trainees are posted as Forman with two
increments.
WELFARE ACTIVITIES:As per factories act following are the
welfare activities for worker and staff:
A) STATUTORY ACTIVITIES1. Provision of toilets 2. Provision of
drinking water 3. Separate washing facilities 4. Sitting facilities
inside the factory 5. First-Aid and Medical facilities 6.
Subsidized Canteen facilities 7. Rest room and lunch rooms
8. Apartment of welfare officer For every 200 employees there
will be one welfare officer. For every additional 500, one
additional officer is posted.
b)
NON-STATUTORY ACTIVITIES
1. Transport facility 2. Quarters/Housing 3. House building
allowance scheme 4. Uniform 5. Recreation activities 6. Death
Relief In LPS Ltd. the Personnel Department is headed by A.V.P.
(P&A). The important functions performed are: 1. 2. Formulation
of personnel policies with regard to relation of employees, job
evaluation & merit rating etc. Managing of human resources with
emphasis on efficient utilization & conservation of these
resources.
So far proper management of human resources or people at work,
Personnel Department, sis considered to be an essential. In LPS Ltd
Personnel Department performs different tasks related to people
working in organization.
OBJECTIVE OF PERSONNEL DEPARTMENT OF LPS LTD.:Human resources
are important factor of an organization as success to failure of
any organization depends on people who are serving in an
organization. Therefore, the primary concern of any organization is
to satisfy the need of people. The main objective of Personnel
Deptt. Of LPS Ltd. a. b. c. d. General understanding, acceptance of
need, right, enlighten awareness of social responsibility. To
provide fair wages, job security, opportunities for promotion &
development & in time redressed of grievances. Creating in
sense of belongingness & team spirit Promoting feeling of trust
& loyalty through awareness of their needs.
WELFARE FACILITIES PROVIDED IN LPSIt is well known fact that if
an organization looks after the welfare of people who are serving
in an organization, then these people contribute with their full
efficiency & as a result the organization should run
profitable. Certain welfare activities are: 1. Canteen: - Tea,
snacks & some other eatable are available here at subsidized
rates. 2. Rest Places: - Attached with canteen is rest room where
workers can take up their lunch & tea etc. 3. Uniform: - All
workers are given two set of uniform every year. 4. Medical: - The
Company has first aid room where first aid are available for the
employees. OTHER FACILITIES Apart from welfare facilities some
other facilities are provided by the company according to factory
act. These are:-
1. Provident Fund (P.F.):- A 12% of employees pay is deducted
per month & at time of retirement whole amount is given to
employees & workers in the form of provident fund. 2. Gratuity
Fund:- At time of retirement, a gratuity fund is also provided. 3.
Bonus:- One in a year 20% bonus is provided. 4. Diwali Gift:- On
Diwali company give gift to their employees. SWOT ANALYSIS OF LPS
STRENGTHS
Focus on lean manufacturing WEAKNESS & Scrap reduction
through six Sigma initiatives. Brand image of company International
market Ability to produce widest range of fasteners & of
various standards India Received regional export from EEPC
India
Well established in northern India Competitive cost
Participation in different trade fairs. WEAKNESS
Delay in delivery Less wide network in south Compared to
northern India.
Odd location (as compared to well established cities like Noida.
Gurgaon, Delhi Etc Company is not fully committed to its Employees.
OPPORTUNITIES
New Markets in South Demand generation in OEMS
Walking as per plans THREATS
From its competitors- SUNDRAM, PUZA, CAPARV, STERLINS.
Cost reduction of its product
INTRODUCTION ON RECRUITMENT
Meaning Of RecruitmentRecruitment refers to the process of
screening, and selecting people for a job at an organization or
firm, or for a vacancy in a volunteer-based organization or
community group. While generalist managers or administrators can
undertake some components of the recruitment process, mid- and
large-size organizations and companies often retain professional
recruiters or outsource some of the process to recruitment
agencies. External recruitment is the process of attracting and
selecting employees from outside the organization. The process of
identification of different sources of personnel is known as
recruitment. Recruitment is a process of searching the candidates
for employment and stimulating them to apply for jobs in the
organizations Recruitment is a process of searching the candidates
for employment and stimulating them to apply for jobs in the
organizations. It is a linking activity that brings together those
offering jobs and those seeking jobs. Recruitment refers to the
attempt of getting interested applicants and creating a pool of
prospective employees so that the management can select the right
person for the right job from this pool. Recruitment process
precedes the selection process, that is, selection of right
candidates for various positions in the organization.
Objective of recruitment1. To attract people with
multidimensional skills and experience that suits the present and
future organizational strategies. 2. To induct outsiders with a new
perspective to lead the company. 3. To infuse fresh blood at all
level of the organization. 4. To develop an organizational culture
those attract competent people to the company. 5. To search people
whose skills fit the companies values. 6. To device methodologies
for accessing psychological trades. 7. To search for talent
globally not just within the organization. 8. To anticipate and
find the people for position those do not exist yet.
Importance of recruitment
The general purpose of recruitment is to provide a pool of
potentially qualified job candidates. 1. Increase the pool of job
candidates at minimum cost. 2. It help to increase the success rate
of the selection process by reduce the no. of visibly under
qualified or over qualified job candidates. 3. Increase the
organizational and individual effectiveness in the short term and
the long term. 4. Evaluate the effectiveness of various recruiting
techniques and sources for all type of job applicant.
A recruitment programs help the firms at least 4 ways1. Attract
highly qualified and competent people.
2. Ensure that the selected candidates stay longer with the
company. 3. Make sure that there is a match between cost and
benefit. 4. Help the firm creates more culturally diverse
workforce.
Problem faced by company if there is no recruitment1. 2. 3. 4.
5. Problem in attaining the objectives. Wastage of resources.
Turnover rate is high. High absenteeism. Lack of harmonious
relationship between employer and employees. 6. Low coordination
among activities. 7. Lack of motivation. 8. Conflict between cost
and benefit.
Recruitment Needs Are Of Three TypesPlanned the needs arising
from changes in organization and retirement policy. Anticipated
Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and
external environment. Unexpected Resignation, deaths, accidents,
illness give rise to unexpected needs.
Process of RecruitmentThe recruitment and selection is the major
function of the human resource department and recruitment process
is the first step towards creating the competitive strength and the
strategic advantage for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources
and time. A general recruitment process is as follows: Identifying
The Vacancy
The recruitment process begins with the human resource
department receiving requisitions for recruitment from any
department of the company. These contain: Number of persons Duties
to be performed Qualifications required
Preparing the Job Description and Person Specification.
Figure 1.1 Locating and developing the sources of required
number and type of employees (Advertising etc). Managing the
response.
Short-listing and identifying the prospective employee with
required characteristics. Arranging the interviews with the
selected candidates. Conducting the interview and decision
making.
The recruitment process is immediately followed by the selection
process i.e. the final interviews and the decision making,
conveying the decision and the appointment formalities
Sources Of RecruitmentEvery organization has the option of
choosing the candidates for its recruitment processes from two
kinds of sources: internal and external sources. The sources within
the organization itself (like transfer of employees from one
department to other, promotions) to fill a position are known as
the internal sources of recruitment. Recruitment candidates from
all the other sources (like outsourcing agencies etc.) are known as
the external sources of recruitment SOURCES OF RECRUITMENT
Internal Sources Of RecruitmentThere are many important sources
of recruitment these are as follows: Transfers The employees are
transferred from one department to another according to their
efficiency and experience. Promotions The employees are promoted
from one department to another with more benefits and greater
responsibility based on efficiency and experience. Upgrading And
Demotion Others are Upgrading and Demotion of present employees
according to their performance. Retired and Retrenched
Employees
Retired and Retrenched employees may also be recruited once
again in case of shortage of qualified personnel or increase in
load of work. Recruitment such people. Dependents and Relatives Of
Deceased Employees The dependents and relatives of Deceased
employees and Disabled employees are also done by many companies so
that the members of the family do not become dependent on the mercy
of others.
Advantages of Using Internal SourcesFilling vacancies in higher
jobs within the organization or through internal transfers has
various advantages such as: Employees are motivated to improve
their performance. Moral of the employees is increased. Industrial
peace prevails in the enterprise because of promotional avenues.
Filling of jobs internally I cheaper as compared to getting
candidates from external sources. A promotion at higher levels my
led to a chain of promotion at lower levels in the organization.
This motivates employees to improve their performance through
learning and practice. Transfer or job rotation is a tool of
training the employees to prepare them for higher jobs. Transfer
has the benefit of shifting workforce from the surplus departments
to those where there is shortage of staff.
Drawbacks of Internal Sources
Internal sources of recruitment has certain drawbacks such
as:
When vacancies are filled through internal promotions, the scope
for fresh talent is reduced. The employees may become lethargic if
they are sure of time bound promotions. The spirit of competition
among the employees may be hampered. Frequent transfers of
employees may reduce the overall productivity of the
organization.
External Sources Of RecruitmentEvery enterprise has to tap
external sources for various positions. Running enterprises have to
recruit employees from outside for filling the positions whose
specifications cannot be met by the present employees and for
meeting the additional requirements of manpower. Companies commonly
use the following external sources of recruitment: Press
Advertisements Advertisements of the vacancy in newspapers and
journals are a widely used source of recruitment. The main
advantage of this method is that it has a wide reach. Educational
Institutes Various management institutes, engineering colleges,
medical Colleges etc. are a good source of recruiting well
qualified executives, engineers, medical staff etc. They provide
facilities for campus interviews and placements. This source is
known as Campus Recruitment.
Placement Agencies Several private consultancy firms perform
recruitment functions on behalf of client companies by charging a
fee. These agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing) Employment Exchanges Government establishes
public employment exchanges throughout the country. These exchanges
provide job information to job seekers and help employers in
identifying suitable candidates. Labour Contractors Manual workers
can be recruited through contractors who maintain close contacts
with the sources of such workers. This source is used to recruit
labour for construction jobs.
Unsolicited Applicants Many job seekers visit the office of
well-known companies on their own. Such callers are considered
nuisance to the daily work routine of the enterprise. But can help
in creating the talent pool or the database of the probable
candidates for the organization. Employee Referrals /
Recommendations Many organizations have structured system where the
current employees of the organization can refer their friends and
relatives for some position in their organization. Also, the office
bearers of trade unions are often aware of the suitability of
candidates. Management can inquire these leaders for suitable jobs.
In some organizations these are formal agreements to give priority
in recruitment to the candidates recommended by the trade union.
Recruitment at Factory Gate Unskilled workers may be recruited at
the factory gate these may be employed whenever a permanent worker
is absent. More efficient among these may be recruited to fill
permanent vacancies.
Advantages of using External SourcesThe merits of external
sources of recruitment are: Qualified Personnel: By using external
sources of recruitment, the management can make qualified and
trained people to apply for vacant jobs in the organization. Wider
Choice: When vacancies are advertised widely, a large number of
applicants from outside the organization apply. The management has
a wider choice while selecting the people for employment. Fresh
Talent: The insiders may have limited talents. External Sources
facilitate infusion o fresh blood with new ideas into the
enterprise. This will improve the overall working of the
enterprise. Competitive Spirit: If a company can tap external
sources, the existing staff will have to compete with the
outsiders. They will work harder to show better performance.
Drawbacks of External SourcesThe demerits of filling vacancies
from external sources of recruitment are:
Dissatisfaction among Existing Staff: External recruitment may
lead to dissatisfaction and frustration among existing employees.
They may feel that their chances of promotion are reduced. Lengthy
Process: Recruitment from outside takes long time. The business has
to notify the vacancies and wait for applications to initiate the
selection process. Uncertain Response: he candidates from outside
may not be suitable for the enterprise. There is no guarantee that
the enterprise will be able to attract right kind of people from
external sources.
Other SourcesIn the search for particular types of applicants,
nontraditional sources should be considered. For example, Employ
the Handicapped associations can be a source of highly motivated
workers; a forty-plus club can be an excellent source of mature and
experienced workers. Recruiting Sources Used By Skill and Level
SKILL/LEVEL RECRUITING SOURCE
Unskilled, Semiskilled & Skilled
Informal Contacts Walk-ins Public Employment Agencies
Professional Employees
Informal Contacts Internal Search
Managerial Level
Walk-ins Private Employment Agencies Public Employment
Agencies
Factors Affecting RecruitmentThe recruitment function of the
organizations is affected and governed by a mix of various internal
and external forces. The internal forces or factors are the factors
that can be controlled
by the organization. And the external factors are those factors
which cannot be controlled by the organization. The internal and
external forces affecting recruitment function of an organization
are:
FACTORS AFFECTING RECRUITMENTFigure 1.2
Internal Factors Affecting RecruitmentThe internal factors i.e.
the factors which can be controlled by the organization are:
RECRUITMENT POLICY
The recruitment policy of an organization specifies the
objectives of recruitment and provides a framework for
implementation of recruitment programmed. It may involve
organizational system to be developed for implementing recruitment
programmers and procedures by filling up vacancies with best
qualified people. Human Resource Planning Effective human resource
planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualification they
must possess. Size of the Firm The size of the firm is an important
factor in recruitment process. If the organization is planning to
increase its operations and expand its business, it will think of
hiring more personnel, which will handle its operations. Cost
Recruitment incur cost to the employer, therefore, organizations
try to employ that source of recruitment which will bear a lower
cost of recruitment to the organization for each candidate. Growth
and Expansion Organization will employ or think of employing more
personnel if it is expanding its operations.
External Factors Affecting RecruitmentThe External factors i.e.
the factors which cannot be controlled by the organization are:
Supply And Demand Supply and demand of the firm is also effects the
recruitment if the supply and demand of the firm is increases than
company or firm will think of hiring more personnel. Labour Market
If there is lack of skilled labour in the labour market than its
effects the recruitment in any company.
Image/Goodwill Goodwill of the company effects the recruitment
because if goodwill of the company is good than more personnels are
attract from this and company can get more skilled labour.
Political, Social & Legal Environment Political, Social
& Legal Environment also effects the recruitment.
Recent Trends in RecruitmentOutsourcing Under this arrangement
company may draw the required personnel from the outsourcing firms
or agencies or commission basis rather than offering them
employment. This is also called leasing of human resources. The
outsourcing firms develop their human resource pools by employing
people for them and make available the personnel to various
companies (called clients) as per their needs. The outsourcing
firms get payment for their services to their clients and give
salary directly to the personnel. The personnel deputed by the
outsourcing agencies with the clients are not the employees of the
clients. They continue to be on the payroll of their employees,
that is, the outsourcing agencies. Several outsourcing companies or
agencies have come up which supply human resources of various
categories to their clients. A company in need of employees of
certain categories can approach an outsourcing company and avail
the services of it human resources. The advantages of getting human
resources through the outsourcing agencies are:
The companies need not plan for human resources much in advance.
They can get human resources on lease basis from an outsourcing
agency. The companies are free from industrial relations problems
as human resources take on lease are not their employees. The
companies can dispense with this category of employees immediately
after the work is over. Value creation, operational flexibility and
competitive advantage Turning the management's focus to strategic
level processes of HR
Poaching or Raiding Buying talent (rather than developing it) is
the latest mantra being followed by the organizations today.
Poaching means employing a competent and experienced person
already
working with another reputed company in the same or different
industry; the organization might be a competitor in the industry. A
company can attract talent from another firm by offering attractive
pay packages and other terms and conditions, better than the
current employer of the candidate. But it is seen as an unethical
practice and not openly talked about. Indian software and the
retail sector are the sectors facing the most severe brunt of
poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive
strength of the firm.
Website or e-Recruitment Many big organizations use Internet as
a source of recruitment. They advertise the job vacancies through
the worldwide web (www). The job seekers send their applications or
Curriculum Vitae, (CV); through e-mail using Internet, which can be
drawn by the prospective employer depending upon their
requirements.
Advantages of recruitment are: Low cost. No intermediaries
Reduction in time for recruitment. Recruitment of right type of
people. Efficiency of recruitment process.
OBJECTIVE OF THE STUDY
OBJECTIVES OF THE STUDY
To study the policies & procedures followed by LPS for
recruitment & selection.
To study the challenges faced by the employees during
recruitment and selection process at LPS.
To determine the retention strategies adopted by LPS.
To suggest some strategies for the LPS employees.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY Research refers to the search for
knowledge, it be defines as scientific and systematic search for
information on the specific topic. It is carefully investigation or
inquiry especially through search for new facts of any branch of
knowledge. Research plays an important role in the project work.
The results of the project are completely based upon the research
of the facts and figures collected through the survey. That is why
it is also called a movement from known to unknown. Research is the
original contribution to the existing stock of knowledge.
Types of research:i)
Descriptive:- Descriptive research includes surveys and
fact-findings enquiries of different kind. The major purpose of
descriptive research is description of the state of affairs as it
exists at present. The main characteristic of this method is that
the researcher has no control over the variables; he can only
report what has happened or what is happening.
ii)
Empirical: - Empirical research relies on experience or
observation alone, often without due regard for system and theory.
It is data-based research, coming up with conclusions which are
capable of being verified by observation or experiment. In this
present study descriptive type of research is used.
Research Design:A research design is the arrangement of
conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in
procedure. In fact, the research design is the conceptual structure
within which research is conducted; it constitutes the blueprint
for the collection, measurement and analysis of data. Different
types of Research Design are as follows:1. Research design in case
of exploratory research studies. 2. Research design in case of
descriptive studies. 3. Research design in case of diagnostic
research design. 4. Research design in case of hypothesis-testing
research design.
In this study Descriptive research studies is used because
descriptive research studies are those studies which are concerned
with describing the characteristics of a particular individual, or
a group and situation etc. and in this report the descriptive
research design is used to find out the recruitment process at
LPS.
Sources Of Data:The task of data collection begins after a
research problem has been defined and research design plan chalked
out. Basically two types of data are available to the research
namely:-
Primary Data:- We collect primary data during the course of
doing experiments research
but in case we do research of the descriptive type and performs
surveys, whether sample survey or census surveys, then we can
obtain primary data either through observation or through direct
communication with respondents in one form or another or through
personal interviews.
Secondary Data:-Secondary data means data that are already
available i.e., they refer to
the data which have already been collected and analyzed by
someone else.
In the present study, primary as well as secondary data has been
used.
Primary data source are: Questionnaire with sample size of 50
employees of LPS including all level of employees.
Interview of the candidate came for a job. Survey all level of
employees with personal observation.
Secondary data source are: Internet Books of HR Books and old
Reports available in the company.
Tools and TechniquesThe data collected from Primary sources are
represented by: Percentage analysis Pie diagram
UNIVERSE AND SURVEY POPULATION
All items in any field of inquiry constitute a 'Universe' or
'Population'. A complete enumeration of all the items in the
'Population' is known as a census inquiry. It can be presumed that
in such an inquiry, when all items are covered, no element of
chance is left and highest accuracy is obtained. But in practice
this may not be true. Many a time it is not possible to examine
every item in the population, and sometimes it is possible to
obtain sufficiently accurate results by studying only a part of
total population. Sample size in this project work is 50.
Sampling Method:In the present study, convenience sampling
method has been used.
FindingsRecruitment and selection process followed in LPS-
When vacancies is created due to resignation, Retirement,
Transfer etc manpower
requisition has to be filled and forwarded to local hr dept.
Filling of vacancies by internally or externally (by direct
method, references, job
portal, advertisement in newspaper, campus interview, placement
agencies.)
short listing of resumes (Depending upon qualification and
position)
Relevant resumes are to be forwarded to concern department head
of selection
Suitable candidate are to be called for interview for selection
process (Through telephone, e-mail, concerned agencies)
Candidates who are short listed for first round for interview
are called for final round of interview with senior management.
References check firstly and then offer letter is given under
provisional and final offer
to the candidate.
Joining- Recruitment process of the candidate ends after His/her
joining the
organization.
Recruitment policy OBJECTIVES- To find right candidate and fill
the vacancy in order to achieveorganizational objectives.
RESPONSIBILITY-The responsibility for conducting right
recruitment was on the Hr headand unit head.
ACCOUNTABILITY- Plant HR head and unit head. PROCEDURE For
additional manpower requirement, manpower requision form should be
approved by department head. Job description of each position
should be readily available.
When a vacancy is created due to resignation, retirement,
transfer, deputation etc. manpower requisition form has to be
filled and forwarded to local hr department.
Filling of vacancy- According to type of vacancy sourcing of
resumes will be done with
the help of following methods: 1. Direct (through database of
resumes and HRD email id) 2. through References. 3. Job portal. 4.
Advertisement in news paper. 5. Campus Interview. 6. Placement
Agencies.
Once the vacancies are created, HR Department uploads the
vacancy details on the internet. & then following procedure is
adopted: Short listing of resumes The resumes received from various
sources are to be short listed depending upon qualification and
position. Relevant resumes are to be than forwarded to concerned
department head for their selection of applicant to be called for
interview. Interview call Suitable candidate are to be called for
interview for selection process. Candidates are to be called
through telephonic or email message. In case of agency candidate
information is to be passed on to candidate through the concerned
agency. Interview Selected candidate are to be called for interview
at a mutual convenient time depending upon the availability of the
interviewer and candidate. Final round of Interview Candidates who
are short listed at the first round for interview are called for
final round for interview with senior management. Resumes and Form
of candidates not selected Resumes of candidates who are not
selected should be retained in box files. In case any vacancies
arise in the organization than it is to be used as the sources of
recruitment Recruitment of fresher Salary offered to fresher should
be in line with startup salary approved by corporate HR. Offer
letter Candidate who is selected for job will be given offer
letter. Prior to the joining of selected candidates seating
arrangement, pc, Telephone, etc. should be ensured. Joining The
recruitment process of the candidate ends after his/ her joining
the organization.
ANALYSIS & INTERPRETATION
Data analysis
Question 1:- -Sources used to display the vacancy at LPS?
1) Internet 2) Employee Referral 3) Data Bank 4) Campus
Placement
20% 70% 5% 5%
5%
5% 20%
1 2 3 4
70%
Interpretation: It is found that the Sources used to display the
vacancy at LPS is employee referral.
Question 2:-. Which source of recruitment is preferred?
Observation:-
1) Internal 2) External
70% 30%
30%
internal external
70%
Interpretation:In the recruitment of LPS the major role is being
played by the internal sources for short listing the
candidates.
Question 3:- In the external Sources majorly used are:
Observation:-
1) Press Advertisement 2) Consultancy 3) Data Bank 4) Campus 5)
Similar Organization
5% 75% 10% 5% 5%
5% 10%
5%
5%
Press Advertisement Consultancy DataBank Campus Similar
Organization
75%
Interpretation: From the analysis it has been found that in case
of external sources. Consultancies has a major role and after that
the other important source is data bank whereas campus, similar
organization and press advertisement has a very little role.
Question 4:- Most preferred internal source?
Observation:1) Promotions 2) Transfers 3) Employee Referrals 10%
10% 80%
5% 15% 1)Promotions 2)Transfers 3)Employee Referrals 80%
Interpretation: The most preferred internal source in this
organization is employee referrals and secondly the transfers are
also the source of selecting the candidates.
Question 5:- How far Reference Checks are necessary for every
Candidate?
Observation:1) Yes
80% 5% 15%
2) No3) Cant Say
10% 10% yes no cantsay
80%
Interpretation: According to the observation and analysis it is
being judged that the reference checks are majorly necessary for
the placement of every selected Candidate.
Question 6:- Number of vacancies filled in the organization from
the Sources?
Observation:-
1) New vacancy 2) Replacement 3) Transfers 4) Promotions
20% 75% 2% 3%
3% 2% 20%
New vacancy Replacement Transfers
75%
Promotions
Interpretation: The number of vacancy filled in organization
through replacement and after that the percentage of the new
vacancies makes it the second reason for the joining of the
employees.
Question 7:- Mostly used pattern of interviews?
Observation:-
1) Structured 2) Non structured 3) Stress Interviews 4) Walk in
interview
10% 20% 0% 70%
Structured 10% Nonstructured 20% Stress Interviews Walkin
interview
0% 70%
Interpretation: In LPS the structured interviews and the stress
interviews are not commonly used at all. But the pattern of
Interviews in the organization is Walk in interview where the
questions are asked on the judgment of the potential of the
candidate.
Question 8:- Commonly used tests during selection process?
Observation:1) Intelligence test 2) Personality test 3)
Proficiency test
62% 37% 1%
Interpretation: Basically the intelligence tests are used by the
LPS whereas the personality test and proficiency tests are less
used for the Selection of candidates.
Question 9:- Action taken against employees who do not work
properly?
Observation:-
1)
Counseling Transfer Termination
70% 0% 30%
2)3)
Interpretation: On the basis of analysis it has been found that
if an employee is not working properly then the employees are
guided and make them understand their Faults and sometimes
terminate.
Question 10:-. Are you satisfied with the Recruitment &
Selection? Policies of LPS?
Observation:-
1) Yes 2) No
90% 10%
10%
yes no
90%
Interpretation: Majority of people are satisfied with the
recruitment policies of LPS but a small number of people are
unsatisfied.
Conclusion
ConclusionRecruitments and selection as seen are carried out in
the organization and is a very vital part of their human resource
(HR) activities. The organizations have their selection procedures,
policies and norms which come into play every time when selections
are conducted. Recruitment is the process that start when the
candidate get information about the vacancy in the organization
else candidate apply for the job and the process is followed by the
selection of the right person to the right job. The pre-requisite
of selection process is planning of budgets according to which the
various aspects are decided. It is very important for an
organization to hire right person for the achievement of the
organizational goals.
I found in my observation that most of the candidates are
satisfied with the recruitment and selection process of LPS. The
other common feature in the entire organization is that all use
Advertisements, Walk INS and personnel consultants/agencies for
recruitment. They select candidate on the basis of their
qualification and knowledge as required for that particular job. It
is also found that the process are quite time consuming but it is
overcome by the cooperation of the staff of the LPS. In all it can
be analyzed that RECRUITMENT and SELECTION are very meticulous
processes and require expertise to perform them. Nowadays
organizations who are receiving heavy competition have to tap upon
the best possible work force available in the market in least cost
possible and to perform this task they practice a detailed
recruitment and selection process.
As a result the process ends up with a satisfactory result for
an organization as well as employees.
SUGGESTIONS
SUGGESTIONThere should be balance between internal source &
external source of recruitment. Cost factor must be considered
while selecting source of recruitment. They should use both
structured & non-structured pattern of interview. They should
focus on personality as well as intelligence test. They should use
external source of recruitment so that fresh talent can come to the
organization. Salary must be provided to the employees according to
their potential & qualification. Good compensation &
environment conditions must be provided so that the employees cant
switch to other organization.
LIMITATIONS
LIMITATIONS Sample size does not exactly represents the total
population Language problem while interacting with few south Indian
employee. Non-acceptance of few suggestions given by the researcher
to management. Response from respondents may be different from
actual view. Respondents might not disclose actual views. As the
study was conducted at one branch (group) only, result involving
may not be true at zonal level.
BIBLIOGRAPHY
BIBLIOGRAPHY
Kothari, C.R., Research Methodology - Methods and techniques,
New Delhi, Wiley International Ltd., 2005. Aswathappa, K,
Organizational Behavior, New Delhi, Himalaya Publishing House,
2002. Rao, V.S.P., Human Resource Management - Text & Cases,
New Delhi, Excel Books, 2003. Deshpande, Milind V., TQM & ISO,
Pune, Symbiosis Centre for Distance Learning, April, 2002 Chhabra,
T.N., (2003), Human Resource Management, Dhanpat Rai & Co.,
Delhi.
Stephen P. Robbinson, Organizational Behaviour, New Delhi,
Prentice Hall of India, 1989 Website: www.lpsindia.com
QUESTIONAIRE
Name of the employee Date of joining Designation Department Age
Education Qualification: Monthly income: i. Less than 10000 ii.
iii. 10000-15000 15000-20000 20000 and above.
: : : : :
iv.
1.Yes
You are satisfied by the recruitment process by which you are
selected? [ ] No [ ]
2.
How far Reference Checks are necessary for every Candidate? Yes
[ ] No [ ]
3.
Sources used to display the vacancy at LPS? Employee Referral
Data Bank [ ] [ ] Internet Campus Placement [ ] [ ]
1. Which source of recruitment is preferred? Internal [ ]
External [ ]
2. What are the external Sources majorly used?
Press Advertisement [ ] Data Bank [ ]
Consultancy
[ ]
Campus [ ]
Similar Organization [ ]
3. What is most preferred internal source?
Promotions [ ]
Transfers [ ]
Employee Referrals [ ]
4. Mostly used pattern of interviews? Structured [ ] Non
structured [ ] [ ]
Stress Interviews [ ]
Walk in interview
5. Commonly used tests during selection process? Intelligence
test [ ] Personality test [ ] Proficiency test [ ]
6. Action taken against employees who do not work properly?
Counseling [ ]
Transfer [ ]
Termination [ ]
7. There is well defined sources of recruitment and selection of
Outsource employees in
LPS? Agree [ ] Disagree [ ] No Comments [ ]