RESEARCH REPORT On “THE STUDY OF RECRUITMENT & SELECTION IN MUDRA LIFESTYLE LIMITED” Submitted in partial fulfillment for the award of the Degree MASTER IN BUSINESS ADMINISTRATION (Batch 2010-2012) Under Guidance of: Submitted By: Mr.Prashant Singh Harsh kathuria 10101268 3 rd Semester
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RESEARCH REPORT
On
“THE STUDY OF RECRUITMENT & SELECTION IN MUDRA LIFESTYLE LIMITED”
Submitted in partial fulfillment for the award of the DegreeMASTER IN BUSINESS ADMINISTRATION
6. Education- academic, technical and professional
7. Experience- job held employers, duties performed, salary drawn, etc.
8. References
9. Miscellaneous- extra curricular activities, hobbies, games and sports,
membership of professional bodies, etc.
SELECTION TEST
Psychological tests are being increasingly used in employee selection. A test
is a sample of some aspect of an individual’s attitudes, behavior and
performance. It also provides a systematic basis for comparing the behavior,
performance and attitudes of two more persons. Test are based on
assumption that individual differ in their in their job related traits which can
be measured. Test helps to reduce bias in the selection by serving as a
supplementary screening device. Tests are useful when the number of
applicants is large.
EMPLOYMENT INTERVIEW
An interview is a conversation between two persons. In selection it involves
a personal, observational and face to face appraisal of candidates for
employment.
A selection interview serves three purposes
Obtaining information about the background, education, training, work
history and interests of the candidate,
Giving information to candidates about the company, the specific job and
personnel policies
Establishing a friendly relationship between the employer and the candidate
so as to motivate the successful applicant to work for the organization.
MEDICAL EXAMINATION
Such examination serves the following purposes
It determines whether the candidate is physically fit to perform the job.
Those who are physically unfit are rejected.
It reveals existing disabilities and provides a record of the employee’s health
at the time of selection.
It prevents the employment of people suffering from contagious diseases.
REFERENCE CHECKS
If an applicant is declared successful, some personal information is collected
about the candidate from those persons who have been entered in the form as
reference.
This information is chiefly connected with the character of the applicant, his
social relation’s background etc.
The opinion of referees can be useful in judging the future behavior and
performance of a candidate.
FINAL APPROVAL
The final interview is usually conducted in two stages.
FIRSTLY, the personnel manager gets a detailed information about the
applicant and after they are found competent after his assessment, they are
send to department manager concerned for interview’s.
SECONDLY, the department managers satisfy themselves after a tete-a-tete
in detail about the nature of work and then they are declared successful.
PSYCHOLOGICAL TESTS
Psychological tests are being increasingly used in selecting employees. These
tests provide a systematic procedure for sampling human behavior.
Psychological tests are based on assumption that no two individual are equal in
term of intelligence, attitudes, personality and other traits. Psychological tests
help to predict the success of a candidate on the jobs. They help to reduce bias
and subjective judgment in the selection process. They are more useful for
identifying and screening out unsuitable candidates. Tests are also critised for
invading the privacy of candidates.
TYPES OF TESTS
1. APPTITUDE OR POTENTIAL ABILITY
These tests measure the latent ability or potential of a candidate to learn a
new job or skill.
Such tests are of the following types:
A. MENTAL OR INTELLGENCE TESTS
The assumption behind this test is that a more intelligent person can easily
and quickly learn any job and the enterprise do not have to spend more on
their training.
B. MECHANICAL APTITUDE TEST
These tests are measure a person’s capacity to learn a particular type of
mechanical work. Capacity for spatial visulation, perceptual speed etc. these
are useful for selecting apprentices maintenance workers and mechanical
technicians.
c.SKILL TEST
These tests measure a person’s ability to perform a specific job. These are
primarily used for selecting worker who has to perform semi-skilled and
repetitive jobs.
1. ACHIEVEMENT OR PROFICIENCY TEST
These teste are measure what a person can do. Their tests are of two types
A. JOB KNOWLEDGE TEST
Such tests are useful in the selection of stenographers, typist, office
worker etc.
B. WORK SAMPLE
In these tests a candidate is given a piece of work to how efficiently he
does it.
2. PERSONALITY TEST
These tests are used to select supervisors and executives and for counseling
people. These are widely used in industry as these provide an all round picture
of a candidate’s personality.
These are of three types
A. OBJECTIVE TESTS
These tests measure neurotic tendencies, self-sufficiency and self-confidence.
B. PROJECTIVE TESTS
The way in which he responds to these stimuli reflect his own values and
motives and personality.
C. SITUTATION TESTS
Group discussion and basket methods are used to administer these test these test
measure a candidate’s reactions when placed in a particular situation.
3. INTEREST TESTS
These test are inventories of a candidate’s like and dislikes in relation to work.
There are used to discover a area of interest and to identify the kind of work
that will satisfy him.
DATA ANALYSIS AND INTERPRETATION
RECURITMENT AND SELECTION PROCESS AT MUDRA
WHEN VACANCY ARISES IN ANY DEPARTMENT
In ICICI the procedure of selection and recruitment starts by the availability of
vacancy in any department.
The head of the related department consult with the HR Manager in case of
vacancy and than process starts.
FIND OUT EXTERNAL OR INTERNAL MEMBER
The nature of vacancy is main aim of dependence an internal and external
source of member. The internal members are those members who are already on
the payroll.
First preference should be given to internal employees. After that external
should be taken if internal not find out suitable. If the post is vacant promotion
is done or the post is merged and the power and duties of that post are given to
its relative post holder.
ADVERTISING IN THE NEWSPAPER OR CONSULTANT
After that the advertising for vacancy is given in the newspaper or some
consultant by the permission of general manager (HR and ADM.) the no of
vacancies, qualification, and work experiences are mentioned in the
advertisement and the last date for submission of the application.]
RECOVERY OF APPLICATION
When the advertisement is published in the newspaper, the applications are
received against the advertisement and against some private agencies.
Unconsolidated applications are also received from the applicants, who mark
direct esquires from the company time to time for the vacancies. These
applications are put up into the live bio-data bank for consideration.
SUITABLE APPLICATION OF CANDIDATE
A pool of application is received and then suitable application of the candidate
is selected. Only those applications are selected who satisfy all the requirement
of the desired vacancies end other are rejected by the panel, left applications are
put into application blank.
CALL FOR INTERVIEW
After selection of applicant the selected applicant informed to face the
interview. They are informed about the data, time and venue of the interview
and they are asked to bring their qualification certificate and additional
certificate if needed.
The candidate who applies for the post of managers and above is given
traveling allowances by the company.
INTERVIEW PANEL
The candidates who are selected for the interview have to face the panel of
members.
This panel includes
HR Manager
G.M (manufacturing)
G.M (HRD& ADM.)
HOD
If the vacancy is some technical job then the panel includes
G.M (engg.) for technical job
G.M (fin.) for commercial job
Each member of penal has an assessment sheet containing 100 marks and these
are as follows
S.NO particulars total marks obtainedAcademic record 20Subject knowledge 40General knowledge 20Overall personality 10Overall suitability 10 100
Date signature
Name
Designation
After passing the panel interview if the panel member thinks the candidate is
suitable for the job he is send to MD for final interview.
OFFICE LETTER
After the selection of candidate the offer letter is provided to the candidate,
which includes all the rules and regulations of the company.
The salary is also mentioned in offer letter.
APPOINTMENT LETTER
The appointment letter is given to the candidate, which mentions the post and
date of meeting with the GM regarding the joining date.
JOINING LETTER
When the candidate go in the company after getting the appointment letter and
satisfy all the terms and condition of the company, he gives a written letter that
I have joined the post from this particular date and time.
MY JOB PROFILE
RECRUITMENT
OF STAFF & WORKERS
IN MLL
Recruitment and Selection of Staff & workers in MLL
As we know that “Recruitment involves seeking and attracting a pool of
people, from which qualified candidates for job vacancies can be
chosen. Recruitment sets out the necessary stages to clarify what kind of
person is required, where he/she might be found and how to make the
right choice”.
Recruitment in MLL is also a very impressive criterion because in this
process we need to recruit and select those persons who bear some
special characteristics, which are very necessary to machines & office
work. Formation of fabric is an tangible product and it needs those
qualified workers who are able to deal with big machines.
Sequence of recruitment process in MLL
The Human Resource symbolizes the main element of any
Organization. Due to which recruitment and selection is of prime
importance as the vehicle for obtaining the best possible person.
Our Organization gives emphasis on the recruitment system and in
order to set up the system we have framed the policies according to
their conveniences.
Purpose of recruitment is to identify and define the requirements.
This involves the preparation of job descriptions, job specification
and person specifications and placing a right person in a right place
at a right time.
MLL. also recognizes to meet its strategic objectives; it must have
an appropriate Recruitment Policy. A policy, will demonstrate a
high standard of professionalism and provide a systematic and
effective recruitment procedure.
MLL Recruitment Policy is based on the following:
▌ Fair and consistent procedure.▌ No discrimination based on the ground of sex, race, religion
or disability.
MLL’s Recruitment System is based on the following:
a) External Recruitment System
▌ Advertisement published through job portals e.g.: print media and consultancy etc.
b) Internal Recruitment System
▌ Employee referrals in special cases.▌ Screening/ short listing the CVs of the candidates applied for
the post.▌ Formation of Core Committee Members▌ Scheduling the interview.▌ Selection procedure as per MLL norms as follows:
i. Preliminary interviewii. Filling up employment form
iii. Final interview with the Director/ VP HR.
▌ Appointment procedure.▌ Joining Procedure as per MLL norms as follows:
i. Back ground check is done with the help of address proof, testimonials and ID proof of the newly recruited employee.
Selection Procedure in MLL
The following recruitment procedure is used for recruiting people
based on the requirements from the different departments.
In MLL, after the approval, the core committees of members are
selected by the Director/ HR Head for the recruitment of
appropriate staff for filling the vacant position.
MLL. gives the prior preference to the internal staff members
whose contract period is on a verge to get over and also who are
competent enough for requirement of the post.
If the internal staff does not match the requirement then MLL.
applies external recruitment system for the external candidates to
fill the requirement. The first step in this process is that the job
profile is decided by the HR Head with the consultation of Core
Committee Members.
External Recruitment System:
▌ Advertisements published through the following:
Print media: MLL publishes the advertisement through
the local & national level newspaper based on the requirement.
Job portals: MLL Publishes the advertisements through job related websites.
Consultancies: MLL also contacts them for filling the vacant position.
Internal Recruitment System:
▌ Screening/ short listing of the candidates: The CVs of the
candidates are short listed as per the requirements of the Core
Committee Members with the consent of Director/ HR Head.
After short listing the CVs, the candidates are called for the
interview.
▌ Interview by the Core Committee of the selected candidates:
• Preliminary Interview – HR.• Written test in Hindi & English (If required).• Interview taken by Panel members.• Final Interview taken by the Director/ HR Head.
During the preliminary selection process, the candidates are asked
to take the written examination in both Hindi & English in order to
judge the writing skills of the candidates. The Panel Members are
provided with a set of evaluation sheet which the members fill
while taking the interview and they give their feedback (score) on
the different criteria and comments on the basic weakness &
strengths of each candidate. As per the performance of each
candidate in the written examination as well as in the personal
interview with the Core Committee Members the list is prepared
and submitted to the Director/ HR Head. The final interview of the
selected candidates is taken by the Director/ HR Head and the
negotiation for the salary is done during the time interview and the
result is declared after a day or two.
▌ Appointment Procedure: Appointment Letter is designed
and sent to the selected candidate via email with joining date
mentioned in the letter. The appointment letter contains the
following: a) The Roles and Responsibilities to be
undertaken by the candidate. b) Designation c) Scale d)
Grade e) Period of probation last but not the least the
testimonials are also checked as a part of appointment
procedure.
▌ Induction Procedure: The newly recruited members are
formally introduced to other staff members of MLL in the
first day of their joining.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY ;
The technique of finding fact from the raw data , We use sample technique.
SAMPLE:-
Sampling is simply the process of learning about population on the basis
of a sample drawn from it .Under this method , I had taken some group
of BOISAR unit as the representative of the whole mass and result is
drawn.
It is a method to make social investigation practicable and easy.
“A statistical sample is a miniature picture or cross section of entire
group or aggregate from which the sample is taken. A sample is the
reflection of the universe and bears all the characteristics of the
universe.”
I have taken,150 sample from boisar population.+
SAMPLE SIZE
Various BOISAR workers are covered in order to fill the questionnaire. I
interacted with 150 individuals in order to know about there interest in
work in accordance with MUDRA LIFESTYLE.
SAMPLE SIZE --- 300.
Instrument used
We have used several instruments for this project –
1. We have discussed about the advertisement of the job to the
various newspaper managers.
2. Using questionnaire for the target group of the people who want
to recruit in the company.
Methods of Data Collection
There are three main methods, which we have used in the company for
recruitment procedure:
1. Direct Method
Mr. SANJAY PANDEY Regional HR Manager of the
company acted as a Placement Officer. He sent representatives
in many othet companies by the way of business. Traveling
recruiters exchange information with the workers to clarify their
doubts, conduct & short listing another direct method is to ask
employees of the organization to contact the public and tell
about the vacancies.
2. Indirect Method
They are using Advertisements in Newspapers, Journals.
A well though out and clear advertisement enables candidates to
assess their suitability so that only those possessing the requisite
qualification will apply.This method is appropriate when the
company wants to reach out to a large group of people.
RECUITMENT
- 80 % BEING DONE THROUGH REFERENCES.
- 10% BEING DONE THROUGH PROMOTION.
- 10% BEING DONE THROUGH EXTERNAL
SOURCES.
QUESTIONNAIRE
Recruitment
Q1 What is your qualification?
a)Graduate –
b)Post Graduate –
c)Higher Secondary –
Q2 Are you technically or professionally qualified?
a) Yes b) No
Q3 Are you having experience?
a) Yes b) No
Q4 Have you got registered in Employment exchange?
a) Yes b) No
Q5 Do you have faith on consultancy firm?
a) Yes b) No
Q6 Do you go through with the employment newspaper?
a) Yes b) No
Q7 You have collected information for this job through?