Recruitment

CONTENTS

Preface 2

Acknowledgement 5

Introduction 7-29

Introduction

O Industry Profile

O Company Profile

The History

The Present Status

The Shape of things to come

Recruitment policy at IIHL 30

A look at the various psychometric tests for Recruitment 46

Survey I 49

About FIR-B 54

Survey II 71

Outside Recruitment 84

O The present process

Limitations

O The future Process

Benefits

Suggestions 94

Recommendations 97

Bibliography 100

IIMT Management College, Meerut 1


Preface

As we all know that human being is very much dynamic.

Every moment there is a slight change in his/her

behaviour. The success of any organization is depend

upon the employee working in it. So right selection of the

candidate is very much essential. We can select the right

candidate when we are known about the personality of the

person.

The psychological test of the candidate tells about the

personality perception, attitude and his/her thinking.

These tests enable us to judge the quality and skills of a

candidate that how much he/she is fit for the job. The

process of recruitment at IIHL starts from the

psychological tests. There are four tests "Belbin test, MBTI

test, FIRO-B test, and social style test" to judge the

psychology of a candidate. These tests reveal the overall

personality of the candidate, which makes the recruitment

process quite easy and smart.


My project is on the recruitment process at IIH and to

make the recruitment process far better by introducing

one more psycho-test i.e. "FIRO-B". This test helps in

revealing the fact how much control the candidate have

on him and on others also.



ACKNOWLEDGEMENT

Today’s environment accomplished by any academic or

professional pursuit requires contribution from various individuals.

Firstly, I want to take the opportunity to express my deep sense of

gratitude to our respected Mr. Sudhir Kumar Gupta (Vice

President, HR&MS), who provided me an opportunity to do my

research project.

I, sincerely acknowledge the help, encouragement and

valuable suggestion to me by my project guide- Mr. Jay P Gupta

(HOD Management). Without his guidance and active support I

would not have been able to do my winter project successfully.

Finally I would like to thank to all the members who help

me throughout this project and their steadfast encouragement

through out the Progress of this work.

HARSHIT TANDONMBA IV SEM.



INDIA INTERNATIONAL HOUSE LTD.COMPANY PROFILE

Established in 1976:

Head Office:F-40, Sector - 6, Noida (U.P.), IndiaE-mail: [email protected].: +91 120 3058121 - 149Fax: 091 120 3058150

OVERVIEW

Established 1976

Family owned

Total Group Turnover $24 million

6 Modern High Capacity Autonomous Manufacturing Units

50,000 sq feet warehouse for Kanban facility

Represented in UK, USA, Canada, Germany, Australia,

South Africa.

1500 Employees

ISO 9000 2001 (Accreditation)

No Local Sale in India

Preferred Vendor by Many Customers against Chinese

and European manufacturers

SILVER Accreditation by many Customers


ORGANIZATION STRUCTURE


PRESIDENTMR. SUDISH KUMAR GUPTA

PRESIDENTMR. SUDISH KUMAR GUPTA

MD MR. ABHISHEK GUPTA

MD MR. ABHISHEK GUPTA

GM Quality AssuranceMr. K.G. Rastogi

GM Quality AssuranceMr. K.G. Rastogi

GM OperationsMr. Brajesh pachori

GM OperationsMr. Brajesh pachori

GM Human Resources Mr. Kumar

GM Human Resources Mr. Kumar

GM Purchasing Ms. Shewta JoshiGM Purchasing

Ms. Shewta JoshiGM Accounts

Ms. Sunta GuptaGM Accounts

Ms. Sunta GuptaGM R&D

Mr. Pradeep TiwariGM R&D

Mr. Pradeep Tiwari

INDIA INTERNATIONAL HOUSE LIMITED

(An ISO 9002 Company)

India International House Limited, an ISO 9002 Company was

incorporated in 1995 as a part of SKG Group, by our founder

president Mr. S.K. Gupta, who is a veteran in this field since

1976, to manufacture high quality builder's hardware of

International Quality.

Since then the Company has been exporting

Builder's Hardware in Brass

Builder's Hardware in Aluminum

Builder's Hardware in zinc & Iron

Builder's Hardware in Stainless Steel

To U.S.A., Canada, U.K., Australia, Germany, South Africa and

Asia.

India International House Limited has regularly Upgraded and

improved its technology which has always resulted in better

quality products on continuous basis.


India International House Limited has a distinction of having all

the forming facilities under her own proof.

Pressure Die casting

Gravity Casting

Sand Casting

Forging

Investment Casting

Sheet Stamped Products.

Stainless Steel/ Brass / Aluminum/ Cast Iron / Zinc.

In protective coating area India International House Limited

has capability of all types of:

Clear Lacquers

Coloured Lacquers.

Acrylic and P.U. Elterophoretic Lacquers.

Power Coating

Painting

Polishing

Belt Grinding

Satin Finishing

India International House Limited has below mentioned

facilities under its own roof.


Modern Die making Workshop.

Finishing Facilities.

Plating Facilities.

Skin/Blister Packing Facilities.

We do have in House a complete Modern fully Equipped

department for Life time guarantee (PVD).


FACTORIES - ALL WITHIN 10 KM IN DELHI


B15Under constructionFor Sheet Stamping steel hinges & Iron

mongry

A6Hot Forgings

DF-Brass, S/steel aluminium

Curtain poles and finials

Pull handles Door handles

8/5(Hot Forgings)

Switch plates brass & aluminium

Ornate DH & knobsCurtain pole accessories

DF & accessories

D-49Under construction for

locks pad locks manufacturing

SonepatBrass extrusion Raw

materials and components

A103Warehouse 50000 sq.

ft. All products

28/2(Hot Forgings-Gravity casting) Robotic DH

plant, switch plates & pull handles

D244Hot forging - Sand

casting Numerals, DR, accessories and switch plates HQ

Finance, Purchasing Administration and

Logistics

WHY CHOOSE INDIA INTERNATIONAL HOUSE?

30 years experience with supplying international markets

including SA, Canada, UK, Europe, Australia and South

Africa.

On going investment in engineering, technology,

warehousing and design.

Technology training partnerships with major western and US

manufacturers.

Investment and commitment to high quality standards and

processes.

Experienced management team.

Sound financial backing

Adoption of international HR, Ethical and Environmental

Policies.

India's Largest Hardware Manufacturer.

Huge Manufacturing capacity with 21 Forging Machines

A unique on stop shop for all your needs

Products Manufactured to very High Specification


All product Manufactured in Consistency

Sourcing from one manufacturer will deliver significant

saving opportunities.

Premium Quality / Excellent Finishing

New/ Regular Innovation

Understanding Fashion and Style to meet changing market

moods.

On Line information of your production, shipping and

finance, sampling etc.


IIH CORE COMPETENCIES

Rapid response in house modelling and design capability

In house, low cost tooling and die costs

Capable in brass, zinc, stainless steel and aluminium.

Flexibility to produce small quantities

Low cost manufacturing

Full control of all processes from design to delivery.

In house Manufacturing fro A to Z (from Extrusion till DIY

Bar-coded security stickered products).



PRODUCT RANGE

Door handles - Hot forged, sand cast, pressure die

casting, Gravity Casting.

Door pull handles - forged, tube and casting.

Front door accessories - knockers, centre door kobs,

cylinder pulls, letter plates, internal flas, hings numerals

Bathroom accessories - towel rails toilet roll holders, robe

hooks, toothbrush holders, toilet flush handles.

Curtain poles and accessories - accessories

Aluminium Hardware

Cabinet Hardware

Hinges and glass hinges

UPVC door and window handles

Exterior Residential items - mail boxes, weather vanes

Steel ironmongery

Raw Forging for various industries

Machined Components for various industries


PRODUCTION PROCESSES OFFERED

FORMING STATUS

Gravity casting

Hot forging

Investment casting

Sheet metal Deep Drawing

Extrusion

Sand Casting

(in house)

(in house

(sister concerns)

(in house)

(in house)

(in house)

FINISHES

Epoxy/ Polyester powder coating

Spray lacquering

Electro-phoretic lacquering

Electroplating

PVD

(in house)

(in house

(in house)

(in house)

(in house)

PACKAGING OPTIONS

Bilster packing on rigid backing card

Skin packing

Polybag with header card

Rigid backing card with clips

Various rigid clam shell options

APET box packing

Printed retail boxes

Various 'bulk' packing options

(in house)

(in house

(in house)

(in house)

(in house)

(in house)

(in house)

(in house)



INDIA INTERNATIONAL HOUSE LTD. ANALYSIS

Brass Y Vibrator Y

Aluminium Y CNC Machining Y

Stainless Y Skin Packing Y

Zinc Y Blister packing Y

Steel Y APET Packing Y

Sand Casting Y Kanban Facility Y

Forging Y ISO 9002 Y

Pressure Die Casting Y In House Tooling Y

Gravity Casting Y CAD Equiped Y

Deep Draw Y SPM Y

Sheet stamping YAutomatic modern plant for

door HandlesY

Tube Components YRepresentation Locally for

Servicing Y

Extrusion Y Pollution control Y

Powder Coating Y International ethical practices Y

Electrophoretic Lacquer YHuman Resources

Development & TrainingY

Spray Lacquer Y Financial Institution Support Y


PVD YNew Employee Training

ProgrammeY

Sand Blasting Y Long History Y



Care you products...Brass Products

Our products are protected by the most advanced lacquer available

and under normal circumstances should give many years of service.

They should be cleaned with a cloth moistened with soapy water or

alternatively wiped over with a soft cloth with beeswax. UNDER NO

CIRCUMSTANCES USE ANY FORM OF METAL CLEANER OR AEROSOL

SPRAYS.

However, after a period of time the lacquer coating, especially on

external fittings, can suffer a possible breakdown. Therefore, the life

of the lacquer is beyond the manufacturer's control and cannot be

guaranteed. When the lacquer coating has broken down, remove

the brass fittings and coat using a soft brush with acetone thinner

e.g. "Nitramores" according to the manufacturer's instructions.

Completely dry the product using a soft cloth and metal polish, such

as "Brasso" or "Duraglit". At this stage the product can either be re-

lacquered or polished as and when required.

A fresh coat of lacquer may be applied, but we strongly recommend

that, especially for external use, you should leave the item

unlacquered.

Chrome Products


Our quality chrome products are virtually maintenance free.

However, deposits will accumulate especially on external fittings.

We therefore recommend regular cleaning with a soft cloth and non-

abrasive wax polish.

This will ensure the original appearance is maintained.

Stainless Brass PVD

These products have an advanced vacuum treated process and we

can offer a full 25 year replacement guarantee with the Exclusive

Stainless Brass Finish.

The technology involved in this process renders this surface

impervious to damage in normal use including oxidation, wear and

abrasion. All lacqered brass items require regular cleaning with non-

abrasive wax polish.

We recommend the removal of suface dirt by dusting with a soft

cloth. Stubborn stains can be removed with the use of white spirit or

similar spirit based products.

Cleaning and Caring for Stainless Steel

Why Clean Stainless Steel?


Stainless Steels need to be cleaned for aesthetic considerations and

to preserve corrosion resistance. Stainless steel is protected from

corrosion by a thin layer of chromium oxide. Oxygen from the

atmosphere combines with the chromium in the stainless steel to

form this passive chromium oxide film that protects from further

corrosion. Any contamination of the surface by dirt, or other

material hinders this passivation process and traps corrosive agents,

reducing corrosion protection. Thus some form of routine cleaning is

necessary to preserve the appearance and integrity of the surface.

Stainless steels are easily cleaned by many different methods. They

actually thrive with frequent cleaning and, unlike some other

materials, it is impossible to 'wear out' stainless steel by excessive

cleaning. Stainless Steel performs best when clean - cleanliness is

essential for maximum resistance to corrosion.

Stainless Steel Maintenance Program

All exposed stainless steel surfaces should be wiped over with a

clean cloth and warm water with a mild detergent on a frequent and

routine basis.

For more stubborn dirt or stains use mild, non-scratching abrasing

powders such as typical household cleaners. These can be used with

warm water, bristle brushes, sponges or clean cloths. For more


aggressive cleaning a small amount of vinegar can be added to the

powder.

Carbon steel brushes and steel wool should be avoided as they may

leave particles embedded in the surface, which can lead to rusting.

Cleaning should always be immediately followed by rinsing in clean

hot water and the surface then wiped completely with a dry towel.

The maximum recommendation for routine cleaning is once a month

and more often in areas subject to heavy soiling or frequent use.

Where routine maintenance is considered a pre-requisite of

compliance with an associated guarantee a 'Maintenance Log'

should be kept for each installation.



STRATEGIC OBJECTIVE

Through continual development of its manufacturing

capabilities, ongoing investment in modern machinery and

product development programems together with the use of low

cost labour, IIH strives to become the biggest and best

manufacturer of hardware products Globally by mixing modern

Technologies and Machines with low cost labour.



RECRUITMENT:

Recruitment refers to the systematic gathering of a population

with prescribed characteristics into a clinical trial. It is the act

of getting results; enlisting people for the job.

OBJECTIVES:

Minimize non-response bias.

Maximize adherence among participants.

Minimize cost.

Maximize generalizability.

GOAL SIN RECRUITMENT A RE TO:

Identify the talent needed to perform the job.

Attract the best qualified candidates for the position.

Promote the campus as a dynamic, diverse employer.

Meet the campus equal employment opportunity

commitment.

Support affirmative action effort by targeting outreach to

underutilized groups.


RECRUITMENT POLICYAT IIHL:

1. Manpower request has to be sent by concerned department.

To HRMS in required format giving the Job profile and

relevant detail vacancy.

2. HR&MS to co-ordinate and take the approval from M.D for

new positions (extra manpower). Approval of MD is not

required for vacancies caused due to employee turnover.

Once the approval is been taken HR&MS has to decide

whether to decide or to go through consultants.

3. HR&MS are done three initial short listing.

4. Final shortlisting to be done by concerned departmental

heads along with HR&MS.

5. For position in staff CADRE

First round of interview to be conducted by concerned

departmental head or person nominated by him not

less than manager.

Second round of interview to be conducted by HR&MS

head person nominated by them.


For position in CADRE from executive to manager

First round of interview to be conducted by concerned

departmental head or a person nominated by him not

less than AGM.


head or person nominated by him.

To under go psycho- test

For manager and above final round of interview with

MD&CEO before LOl is issued to them.

6. For position in AGM & above

First round of interview to be conducted y the

concerned Department head/Divisional head


head. To undergo psychometric test.

Final round of meeting with MD

7. Salary negotiations to be conducted by HR&MS

8. Letter of intend to be issued by HR&MS.

9. Appointment letter to be issued by HR&MS


PSYCHOMETRIC TEST:

Psychometric test is a standardized procedure for measuring

sensitivity of memory or intelligence or aptitude etc.

Psychometric test enables a recruiter or employer to check

your suitability with the particular position it gives the recruiter

a wealth of information about candidates personality,

interaction with people, perception thinking, with which we can

easily judge candidates suitability with the position.

It can be as an aid to short listing candidates for employment

either as a part of structured interview process, or as a

component in a more extended selection procedure.

Many psychometric tests also check the integrity and honesty

of a person. There is no right and wrong answer; it just reveals

your attitude that the way you answer the question.

These tests evaluate and reveal the hidden personality of an

individual.

It gives the right picture of candidate’s strengths and

weaknesses. Hence psychometric tests are really useful in

corporate world to judge the interpersonal skills of an

individual.


IACL INCLUDES FOUR PSYCHOMETRIC TESTS:

1. BELBIN Test.

2. MBTI Test.

3. SOCIAL STYLE Test.

4. FIRO-B Test.

1. BELBIN TEST:

BELBIN defined a team role as:

“A pattern of behavior characteristic of the way in which

one team member interact with another where

performance serves to facilitate the progress of the team

as a whole. The value of team-role theory lies in enabling

an individual or team to benefit from self knowledge and

adjust according to the demands being made by the

external situation.”

The information comes after the test is valuable on several

levels:

a. Team Roles as a Self - Awareness Tool.

b. Team Roles as a Tool for Effective Teams.

c. Team Roles as a Tool for Effective Staff Selection.

d. Team Roles in Workplace Design


List of different roles of an individual and their observed

contributions:

I. CHAIRPERSON:

a. Clarifying the goals and objectives of the group and

helping establish roles and responsibilities.

b. Selecting the problems on which decisions have to be

made and establishing their priorities.

II. SHAPER:

a. Shaping roles, boundaries, responsibilities, tasks and

objectives.

b. Pushing the group towards agreement on policy and

action and towards making decisions.

III. PLANT:

a. Advancing proposals and making criticisms that lead up

to counter-suggestions.

b. Offering new insights on lines of action already agreed.


IV MONITOR EVALUATOR:

a. Analyzing problems and interpreting complex written

material.

b. Assessing the judgments and contributions of others.

V. COMPA NY WORKER:

a. Transforming talks and ideas into practical steps and

considering what is feasible.

b. Trimming the suggestions to make them fit into agreed

plans and established systems.

VI. TEAM WORKER:

a. Giving personal supports and helps to others.

b. Taking steps to avert or overcome disruption of the team.

VII. RESOURCE INVESTIGA TOR:

a. Introducing ideas and developments of the external origin.

b. Contacting groups and individuals of own organization and

engaging in negotiation type activities.


VIII COMPLETE FINISHER

a. Emphasizing the need for task completion and generally

promoting a sense of urgency.

b. Looking for and spotting errors, omissions and oversights.

Action-oriented Roles: Shaper, Implementer and complete

finisher.

People-oriented Roles: Chairman, Team Worker, and

Resource investigator.

Cerebral Roles: Plant and Monitor evaluator.

The accurate delineation of these Team Roles is critical in’

understanding the dynamics of any management of work

team.


2. MBTI:

The MBTI (Myers-Briggs Type Indicator) is an instrument for

measuring a person’s preferences, using for basic scales with

opposite poles. The four scales are:

a. Extroversion! Intro version

b. Sensitive/Intuitive

c. Thinking/Feeling

d. Judging/Perceiving

The various combinations of these preferences result in 16

personality types. These types are typically denoted by four

letters, for example-INTJ (Introversion, Intuition with Thinking

and Judging) to represent one’s tendencies on the four scales.

The MBTI instrument determines preferences on four

dichotomies:


a. EXTRO VERSION-IN TRO VERSION.

Describes where people prefer to focus their attention and get

their energy--- from the outer world of people and activity or

their inner world of ideas and experiences.

Extraverted Characteristics Introverted Characteristics

Act first, think/reflect later

Feel deprived when cutoff

from interaction with the

outside world

Usually open to and

motivated by outside world

of people and things

Enjoy wide variety and

change in people

Amount of “private time” to

recharge batteries

Motivated internally, mind is

sometimes so active it is

“closed” to outside world

Prefer one-to-one

communication and

relationships


b. SENSING-INTUITION:

Describes how people prefer to take in information-focused on

what is real and actual or on patterns and meanings of data.

Sensing Characteristics Introverted Characteristics

Mentally live in Present

• Being practical and using

common sense solutions is

automatic

• Memory recall is rich in detail

of facts and past events

• Best improvise from past

experience

Like clear and concrete

information; dislike guessing

when facts are “fuzzy”

• Mentally live in the Future

• Using imagination and

creating/inventing new

Possibilities are automatic.

Memory recall emphasizes

patterns, contexts, and

connections

Best improvise from

theoretical understanding

Comfortable with ambiguous,

fuzzy data and with guessing

its meaning.


c. THINKING-FEELING:

Describes how people prefer to make decisions based on

logical analysis or guided by concern for their impact on

others.

Thinking Characteristics Feeling Characteristics

Instinctively search for facts

and logic in a decision

situation.

Focus on tasks and work to

be accomplished

Easily able to provide an

objective and critical

analysis

Accept conflict as a natural,

normal part of relationships

with people.

Instinctively employ personal

feelings and impact on people

in decision situations.

Being sensitive to people

needs and reaction is a prime

consideration.

Naturally seek consensus and

popular opinions.

Unsettled by conflict; have

almost a toxic reaction to

disharmony.


d. JUDGING-PERCEIVING:

Describe how people prefer to deal with the outer world-in

planned orderly way, or in a flexible spontaneous way.

Judging Characteristics Perceiving Characteristics

Plan many of the details in

advance before moving into

action.

Focus on task - related

action; complete meaningful

segments before moving on.

Work best and avoid stress

when keep ahead of

deadlines.

Naturally use targets, dates

and standard routines to

manage life.

Comfortable moving into

action without a plan; plan

on-the-go.

Like to multitask, have

variety, mix work and play.

Naturally tolerant of time

pressure; work best close to

the deadlines.

Instinctively avoid

commitments which interfere

with flexibility, freedom and

variety.


THE MBTI USED IN:

Self development

Career development and exploration Relationship

counseling

Academic counseling

Team building

Coaching and mentoring

Organisation development

Problem solving

The 8 Preferences and 16 Types:

Extraversion ISTJ ESTP

Introversion ISFJ ESFP

Sensing INFJ ENFP

Intuition INTJ ENTP

Thinking ISTP ESTJ

Feeling ISFP ESFJ

Judging INFP ENFJ

Perceiving INTP ENTJ


3. SOCIAL STYLE TEST:]

Why we concerned about social styles at work?

Regardless of the job, work relies upon interacting successfully

with customers, peers, supervisors, or subordinates. This is an

especially important concept for managers; most executives

who fail do not do so because they lack experience or technical

knowledge, but because of their interpersonal skills. Because

many management problems that are attributed to others

actually result from the manager’s own behavior, it is

important to understand and “manage” your behavior so that

you can manage others effectively.

SOCIAL STYLE CONCEPT:

There are four social styles, and each person has a dominant

style, which influences the way that he or she works.

Observable behaviors are the key to understanding a person’s

style, and the best way to discover your own style is to obtain

feedback from others. None of the styles is better than

another; what is important is to recognize your own style.



THE FOUR SOCIAL STYLES:

As illustrated in the four-quadrant grid below, the degree to

which you are seen as responsive (vertical axis) and as

assertive (horizontal axis) determines your “social style:”

Resp

on

siven

ess

Analytical Driver

Amiable Expressive

Assertiveness

1. Analytical individuals display a lower level of both

assertiveness and emotional expressiveness. They are

usually precise, deliberate, and systematic in their work,

and are organized, industrious workers.

2. Amiable individuals are generally more emotionally

responsive and less assertive than the average person.

They tend to be sympathetic and understanding of

others’ needs, and their trust in others may bring out the

best in their subordinates, colleagues, and friends.


3. Expressive people are rather flamboyant with their

relatively high level of both expressiveness and

assertiveness. They are open to new ideas and to taking

risks, and they typically make decisions quickly. Their

spontaneity, humor, charm, and ability to persuade can

lift the spirits of the people around them and can also be

highly motivating.

4. Drivers are highly assertive and emotionally controlled.

These individuals are task-oriented, decisive,

independent, and objective, and they are valued for their

ability to produce results.

BACK-UP STYLES IN RESPONSE TO STRESS:

If you are a Driver or an Expressive, you will probably become

even more assertive. If you are an Amiable or Analytical, you

are likely to become more passive. If you are an Expressive or

Amiable, increase of responsive behaviors is likely; and if you

are a Driver or Analytical, you are probably going to become

even more emotionally controlled.



SURVEY I

Purpose: To find the effectiveness of psychometric tests.

1. According to you psychometric tests at ICPL are:

Effective

Not Effective

O.K.

2. Do these tests absolutely reveal the candidate's

personality?

Yes

No

Upto some extent

3. How much weightage you give to these tests?

Upto 40%

Upto 60%

Upto 80%

4. Do you think all aspects of personality are covered in these

psychometric tests?

Yes

No


5. If no, then what other aspects of personality should be

measured?

Personality

Control factor

Team Role

Reactions in different situations

6. Do you think any other psychometric test is required?

Yes

No


CONCLUSION OF SURVEY I:

According to the above survey and interviews taken from the

team heads of HR we concluded that:

These psychometric tests are effective up to some extend in

revealing the personality of a candidate including attitude,

feeling, thinking, intuition, perception etc.

They do not cover all the aspects of personality in terms of

control and affection.

There is no specific measure for individual hold on control

for example MBTI mainly focuses on individual

characteristic and BELBIN on team roles hence these test

are unable to give specific measure for control.

Hence we decided to introduce one more test, which will reveal

the personality of a person in terms of control and emotions.

We studied different psychometric tests and made a survey on

tests, which are being used by other multinationals. We

thoroughly studied their constraints and their respective

outcomes and finally we decided to introduce a new


psychometric test called FIRO-B This test is covering all the

aspects, which are necessary for an organization like:

Inclusion, control, and affection. It also reveals what an

individual expects from others in terms of control, affection

and inclusion.



ABOUT FIRO-B:

FIRO-B stands for Fundamental Interpersonal Relations

Orientation-Behavior. It is originally developed to identify how

military personnel would work together in groups. It explains

how personal needs affect interpersonal relationships. It

provides a useful focus for leadership development,

teambuilding, mentoring programs and organizational change.

The instrument measures how individuals behave toward

others and the behaviors they want back.

Interpretations of an individual’s FIRO-B profile can provide

further insights into areas such as:

a. How individuals “come across” to others and why this

may not be the real person, or the impression they

intended to create.

b. How and why conflict develops between well-meaning

people.

c. How people can manage their own needs as they


interact with others.

The FIRO-B measures a person’s needs for:

• Expressed Behavior (E) — what a person prefers to do,

and how much that person wants to initiate action

• Wanted Behavior (W) — how much a person wants others

to initiate action, and how much that person wants to be

the recipient

The FIRO-B instrument assesses interpersonal style- and its

appropriateness in relationships on three levels:

1. INCLUSION:

Expressed:

I make an effort to include others in my activities. I try to

belong, to join social groups- to be with people as much

as possible.


Wanted:

I want other people to invite me to belong. I enjoy it

when others notice me.

2. CONTROL:

Expressed:

I try to exert control and influence over things. I enjoy

organizing things and directing others.

Wanted:

I feel most comfortable working in well-defined

situations. I try to get clear expectations and

instructions.

AFFECTION:

Expressed:

I make an effort to get close to people. I am comfortable

expressing personal feelings and I try to be supportive of

others.

Wanted:

I want others to act warmly towards me. I enjoyed when

people share their feelings with me and when they

encourage my efforts.

FIRO-B : instrument measures how much of these factor we


consciously or unconsciously want and how much we

consciously or unconsciously give.


APPLICATIONS OF FIRO-B:

The FIRO-B questionnaire is ideally suited to:

Team building and team development- identifying likely

sources of compatibility or tension; identifying leadership

style; aiding effective decision making; improving

communication, openness and trust; and resolving

conflicts.

Individual development- increasing self-awareness and

interpersonal effectiveness as part of the coaching

process. Career development or personal growth.

Relationship counseling-identifying and resolving possible

sources of incompatibility and dissatisfaction.

Selection and placement- but only in combination with

other assessment techniques. It can help to structure

interviews and assess likely team roles or interpersonal

behavior.


BENEFITS OF FIRO-B:

It is unique. Most personality instruments examine in

characteristics but not relation style.

It is practical as well as offering insights into interpersonal

needs and behaviors; the FIRO-B questionnaire yields

practical suggestions for improving relationships or

increasing effectiveness.

It is based on comprehensive and powerful theory of

interpersonal behavior.

It has been revised, rewritten and redesigned —all materials

are now clearer, more comprehensive and easier to use.

The current edition is based on British norms, increasing

its relevance to European English users.

It is detailed norms —subdivided by gender, age,

educational level, occupational level and industry sector-

giving precise comparison with the client’s scores

It helps in defining your leadership style and show and show

how might you can develop interpersonal relationships.


WAYS TO USE FIRO-B:

Team building and team development

Leadership development.

Resolving conflict

Communications workshops

Personal development - either one-to-one or in a group

Career development / Mentoring


TYPES OF QUESTIONS ASKED IN FIRO-B TEST:

1)1 try to be with people

1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely

6. Never

3) I let other people decide what to do

1. Usually 2. Often 3. Sometimes 4. Occasionally 5. ‘Rarely

6. Never

3) I join social groups


6. Never

4) I try to include others in my plans


6. Never

5) I try to being alone


6. Never


6) I try to participate in group activities

1. Usually 2. Often 3. Sometimes 4. Occasionally 5.Rarely

6. Never

7) I am easily led by people


6. Never

8) I try to have people around me

1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6.

Never

9) I let other people to decide what to do

1. Most people 2. Many people 3. Some people 4. A few people

5. One or two people 6. Nobody

10) My personal relations with people is cool and distant



11) I try to have close relationship with people




12)1 like people to act close towards me



13)1 like people to ask me to participate in my discussions



14) I try to have other people to do things the way I want them

done



15)1 like people to invite me to join their activities


6. Never

16)1 like people to act closely and personal with me


6. Never


GRAPHICAL REPRESENTATION OF THE

RESULT OF FIRO-B TEST:


WHY FIRO-B IS INTRODUCED ATIIHL?

REASONS:

To identify the candidate ‘s compatibility with the

organization in terms of Control, Emotions and Inclusion.

To reveal how interpersonal relations are effected by

personal needs.

To measure the candidates hold on his emotion.

It clearly defines how person is going to respond in different

situations.

To know about control factor, candidates flexibility so that

he will be controlled by others and attitude which reveals

his ability to control others.

Others test like Belbin and MBTI were focusing on team

roles and individual characteristics but there was no

specific measure for control and inclusion.

It reveals the how much a person consciously and

unconsciously want from other and how much he give to

others.


NEED FOR THE TEST:

Through FIRO-B we get to know more about candidates

Personality

Perception

Attitude

Emotions

Control

Expectations from others

Reactions In different situations

Values

Response to other



INTERPRETATION OF FIRO-B TEST:

Interpretation of FIRO-B

INCLUSION CONTROL AFFECTION

Social

Orientation

Leadership

Behaviour

Depth of

Relations

EXPRESSED

Low < 4.

Uncomfortable

with people.

Tends to move

away from them

Low.1 Avoids

Decisions &

Responsibility

Low<3. Cautious

in developing

deep relations

with others

High>7.

Comfortable with

people. Tends to

move towards

them

High>5. Can and

makes decisions

takes

responsibility

High>6. Tends

to become

Emotionally

involved

WANTED

Low>5. Selective

about with whom

he associates

Low<3. Leave

me alone

Low<3. Very

selective about

whom he enters

into deep

relationship with

few.

High>8. Strong

need to be

accepted and

wanted

High>6.

Dependent male

tolerant of

Female

High 6. Wants

others to initiate

close intimate

relationship


SURVEY II

Purpose: To get the feedback of FIRO-B

1. Is the FIRO-B test effective?

Yes

No

2. Does FIRO-B reveal the right picture of candidate’s

personality?

Yes

No

Upto some extent

3. Did his test really improve the selection criteria at IIHL?

Yes

No

4. Is this test self-explanatory?

Yes

No

5. Is there any limitation of this test?

Yes

No

6. If yes, then what are they?


Difficult to conduct

Difficult to evaluate

Difficult to understand

Exhaustive paper work

Time consuming evaluation

7. Suggestions if any ………


CONCLUSION OF SURVEY II:

According to the above survey and interviews with the team

head we get to know that:

1. F The FIRO-B test is very much effective in revealing the

right personality of an individual.

2. It is very much helpful in judging the control, affection and

inclusion of a person towards others and expectations from

others. It is easy to conduct and useful in revealing the

hidden characteristics of a person.

3. Normally all the test in IIHL Electronics are conducted online

so we get the results automatically but problem arises in

case of campus & branch recruitment where online tests

are not possible and evaluation is done manually. There

we give hardcopy of test to the candidates.

4. The manual evaluation of FIRO-B test is very much lengthy

and time consuming. It approximately takes ten minutes in


evaluation of one test only.

Hence sometimes because of the lack of time, analysis of FIRO-

B is not possible.


PROBLEMS IN MANUAL EVALUA TION OF FIRO-B IN

CAMPUS RECRUITMENT:

Time consuming

Exhaustive paper work

Lengthy and tiring procedure

More HR people required for evaluation

Problem in keeping the record


TO OVERCOME THIS PROBLEM WE REGIS TERED

A QIC:

WHAT IS QIC?

QIC (Quarterly Internet Campaign) is mainly used to improve

the technology.

To improve the recruitment and minimize the time of

evaluation we made software, which will reduce the time

of evaluation up to 65%.

It is build on excel sheets to make the software easier to

understand and less complicated.

In this initially we showed a comparison between previous

processes of manual evaluation of psychometric test with

present computerized evaluation.


Description of the steps in manual and computerized

evaluation of test and each step showing the time

variance between the two processes.

No more exhaustive paper work is required after using this

software.

The whole process of analysis of test is very much time

consuming since it takes 3 hours approximately in one

campus for FIRO-B evaluation but by the use of

computerized evaluation the same number of test

evaluation we can do just ln I hour 15 minutes.

It is very convenient for interviewer to just check the test

scores from computer screen than pile of paper.

This QIC is effective to the organization in terms of time and

cost both.


PREVIOUS PROCESS FOR EVALUATION OF FIRO-B

TEST:


Manual Psycho-Test

Manual Psycho-Test

Manual Evaluation

Manual Evaluation

Analysing Result by HR

Analysing Result by HR

LOI Issued if Selected


Call for interviewCall for

interview

Several steps of the evaluation of the FIRO-B test sheets are:

STEP 1.

The process starts from the manual psycho test. A hard copy of

psychometric test including BELBIN, MBTI SOCIAL STYLE TEST

and FIRO-B is given to the candidates.

STEP 2.

After the completion of the test, HR people manually evaluates

the FIRO-B test sheet .ln the evaluation of the test copy

minimum two HR people are required and it takes

approximately 10 minutes for one copy.

STEP 3.

After analyzing, rating is done by the interviewers and they

shortlisted the candidate accordingly.

STEP 4.

Shortlisted Candidates are called for the final interview, which

is taken by HR heads and other departmental heads.

STEP 5.

LOI (Letter Of Intend) is issued to the candidate if selected.


PROBLEMS IN MANUAL EVALUATION OF

FIRO-B:

There are various problems which HR people face in the

manual evaluation of the FIRO-B test. These problems are:

Exhaustive paper work.

Time consuming.

Difficult to evaluate.

Chances of wrong evaluation. Lengthy and tiring

procedure.

Adverse effect on company’s goodwill.

Creates confusion among interviewer and interviewee’s.

Difficult to see the scores of test of respective candidate at

the time of interview.


PRESENT PROCESS FOR EVALUATION OF FIRO-B

TEST:

The above process map shows the computerized evaluation or

the FIRO-B test.


Manual Psycho-Test

Manual Psycho-Test

Manual Evaluation

Manual Evaluation

Automatic Calculation of

Scores

Automatic Calculation of

Scores



Call for Final interview

Call for Final interview

It includes several steps which are:

Step 1.

The process starts from manual psycho test. A hard copy of all

the four psychometric tests are given to the candidate.

Step 2.

After completion of the test there is an evaluation of the test.

FIRO B COMPUTERIZED ANALYSIS SHEET:


In the above sheet HR people are required to fill only the

scores, which the candidate has marked in the question sheet.

After filling the scores of all the 54 questions, there will be an

automatic evaluation of the test and finally we get the result.

This procedure of computerized evaluation hardly takes 3

minutes.

STEP 3.

After filling the scores into excel sheets, they just need to click

on the corresponding worksheet, which will automatically show

the respective answers of evaluation. It can show the result of

30 candidates simultaneously.

This software is made from the simple excel formulas which is

easy to understand and access and there is no need to

maintain bulk of papers.


This computerized sheet is shown below:

FIRO-B RESULT SHEET

STEP 4.

HR head takes the final interview of the short listed candidate.

STEP 5.

An LOI is issued if the candidate is selected.


BENEFITS OF COMPUTERIZED EVALUATION OF THE FIRO-B TEST:

Easy evaluation.

Accurate result.

Less consumption of time.

Less chance of errors.

No exhaustive paper work required.

Builds Company’s goodwill.

Make these tests more efficient.

No need to maintain files to keep the record.

We can keep the record of 30 candidates at one sheet

only.

As ‘the software is made on excel sheets hence there is no

complicated coding .so it is easier to detect the error and

rectify it.

Evaluation can be easily done by a single person.


TIME SAVED AFTER COMPUTERIZED

EVALUATION:

The above sheet shows that the total time saved after the

computerized evaluation of the FIRO-B test is 3105-min. i.e. 52

hours (approximately).


GRAPHICAL REPRESENTATION OF THE TIME SAVED AFTER COMPUTERIZED

EVALUATION:

Time Saved = 52 hrs.

The over all calculation shows that the procedure of manual

evaluation of the FIRO-B test of only one candidate takes 7.2

minutes which is very much lengthy and tiring procedure.

There should be at least two HR people required for the

evaluation. One for telling the scores verbally and one for

marking the scores on the assessment sheet.


52 hrs

52

But in the case of the computerized evaluation of the test of

one candidate, the total time consumed is only 3 min. which is

very much less and the process of evaluation is very much

easy also. Only one HR people can also do this evaluation.

Hence the total time, which we are saving after the

implementation of the technique of computerized evaluation,

is approximately 52 hours.

GRAPHICAL REPRESENTATION OF THE MONEY

SAVED AFTER COMPUTERIZED EVALUATION:

Money saved – Rs. 15000 per annum.


Rs. 15000

The above graph is showing that the cost included in the

manual evaluation was Rs. 24000 approx. but the cost of

comp7uterized evaluation is just Rs. 9000 approx. Hence we

are saving Rs. 15000.

Result: Hence the computerized evaluation of the test is

effective in terms of time and cost both.


ANALYSIS SHEET OF MBTI

Above is the analysis sheet of MBTI test.

In this HR people feed the score given by the candidate and it

automatically give the result. This is also very much effective

and time saving.


RESULT SHEET OF MBTI:

Above is the result sheet of the MBTI test, which gives the

description of the personality traits of the candidate.



SUGGESTIONS ABOUT PSYCHOMETRIC TESTS:

TEAM HEADS

CANDIDATES

SUGGESTIONS OF CANDIDA TES:

It helps the candidate to be more confident and

comfortable with organization by solving these general

questions.

It gives a picture of organization’s work culture, which

sincerely consider the employee’s attitude, thinking,

perception, control etc.

Four psychometric tests are too lengthy and time

consuming.

Asking the same thing in different manner in questions

creates frustration among candidates.


SUGGESTIONS OF THE TEAM HEAD:

All the four psychometric tests are very much effective in

revealing the overall personality of the candidate, which

help the organisation in judging the right candidate to the

right job.

There should be a specific time limit of completing these

tests. The completion time of these tests should be I hrs 30

min.

The concept of the psychometric tests should be made clear

to other departmental heads for the better use of these

tests.

All the tests should not be circulated to every candidate.

There should be a specific test for a specific position.

Questions in these tests are repeated to check the

consistency of a person.



RECOMMENDATION

These test results should be discussed with the selected

candidates after the interview so that they will get to

know the area where they need to improve.

As discussed above all the four tests are made to reveal the

personality traits for different designations or positions

hence we should not give all the four tests to all the

candidates to make the whole process less tiring.

HR people should be more particular about the time limit of

the test.

HR head should clear the objective of these psychometric

tests to other departmental heads also so that they can

consider the effectiveness of these tests seriously at the

time of interview.



BIBLIOGRAPHY

Organisation Behaviour (9th Edition) - L.M. Prasad

Industrial Relation

Recruitment Literature

India Today

News Paper

o Times Of India

o Hindustan Times

www.google.com


Recruitment

Documents

process of recruitment

recruitment process

recruitment o

india email

kumar gm

right candidate

jay p gupta hod management

tests belbin test