Recruitment and selection

CHAPTER 1

INTRODUCTION

“Human Resource Management may be defined as a process which aims at developing human

resource for optimizing organizational performance as measured in terms of efficiency,

effectiveness and health by making correct diagnosis of the situation and providing leadership”.

Human Resource Management may be defined as a series of integrated decision that from the

employment relationship, their quality contributes to the ability of the organization and the

employee to achieve their objectives.

It is concern with the people dimension in management. Since every organization is made up of

people, acquiring their services, developing their skills, motivating their higher level of

performance and ensuring that they continue to maintain their commitment to organization are

essential for achieving organizational objectives.

HRD being an integral part of HRM has many instruments to facilitate the entire process of

organizational development and functioning. This instrument called as subsystem or method or

technique. Each subsystem focuses on same aspect of HRD. To have a comprehensive many of

these instruments may be needed to use simultaneously. The most frequently used sub-system is.

Man power planning

Recruitment and Selection.

Induction and placement.

Training and development.

Career planning and potential appraisal.

Performance appraisal.

Reward system.

Quality of work life.

Counseling and feedback.

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CHAPTER 2

LITERATURE REVIEW

Staffing is one of the main functions on Human Resource Management, refer to International

Human Resource Management perspective, staffing will be more important on the managing by

the headquartered company to their subsidiaries in order to gain more competitive advantage for

them. As a company want to achieve the mind of globalization, they must choose a suitable

staffing approach in order to doing business successfully not only in the domestic also in the

international environment. Maral Muratbekova-Touron (2008) stated that “One of the main

issues facing the development of the global companies has always been to find the right balance

between the local autonomy between subsidiaries and the control of the corporate headquarters.”,

it related to how the company recruit and select their staffs in their subsidiaries. In the present

paper will concentrate on the international staffing

Recruitment and selection forms the foundation of the core activities and processes underlying

human resource management and such activities include the acquisition, training and

development, and rewarding performance of workers (Gilmore, and Williams, 2009). The

success and sustainability of most organizations is directly proportional to skills and

competencies of the employees. Equally, the entry point into any organization is dependent on

the effectiveness of the recruitment and selection practices of the hiring team within the

organization. In light of this, competition in the UK employment market has increased

tremendously over the past few decades. This can be attributed to the inability of the

employment market to absorb the growing pool of graduates from institutions of higher learning.

According to Mohamed Branine, (2008, p. 497), graduate recruitment is one of the leading and

toughest challenges facing the majority of potential employers. Mohamed (2008) argues that the

causes of this phenomenon can be in part due to the complexities associated with the selection of

the most qualified individuals and as well, due to the availability a several graduates in different

disciplines from Ivy League institutions. To that purpose, the demand for quality graduates will

remain highly competitive the most advantaged recruiters will be those with strong recruitment

policies, coupled with exceptional training and development policies. In some instances,

2

financial abilities of potential recruiters will play a substantial role in future graduate recruitment

and selection processes.

Varied researches and studies have been carried out and written up regarding the aspect of

graduate recruitment, the attitudes of graduates, and the attitudes of recruiters with respect to

choosing their employers, and as well, the perceptions of graduates towards their formative years

in the employment sector. Covered in past researches also includes the influences of

management executives on recruiting activities, the strategies and methods used to conduct and

communicate information regarding the recruitment process, and reliability and accuracy of the

recruiting tools and instruments. Much of this research has, however, concentrated on different

aspects within the recruitment and selection process in different organizations across the work.

According to survey findings undertaking to determine the causes of variations in recruitment

methods used by employers in UK each year, 91 per cent of employers and potential graduate

recruits preferred the internet as the ideal method for large organizations (Mohamed, 2008, p.

504). Closely behind the internet at 89 per cent was the use of career literature such as Prospects,

Prospects Today, and GET directory ((Mohamed, 2008, p. 504). Other methods such as milk

rounds and career fairs were less popular after the survey findings estimated its popularity at 45

per cent each while recruitment agencies was the least popular at 15 per cent (Mohamed, 2008,

p. 504).

Reference List

Carless, S.A., 2007. Graduate Recruitment and Selection in Australia. International Journal of Selection and Assessment, Vol.15 Iss. .2, p.153-166

Gill, J.D.H. Banks, 1978, “Assessment of Management Potential in Graduate Recruitment,” Personnel Review, Vol. 7 Iss: 3, pp.56 – 61

Gilmore, S. and Williams, S. 2009, Human Resource Management, Oxford: Oxford University Press.

Keenan, T. 2005. Graduate recruitment in Britain: A survey of selection methods used by organizations. Journal of Organizational Behavior, Vol. 16 No. 4, 303-317

3

Mohamed Branine, 2008 “Graduate recruitment and selection in the UK: A study of the recent changes in methods and expectations”, Career Development International, Vol. 13 Iss: 6, pp.497 – 513

Raybould, J., and Sheedy, V. 2005, “Are graduates equipped with the right skills in the employability stakes?” Industrial and Commercial Training, Vol. 37 No. 5, pp. 259-63.

Roberts, G. 2005, Recruitment, and Selection, 2nd ed., Chartered Institute of Professional Development, London.

Sackett, P.R. and Lievens, F. 2008, “Personnel selection,” Annual Review of Psychology, Vol. 59, pp. 419-50.

Shiona C., 2010 “Degrees of fit? Matching in the graduate labor market,” Employee Relations, Vol. 32 Iss: 2, pp.156 – 170

Silvestre, J., Anderson, N., Haddleto, E., Cunningham-Snell, N., and Gibb, A. 2000. “A Cross- Modal Comparison of Telephone and Face-to-Face Selection Interviews in Graduate Recruitment” International Journal of Selection and Assessment. Vol. 8. No. 1. Pp.16-21

Tineke C, & Maddy J, 2008. “Global managers’ career competencies”, Career Development International, Vol. 13 Iss: 6, pp.514 – 537

4

CHAPTER 3

RESEARCH METHODOLOGY

3.1 SPECIFIC OBJECTIVES OF THE STUDY

To understand various recruitment and selection practices and procedures.

To identify the factors that affect recruitment and selection procedures.

To examine various sources of recruitment and selection.

To find out the recruitment process of the organization….

To find the mission and vision related to the recruitment…

To know the recruitment policy of the organization.

To focus on major elements of Recruitment process and recruiting personnel.

5

3.2 IMPORTANCE OF THE STUDY:

With the strong and gusty winds sweeping the major parts of the world, it is highly impossible

for any nation to remain unaffected by their choice. India with its large population in the world,

The Indian industry is facing a competitive air, which is to be achieved through people. Human

assets are the most important from all the assets. People are the key factors in any industry. It

becomes very important for any industry to pick up right people for right job.

Hence Recruitment and Selection play key role in Human Resource Department. Recruiting is

also like a sales function (selling your organization to the applicant.) It is important for the

recruiter to know the skills, knowledge, capabilities, attitude, and need of the applicant. Wrong

selection effects whole organization. Thus it is very complicated job of searching right person for

right job.

The study and understanding of various systems of recruitment and selection as a HR subsystem

in various industries and co-operative sectors.

3.3 RESEARCH DESIGN

3.3.1 MEANING:-

The research design is a comprehensive master plan of the research study to be undertaken,

giving a general statement of the methods to be used. The function of a research design is to

ensure that requisite data in accordance with the problem at hand is collected accurately and

economically. Simply stated, it is the framework, a blueprint for the research study which guides

the collection and analysis of data. The research design, depending upon the needs of the

researcher may be a very detailed statement or only furnish the minimum information required

for planning the research project.

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3.3.2 TYPE OF RESEARCH DESIGN:

The study makes an effort to define the different aspects of recruitment and selection. It also

explores the various factors which affect the success and failure of this system and it’s probably

advantageous and beneficial to the industry. Hence the study is descriptive cum explorative in

nature.

Exploratory research is a type of research conducted for a problem that has not been

clearly defined. Exploratory research helps determine the best research design, data

collection method and selection of subjects. It should draw definitive conclusions only

with extreme caution. Given its fundamental nature, exploratory research often concludes

that a perceived problem does not actually exist.

Exploratory research often relies on secondary research such as reviewing available literature

and/or data, or qualitative approaches such as informal discussions with consumers, employees,

management or competitors, and more formal approaches through in-depth interviews, focus

groups, projective methods, case studies or pilot studies. The Internet allows for research

methods that are more interactive in nature. For example, RSS feeds efficiently supply

researchers with up-to-date information; major search engine search results may be sent by email

to researchers by services such as Google Alerts; comprehensive search results are tracked over

lengthy periods of time by services such as Google Trends; and websites may be created to

attract worldwide feedback on any subject.

The results of exploratory research are not usually useful for decision-making by themselves, but

they can provide significant insight into a given situation. Although the results of qualitative

research can give some indication as to the "why", "how" and "when" something occurs, it

cannot tell us "how often" or "how many".

Descriptive research design is a scientific method which involves observing and

describing the behavior of a subject without influencing it in any way. Descriptive

research deals with everything that can be counted and studied. But there are always

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restrictions to that. Your research must have an impact to the lives of the people around

you. For example, finding the most frequent disease that affects the children of a town.

The reader of the research will know what to do to prevent that disease thus, more people

will live a healthy life.

3.4 SAMPLE:

The sample includes HR managers, executive HR managers, non HR. Employees as well

as supervisors.

3.5 SAMPLING:

Selective sampling method and random sampling methods were used to select the

companies and respondents.

3.6 SAMPLE SIZE:

Sample size is 100 respondents.

DETERMINATION:-

n = ∑2 (a/2)2

………………………... = 1.5626(3.8416)

E2 …………………………………

(0.245)2

= 100.041662

As per above, formula I am select the no. of respondents.

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CHAPTER 4

INDUSTRY PROFILE

4.1 INTRODUCTION

Ceramics is one of the most ancient industries on the planet. Once humans discovered that clay

could be dug up and formed into objects by first mixing with water and then firing, the industry

was born. As early as 24,000 BC, animal and human figurines were made from clay and other

materials, and then fired in kilns partially dug into the ground.

Almost 10,000 years later, as settled communities were established, tiles were manufactured in

Mesopotamia and India. The first use of functional pottery vessels for storing water and food is

thought to be around 9000 or 10,000 BC. Clay bricks were also made around the same time.

Glass was believed to be discovered in Egypt around 8000 BC, when overheating of kilns

produced a colored glaze on the pottery. Experts estimate that it was not until 1500 BC that glass

was produced independently of ceramics and fashioned into separate items.

Fast forward to the Middle Ages, when the metal industry was in its infancy. Furnaces at that

time for melting the metal were constructed of natural materials. When synthetic materials with

better resistance to high temperatures (called refractoriness) were developed in the 16th century,

the industrial revolution was born. This refractoriness created the necessary conditions for

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melting metals and glass on an industrial scale, as well as for the manufacture of coke, cement,

chemicals, and ceramics.

Another major development occurred in the second half of the 19th century, when ceramic

materials for electrical insulation were developed. As other inventions came on the scene-

including automobiles, radios, televisions, computers-ceramic and glass materials were needed to

help these become a reality, as shown in the following timeline.

4.2 Timeline of Selected Ceramic and Glass Developments Year Development24,000 B.C. Ceramic figurines used for ceremonial purposes14,000 B.C. First tiles made in Mesopotamia and India9000-10,000 B.C.

Pottery making begins

5000-8000 B.C.

Glazes discovered in Egypt

1500 B.C. Glass objects first made1550 A.D. Synthetic refractoriness (temperature resistant) for furnaces used to make steel,

glass, ceramics, cementMid 1800’s Porcelain electrical insulation

Incandescent light bulb1920’s High-strength quartz-enriched porcelain for insulators

Alumina spark plugsGlass windows for automobiles

1940’s Capacitors and magnetic ferrites1960’s Alumina insulators for voltages over 220 kV

Application of carbides and nitrides1970’s Introduction of high-performance cellular ceramic substrates for catalytic

converters and particulate filters for diesel engines1980’s High temperature superconductors

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Source:- company internal manuals..

4.3 CERAMICS INDUSTRY IN INDIA:-

INTRODUCTION

The industry report serves to give an overview of the sector and capture the basic characteristics

of the sector in term of its overall size, present status and future potential. The regulatory aspect

of doing business in India as the well relevant tax and fiscal environment governing business in

India in India are also discussed here.

BACKGROUND

THE ceramic industry in India was started in the late 1950s with H&R JOHNSON setting up its

plant for the manufacture of wall tiles at thence near Mumbai, Sparta ceramic joined in 1985.

The booming demand for floor tiles promoted the entry of other player like regency ceramic,

Kajaria ceramic, Murudeshwar ceramic, bell ceramic.

By basic product variation the tiles market has three component segments (A) MOSAIC (B)

ceramic and (C) natural stone. Mosaic tiles claim a 70% share. The ceramic tiles and natural

stones share the rest almost equally. Natural stone in turn three segments; grants, marbles and

other stones including quota stone.

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SIZE OF THE INDUSTRY

Ever since liberalizations process was initiated in 1991, the excise duty for the industry has been

on the slide down. From as high as 55% in 1993-94, it was reduced to 40%in 1994, to 30% in

1995-96 and to 25% in the budget of 1997-98. The chelliah committee had recommended even

less, 15%by 1997. The cuts reduced the price differential between.

Ceramic and mosaic tiles. This rejected in a store of which in the industry compendious excellent

there practice and a few new player inters refilled. In1994-95theindustyr capacity expended by

40% and in 1995-96.it expended further why 32%. The capacity has consisted to expend why a

similar jump in 1997-98.

The floor tiles segment growing faster, living only limited dial capacity bathe wall market has

been growing at store living large utilized capacity.

The growth has scolded down due to both endogenous and exogenous factor, while costs are

spiraling up .the demand growth, however, romance at relative lawyer level (15%). This has laid

to lower presses and lower mergence of profit. The principles factor for the change was the full

in demand lad by a decline in the construction activity. This was aggravated by increases in

infrastructure cost- freight, energy and petroleum product- high interest reds accompanied by

financial stringency. The competition was synchronized with low margins, in of scenario

dominated by a buyer market; the credit in period has gone up to 90 to 100 days as again 30to

35-ear liar. With a diverse variety of the product in term of size, colors and design, inventory

levels have inordinately high.

4.4 CURRENT STATUS OF THE INDUSTRY

The ceramic tiles industry in India has followed similar trades internationally which have also

been characterized by excess capacities and foiling margins. Countries like malaise, Thailand,

Indonesia, Srilanka, Vietnams are setting up there on plants. Carina in emerging as measure

competitor. Producer from Spain & Italy have the advantage of lower transportation cost while

sporting to U.S.A & Germany. In India the per capita consumptions visas low as point zero five

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sq. m. compare to point six & five sq. m. in chain& Europe respectively. Rising deposal income

of the growing class 40 million units of hoarsely shortage however hold out a great potential.

A major change which took over the ceramic tiles industry was the introduction of wall tiles for

bathrooms and kitchen floors n offices and for decorative hangings

The domestic market size by value of ceramic tiles in 1996-97 is estimated at a title over rs.11

billion. The Indian industry has developed and export t market all the at throw lower and. in

volume it constitutes only about half a percentage of the glower market. The export is rising at

the rate of 8 %. The upper in market is dominated by Italy and Spain.

The industry has a total production capacity of a proxy mightily one minute TPA in the organize

sector and 200000tpa in the small and informal sector. Some 10% of the capacity in the

organized sector is none operational. The informal sector has relatively variable capacity profile.

Apart from the 6 mature players at the top there are 29 smaller player in the organization with

total production 6, 50,000 tons in 1996-97 the capacity utilization in the organization sector by

65%.

H&R JOHNSON SOMANY CERAMIC and Kajaria dominate the wall tiles segment. In the

floor tiles Murudeshwar, bell and sparked account for 60% of the ton over the organized sector.

The institutional to retail sale ratio 40:60.

H&R JOHNSON are wall tiles and spared in floor tiles have attend high brand values. Floor tiles

segment is anticipated to grow faster and the wall tiles as the conception ratio shifts from 2:1 to

almost 1:1 as is in the developer counters.

The industry is capital intensive although there is a sizeable presence of the informal sector,

which operator on, smaller capital inputs. With new technology and large economic size, the

capital costs are high. So are the capitals working requirements because of the need to store a

wide variety of the product and long credits?

Kajaria and SOMANY CERAMIC dominate the north while H&R Johnson, Bell and

SOMANYs CERAMIC rule the west; Murudeshwar and Sparta share the southern markets.

13

H&R Johnson (India) has the largest market share in the wall tiles. Johnson International of the

UK holds 40% of its equity. It is setting up a 93; 000 TPA plant (30; 000 TPA of wall and 63;

000 TPA of floor tiles) in Raigede district of Maharashtra, which could be the largest in South-

East Asia. Kajaria Ceramics is second largest player in the industry. In has maintained a fast

growth amongst the industry majors with a 30% growth in turnover and 50% in net profit.

SOMANY CERAMIC, the erstwhile SOMANY CERAMIC limited Pilkington Ltd, with a long

prese3nce in the country along with H&R Johnson, commands the second largest market share

(19%) in the wall tiles segment. It is further expanding the capacity from 110,000 TPA to

130,000 TPA.

Among the other established players are Deora ceramics, Diamond Ceramics, Diamond

Ceramics. These apart, there are new entrants like EID party, Abramabad Asbestos and Nitco.

CHAPTER 5

COMPANY PROFILE

5.1 INTRODUCTION:-

Decorating home today would be easier if one could see into the future. This is exactly what

SOMANY CERAMIC limited tiles does to facilitate your decision. From a modest beginning of

1500sqm a day in 1972, SOMANY CERAMIC limited entered into the world of ceramic tiles in

collaboration with Pilkington’s tiles o.k. three decades later today we stand proud as the first

Indian ceramic company to have both tiles per year.

MR. SHREEKANT SOMANY CERAMICS LIMITED…

In this 32 year, we have been closely associated with the evolution of tiles in the building

industry and progressively we have nurtured our producer to suit the needs of our clients.

14

Once again SOMANY CERAMIC limited proudly presents a complete new range of “A tile

with a difference” born out of our R&D our new floor tiles with anti ageing VC shield

protection made by revolutionary veil craft technology bring you closer to nature and ensures

timeless elegance. AT SOMANY CERAMIC limited, we continue to build our competitive

advantage with a series of carefully charted our strategy of alliances, innovative product launches

and quality service from our family of dealers add value to your home.

Founder of the company

MR.H.L.SOMANY:-

A visionary and the grounder direction of SOMANY CERAMIC limited, (formerly known as

SOMANY CERAMIC limited Pilkington’s) he is also credited with setting up mega brands like

Hindustan sanitary ware & industry limited and m\s Hindustan national glass limited. With more

thorn 60years experience in business, Mr. SOMANY is member of institute of ceramics. During

the illustrious career, he has held various positions with the government and nongovernmental

agencies and was the chairman of capelin in 1969, and a member of the eastern regional

committee of IDBI.

His social committee and saw him being instrument in setting up and running several schools

and colleges in Rajasthan and harridan. His faced personality makes him a keen patron of arts

and the chairman of the sangeet kalamandir trust & samagam.

15

Source:- from the company internal manuals…

Board of directors:

MR. SHREEKANT SOMANY

Chairman and managing director was trained at foundry practices and machine shop, Geneva. He

set up soma bumbling and fixtures in 1975. Later, he moved on to head the glass division of

Hindustan sanitary ware, a turnaround venture. Two year after joining SOMANY CERAMIC

limited in 1992, he took over as managing director. Since, he has spearheaded the company

growth and foray into the future. He is the chairman of the Indian council of ceramic tiles and

sanitary (ictus) and holds key position with managing and committees of ASSOC HAM and the

PHD chamber of comers and industry and also a member of national council of confederation of

Indian industry

16

Source:- www.somanycermaics.com

MR. ABHISEK SOMANY

An MBA from Richmond University with specialization in accounts and Finance, he is joint

managing director of SOMANY CERAMIC limited.

Before charting a new success coerce for the company: which has taken SOMANY CERAMIC

to new heights, he has undergone intensive training at M\S Pilkington’s tiles U.K. Manchester

plant in manufacturing of glazed ceramic wall & floor tiles and has attended advance

management course at Ridge Park, o.k.

In course of his association with the c company in various capacities, Mr. SOMANY

CERAM,ICS limited has gained wide knowledge and experience e in all aspects of ceramic and

tiles industry and also acquired valued experience and knowledge in varied aspects of corporate

affairs.

17

http://www.somanycermaics.com/


Directors:-

Mr. Shrikant Somany, chairman and managing director

Mr. Abhishek Somany, joint managing director

Mr. G.g. trivedi, executive director

Mr. Ravi Mohan, director

Mr. G.l.sultania, director

Mr. R.l.gajjar, director

Mr. R.k. dagha, director

Mr. Sail singhal, director

18


Mr. Raminder nath, director

Mr. Sunil trikha, nominee director

G.l. sultania has been with the company for over 28 years and has been a director since 1997.

Mr. Sultania is a fellow member of the institute of chartered ac content and company secretary of

India. He is the executive director and secretary of Hindustan sanitary ware and industry limited.

R.K.daga is postgraduate in business management from England. He has his own engineering

firm in Kolkata, engaged in precision tailor-made jobs and also in the business of financial

service and training.

Management team:

Mr. R.k. bijawat, president of sales and marketing

Mr. T.k. Jena, vice president of sales and marketing

Mr. R.k. lakhotiya, vice president of finance

Mr. Dave, vice president of technical

5.2 HISTORY OF THE ORGANISATION

SOMANY CERAMIC limited, original SOMANY CERAMIC’S LIMITED, was started

by sheer hire Somany (founder and c Harman) on20th January 1968.

The name of the said company changed Somany ceramic limited on 13 th October 1995. In

1971, first unit of Somany ceramic limited was established of kassar, Haryana, in

technical collaboration with Pilkington’s tile holdings. UK. Considering the ever-growing

demand of SOMANY CERAMIC limited tiles in south and west region, a second unit of

SOMANY CERAMIC limited was set up in Gujarat in 1981.

The year 1990 saw a new floor tile plant at kassar.

19

In 1996 the R&D department of SOMANY CERAMIC got government re cognition.

This was a great ac divalent considering that SOMANY CERAMIC ltd. was the first in

tile in the industry to achieve this.

In 1998, SOMANY CERAMIC limited got ISO 9002 certification for its manufacturing

facilities. 1999 witnessed a huge demand for vitrified tiles in the Indian market and the

company decided to put up a new lent to cater to it.

The same year verified tiles plant, kassar, was established in technical collaboration with

Leonardo ceramic 1502 and GRAVITY – v certified was launched. In the same year,

SOMANY CERAMIC LTD. Was awarded ISO14001 c certification for its environment

friendly manufacturing facilities and thus become the tiles company in the tile industry to

have both ISO 9002AND 14001 TO ITS CREDIT.

In 2000, continuing expansion spree, a new floor tile was set up at Kadi.

To manufacture product as peer the market demand and to up-grade the manufacturing

units, ratified line was added to the plants for making them most energy efficient.

20

With a turnover of Rs. 245 corer for the year 2005-2006, SOMANY CERAMIC limited

floor and wall tiles is the umbrella brand of SOMANY CERAMIC ltd. And the leading

manufacturing of quality floor and wall tiles in Indian.

5.3 MISSION OF THE ORGANISATION:-

"Achieving customer delight through business innovation and cost effectiveness while pursuing

latest fashion trends in ceramics & allied products for creating stakeholders values”

5.4 VISSION OF THE ORGANISATION:-

"Most sought after tile and allied product in India and be the best employer in the tile industry".

5.5 UNIT AT A GLANCE

UNIT AT KADI….GUJARAT

SOMANY CERAMIC LIMITED

21

14, G.I.D.C. INDUSTRIAL ESTATE.

DIS: MEHSANA,

KADI-382715

GUJARAT

Contact person: Mr. K.c shah

Tel: 02764-242153\54

Fax; 263011

Email: marketing@ Somany ceramic

Kadi. Com

Marketing officer:

Somany ceramic limited

302-3 sakar-1

Opp. Gandhigrame railway station.

Off. Ashram road

Ahmadabad- 380009

Contest person: Mr. Dhwani sheth

Tel: 079-26576140\443

Fax: 26576444

Email:[email protected]

email:[email protected]

Registered officer:

22

Somany ceramic limited

82\19, bhakarwara road mundka,

New delhi-110041.

Phone no: 011-28345049.

Email:[email protected]


UNIT AT KASAR, HARIYANA

This unit was set up in 1972 with an installed capacity of 5400 tap for the production of ceramic

glazed wall. Company raised production to 21600 TPA by 1956. in 1956 the company under a

diversified scheme for the manufacture of 1500 tons per annum of ceramic glazed floor tiles in

23


technical collaboration with Pilkington’s tile holding Limited, United Kingdom Today aggregate

Production Capacity of Wall, Flore & vitrified tiles at Kasseri is 7.02 million square meter.

Somany ceramics, kassar Haryana

Po :- kassar 124507

Contact person:- Mr. shyam

Tel: 01276-24001-005

Fax no:- 241006\1011

Email – [email protected]

Address :-

Somany ceramics ltd,

M – 41/2, speed bird house,

Middle circle

New delhi-110001

Contact person: - Mr. Sanjay Sharma

Tel no:- 011-23417222\23\25

5.6 CORPORATE MILESTONES

2012

24

mailto:[email protected]

Somany has again set a new benchmark by earning INDIAN POWERBRANDS

AWARD-2011-12. Indian Power brands is a research driven anthology of India's most

powerful companies, which are successfully taking on and beating their global

competitors in their own unique ways. The award function was held on 12th Dec at

Grosvenor square, London. The event was held in order to felicitate those Indian cult

brands which are globally recognized and appreciated for their strong brand equity.

2011

Green Building Certification: We are the first one to get the membership to the Indian

Green Building Council. Somany Ceramics’ membership to the IGBC, reassures that

each manufactured product is eco friendly. Green building is a model of sustainable

building world. This approach ensures the health and comfort of the building occupants

through the use of sustainable building material. IGBC’s Green homes is the first rating

program developed in India, exclusively for the residential sector. It is based on

accepted energy and environmental principles and strikes a balance between known,

established practices and emerging concepts. Green buildings are the practice of creating

structures and using processes that are environmentally responsible and resource

efficient throughout a building’s life cycle.

2010

Somany became India’s first tile company to be felicitated with the BIS mark license for

its products, manufactured at the Kassar manufacturing unit.

Won the Power Brands Award.

2009

Somany earned the patent for its innovative VC Shield technology.

2000

Awarded Export House award.

25

Capexil award for three consecutive years

1999

ISO 14001 certification awarded


1998


1996

Somany’s in-house R & D department became the first department in the Indian tile

industry to get approval/recognition from the Govt. of India.

CHAPTER 6

26

CONCEPTUAL FRAMEWORK

6.1 Introduction of Recruitment

The primary function of recruitment and selection process is to achieve one desired and –

selecting right people for right job. Human resource planning helps to determine the number and

types of people and organizational needs. Several stages occur before the final decision is made.

To start the process leading to selection of the rights person, suitability qualified and experienced

applicants must be attracted, but what, “suitably qualified and experienced means has to be

determined. The use of job description and specification has to be made for this purpose. This

means that skills, traits and aptitudes should be describe precisely and indicators included. So

assessments can be based on evidence.

A well designed job can be motivate an individual and provides opportunities for their personal

and career development

In simple term “Recruitment can be understood as the process of searching for an obtaining

applicant for jobs, from among whom the right people can be selected

A formal definition of “recruitment is a process of finding and attracting capable applicant for

employment. The process begins when new recruits are sought and ends when their application

are submitted. The result is a pool of potential qualified job candidates.

6.1.1 Nature of Recruitment

Recruitment refers to the process of receipt of applications from job seekers. In reality, the term

is used to describe the entire process of employee hiring. There are special recruitment

department in every organization. Recruitment is understood as the process of searching and

obtaining applicants for jobs, from among who the right people can be selected.

Recruitment process is said to end with the receipt of applications, in practice the activity

extends to the screening of applications, in practice the activity extends to the screening of

applications so as to eliminate those who are not qualified for the job.

6.1.2 The purposes of recruitment and selection:-

27

Determine the present and future requirement of the organization in conjunction with it

personnel planning and job analysis activities

Increase the pool of job candidate at minimum cost

The increase the success rate of the selection process by reducing the number of visibly

under qualified or over qualified job applicant

Help to reduce the probability that job applicant ones recruited and selected, will leave

the organization only after a short period of time

Meet the organization legal and social obligations regarding the composition of its work

force.

Begin identifying and preparing potential job applicants who will be appropriate

candidate.

Increase organizational and individual effectiveness in short and long term.

Evaluate the effectiveness of various recruiting technique and source for all type of job

applicants.

Recruitment represents the first contact that a company makes with potential employees. It is

through recruitment that many individual will come to know a company and decide whether they

wish to work for it. A well planned and well managed recruiting effort will result in high quality

applicants; where as a haphazard and piecemeal effort will result in mediocre ones

The recruitment process should inform qualified individual about employment opportunities,

create a positive image of the company, provide enough information about the job so the

applicant can make comparison with their qualification and interest, and generate enthusiasm

among the best candidate so that they will apply for the vacant positions.

6.1.3 Recruitment process:-

28

Source:-company internal manuals….

IDENTIFY VACANCIES:-

29

IDENTIFY VACANCIES

APPLICATION BLANK

INTERVIEW

TEST

SELECTION

First step of any recruitment process is to identify the future requirement of the employees in to

the organization.

According to identified vacancy in the department need of requisition form arises which is filled

by the HOD and attested by top managers and sent to HR department.

For identifying the vacancies for every department the hr department will collecting the

requirement data from every department. Which includes the several information like, position,

skills, abilities and many more information contain.

APPLICATION BLANK

Application blank is the other step of the recruitment process in which the organization get the

application from the job seekers. applications are get from the various sources. The sources

which are used by the SOMANY CERAMICS LIMITED are as under:-

Internal sources

Walk in interview

Reference

Naukari.com

As mentioned above are the main sources are used by the SOMANY CERMAICS for recruiting

the employees.

INTERVIEW:-

Interview is one of the most important steps in recruitment process. Interview means a detail

conversation with the candidates to know the real information of them, their skills, abilities,

knowledge and many more matter which are imported in company point of view. There are

several types of interviews which are used for the know the candidates at various levels.

In SOMANY CERAMICS while recruiting the employees the some types used which are

mentioned below:-

30

One to one interview

Written interview

Panel interview

One to one interview

This is a 'One-To-One' Interview. It is a verbal and visual interaction between two people, the

interviewer and the candidate, for a particular purpose. The purpose of this interview is to

match the candidate with the job. It is a two way communication.

Panel Interview

Panel means a selection committee or interview committee that is appointed for interviewing

the candidates. The panel may include three or five members. They ask questions to the

candidates about different aspects. They give marks to each candidate. The final decision will be

taken by all members collectively by rating the candidates. Panel interview is always better than

an interview by one interviewer because in a panel interview, collective judgments are used for

selecting suitable candidates.

Written interview

Written interview is one type of interview in which candidates provides the information in to

the written from. Now, a days in every organization it’s became a very popular and easy for the

conducting.

31

TEST

In recruitment process there are various test are taken by the several organization. In SOMANY

CERAMICS for higher post THOMAS PROFILE named test is taken. Their detail mentioned

below:-

Thomas profile is one of the most popular test in organization. It’s not very easy to conducting

in small organization. Thomas profile test have a various aspects which measured the different

side of candidates. Thomas profile test contain the many aspect of the candidates. It’s mostly

used for to measured the employee skills, abilities, knowledge and etc. some primary

information related to the Thomas profile mentioned below:-

BASIC CHARACTERISTICS:-

John Thomas is a forceful, creative individual who uses both assertiveness and persuasion to

achieve his goals. Initially he tends to adopt a persuasive approach in order to convince others

and gain their assistance in achieving goals. However, if persuasion does not have the desired

effect, he will adopt a direct, assertive approach. John Thomas is a versatile, competitive self-

starter who acts and reacts quickly to the demands of a situation. He enjoys challenge, variety, a

wide scope of operations and independence. John Thomas expects reward for effort,

advancement and commitment negotiated on a one-to-one basis. He can show impatience and

intolerance if things move too slowly or fail to go his way. Thomas Sample is an amiable,

friendly, non-aggressive individual who is normally both accurate and organized. He tends to

dislike conflict and confrontation. However, Thomas Sample enjoys discussion and debate and is

quite a competent communicator. He is usually a good team member who prefers to support

rather than direct or lead others. Thomas Sample can become anxious when faced with change,

particularly if it is unplanned or unexpected. He has the ability to apply himself to both detailed

and routine work. His approach to decision making tends to be one of suggesting rather than

directing. Thomas Sample is naturally a relaxed individual despite being rather anxious to please.

32

MOTIVATORS AND FEARS

John Thomas is motivated by tangible goals, authority, prestige, a variety of tasks, pace, public

recognition and the opportunity to advance. He seeks responsibility with authority to act and take

decisions. John Thomas works best for a direct leader who is willing to delegate authority and

with whom he can discuss issues on a one-to-one basis. He seeks result orientated colleagues

who respond quickly to a challenge and are willing to accept personal responsibility. John

Thomas has An innate fear of failure and loss of public face. Thomas Sample is motivated by a

sense of belonging, open democratic relationships, public recognition, harmony and trouble-free

environment. He prefers team roles that afford him the opportunity to counsel, coach, advice and

negotiate with others. Thomas Sample works best for a democratic mentor who is sincere,

explains "why" as well as “what" is required and then allows time for discussion, questions and

clarification. He responds well to colleagues whom he can trust, converse and associate with on a

social as well as a work basis. Thomas Sample has an innate fear of insecurity, rejection and

making errors.

COMMUNICATION AND INTERACTION

John Thomas is an active, direct, demanding and fluent communicator. His style is energetic,

goal orientated, quick-paced And challenging. John Thomas's vigorous verbal approach can be

seen by Thomas Sample as impatient, lacking in explanation and consequently

inhibiting .Thomas Sample is an open, friendly and relaxed communicator with good listening

skills. His style is non-aggressive, patient, explanatory and gently persuasive. This tutorial

approach to communication can be seen by John Thomas as lacking focus and goal orientation.

How well John Thomas and Thomas Sample communicate depends on John Thomas's self-

awareness. Although Thomas Sample is the more natural communicator, John Thomas is the

more dominant and thus will control the degree of interaction. To achieve optimum interactive

communication, John Thomas must moderate his approach and listen more actively, whilst

Thomas Sample needs to adopt a more assertive and goal orientated style of communication.

33

GENERAL COMPATIBILITY

The common trait of social interaction should provide the base for an acceptable level of general

compatibility. However, the difference in assertiveness, pace and detail emphasis could give rise

to significant dissonance in the workplace.

WORK COMPATIBILITY

As John Thomas will want to assert his influence and independence he will seek roles that allow

him to lead, persuade and take decisions. This should not cause Thomas Sample undue concern

as he tends to prefer roles that offer him the opportunity to advice and support rather than direct.

However, he needs time to think through and check out the available options before making a

suggestion or proffering an opinion. Thus, he will resent and resist attempts to pressurize him

into making quick decisions or giving an instantaneous response. John Thomas may find Thomas

Sample's approach unnecessarily hesitant, slow and frustrating. Thomas Sample could find John

Thomas's more assertive and urgent approach inconsistent and intimidating. Their ability to

effectively reconcile their differences will be influenced by what each perceives as the intention

of the other.

PERSONAL PERCEPTIONS

If John Thomas perceives Thomas Sample's slower, less assertive and more detailed approach as

stubbornness or an attempt to use specifics and rules to avoid commitment and safeguard his

own position, the opportunity for an effective working partnership will be significantly

diminished. On the other hand, should John Thomas view these same attributes as an ability to

explain in detail so that others can understand exactly what is required and as a consequence

reduce the chance of costly error, then co-operation and competence will increase .Likewise,

should Thomas Sample view John Thomas's more assertive and urgent approach as the use of

persuasion and influence to enhance personal popularity, rather than carry others with him to

secure a successful result to the benefit of all, there will be little chance of cohesion.

As mentioned above Thomas profile test is one of the most important test which is conducted

for the know the whole abilities , skills, knowledge and many more things of the candidates

which are higher for the senior post in to the organization.

One of the example of Thomas profile test.

34

Sample Personality Profile Test

Thomas Personal Profile Analysis

Think of yourself in a work situation

In each line select the word that MOST describes you in the work situation and place an M in the box

Chose a word from each line which LEAST describes you in the work situation and place an L in the box

Each completed line must contain an M and an L

Gentle Persuasive Humble Original

Easily led Bold Loyal Charming

Sociable Patient Self-reliant Soft spoken

Talkative Controlled Conventional Decisive

Aggressive life of the party Soft touch Fearful

Confident Sympathetic Tolerant Assertive

Respectful Pioneering Optimistic Accommodating .

Trusting Contented Positive Peaceful

35

Accurate Outspoken Restrained Companionable

Restless Neighborly Popular Faithful

As mentioned above is one type of personality test which measure the various aspects of the personalities.

In, Thomas profile there are various types of test are included.

36

6.2 Selection 6.2.1 Introduction

Employee Selection is the process of putting right men on right job. It is a procedure of matching

organizational requirements with the skills and qualifications of people. Effective selection can

be done only when there is effective matching. By selecting best candidate for the required job,

the organization will get quality performance of employees. Moreover, organization will face

less of absenteeism and employee turnover problems. By selecting right candidate for the

required job, organization will also save time and money. Proper screening of candidates takes

place during selection procedure. All the potential candidates who apply for the given job are

tested.

But selection must be differentiated from recruitment, though these are two phases of

employment process. Recruitment is considered to be a positive process as it motivates more of

candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While

selection is a negative process as the inappropriate candidates are rejected here. Recruitment

precedes selection in staffing process. Selection involves choosing the best candidate with best

abilities, skills and knowledge for the required job.

37

6.2.2 Selection Process

Source:- from company internal manuals…

Inviting Application:

38

INVITING APPLICATION

RECEPTION OF APPLICATIONS

PRILIMINARY INTERVIEW

INTERVIEW

INVISTIGATION OF REFFERALS

FINAL APPROVAL

PLACEMENT AND INDUCTION

First step in the selection process is inviting applications from prospective candidates. A

carefully devised application from is in itself an effective selection device. For this reason,

application forms are specially designed for each principal class of jobs to be filled. The main

purpose of application is to obtain information in the applicant own handwriting regarding his

suitability for employment. Application form should be as simple as possible and must

incorporate question having bearing on the fitness of applicant in job.

Reception of Applicants:

On the fixed date of selection, the applicants are required to present themselves in the office on

the company. There they must be given proper reception.

Preliminary Employment Interview:

The preliminary interview is usually quite short and has its object the elimination of the

obviously unqualified candidates. Lack of certain requirement in education, age, experience etc.

might determine unfitness. Hence, it is distinctly directive. It does not prob deeply into the

applicant’s special specifications, interests and experience etc. on the other hand, the interview

seek to move rapidly from one of them eliminates the candidate or he is cleared from further

investigation. If an applicant is eliminated in the early part of the selection procedure, the

company is saved the expenses and time of processing him through remaining step of the

procedure.

Interview:

After going through test, the successful candidates are interviewed. Although application blanks

and tests provide much valuable information about the candidates yet they do not provide the

complete set of information required of the applicant. In much current practice principal

dependence is placed on determinative interviews. But however, unplanned, casual interviews at

this stage involve many hazards and are likely to be misleading and unreliable. They give only a

general impression. Hence, carefully planned or, “Patterned” interviews should be conducted.

Various outlines and guides are available now a days to assist in these patterned employment

interviews.

Investigation of Reference:

39

A request for reference is commonly made in the application form. Candidates are required to

give at least two or three references so that their previous history, character and behavior etc.

may be investigated. Available evidence indicates, however, that actual use of these reference is

not made most current practice. And much of the use is made is ineffective because the

confidential nature of such inquiries is not assured. If any dependence is to be placed on the

information secured form reference special cause must be used in soliciting information and

assuring its secrecy.

Final Approval:When all tests, interview and physical examination, etc are passed by a candidates he becomes

eligible for appointment. Sometimes, more candidates are selected, so that a waiting list can be

prepared. If the selection is equal to the number of actual vacancies, they are called for training

or joining, as case may be.

Placement and Induction:It is a controversy over whether placement and induction is the part of selection process or not.

But as a matter of fact, it must be there. The new employee must be shown his job, introduced to

his fellow employees and supervisor and assisted in making such personnel adjustment as are

necessary to his effective performance in the work team. Plant tour can be arranged for them,

printed hand book that describe the employer, products, rules and regulation, privileges enjoyed

by them etc. can be given to them if the number of new employees is too large, orientation

classes can be arranged for them. But according to need some provision for induction must be.

40

CHAPTER 07

SWOT ANALYSIS

STRENGTH

Consistent growth of 12-15 percent in spite of slowdown in economy. The Indian ceramic

export market is rising at the rate of 15 percent per annum.

The top management enjoys a tile industry experience of more than two decades

Somany is India’s largest ceramic floor and wall tile manufacturer; its expanded capacity

and improved capacity utilization provides attractive economies of scale.

Somany is present across the entire value chain, from glazed ceramic tiles

to polished porcelain tiles to glazed porcelain tiles.

Somany R&D team creates around 8-10 designs every month and was credited with a

number of pioneering initiatives

Somany multi-layered distribution channel (owned showrooms and dealer/sub-dealer

network) in India and 20 nation footprint enhance reach.

Somany institutional clients in India,

WEAKNESS

Low per capita consumption (0.15 sq.mt. p.a.) as compared to developed nations.

N o t m u c h i m p o r t a n c e g i v e n o n b r a n d b u i l d i n g a n d n e t w o r k t h u s

c r e a t i n g hindrance for export growth.

41

OPPURTUNITY

The construction and Housing Boom to provide bolstering demand for ceramic tiles.

The untapped rural market supported by a strong growth witnessed by

Indian A g r i c u l t u r e p r o v i d e s t r e m e n d o u s p o t e n t i a l f o r

t h e d o m e s t i c c e r a m i c manufacturers.

THREATS

Freight, supply of power and gas remains the key cost-related issues impacting the industry.

Basic Customs Duty on import of ceramic tiles from China and raw

materials imported from abroad should be corrected to prevent dumping of

tiles from China.

42

CHAPTER 08

DATA ANALYSIS & INTERPRETATION

43

Q.1 which levels do you belong into the organization?

A. Junior level

B. Middle level

C. Senior level

Table:-

option No. of respondents

Junior level 36

Middle level 49

Senior level 15

INTERPRETATION:

As per the above table the majority of the people who are belong to middle level employee i.e.

49%. And the minorities of the people who are belong to senior level employee i.e. 15%.The

portion of the junior level is 36% which is the 2nd high portion of the respondents.

44

Q.2 What are the sources used for Recruitment by your company?

Naukari.com

Internal sources

Walk in interview

Reference

TABLE :-

OPTION NO OF RESPONDENTS

Naukari.com 20

Internal sources 55

Walk in interview 15

Reference 10

INTERPRETATION :

45

In to the above diagram mention the four option of recruitment sources. The highest portion of

the recruitment source is internal source which has a portion of 55%, while other has 20% of

naukari.com, 15% of walk in interview and 10% of references.

Q.3 what are the important things you link while, screening resume of the candidates?

qualification

Attitude

Experience

Common skill

Personal skill

Reference

Option No of respondents

Reference 20

Personal skill 08

Common skill 08

Experience 31

Attitude 13

Qualification 23

Interpretation:-

46

As mentioned above the experience is the most important things in recruitment. The portion of

experience is 31%, while qualifications have 23%, reference is 20%, attitude is 13%, and

personal skill and common skill both are 8%.

Q.4 Which type of test usually conducted during the Selection process?

Written test

Group discussion

Typing test

Interview

Attitude test

Intelligent test

Personality test

47

Option No.fo respondentsWritten test 15

Group discussion 30

Typing test 10

interview 10Attitude test 15

Intelligence test 10

Personality test 10

Interpretation

As mentioned below the graph represents the portion of test while selection process. The highest portion of the test is group discussion which has portion of 35%, written, and attitude test has same portion of 15%, while other have test have a 10% portion like, typing test, interview, intelligence and personality test.

48

49

Q.5 Do you find E-Recruiting a suitable for Recruitment?

A. Yes

B. No


yes70

No30

Interpretation:-

As above chart shown the portion of the respondents who are agree and disagree with the option of e- recruitment. In answer, 70% respondents give yes answer, while 30% give no in answer.

50

Q.6 what is the average time to get adequate pool of candidates for conducting interviews?

Junior level Middle level

Less than a month 58 30

One month 32 48

Two month 10 22

For junior level:

Interpretation:-

As per the above chart we can analyze the average time to get adequate pool of candidates for

conducting interview, the majority of the people who told for junior level conducting the

interview average period of less than a month. i.e.58%. While minorities of the people who told

for junior level conducting the interview average period of two month i.e.10 %.

51

For middle level:

Interpretation:-

As per the above chart we can analyze the average time to get adequate pool of candidates for

conducting interview, the majority of the people who told for middle level conducting the

interview average period of one month. i.e.48%. While minorities of the people who told for

middle level conducting the interview average period of less than a month i.e.22 %.

52

Q.7 How many rounds of interviews are conducted before a candidate is given offer letter?

A. One

B. Two

C. Three


One 15

Two 40

Three 35

Interpretation:-

53

The above chart gives an idea about the no. of rounds of interview are conducted before

candidate is given offer letter. Majority of the respondents i.e. 40% is of two rounds of interview

and minority of the respondents i.e. 15% is of one rounds of interview.

Q.8 Do you find bond is compulsory for junior level employee?

A. Yes

B. No


Yes 27

No 73

INTERPRETATION:

As per the above chart which gives an idea about the no. of respondents who are agree with

54

Bond. The majority of the respondents i.e. 73% who are not agree with bond is compulsory for

The junior level and 27% respondents who are agree with same.

Q.9 The duration of probation period of a new trainee in your organization is of?

A. 3 months

B. 6 months

C. 1 year


3 months 22

6 months 34

1 year 44

55

INTERPRETATION:

As per the above chart the majority of the organization i.e.44% consists 1 year of probation

Period of a new trainee. And the minority of the organization i.e. 22% consists 3 Months of

Probation period.

Q.10 What is the interval for Recruitment & Selection procedure to be repeated at your

organization?

A. Every six month

B. As per the requirement

C. Yearly basis


Every six months 32

As per the requirement 48

Yearly basis 20

INTERPRETATION:

56

As per the above chart the majority of the organization i.e. 48% consists of the interval For

recruitment and selection procedure is to be repeated as per the requirement. And the minority of

the organization i.e. 20% consists of the interval for recruitment and selection procedure is to be

repeated as on yearly basis.

Q.11 Which Factors are affecting the selection of source in the organization?

o Image of the company

o Details provided on internet

o Union requirement

o Attractiveness of the job


Image of the company 32

Details provided on internet 25

Union requirement 05

Attractiveness of the job 38

Interpretation:-

57

As per the above chart we can shows that the majority of the people who are agree with the

Attractiveness of the job which Factors are affecting the selection of source. i.e.38% and the

Minorities of the people who are giving preference to the union requirement which Factors are

Affecting the selection of source. i.e.5%

Q.12 internal source of recruitment should be used for filling higher level vacant position

rather than external source?

A. Strongly agree

B. Agree

C. Neutral

D. Disagree

E. Strongly Disagree


Strongly agree 19

Agree 28

Neutral 35

Disagree 12

Strongly disagree 06

58

Interpretation

As far as level is concern from the above chart we can interpret that from 100 people 19 % are strongly agree with 28 % are agree 35 % are neutral 12 % are disagree 6 % are strongly disagree.

Q.13 Age factor play important role in the job?

A. Strongly agree

B. Agree

C. Neutral

D. Disagree



Strongly agree 15

Agree 38

Neutral 18

Disagree 20


59

Interpretation :-As far as level is concern from the above chart we can interpret that from 100 people 15 % are strongly agree with 38 % are agree 18 % are neutral 20 % are disagree 9 % are strongly disagree

Q.14Is pays for performance more beneficial for the Organization?

A. Strongly agree

B. Agree

C. Neutral

D. Disagree



Strongly agree 22

Agree 36

Neutral 14

Disagree 19


60

Interpretation:

As far as level is concern from the above chart we can interpret that from 100 people 22 % are strongly agree with 36 % are agree 14 % are neutral 19 % are disagree 9 % are strongly disagree.

61

CALCULATION OF Z TEST:-

Q.12 Internal source of recruitment should be used for filling higher level vacant position


Test: Z-test

1. Hypothesis

Null Hypothesis Ho: µ>3

Alternate Hypothesis: Ha: µ≤3

2. Z-statistics:

3. α value

α= 0.05

Since our test is one tailed test we will take α= 0.05

4. Z α value

62

=0.5-0.05=0.45= (-1.645).

An observed test statistic must be less than (-1.645) to reject the null hypothesis.

5 &6. Z Value & data collection

X= 3.42, µ =3, σ= 1.117, n= 100

= 3.76

As Z calculated (3.76) is not less than Z α (-1.645). it lies in acceptance area.

Hence, we fail to reject the null hypothesis.

Interpretation

Hence, from the above hypothesis testing we can see that most of employees are agree or neutral

with internal source of recruitment rather than using external source. There are also employees

who are somewhat strongly agree or disagree or strongly disagree with the internal source of

recruitment rather than using external source.


RESEARCH METHODOLOGY:

Test: Z-test

1. Hypothesis

63



2. Z-statistics:

3. α value

α= 0.05


4. Z α value

=0.5-0.05=0.45= (-1.645). An observed test statistic must be less than (-1.645) to reject

the null hypothesis.


X= 3.3, µ =3, σ= 1.21, n= 100

= 2.479



INTERPRETATION:-

Hence, from the above hypothesis testing we can see that most of employees are agree or

disagree with importance of the age factor while recruitment process. There are also employees

64

who are somewhat strongly agree or neutral or strongly disagree with the importance of the age

factor while recruitment process.

Q.14 is pay for performance more beneficial for the Organization?

RESEARCH METHODOLOGY:

Test: Z-test

1. Hypothesis



2. Z-statistics:

3. α value

α= 0.05


4. Z α value

=0.5-0.05=0.45= (-1.645). An observed test statistic must be less than (-1.645) to reject

the null hypothesis.


65

X= 3.43, µ =3, σ= 1.273, n= 100

= 3.377



INTERPRETATION:-

Hence, from the above hypothesis testing us can see that most of employees are strongly agree or

agree with benefit of the pay performance. There are also employees who are somewhat neutral

or disagree or strongly disagree with benefit of the pay performance.

CHAPTER 09

LEARNING FROM THE PROJECT

66

The following work I have done in the company and learn from the project.

First of all I have learned the various HR policies from the company report regarding the

facilities provide by the company to the employees, juniors and senior manager. Like,

compensation policy, leave without pay and leave with pay, transportation allowances etc…..

I have understood the practical work and learn how to recruitment procedure is done. And also

know the selection criteria of the company. Like company showing the experience & skill of the

candidate.

Understand the various organizational culture of the HR department.

And Also I have learned the different types of labor laws and understand the act of the particular

laws.

CHAPTER 10

LIMITATION OF THE REPORT

67

As our selected topic is “Recruitment & election”, it is compulsory for us to collect the data

personally. It is quite difficult that all persons are available on the right time at their place.

However I shall try my best in collecting the relevant information for my research report, yet

there are always some problems faced by the researcher. The prime difficulties which face in

collection of information are discussed below

Short time period:

The time period for carrying out the research was short as a result of which many

facts have been left unexplored.

Lack of resources:

Lack of time and other resources as it was not possible to conduct survey at large

level.

Small no. of respondents:

O n l y 2 0 0 e m p l o y e e s h a v e b e e n c h o s e n w h i c h i s s mall number, to represent

whole of the population.

Unwillingness of respondents:

W h i l e c o l l e c t i o n o f t h e d a t a m a n y c o n s u m e r s were unwilling to fill the

questionnaire. Respondents were having a feeling of wastage of time for them.

CHAPTER 11

UTILITIES OF THE REPORT

68

This report is prepared on the topic of RECRUITMENT AND SELECTION AT SOMANY

CERAMICS LTD, KADI. In this report I covered the details of recruitment and selection and it’s

procedure which is conducted into the SOMANY CERAMICS.

For researcher :

Researcher can get the information about the various present processes of recruitment &

selection.

Researcher also can give extension and corrections from the data.

For student:

Student can easily get the secondary data, which is helpful for the making report for the same

topic.

Student can think innovative idea and doing something new with the help of making change and

after reading thoroughly.

Student can get information about the quantitative data. And make corrections.

For company:

With the help of this project report company can get more benefit such as:

Helpful for providing the training for new recruiter.

Company can easy to give an idea about the report and facts.

Company can make comparison with present scenario

CHAPTER 12

FINDINGS & SUGGETIONS

69

FINDINGS:-

Majority of the people who are belong to middle level employee i.e. 49%. And the

minorities of the people who are belong to senior level employee i.e. 15%.

Organization mostly used the internal sources for recruitment then preferred the naukari.com one type of source for selection of the candidates.

In the matter of screening of resume experience, qualification, reference are the important link.

During the selection process group discussion is more important factor. The other factors are skills, attitude and etc.

Most respondents are agreeing in matter of the e- recruitment.

Attractiveness of the job and image of the company is most important factor from the candidates point of view.

Most respondents are agreeing with statement age factor play crucial part in the job.

Pay on performance is beneficial for the organization.

SUGGETIONS:-

70

Internal resources reduce the entry of new coming opportunity of fresh employee or new blood

candidate in the organization.

Skills and abilities are more important than experience in job performance. Age factor is

important at all in the job.

Pay for performance is given by the organization, so that organization can increase level of

motivation and enthusiasm for the work.

In the computer era, email method should be used more for recruitment and selection method in

the organization

As our questionnaire was objective, different person had different opinion on the same questions.

So, it becomes difficult to analyses the data.

CHAPTER 13

71

BIBLIOGRAPHY

Website:-

1) www.somanyceramics.com

2) www.Wikipedia.com

3)www.ebooks.com

Links:-

http://www.somanyceramics.com/Contactus.aspx

http://www.somanyceramics.com/MarketingOffice.aspx

http://www.somanyceramics.com/OurBrands.aspx

http://www.somanyceramics.com/CorporateMilestones.aspx

http://www.cumi-murugappa.com/ceramics/ic

BOOKS:-

1. Kothari C.R., Research Methodology, New Delhi; New Age International Publication, second edition

2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill Publication Company Ltd. Page no. 81-136,171,179,267,284

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http://www.cumi-murugappa.com/ceramics/ic

http://www.somanyceramics.com/CorporateMilestones.aspx

http://www.somanyceramics.com/OurBrands.aspx

http://www.somanyceramics.com/MarketingOffice.aspx

http://www.somanyceramics.com/Contactus.aspx

http://www.ebooks.com/

http://www.Wikipedia.com/

http://www.somanyceramics.com/

3. Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co (P) Ltd. India, ninth edition.

4. 4. Monnapa Arun., Human Resource Management, Tata Mc Graw Hill Publication Company Ltd.

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ANNEXURE

Recruitment & Selection Questionnaire

NAME OF RESPONDENT: ………………………………………………………………..

Q.1 which levels do you belong to?

Junior level middle level senior level

Q.2 What are the sources used for Recruitment by your company?

Naukari.com Internal sources

Walk in interview Reference

Q.3 What are the important things you link while, screening resume of the candidates?

Qualification Attitude Experience

Communication skill Reference

Presentation skill

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Q.4 Which type of test usually conducted during the Selection process?

Written test Group discussion Typing test

Interview Attitude test intelligent test

Personality test

Q.5 Do you find E-Recruiting a suitable for Recruitment?

Yes No

Q.6 What is the average time to get adequate pool of candidates for conducting interviews?

Option Junior level Middle level

Less than 1

One month

Two month

More than two month

Q.7 How many rounds of interviews are conducted before a candidate is given offer letter?

One Two Three

Q.8 Do you find bond is compulsory for junior level employee?

Yes No

Q.9 The duration of probation period of a new trainee in your organization is of?

3 months 6 months 1 year

Q.10 What is the interval for Recruitment & Selection procedure to be repeated at your

organization?

Every six month As per the requirement Yearly basis

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Q.11 Which Factors are affecting the selection of source in the organization?

Image of the company Details provided on internet

Union requirement Attractiveness of the job

Q.12 internal source of recruitment should be used for filling higher level vacant position


Strongly agree Agree Neutral Disagree

Strongly Disagree


Strongly agree Agree Neutral

Disagree Strongly Disagree

Q.14 Is pay for performance more beneficial for the Organization?

Strongly agree Agree Neutral

Disagree Strongly Disagree

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Recruitment and selection

Documents

organizational performance

performance appraisal

organizational objectives

higher level of performance

selection forms

selection practices

suitable staffing approach

literature review staffing