PREFACE Theories are important for understanding any subject or fields. But practical training is much more effective to understanding any subject as a whole. The basic aim of the practical training is to help the students for developing their analytical abilities and different thoughts at different angles of the situation. The Major Research Project is being very helpful to the students of MBA for enhancing themes managerial capabilities and skills. Due to the growth of Construction industry and aggressive policy of Government for the Infrastructure developments of PMC Projects ltd are enjoying good amount of growth rate. This Major Research Project is much more emphasizing on the basics of the Construction Industry. We also focus on understanding the current scenario and competitiveness in the Industry by applying some models. It is sincere and humble effort to understand the structure of the Indian Construction industry along with the Construction Manufacturing Companies. This report is prepared by using the secondary data and this data has been gathered by using various sources like Internet, Newspapers. Suggestions regarding report and the project work will really add a learning value. “Recruitment & Selection” Page 1 (DIMCA)
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Transcript
PREFACE
Theories are important for understanding any subject or fields. But practical training is
much more effective to understanding any subject as a whole. The basic aim of the practical
training is to help the students for developing their analytical abilities and different thoughts at
different angles of the situation. The Major Research Project is being very helpful to the
students of MBA for enhancing themes managerial capabilities and skills.
Due to the growth of Construction industry and aggressive policy of Government for the
Infrastructure developments of PMC Projects ltd are enjoying good amount of growth rate. This
Major Research Project is much more emphasizing on the basics of the Construction Industry.
We also focus on understanding the current scenario and competitiveness in the Industry by
applying some models.
It is sincere and humble effort to understand the structure of the Indian Construction
industry along with the Construction Manufacturing Companies. This report is prepared by using
the secondary data and this data has been gathered by using various sources like Internet,
Newspapers. Suggestions regarding report and the project work will really add a learning value.
“Recruitment & Selection” Page 1 (DIMCA)
Acknowledgment
It is a matter of great pleasure for me, to get this opportunity of expressing my deep and sincere sense of gratitude to my reserved and learned professor of M.B.A department prof. Nimesh Bhojak, & prof. Khusboo Shah and all my faculty members whose inspiration and guidance gave me sufficient strength finish the Industrial Awareness Training.
On occasion for submitting the Industrial Awareness Training it is with profound feelings of gratitude, I place on record my extreme in debt to Mr. J. M. Srinivas A.S.M. and Mr. Rajiv Jain Assistant Branch Manager PMC Projects Pvt Ltd, Ahmedabad for permitting me to undergo training as a part of my study in M.B.A. after 1st year.
I shall fail in my duty if I do not express my sincere feelings of thanks and gratitude to Mr. Rakesh Patel, under whom I undergo my training His punctuality, discipline, hard working nature and sincerity, will inspire me, whenever I go.
My sincere thanks also goes to all the member of the company for giving me information and clarifying my doubts, obligatory.
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EXECUTIVE SUMMARY
The summer training project at The PMC Projects Pvt ltd, this company was very informative and knowledge giving.
I have done Research Study on the creative analysis of training and development of employees of the company. The Research Study was confined to PMC Pvt ltd Company with a sample size of 100. I have primary data through questionnaire. I have also been provided the data related to past which I have used as secondary data.
At the end of the Research study I have come to the conclusion that I have learned lots of things about this company n the construction criteria of this company.
There were some limitations also of our Research study.
All the suggestions and findings might prove important to and helpful to increase the penetration of the employees and training about work.
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Chapter 1
Introduction
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CHAPTER: 1
1.1Global Construction Sector:
Since the bad economy strongly affected the U.S. construction market, China now has the world’s largest construction industry. India is set to become the 3 rd largest, but the United States has a strong hold on 2nd and the country is working on a comeback.
Current U.S. construction markets will have a strong rebound in the next 5 years, according to the report. This increase is expected to help local workers as well.
With an increase of more than 70%, global construction is estimated to grow an output of $12 trillion by 2020. Yes, that’s trillion. A report by Global Construction Perspectives and Oxford Economics states that half of the $4.8 trillion will come from the U.S., China and India.
By 2020, construction work in the Middle East and North Africa are expected to average 6%, while Latin America will most likely grow about 5.2%.
India's construction industry contributes 5 percent of the nation's gross national product, and is growing approximately at 15-20 percent per year. Private sector investment in industry and housing, and government investment in India's infrastructure are the growth drivers.
The Tenth Five Year Plan of the Government of India estimated a shortage of 22.4 million dwelling units. Thus, 80 - 90 million housing units will have to be constructed. The investment required for constructing these and related infrastructure during this period will be $600 billion to $800 billion at roughly $30 billion to $40 billion per year. The growth trends in the retail, entertainment, information technology and business process outsourcing sectors have corresponded to a growing demand for shopping malls, multiplexes, food outlets, office spaces, convention and business centers.
India requires new infrastructure investments of USD one trillion, and there is still a gap of 25-30 percent that can be filled by U.S. companies. The Indian market for construction equipment and services has been growing steadily as projects continue to be implemented in several infrastructure industries. This trend is likely to continue as more and more projects get implemented. The most promising areas of growth are power, oil & gas, ports, roads, civil aviation, urban infrastructure, and housing.
The construction industry in India has four broad segments: civil, infrastructure, housing and industrial projects. The growing construction activity in India is likely to produce increased imports for U.S. construction equipment and services. Partnerships with foreign and U.S. firms will continue to be sought by Indian architectural, engineering, and construction firms for large-scale projects, either through joint ventures or in consortia, in an effort to obtain highly needed expertise to implement specialized contracts. India’s leading companies and well-run government corporations have shown a marked preference for U.S. construction services. Several projects such as transportation bridges, refineries, and industrial plants executed by the many U.S. companies operating in this market have become showcases for plant design. Their level of expertise is raising the standard for project design, construction, management, and supervision.
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1.3 Gujarat Construction Sector
Government of Gujarat along with the construction industry has set up the good construction industry development council (CIDC) to shape up the Gujarat infrastructure. The council started functioning in full swing from August 1996 and has taken up several important projects related to the vital issues of the construction.
The potential for the firms lies in highly specialized contracts for designing, developing industrial infrastructure, setting up training institutes, and conducting construction supervision, areas in which local firms have limited experience. In addition, there are opportunities to supply construction services to India's chemical, electrical/electronic, mechanical engineering and environmental sectors.
Gujarat has been enjoying rapid economic growth in the recent years, having the 2nd fast growing GDP in the world since 1980. Further economic reforms and trade liberalization are expected to sub stain this high economic growth in the coming years. Against this back drop, the challenge of the construction industry in the Gujarat is to provide the quality and quantum of infrastructure that will meet the economy’s needs.
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Chapter : 2
Company Profile
2.1 Location: PMC Project Pvt ltd.
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Infrastructure House,Shrimali Society,B/S Shikhar Complex,Mithakhali Six Road,Navrangpura,Ahmedabad – 380009
PMC Project (India) Pvt Limited.
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PMC project (INDIA) Pvt Ltd is one of the fastest growing professionally managed project management companies. The company has handled different types of infrastructure projects of global stature successfully for the country and has earned respect for executing projects within the regulated time, quality and cost framework.
Some of the feathers in their cap include Mundra Port with its backup facilities; the 57 km Mundra port-Adipur railway link ,Gas Distribution pipeline Network and CNG stations in Ahmedabad, SPM & Submarine pipeline project at Mundra, Terminal-2 and several infrastructure projects were under execution at Mundra and different parts of the country.
Infrastructure is the binding fabric of the economy, the medium expensed growth and enabler of development. PMC projects Pvt Ltd is a leader in the expertise-oriented high-technology industry. PMC has committed and dedicated workforce help anchor PMC success.
2.2 Objective
To become a successful EPC company.(Engineer Procurement & Constructions)
2.3 Vision
To be professionally managed infrastructure construction entity, which shall provide the strength to Adani Group to become one of the leading infrastructure company of the country, contributing in the economic development.
2.4 Philosophy
* Consistent commitment to Excellence
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* Execution of projects to the best standards* Innovation and application of novel construction technique* Requirements driven all project artifacts
“Thinking Best, Thinking Next”
PMC has a capability to break projects into work structure and to package it in order to bring cost effective solutions. The core strength of PMC is its project management capabilities.
PMC owns fleet of dredgers for maintenance dredging & reclamation. PMC is in the process of setting up for manufacturing of its construction equipments in near future.
PMC has adopted High end solutions in day to day functioning and is looking to the realm of Information Technology to improve the skill base and maintain high levels of efficiency and accuracy. The design software used includes primavera & SAP (ERP).
The Skill sets which PMC has as an organization
Design & EngineeringCommercial procurement & contractsTimely execution of projects in cost effective manner Coordination of all the activities through proper planningProject manager: work breakdown structure and packing it into different contracts in cost effective manner.
2.5 A Journey To PMC
PMC project Pvt. Ltd started way in 1993 as a department and was finally realized on May 3rd,
2005. And from 3 person team to the current strength of more than 800 people. PMC has seen unprecedented growth. Vision to reality stands apt to describe what PMC has achieved till now. The infrastructure development at Mundra is a burning example of what can be achieved, by plain dedication and the passion to make difference.
SOME FACTS ABOUT PMC.
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PMC also has process compliance audit by which company come to know deviation in the implementation of the process and that can be solved.
The numbers of employees are 100 in PMC. Workforce is differentiating on the basis of age, qualification, professional qualification etc in the PMC.
Relation of top level and bottom level is cordial in PMC.
The company also contributes to the welfare of society as a part of social responsibility. The company has adopted few villages near Mundra.It also provideseducation facility and medical facility as contribution towards society.
The behavior of the group is co-ordinative in PMC. Sometimes ill-behavior is punished by stopping increment. The company does not have any particular punishment for such kind of behavior.
SOME MAJOR LANDMARKS ESTABLISHED BY “PMC” WERE
Multiple terminal Liquid storage Facility Container terminal Narmada water pipeline City gas distribution\ CNG station Bunkering Line at MundraMundra port with its backup facilities Port User Building (5b) at Mundra SPM & submarine pipeline projects at Mundra Air strip at Mundra
Various Departments and Their Key Functions:
Operations
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1. Planning :
Scope finalizing
Basic planning document
3 level planning
Strategic planning
2. Engineering :
Value engineering
BOQs (Bill on Quality)
Working Dredgers
3. Construction :
Execution of the project on time, quality and stipulated cost
Project coordination
CTC minus 5%
4. Estimation:
Preliminary estimation
Budgeted cost documents
Quality Assurance and Quality Control
Quality Control
Quality Audits
Quality Assurance Planning
5. Project Control:
Project monitoring
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Cost control
Variance report
CTC Vs Actual
Quality Manual System
6. Dredging
Deeping navigation channels and port areas
Excavation for underwater construction/foundation
Land reclamation
Flood control
De-siltation etc.
7. Railway projects :
Construction and maintenance of railway projects
Mining and quarrying
Mining process
Drilling, blasting, excavation and loading
Services:
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1. Commercial
Work Packages
Vender selection
Contractor selection
Vendors’/contractors; Rating system
Cost-to-company documents
2. Contracts Administration
Bills Regulation
Administration of contracts
Claims settlement
Claims management
3. Finance and accounts
Accounts
Taxation
Project cost for user
Cash flow of the project
4. Internal Audit
To identify risk area
Conduct more in depth audit
To provide value added recommendation
5. Information Technology
Establishment of ERP system
It integration of PMC’s work progress
IT policy
6. HR and Administration
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Recruitment & Selection
Induction
Performance Management System
Wage & salary Administration
Training & Development
Statutory and Legal compliances
Administrative and Welfare Activities
7. Environment and Safety
Coordination for statutory approvals
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Chapter 3
Recruitment & Selection
3.1 Introduction:
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In this information age, the importance of human capital and human asset cannot be ignored;
rather it is that line of business that could lead any organization to attain heights. This is the
factor that makes difference between one organization and another.
Getting the right person at the right place and then retaining him/her is the main area of concern
in today’s corporate world. Hence, the emphasis is being laid to device policies and programmers
in such a manner that it leads to retention of the desired manpower and thus contributes towards
organizational development.
Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans of organization charts and
control systems would not do much better. Selection on the other hand tends to be negative
because it rejects a good number of those who apply, leaving only best to be hired. At PMC the
process of recruitment and selection involves following steps.
1. Organ gram (Department wise / Project Wise)
2. Sourcing of profiles
3. Screening of profiles
4. Communication to short listed candidates
5. Scheduling interviews
6. Conduction interviews
7. Joining formalities
3.2 Process of Recruitment and selection of PMC Projects Pvt ltd:
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Step 1: Organ gram (Department wise / Project Wise)
The first step of the recruitment is Manpower planning which is done by the departments taking
into consideration their goals. This is done by the project/departmental head in consultation with
the concerned person from the HR department. They make the decision taking into consideration
the following things:
1. Duration of the project, based on which decision is made whether to take an
employee on permanent bases or on FTA (Fixed Term Appointment).
2. Whether to go for replacement vacancy or new recruitment or temporary recruitment
for specific period.
3. Designation of the person to be recruited and Nos.
4. Qualification of the person Required / Preferred
5. Experience / special training / exposure
Step 2 : Sourcing of Profiles:
(A) Internal Sources:
1) Present employees :
Promotion and transfer from among the present employees is good source of recruitment.
2) Employee referrals :
This can be good source of recruitment. Employee can develop good prospect for their
families and friends by acquainting them with the advantage of a job with the company,
furnishing cards of introduction, and even encouraging them to apply.
3) former employees:
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Former employees are also internal source of recruitment. some retired employees may
be willing to come back to work on part time basis or may recommend someone for some
who would be interested in working for the company .
4) Previous Applicants
Those who have previously applied for jobs can be contacted by mail, a quick and
inexpensive way to fill an unexpected opening.
(B) External Sources
1) Advertisements
These constitute a popular way of seeking recruits as many recruiters prefer advertisement
because of their wide reach.
Want ads describe the job and the benefits associated with it, identify the employer and tell
those who are interested and how to apply. They are the most familiar form of employment
advertising. For highly specialized recruits, advertisement may be placed in
professionals/business journals. News paper is the most commonly used media by PMC
company.
An advertisement must contain
1. the job content(primary task and responsibility)
2. description of working condition if they are unusual
3. job location
4. the compensation including the fringe benefits
5. job specification
6. growth prospects
7. To whom one applies.
2) Campus recruitment and selection
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Colleges, universities, research laboratories, sport fields and institutes are fertile ground for
the recruiters, particularly the institutes. Students from management institutes, engineering
colleges and other institutes are taken as (GET) Graduate engineer trainees), MT
(Management Trainees) on Fixed Term Appointment or on Probation base, afterwards taking
into consideration they are given confirmation.
3) Walk-in interviews
In case of wall-in interviews candidates are selected from various source like placement
broacher of engineering colleges, present employees, recruitment consultants etc by . they are
contacted and informed about the date, time and location of the interview, at the same time
some required information i.e. his present organization , his present CTC etc.
4) Contractors
Contractors are used to recruit casual workers. The name of worker are not entered in the
company records and, to this extent, difficulties experienced in maintaining permanent
workers ate avoided.
5) Consultants
A recruitment consultant is involved in attracting candidates and matching them to jobs
in client companies in temporary or permanent positions. These jobs can vary from entry-
level roles to directors and executives OF PMC Projects pvt limited. Consultants also
provide advice to both clients and candidates on salary levels, training requirements and
career opportunities.
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Step 3 : Screening of Profiles
After completion of sourcing of profile the next step is the screening of profiles and short listing
of the applicants. This is done by the HR department taking into consideration the following
criteria of PMC Projects pvt ltd :
Qualification of the applicant
Special training if any
His / her work experience
Projects under taken and present job responsibilities
His /Her present pay package
Willingness to locate to the place of work etc. and final technical short listing is done by
the concerned departmental experts etc.
Step 4: Communication to short listed candidates
Short listed candidates are informed to appear for the personal interview by en e-mail,
mentioning the date, time and location of interview, required documents, mode of transportation
if required etc.
Step: 5 Scheduling of Interview
Location of the interview is decided taking into consideration the number of candidates who will
attend the interview, for that in very outset all the candidates who have applied are called and
their confirmation is taken whether they are coming for the interview or not and final list of the
candidates to be interviewed is prepared and considering this number the location for the
interview is decided.
Step: 6 Conducting Interviews and Selection
An interview is a formal in-depth conversation conducted to evaluate the applicant’s
acceptability. Interview can be adapted to unskilled, skilled, managerial and professional
employees.
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The employment interview can be
1. one to one
2. sequential
3. panel
These are the most important factors while recruiting and selecting the
candidates for a job.
(1) Personal information of the candidate
Name, Position Applied, Highest Degree, Total work experience, current employer, present
location of job and the present CTC, ate of Birth, Age etc.
(2) Candidate Assessment:
a) Job Knowledge
b) Organizational / Managerial ability
c) Manners/Expression/Interpersonal Relations
d) Personality
e) Potential for further growth
f) Safety/Quality/Cost Consciousness
Candidate is rated either as poor or average or good or Very good or excellent.
(3) Name of Interviewers and date of interview
(4) Over all suitability for the positioni.e. poor, Average, Good, Very Good, Excellent.
(5) Selection decision : Selected, Not selected, reserve in Data, Referred to other Department.
(6) Comments by the interview panel
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Step: 7 Joining:
Continuous follow up is done to the selected candidates for the joining. At the time of joining the
candidate is required to bring following documents:
From the above table & chart, it is clear that the company is using a sources of recruitment and
here we can see that most useful source is web portal. So on that basis we can assume that
company recruiting their employees by web portal.
Q. 2 Which level of employees do you look for?
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Objective
The main objective behind this question is to know the level of employees for good opportunities.
Levels Junior Middle Senior Total
Percentage 25 40 35 100
.
Junior
Middle
Senier
0% 5% 10% 15% 20% 25% 30% 35% 40%
25%
40%
35%
Percentage
Interpretation:
From the above table and chart it has to be shown that the middle level of employees have a far better opportunities as compare to junior and seniors because these type of people have a ability to do any task or work in for the company.
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Q. 3 What are the important things you look while screening resume of candidates?
Objective
The aim of asking this questions is to know the important factors while screening the resumes of the candidates.
Above table & chart shows that the most important factor is experience while screening the resume of the candidates because this company demanding the experience of the employees because it has all about construction work. And other factors are also important while recruiting the candidates.
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Q. 4 While applying for a job, is there application form available? Objective
The main objective is to know weather application form is available or not.
Intensions Yes NoPercentage 100 0
.
Yes
No
0%10%20%30%40%50%60%70%80%90%
100%
Application form
Percentage
Interpretation
According to organization’s format the application forms are available for employees while applying for a job. It is compulsory things and have to follow it so, the 100% employees said yes while asking this question.
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Q. 5 In which areas do you recruit the employees?
Objective
The objective is to know the areas of recruitment of the company.
Above table and charts shows that the company has recruit the above criteria’s. and the PMC Projects pvt ltd. Recruiting highly in operation areas as compare to other areas from the above table.
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Q. 6 Which kind of techniques of the recruitment would be used by the PMC Projects Pvt. Ltd.?
Objective
The main objective behind this question is to know the techniques or methods of recruitment used by the organization.
As per the above chart and table, 65% employees joined the organization for employee referrals and 35% are recruited by the campus recruitment which means the organization has mostly used the employee referrals so that they can judge the new candidate.
Q . 7 Which kind of indirect methods are used by this organization for recruitment?
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Objective
The main objective is to know the indirect methods of recruitment of the organization.
Criteria PercentageAdvertisement 36Employees trade union 25Professional association 39
36%
25%
39%
Indirect Methods Of Recruitment
AdvertisementEmployees trade unionProfessional association
Interpretation
According to senior employees of the organization. They justified that mostly organization can use the indirect method of the recruitment and 39% said the professional association deals with the indirect method and 25% employees believe that organization used the employee trade union for their recruitment and this organization also deals with advertisement criteria that shown the 39% as per the survey.
Q. 8 which kind of interview you faced of selection process in the organization?
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Objective
To know the types of interviews held by the organization.
As per the above table and chart 20% employees faced informal interview in this organization, formal interview faced by 28% of employees, 7% employees conducted stress interview which was very bad experience for the employees who are selected for a job as per the survey. But this organization mostly concern with the panel interview and recruited and selected the most preferable candidates for their organization.
Q. 9 On which basis you get staffing service?
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Objective
The objective is to know the staffing service of PMC Project pvt ltd.
According to top level of employees they recruit and select the best candidates so they provide three types of staffing services as per the above diagram we can see that the contract & temporary staffing services are similarly provided by the company is much lowest as compare to contract and temporary.
Q. 10 Which kind of external factors of recruitment affects to your organization?
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Objective
The main objective behind this question is to know effects of the external sources of recruitment.
Categories PercentageSocio-cultural factors 25External influences 15Legal factors 10Nature of competition for human resources 50Total 100
25%
15%
10%
50%
External factor of Recruitment
Socio-cultural factorsExternal influencesLegal factorsNature of competition for human resources
Interpretation
From the above table & chart 25% employees believe that socio- cultural factors affect the recruitment process. 15% employees believe that external influence affects the recruitment process of the organization and 10% believe that legal factors affecting the recruitment process but most highest 50% employees believe that it would be affected by nature of competition of human resource. The competition of human resource is very high as compare to other factors which is affect desperately to the process of recruitment in this organization.
Q. 11 Which kind of internal factors of recruitment affects to your organization?
Objective
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The main objective behind this question is to know effects of the internal sources of recruitment.
Categories PercentageOrganization image 35Recruitment policy 35Growth & expansion 20Size of the firm 10Total 100
35%
35%
20%
10%
Chart Title
CategoriesOrganization imageRecruitment policyGrowth & expansionSize of the firm
Interpretation
According to employees 35% believe in the image of organization as well as recruitment policy of the organization. They are similarly affect the internal factors of recruitment but 20% believe that the internal factors affect the growth and expansion of the organization and lastly, very less employees means 10% are believing the size of the organization’ s recruitment process.
Q. 12 Do you have employee referral schemes?
Objective
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The aim is to know the providing employees referral schemes or not.
Category Yes NoPercentage 70 30
. Yes No0%
10%
20%
30%
40%
50%
60%
70%
Employee referral schemes
Percentage
Interpretation
According to employees of the company the 70% employees have a referral schemes and 30% haven’t any kind of referral schemes as per the survey.
Q. 13 If yes, the reward given on bringing the candidate on board is
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Objective
The objective is to know the which kind of referral schemes or rewards are given to the employees.
As per the above chart we can see that those employees whom have a referral schemes 65% employees have a monetary reward and 35% of employees have a non- monetary reward as par the survey considered.
Q. 14 Do you conduct medical examination of selection process?
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Objective
The objective is to know the psychometric tests would be attempt by the employees of the company or not.
Category Yes NoPercentage 0 100
. Yes No0
10
20
30
40
50
60
70
80
90
100
0
100
Perc
enta
ge
Interpretation
As per the above chart we can see that the PMC organization do not conduct any kind of medical examination of the employees because they believe that this type of exams are the waste of time.
Q. 15 Do you bear any expenses of the out station candidate for the final interview?
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Objective
The main aim is to know the company has bearing the expenses of the out station candidates or not.
Intentions Yes NoPercentage 75 25
.
75%
25%
Expenses of the out station candidates
IntentionsYesNo
Interpretation
As per the above table and charts we can see that 75% employees believe that PMC company bear the expenses of out station candidate’s expenses. But the 25% employees strongly disagree with this statement. Because they never seen these type of expenses afforded by company.
Q. 16 What are the monetary limits for the following expenses?
Objective
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The main objective behind this question is to know the monetary limits of the company about following expenses.
Category Travel Transportation of house hold goods
accommodation
percentage 20 15 65
.
TravelTransportation of house
hold goods accommodation
0%
10%
20%
30%
40%
50%
60%
70%
Monetary limits for the expenses
Interpretation
According to senior employees the PMC projects pvt ltd has create some monetary limits in such expenses. The company has affording such expenses. As per the survey only 20% travel expenses done by company and 15% on transported house hold goods. But 65% of the expenses occurred for accommodation by the company as per the above chart. That means company is much careful about the their employees regarding their accommodation.
Q. 17 Do you conduct any kind of aptitude tests of selection process in PMC Projects Pvt ltd?
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Objective
The main aim to ask this question is to know PMC company conducting any kind of aptitude test or not for their employees.
Criteria Yes NoPercentage 80 20
.
80%
20%
Aptitude test for the employees
YesNo
Interpretation
from the above chart and diagram 80% employees said they attempt the aptitude test of the selection process in this organization but 20% employees said they didn’t attempt any kind of aptitude test. The reason behind in that because they directly selected and they seen their ability in their campus interview.
Q.18 The duration of the probationary period for a new joiner in your organization is ?
Objective
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The main aim is to know about the probationary period for a new joiner.
Category 6 months One year Two yearpercentage 35 40 25
6 months One year Two year0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Probationary period of new joiner
percentage
Interpretation
As per the above table and charts the company has provided the training facilities to their new joiner. According to senior employees, they hire the new joiner some short of actions related to their ability, skills and as per their knowledge.
Q. 19 Does your organization provide you with following additional work provisions?
Objective
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The main objective behind this question is to know the which kind of provisions provided by the company for their employees.
Criteria percentageTelephone for personal use 10Counseling services 35Health program 20Family support system 10Exercise 5relocation 20
.
10%
35%
20%
10%
5%
20%
Additional work provision
Telephone for personal useCounseling servicesHealth programFamily support systemExerciserelocation
Interpretation
Above table and charts shows that highest 35% counseling service provided by the company and least would be the 5% which is for exercise which is provided by the company to their employees.
Q. 20 Do you think that if employees have good work life balance the organization will be more effective & successful?
Objective
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The main aim is to know should the employees have good work life in the organization or not.
Intensions Yes NoPercentage 90 10
.90%
10%
Employees good working life
YesNo
Interpretation
According to 90% senior and other employees are believe that there should be good work life balance so the organization will be more effective & successful but 10% of working people do not agreed with this statement. Because they believe this statement does not matter at all.
Q. 21 Age group
Objective
The main aim is to know the age of employees.
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Age group 15-25 25-35 35-45 45 & abovepercentage 23 27 35 15
.
23%
27%
35%
15%
Age group
15-2525-3535-4545 & above
Interpretation
As per the above chart and table we can see that the highest percentage in 35-45 age group of the employees that means most of the employees working in that organization have a age of 35-45. and the least percentage shown in 45 and above group. Because the company believes that 35-45 age group has strength, power and ability to do any task. And about 45 and above person can do only execution so they are less in the company as per the survey.
Q. 22 Gender
Objective
The aim of this question is to know how many male and female are working in this organization.
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Category Male Femalepercentage 60 40
. Male Female0%
10%
20%
30%
40%
50%
60%
70%
60%
40%
Gender
percentage
Interpretation
As per the survey there are 60% male who can work for this company and 40% female are working in this organization.
Q. 23 Annual income
Objective
The main aim is to know about the annual income of the employees of the company.
As per the table and charts we can see that the annual income of the employees. 30% employees get below 5 lacs every year which is very low income and 15% employees get between 10-15 lacs. But the 5% employees get higher income which included in the category of 20-25 lacs. They are senior employees of the company as per the survey.
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Chapter – 6
Hypothesis Testing
Introduction:
Be going for a sample survey we have some perception about the population, which also works
as a benchmark. By employing hypothesis testing we just want to check whether out perception
is correct or not.
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Hypothesis testing begins with an assumption called a hypothesis that we make about a
population parameter. Then we collect sample data, produce sample statistics, and use this
information to decide how likely it is that our hypothesized population parameter is correct.
Testing hypothesis at some set level means that we will reject the null hypothesis if the
difference between the sample statistics and the hypothesized population parameter is large.
The significance level we have chosen for testing hypothesis is at 5% and the table value of z
comes out to be 1.645.
Null hypothesis:
In hypothesis testing we must take the assumed or hypothesized value of the population
parameter before we begin sampling. The assumption we wish to test is called the null
hypothesis and is symbolized Ho.
Alternative hypothesis:
Whenever we reject the null hypothesis we accept the alternative hypothesis which is symbolized
H1.
Here, I am having four hypothesis testing to check out that whether my analysis is right or wrong
Before calculating hypothesis testing let me point out few terms and their meaning.
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H0 = Null Hypothesis
H1 = Alternate Hypothesis
P = Probability of success of Hypothesis
Q = Probability of failure of Hypothesis
P1 = Actual result of P
N= Total number of sample
Z = value of normal distribution curve
σ^
x= Standard Deviation of P
(NOTE: here 5% is taken as significant level
Hypothesis: 1
Do you conduct any kind of aptitude tests of selection process in PMC pvt ltd?
Whether 80% of employees in PMC Projects pvt ltd, conducted aptitude tests in Ahmedabad
branch.
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P=0.8
Q=0.2
n=100
α =0.05
P1=78/100=0.78
H0: P=0.8(80% of employees in PMC Projects pvt ltd, conducted aptitude tests in Ahmedabad
branch)
Ha: P≠0.8 (80% of employees in PMC Projects pvt ltd, not conducted aptitude tests in
Ahmedabad branch)
σ^
x=√ (PQ/N)
= √ [(0.8) (0.2)/ 100]
= √0.0016
= 0.04
Upper limit =P + σ *z Lower limit =P - σ *z
=0.8 + (0.04) (1.96) =0.8 - (0.04) (1.96)
= 0.8784 = 0.7216
Rejection region acceptance region Rejection region
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2.5% 47.5% 47.5% 2.5%
0.72 0.80 0.88
p1 = 0.78
Here, the sample mean P1=0.78 which lie on acceptance region so we accept the null hypothesis
and reject the alternative hypothesis. So less than 20% employees not taken any kind of aptitude
tests.
Hypothesis: 2 More than 90 % of Employees have good work life balance the organization will be more effective & successful.
P=0.9
Q=0.1
n=100
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α =0.05
P1=94/100 = 0.94
H0: P=0.9 (90% of Employees have good work life balance the organization will be more effective & successful.)
H1: P≠0.9 (90% of Employees have good work life balance the organization will not be more effective & successful.)
σ^
x= √ (PQ/N)
= √ [(0.9) (0.1)/ 100 = √0.0009
= 0.03
Upper limit =P + σ *z
=0.84 + (0.03) (1.65)
=0.889
Acceptance Region Rejection Region
50% 45% 5%
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Conclusion:
Here, the sample mean P1=0.94 which lie on acceptance region so we accept the null hypothesis
and reject the alternative hypothesis. More than 90 % are Employees have good work life
balance the organization will be more effective & successful.
Hypothesis: 3
Whether 70% of Employees have referral schemes.
P=0.70
Q=0.30
n=100
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α =0.05
P1=80/100=0.80
H0: P=0.70 (70% of Employees have referral schemes)
H1: P≠0.70 (70% of Employees haven’t referral schemes)
σ^
x=√ (PQ/N)
= √ [(0.70) (0.30)/ 100]
= √0.0021
= 0.0458
Upper limit =P + σ *z Lower limit =P - σ *z
=0.70+ (0.0458) (1.96) =0.70 - (0.0458) (1.96)
=0.7233 =0.6102
Rejection region acceptance region Rejection region
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2.5% 47.5% 47.5% 2.5%
Conclusion:
Here, the sample mean P1=0.8 which lie on rejection region so we reject the null hypothesis and
accept the alternative hypothesis. So less than 30% haven’t employee’s referral schemes.
Chi-Square Analysis
A fundamental problem is genetics is determining whether the experimentally determined
data fits the results expected from theory.
Karl Pearson and R.A. Fisher developed the “chi-square” test.
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The chi-square test is a “goodness of fit” test: it answers the question of how well do
experimental data fit expectations.
The “Χ” is the Greek letter chi; the “∑” is a sigma; it means to sum the following terms for
all phenotypes. “obs” is the number of individuals of the given phenotype observed; “exp” is
the number of that phenotype expected from the null hypothesis.
Note that you must use the number of individuals, the counts, and NOT proportions, ratios,
or frequencies.
exp
exp)( 22 obs
Critical values for chi-square are found on tables, sorted by degrees of freedom and
probability levels. Be sure to use p = 0.05.
If your calculated chi-square value is greater than the critical value (Tabulated Value) from
the table, you “reject the null hypothesis”.
If your chi-square value is less than the critical value, you “fail to reject” the null hypothesis
(that is, you accept that your genetic theory about the expected ratio is correct).
A critical factor in using the chi-square test is the “degrees of freedom”, which is essentially
the number of independent random variables involved.( If CV > TV, Reject H0& Accept H1,
We may reject null hypothesis because the calculated value is greater than tabulated value. There seems to be a huge significance difference in all three factors.
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0
Chapter – 6
Findings & Suggestions:
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Findings
From the analysis, I found some points as shown below:
The organization recruit and select the employees from campus recruitment which is 35% only. Because the organization believes the employee referrals.
70% employees have employees referral scheme in monetary terms because they have future oriented goals. So, they achieved these kind of schemes as per the survey.
From the survey, the nature of competition of human resource of the external factor of recruitment is highest percentage that is 50% which means employees have a toughest competition in PMC’s environment and to show their skills & ability for achieving their long term goals.
This organization has a good image this statement believed by the 35% of employees.
The internal factors of recruitment deals with the recruitment policy of the organization has a good recruitment policy so that they can get good opportunities to do the work.
The 45% employees given the panel interview as per the survey., because organization preferred these kind of interview to know about the recruited employees and selected him or her in a proper way.
By this organization 36% expenses would be occurred from the advertisements & 39% expenses occurred from the professional association means the company is mostly focused on highly skilled professional which has good qualification and also have ability to do any task.
In this organization, 40% employees are the new joiner which is beneficial for the organization and give them some kind of training and preparing for a job, for the purpose of expanding the business entire the world.
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Suggestions
As per the analysis there are some suggestions which is required:
In this organization 100 employees are working together but there is very tough competition between them. Because of that they forget the human responsibility. So for that purpose organization should improve employees mentality. And motivate them related to work not for competition.
This organization has the quite tough recruitment and selection process so it should be liberalize by the organization.
There should be open discussion with employees before putting up any project.
Ideally there should be a customized work life balance programs arranged for employees. So that they can do their work efficiently.
While selecting the candidate for a job the organization taken the interview must be formal not to be taken any kind of stress interview.
Organization should organize the sport events for their refreshment.
The organization should be take care of out station candidates who selecting for a job in terms of accommodation and other expenses.
The staffing service provided to the employees as per the survey, so it should be on permanent basis so that employees will achieve easily what they want in the organization.
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Chapter –7
Conclusion:
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The main aspect of our questionnaire has resulted in to the following conclusion.
PMC Projects Pvt ltd. is one of the growing infrastructure in India. Major players in the construction of infrastructure are Balaji, Relience, ONGC etc.
Among all the company PMC has a good image in india especially in port areas, Railways, CNG stations etc.
The recruitment and selection process are needed in the organization because mostly employees wants to apply for this company and their aim to achieve a good job in this organization..
The recruitment & selection is very important factors to any organization because it deals with the human resources and by this organization mostly the candidates wants make their carrier in the infrastructure industries.
In this organization the recruitment & selection process is quite tough because it needs a highly skilled and experienced employees.
The selection process deals with the interviews which would be faced by the employees. So, that the organization get a right candidate for a right job.
So, the recruitment and selection process is very important for the organization.
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Chapter 8
Bibliography
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1. Human Resource Management by K.Aswathappa2. H.R. Practices by Monnappa3. Human resource Management by Gary Desslar4. Human resource Management by Thakur Prakashan
Webliography:
http;//www.pmcprojectspvtltd.com
http;//www.pmcprojectspvtltd.in
http;//www.adanipmcprojectspvtltd.com
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Chapter 9
Annexure:
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Questionnaire
I (Neha Bhadauria) am student of DIMCA (Divaba Institute of Management & computer Application) college and doing survey for education purpose and summer research report. Kindly respond for this questionnaire the information provided by you.Fundamental Analysis of Recruitment & Selection of employee of the “PMC Project Pvt ltd.”
Q. 1 What are the sources use for recruitment in your company?