Sonalika Project

LOVELY PROFESSIONAL UNIVERSITYDEPARTMENT OF MANAGEMENT

Report on Summer Training [Title]Recruitment and selection procedures and techniques to filter the

candidates

Submitted to Lovely Professional University

In partial fulfillment of theRequirements for the award of Degree of

Master of Business Administration

Submitted by:Name of the student-Harneet kaur

University Roll No.10800487

DEPARTMENT OF MANAGEMENT LOVELY PROFESSIONAL UNIVERSITY

PHAGWARA

Content-

Acknowledgement

COMPANY PROFILE

Objectives of the study

Methodology

Review of literature

Introduction

Conclusion

Suggestions

Acknowledgement

It is my privilege to acknowledge profound Gratitude & indebtedness towards my

respected & learned teachers for their inspiration, constructive criticism & valuable

suggestions. Their precious guidance & unrelenting support kept me on track through

my training. I want to thank all the employees of INTERNATIONAL TRACTORS

LIMITED (ITL), HOSHIARPUR for their warm support & co-operation in successful

running of the training work.

I am highly obliged to MR. gurvinder singh my project leader, whose timely advice &

constructive criticism helped me in completing the project.

SONALIKA INTERNATIONAL TRACTORS LIMITED

COMPANY PROFILE-

Established in 1969, Sonalika group since the inception has tired to understand customer need to be facilitating them with its value for money products.

The Company has a state of art manufacturing facilities, spread in acres, located in the free shrubs of Punjab and Himachal Pradesh.

Sonalika is one of the top five tractor manufacturing companies in India.

The Sonalika Group product listing does include the manufacturing of

tractors, multi utility vehicles, Engines and various farm equipments.

Today the group stands with an appropriate turnover of 1200 Crore INR. An average growth of 30% makes it one of the fastest growing corporate in India.

Its also one of the free debt free company group strengthens an approx mate staff count of 3000 employees.

The company works in maximum production with low cost value and safe environment.

History foretells that innovation is key to continued progress and when applied to technology, that touches human life, it ca unfold a whole new economic phenomenon that has power to change the world.

With unique initiative like the Thought Leadership Forum, it has been able to create a unique platform for learning thought success stories of industry leaders.

No, Doubt that the sonalika products has created a niche for themselves not in India but also in foreign market.

As at its production any defect even at micro level is been taken care of and justified. The technology for painting and machinery they use is high quality paint shop with a grade services and methods.

The industry has gradually transformed itself into a world class player involved in building state of art products, solutions and technologies.

Sonalika Foundations intends to become a catalyst encouraging its members to do more, capturing best practices and assisting its reproduction and harnessing a greater range of resources, from the industry and beyond, to make a major impact on development of society.

It has been its visions to cater the agriculture and auto industry with qualify abrasive products through untiring dedication and leadership.

As it step in to our fifth decade of existence, it continue to lead the development of industry driven standards and initiative for the tractor industry in India.

International Tractors Limited (ITL) • Sonalika Agriculture Industries • Sonalika Capital Limited • Punjab Agriculture Industries • Casting Corporation Of India • International Cars & Motors Limited International Auto-trac Finance Limited (IAFL)

At present the company has a strong nation wide network of 528 dealers. The distribution in various states is:

Andhra Pradesh-------------- 26

Assam---------------------------4

Bangladesh---------------------1

Bihar----------------------------37

Gujarat------------------------31

Haryana-----------------------37

Himachal Pradesh----------4

Jammu & Kashmir---------1

Karnataka-------------------18

Kerala--------------------------1

Madhya Pradesh-------------68

Maharasthra------------------35

Mizoram-----------------------1

Nepal---------------------------9

Orissa--------------------------10

Punjab------------------------48

Rajasthan---------------------53

Tamil Naidu-----------------19

Uttar Pradesh---------------131

West Bengal----------------14

The distribution of dealer’s network has helped company to provide sales & services to its customers.

The company is catering to the market not only throughout India but also various other countries like Nepal & Sri Lanka.

Sonalika Group believes in treating its employees with care and concern. For an organization that is primarily made up of human resources, treating them well and with respect is their utmost concern.

These tractors are also exported to various other countries also including France, South Africa, Australia, Zimbabwe, Sri Lanka, Canada, Nepal, and Bangladesh etc.

It is the first Tractor manufacturing company in the country to be accredited with ISO-14001. It bears testimony to the fact that company is having world-class R&D facilities, maintaining controls and systems of International Standards and Environmental norms.

Today the group has approx. turn over of US Dollar 250 Million & an average growth rate of 30%makes it one of the fastest growing corporate in India.

It entered into strategic alliance with YANMAR of Japan for joint manufacturing tractor in India.

ITL Group is synonymous with fair business practices and ethics,quality service and a commitment to society.

ITL is manufacturing various Tractors of Sonalika brand between 30 H.P. to 75 H.P. &CERES brand between 60HP to 90HP. The Tractors manufactured by the company have secured a reputation of performance, quality and reliability in the market because of their maximum pulling power, minimum fuel consumption and Emission. All this makes ITL the fifth largest tractor selling company in India and the number one company in Nepal.

The company's marketing efforts are promoted by the network of 600 Dealers, 400 Sub dealers and 50 Stockiest supervised by various regional sales offices. Such a networking has enabled the company to grow like a well-knit family whose roots lie in its customers, who have been providing constant feedback and support to allow the company to turn their dreams into reality.

It is a matter of pride and honor for us that our Manufacturing Process, Quality Control Systems and Research & Development facilities are ISO- 9001:2000 Certified by the Joint Accreditation System of Australia and New Zealand.

It bears testimony to the fact that company is having world-class R&D facilities, maintainingcontrols and systems of International Standards and Environmental norms.

IT IS the first Tractor manufacturers in the country producing 50 & 60 HP Tractors fitted with diesel engines manufactured In-House, meeting Bharat II norms of Smoke & Mass Emission.

These engines have been tested and certified by ARAI, Pune. United States Environmental Norms Agency, Washington DC has also certified our Engines. These certifications enabled SONALIKA Tractors to enter into World Market.

All the models of Tractors and Combines Harvesters manufactured by us are tested & approved by Central Farm Machinery and Tractors Training & Testing Institute, Budni (MP) India, (the Government of India institute authorized for issuing test reports). Recently SONALIKA Tractors have been awarded "The Best Quality Award (2002-03)" by the Govt of India.

Sonalika International Tractors have also been approved for subsidy under various schemes by Ministry of Agriculture, Govt. of INDIA. A number of banks have approved Sonalika Tractor for financing and entering into a tie Up for easy financing.

ITL went into collaboration with Renault agriculture of France in July 2000. Renault Agriculture is a subsidiary of the Renault Group with 51% stake owned by CLAAS Germany. Renault Agriculture is the largest tractor manufacturing company in Europe. It produces tractors in the range of 50-250 HP, having worldwide distribution ands sales network.

KEY FACTORS FOR SUCEESS-

Inbuilt good manufacturing & maintenance practices.• Total employee involvement in the development of system.• Easy to understand & practice.• Develop teamwork & effectiveness in work due to participation of each person in improvementprocesses.• Minimum records are required to be maintained.• Attitudinal change towards positive direction.• It is the gateway for “ Total Quality Management System.

Rhino set to hot up SUV market.Rhino is a joint venture between Britain's MG Rover and International Tractors, manufacturers of Sonalika tractors. International Tractorsis part of the Rs.10 billion Sonalika group.The new company is called International Cars and Motors Limited. It will manufacture 24,000 SUVs annually at its company's new plant at Kala Amb in Himachal Pradesh, 30 km from here.

The plant, being set up on a 100-acre plot, will have an automated assembly line."The plant is being set up with a Rs.200 crore (Rs. 2 billion) investment and the first vehicle will roll out in December,

The mid-segment Rhino will be attractively priced and its 6+1 gearbox would make it unique among SUVs on Indian roads, all of which have 5+1 gears, Mittal pointed out.Sonalika has also tied up with Britain's largest independent power unit manufacturer, Powertrain, to manufacture the engine for Rhino here. A few engine components will initially be imported.Sonalika has, in the last eight years, become one of India's top five tractor manufacturers, selling 90,000 tractors powered by its in-house developed engine.

AWARDS

Pride of Country awarded to Sh. L.D. Mittal, Chairman Gold Medal Awarded to Sh. A.S. Mittal Vice Chairman Udyog Bhushan Awarded to Sh. Deepak Mittal MD.

International Tractors Limited, the rapidly growing Tractor Company, has been awarded the ITID Quality Excellence Award. This award has been instituted by the institute Of Trade and Industrial Development.

Shri L.D. Mittal, Chairman, Sonalika Group Architect of a New World8th Ernst & Young Entrepreneur of the year Award.

CMERI (Central Mechanical Engineering Research Institute) Govt. of India, which has many first to its credit in many fields, has been helping Sonalika a lot in enriching the company with technological advancements based on their strenuous efforts and research.

As part of diversification plans, the Rs 2,500-crore tractor and farm equipment major Sonalika Group has ventured into the auto finance sector.

The new company, named International Autocrat Finance Ltd (IAFL), is a 100 per cent subsidiary of the group and would finance the vehicles produced by International Tractors Ltd (Sonalika brand tractor) & International Cars & Motors Ltd.

Moreover, to have a nationwide presence, the company plans to open 24 newbranches insouthern part of India. Commenting upon the business target, he added, “By the end of 2009, weare hoping to do business worth Rs 1,000 crore through the finance company.”

Recently, the group also announced investments of Rs 1,150 crore in its two subsidiaries —International Cars and Motors (ICML) and International Tractors Ltd (ITL). Of the total, it would invest about Rs 700 crore on capacity expansion, enhancing its design facility and development of a new sports utility vehicle(currently it produce a multi-utility vehicle having brand name Rhino).

Also, it is contemplating to set up a new tractor manufacturing unit in southern India and increasing the capacity of existing tractor unit at Hoshiarpur with an investment of Rs 450 crore. The current facility in Hoshiarpur, Punjab, has production capacity 40,000 units (tractor) a year.

Recruitment & Selection Strategies of ITL

Objectives of the study-

1. To examine the Organization’s Strategies for Recruitment and Selection.

2. To study the current strategy and processes used to implement recruitment and selection in the organisation.

METHODLOGY

I have done my this study in two distinct phases.

1. Formal discussion with HR Manager

2. Filling up a Questionnaire from HR Manager

Formal discussions

HR manager provided me with background information regarding the organisation.

Guided me the various Literature reviews for better understanding of the Topic.

Filling up a Questionnaire from HR Manager

In this I have desined a questionnaire and collected the data related to the topic.

ARTICLES

Recruitment and SelectionBy Duncan Brodie

One of the most important decisions facing any organisation is recruiting the right people. Some organisations appear to be highly effective while others struggle. So how can you improve in this area?

Train Those Recruiting- Strange as it may seem, many organisations don't make the investment to ensure that those faced with one of the most important decisions have the right skills.

Be Clear On What You Are Looking For

If you are going to get the right person for the job, you need to be clear on the skills, qualifications, experience, personal attributes and qualities that the right candidate will have.

Select The Most Appropriate Source For Securing Applicants -The key point here is to be sure you are choosing the right place to advertise. Sometimes a local newspaper will work. At other times, you may need to go to specialist publication or a recruitment consultant.

Consider The Best Option For Selecting Candidates-In some cases you might just go for a traditional interview and possibly add in a presentation. Other times you might want to use assessment days.

Remain Open Minded -Often people jump to conclusions about candidates within minutes. Remember some of the best candidates might take a few minutes to get warmed up so don't discount people too quickly.

Remember It Is A Two Way Choice

Recruiters often forget that the candidate is also making a choice about whether they want to work in the organisation.

Give Feedback

Good candidates spend a lot of time preparing. Good employers will take the time to provide good feedback to successful and unsuccessful candidates. Every time you are involved in recruiting take time to reflect on your performance and process. What worked well? What would make it more effective?

Remember at the end of the day you are making a major investment decision. Take the time to make it as effective as possible.

Recruiting and Selecting The Perfect CandidateA skilled Manager should be able to match the capabilities of applicants to the necessities of the job and will play a major role in advancement of your company's efficiency, development, and profits. The right employee in the right job will be productive and play a vital role in the growth of your organization as opposed to the right person in the wrong job.

As a result of selecting unqualified candidates, millions of dollars are lost every year due to turnover, training, productivity, loss of revenue, lost business, and ultimately unhappy customers.

You should be constantly looking for qualified candidates even though you may not need anyone, someone on your team will eventually not meet your performance objectives and ultimately impact the overall performance of the team and or the company. Having a list of already screened and qualified candidates makes your job a lot easier. Get referrals from your present staff, you should turn your best employees into recruiters, typically people of similar capacity and skill sets stick together. Find an influential person that can get names of qualified people, you can also ask referrals from your clients, customers, and or vendors. These suggestions all make for a better quality candidate for the selection process.

Recruiting and selecting the perfect candidate is a skill in itself. Properly preparing for the hiring process is crucial for success. Outlining expectations, goals, responsibilities, people managed, day to day activities, prerequisites for the job, compensation, training etc. prior the initial interview will provide important details that can be overlooked. You may also want to include a behavioral trait check list which will help to determine the right fit for your team, this check list can include items like persistence, decisiveness, ingenuity, poise, motivation, patience, concentration, and should be rated from one through five, five being above average.

You cannot ignore conventional processes such as job postings or the classified section, but be prepared to expand beyond this, particularly whenever you're attempting to reach a higher caliber group of people who haven't been attained through your conventional recruiting processes. With a dynamic, diverse and ever changing work force, proper recruiting methods play an essential and almost critical role to organizations that want to too attract the most favorable and most qualified talent.

Being able to select and develop your team using the best recruiting methods and selection process will put you on a path to success.

EFFECTIVE RECRUITMENT AND RETENTION OF MINORITY RESEARCH PARTICIPANTS

▪ Abstract Our ability, as leaders in public health scholarship and practice, to achieve and measure progress in addressing racial/ethnic disparities in health status and health care is severely constrained by low levels of participation of racial/ethnic minority populations in health-related research. Confining our review to those minority groups federally defined as underrepresented (African Americans/blacks, Latinos/Hispanics, and Native Americans/American Indians), we identified 95 studies published between January 1999 and April 2005 describing methods of increasing minority enrollment and retention in research studies, more than three times the average annual output of scholarly work in this area during the prior 15-year period. Ten themes emerged from the 75 studies that were primarily descriptive. The remaining 20 studies, which directly analyzed the efficacy or effectiveness of recruitment/retention strategies, were examined in detail and provided useful insights related to four of the ten factors: sampling approach/identification of targeted participants, community involvement/nature and timing of contact with prospective participants, incentives and logistical issues, and cultural adaptations. We then characterized the current state of this literature, discussing implications for future research needs and directions.

INTRODUCTION TO TOPIC

Sonalika is a growing company & it has lot of manpower requirements at various levels & it all the times. In view of this requirement & of the dynamic/ volatile job market. Sonalika has a major challenge to hire good talent & more challenging is to retain its current talent.

In order to suggest best strategies for retention let understand what is Recruitment

Recruitment

Company tries to Attract the best Qualified individuals to apply for a given Job.

MEHTODS –1. Internal recruitment2. External recruitment

Internal Recruitment

This refers to the filling of job vacancies from within the business - where existing employees are selected rather than employing someone from outside.

Internal vacancies are usually advertised within the company via a variety of

media:

• Staff notice boards• Intranets• In-house magazines / newsletters • Weekly staff magazine devoted solely to advertising jobs within the

organization!• Staff meetings

External Recruitment

This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Company is engaged in external recruitment because it is growing strongly, or it operate in industries with high staff turnover.

There are several ways of looking for staff outside the business.

1,Employment/Recruitment agencies Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment.

2. Head-hunters or Recruitment consultancies -Headhunter or head hunter is someone who engages in the cultural practice of headhunting. The third party do the recruitment.

3.Advertising- Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the job.

4, Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.

5. internet- information about recruitment is provided on internet on company websites.

 6.Personal recommendation - Often referred to as ‘word of mouth’ and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.

SELECTION

Selection is a process of selecting the best employee for a job. Selection is to be done very carefully for success of business. Right person on right job must be selected.

Selecting a suitable candidate can be the biggest challenge for any organization.

The success of a sales organisation largely depends on its staff. Selection of  the right candidate builds the foundation of any organization's success and helps in reducing turnovers.

Though there is no fool proof selection procedure that will ensure low turnover and high profits, the following steps generally make up the selection process for the right sales personnel -

SELECTION PROCESS-

COMPANY USE Multiple hurdle model: eliminating some candidates at each stage of the selection process

By this process company select candidates.

Pre Interview Screening & Preliminary Interview

This is generally the starting point of any employee selection process. Pre Interview Screening eliminates unqualified applicants and helps save time. Applications received from various sources are scrutinized and irrelevant ones are discarded. A preliminary Interview may be conducted as well.

Application Form An candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal application form. Such a form is designed in a way that it records the personal as well professional details of the prospective sales employee.

Personal Interview Most sales managers believe that the personal interview is an absolute 'MUST'. It helps them in obtaining more information about the prospective employee. It also helps them in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc. In some Companies, the selection process comprises only of the Interview.

Checking ReferencesMost application forms include a section that requires prospective candidates to put down names of a few references. References can be classified into - former employer, former customers, business references, reputable persons. 

Such references are contacted to get a feedback on the person in question including his behaviour, skills, conduct etc.

TestsDifferent types of tests are conducted to evaluate the capabilities of an applicant, his behaviour, special qualities etc. Separate tests are conducted for various types of jobs.

Job OfferA candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if considered unfit for the job. Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job.

Selection Methods-

Application forms

It complies with employment laws and is reviewed regularly and revised as necessary to ensure legality. The form obtains the information necessary to determine if applicants meet the minimum qualifications of the vacant position, as well as information to determine if applicants meet veterans’ preference requirements.

Furthermore, the application form also contains a block where applicants sign certifying that the information provided is true and acknowledging that inaccurate statements can lead to rejection of their application, or if employed, to termination of their employment.

Interviews A selection procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries.

Types of InterviewsI. Unstructured Interview Involves a procedure where different questions may

be asked of different applicants. II. Situational Interview Candidates are interviewed about what actions they

would take in various job-related situations. The job-related situations are usually identified using the critical incidents job analysis technique. The interviews are then scored using a scoring guide constructed by job experts.

III. Behavior Description Interviews Candidates are asked what actions they have taken in prior job situations that are similar to situations they may encounter on the job. The interviews are then scored using a scoring guide constructed by job experts.

IV. Comprehensive Structured Interviews Candidates are asked questions pertaining to how they would handle job-related situations, job knowledge, worker requirements, and how the candidate would perform various job simulations. Interviews tapping job knowledge offer a way to assess a candidate's current level of knowledge related to relevant implicit dimensions

of job performance (i.e., "tacit knowledge" or "practical intelligence" related to a specific job position) .

V. Structured Behavioral Interview This technique involves asking all interviewees standardized questions about how they handled past situations that were similar to situations they may encounter on the job. The interviewer may also ask discretionary probing questions for details of the situations, the interviewee's behavior in the situation and the outcome. The interviewee's responses are then scored with behaviorally anchored rating scales.

VI. Oral Interview Boards This technique entails the job candidate giving oral responses tojob-related questions asked by a panel of interviewers. Each member of the panel then rates each interviewee on such dimensions as work history, motivation, creative thinking, and presentation. The scoring procedure for oral interview boards has typically been subjective; thus, it would be subject to personal biases of those individuals sitting on the board. This technique may not be feasible for jobs in which there are a large number of applicants that must be interviewed.

Role playing is a type of assessment center exercise where the candidate assumes the role of the incumbent of the position and must deal with another person in a job- related situation. A trained role player is used and responds "in character" to the actions of the candidate. Performance is assessed by observing raters.

Assessment center An Assessment Center consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews, and/or psychological tests. Job Simulations are used to evaluate candidates on behaviors relevant to the most critical aspects (or competencies) of the job.

Several trained observers and techniques are used. Judgments about behavior are made and recorded. These judgments are pooled in a meeting among the assessors or by an averaging process. In discussion among assessors, comprehensive accounts of

behavior, often including ratings, are pooled. The discussion results in evaluations of the performance of the assessees on the dimensions or other variables.

Psychometric test

Psychometrics is the field of study concerned with the theory and technique of educational and psychological measurement, which includes the measurement of knowledge, abilities, attitudes, and personality traits. The field is primarily concerned with the construction and validation of measurement instruments, such as questionnaires, tests, and personality assessments.

Psychometric testing is a tool used mainly in the recruitment process. It is recognized as an efficient way to gain insight into a person’s personality and psychological thinking. It can help develop team spirit in the workplace and assess an individual’s priorities.

Peer assessments-

Questionnaire-

1. What type of industry does your organisation participate in?

2.How would you rate the turnover of staff in your organisation? (please circle)

• High• Medium• Low

3, Do you have more than one category or type of employee? If yes, please list.

4. Does the recruitment and selection strategy differ for each category?

5. Who is responsible for recruitment & Selection in the organisation?

6. Do you have an Internet site? (please circle) Yes

• No

6.1 If yes, do you use the Internet site for recruitment? • Yes• No

7. Do you have a requisition form for vacant or new positions? • Yes• No

8. Do you use job descriptions and/or duty statements? • Yes• No

8.1 How often are job descriptions reviewed? (please circle)• Not at all• Monthly• Every 3months• Every 6 months Yearly• As position becomes vacant

9.Which of the following sources do you use for recruitment? (please tick)

Newspaper Internet Referrals University Notice Boards Word of Mouth Graduate Recruitment Services Executive Search Employment Consultant Recruitment Agency Other (please list)

10,If you advertise a position in the newspaper, what paper do you use? (please tick)

Local Metropolitan daily Suburban

11. Does the organisation have a policy regarding internal recruitment versus external recruitment?

12.What type of interview process do you use? (please tick) Panel One on one Stress Group Video conference Telephone interview Computer-assisted interview Other (please list)

13. Do you have a specific room to conduct interviews in? Yes No

14. Do you have an orientation program? Yes No

15. Do you notify all applicants even if they are unsuccessful? Yes No

CONCLUSION-

Sonalika is a very bi organization having number of employees workin in it.In the company the turnover rate is medium.

There are many deparments in the company for which employees are required.Like for production, h.r , finance, r& d, etc.

Company has to follow different selection and recruitment strategy for selection of candidates. Like for production department it conduct physical tests and for r&d it conduct mental ability tests.

For selection and recruitment a specific department (selection and recruitment cell) is designed in human resource department. Here a group of specialised person conduct interviews for the employees.The h.r.d head mr. urvinder singh is responsible for all these activities.

Company is having its website on internet as www.sonalika.com.They use it for recruitment also. Announcements are available on the website related to jobs and career, application forms are available for jobs,They also use other sites for recruitment like monster.com and job street.

Job description is used by the company. In job description , all specifications and requirements of the job are provided. It contain qualification , work experience and other skills required to perform the job. Job description helps a lot the company to match candidates profiles with the job.

Job description is reviewed when the position become vacant after theRetirement or leavin the job.

For recruitment company use newspapers, Internet, recruitment agencies,Referrals and factory notice board.It mostly use local area newspapers to et employees from nearby.

It prefer both internal and external source of recruitment as per need.Its looks for advantages and disadvantages before using a source.

Advantages:

*Internal candidates are a known entity- ie; you know what you’re getting in advance (less risk) and they have already survived your hiring filters*Hiring internally helps contributes to good morale by emphasizing employee value*Recruiting expenses are avoided *Saves time- it’s easier to fill the lower positions than the higher ones*Employees aren’t put off by hiring outside candidates as opposed to promoting from within

Disadvantages:*Not adding to your headcount to offset attrition or facilitate growth*Missing an opportunity to contribute to company’s diversity*By hiring internally you don’t take advantage of the:**New ideas**Resources**Best practices**Competitive intel**New perspectives**Clients or contacts that can accompany external new hire,

External source-ADVANTAGES-Outside people bring in new ideas -Larger pool of workers from which to find the best candidate

-People have a wider range of experience

two possible benefits of external recruitment over internal recruitment of a company1. Introduction of new ideas, approaches and views, not entrenched in company politics and issues. 2. No problem of promoting one worker over others risking friction & resentment.

As per these decision is made.

It use different interview process for different candidates.Mostly employees has to face panel and group interview. All these interviews are conducted in recruitment and selection cell.

Company is also having an orientation program.

Company do not keep the record of unsuccessful candidates.Sonalika is trying to follow best methods for the recruitment and selection of candidates.

SUGGESTIONS-

As for the success of the business it is very important to select best candidates for the job. There are few suggestions for company.

1. company should also use t.v and head hunters for recruitment as it provide more options.

2. it should keep the record of unsuccessful candidates also as to call them again in case of another job. It will save time and cost.

3. it should also recruit students from universities as fresh talent is introduced in company.

4. job description must be reviewed time to time as per the competition.

5. computer assisted interviews are to be conducted for distance candidates.

References-

Daily Dairy helped me a lot in preparing my project report. The majority of material has been taken from it.

Sources of Information: ----

A. Websites……

Answers.comGoogle.comAltavista.comSonalika.com