Copy of Project Report_511014694

8/6/2019 Copy of Project Report_511014694

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A PROJECT REPORT

on

Recruitment and Selection Process

PROJECT in in Narayan International, Noida

Under the guidance of

Mr. Praveen Agrawal

(Managing Director)

Submitted by

Arjun BansalRoll No-511014694

in partial fulfillment of the requirement

for the award of the degree

Of

MBA

IN

[Human Resource Management]

JULY-2011

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ACKNOWLEDGEMENT

First I would like to thank to Narayan International, Noida for giving

me this opportunity to do my summer training project there. The employees

and the staff had very supportive and have helped me in every possible way

to finish the project. I would like to especially thank to Mr. Praveen Agrawal

who is one of the Managing Directors in Narayan International for guiding

me and spending time with me on this project. I thank them for sharing all

kinds of human resource information related to recruitment and selection

with me and providing me support material from library. This project has

helped me clearing human resource fundamental and has taught me some

very important concepts about recruitment and selection process in

industries, which no book could have given me. Training at Narayan

International was very good learning experience for my professional career

and it will always help me in the future.

PLACE

DATE

(Arjun

Bansal)

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BONAFIDE CERTIFICATE

Certified that this project report titled Recruitment and Selection

Process is the bonafide work of Arjun Bansal who carried out the

project work under my supervision.

SIGNATURE

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EXECUTIVE SUMMARY

With the help of this project, I have come to know that mere

knowledge is not enough to understand the human behavior and how the

companies recruit and search talent to perform the job in their organization.

The summer training project has helped me to understand a few very

important concepts that in todays world are required and make business do

well.

Education imparts enlightenment but training polishes the

personality of an individual. The Institute directed me to undertake summer

training project in NARAYAN INTERNATIONAL and prepare a report.

The whole project is divided in five segments:

o First segment consists of introduction, Objective of studies, Research

Methodology, scope of study.

o Second segment consists of industrial profile, Company profile.

o Third segment consists of recruitment and selection,

o Fourth segment consists of Data analysis and interpretation and

finding.

o Fifth segment consists of Recommendations and suggestions.

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CHAPTER ARRANGEMENT

Chapter No. Title Page No.

1 6

1.1 Introduction 7

1.2 Objective of Study 8

1.3 Research Methodology 9

1.4 Limitation of Study 10

1.5 Scope of Study 11

2 12

2.1 Industrial Profile 13

2.2 About Company 18

3 26

3.1 About Recruitment & Selection 27

3.2 Factors Affecting Recruitment 46

3.3 Introduction about Selection 54

4 65

4.1 Data Analysis 66

4.2 SWOT Analysis 76

5 81

5.1 Suggestions and Recommendations 82

Bibliography 86

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1.1 INTRODUCTION

As we know that in todays competitive world, it is very tough for every

organization to compete with others. In any organization, human capital is

most important factor to compete with this situation. Human resource affects

every part in an organization. So in todays competitive world, every

organization pays attention to search the talent pool. Recruitment &

selection is so an important exercise to a personnel manager. Every year,

number of companies become bankrupt due to their poor performance.

Presently number techniques are available to judge the current position of

the business.

Summer training is an activity where the person is trained for

present job. It improves the performance of a person towards the society and

also towards the Organization.

I have taken this project to enhance or to gain knowledge in the

field of human resource management in an organization. I had completed my

training from NARAYAN INTERNATIONAL, NOIDA.

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1.2 OBJECTIVE OF THE STUDY

The project Recruitment and Selection process in Narayan International

carried out to fulfill the following objective:

To understand the recruitment & selection process of the

company.

To search the company performance and their talent pool

requisition.

To indicate the true efficiency.

To understand the employees thinking towards the present

recruitment policies of

the company.

PERIOD OF THE STUDY

I did my summer training in NARAYAN INTERNATIONAL under Mr.

Praveen Agrawal, Managing Director. My period of study is 8 weeks i.e.

from 15-04-11 to 15-06-11. Mr. Praveen Agrawal provided me all the

information related to my summer training project. During my summer

training, I learnt a lot of new things about the company and its recruitment

and selection policies, induction program etc.

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1.3 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem

and consider the logic behind the method and tools used. This project is

based on direct interview and secondary data.

For the research, I collected data from both primary and secondary

data collection methods.

For primary data collection, I made a questionnaire and collected data from

the employees.

For secondary data collection, I took the help of Narayan library and various

magazines and books.

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1.4 LIMITATION OF STUDY

1-This project is based on the method of recruitment and selection

policies and due to constraint of time is not possible to work on all

tools and techniques of recruitment policies.

2- The data collection is also limited.

3- This project report is based on my own perception and finding so it

cannot be used for generalizing purpose.

4- Data are extracted from various employees and secondary sources

so any error in the statement will subsequently affect the companys

R&S process.

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2.1 INDUSTRIAL PROFILE

A fast emerging economy in the world of home textiles, India produces a

wide range of products, including home furnishings, household linen, curtain

tapestry and yardage made with several textures and varying thickness. The

home furnishing industry mainly exports fabrics, bed linen, table linen, toilet

and kitchen linen, towels, cushions, curtains, pads, tapestries and

upholstery's, carpets and floor coverings, etc. The industry has adopted

several measures and techniques to offer premium quality and eco-friendly

products to the global industry.

The home furnishing products can be broadly categorized into five

categories, which include - bedding, window dressings, bathroom textiles,

cushions and covers, and table linen. Household penetration levels are high,

especially in the largest sectors bedding and window dressings. While

replacement due to wear and tear is not inevitably frequent, an increased

consumer interest in home interior products has stimulated buying in what is

now very much a fashion-led industry. The industry also benefits from the

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growing number of households, a trend, which is expected to continue at an

even faster rate.

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History of Indian Home Furnishings

The roots of Indian home furnishings industry lie deep in age old traditions.

Especially known for their ethnic, intricate carvings, weaves, pattern themes,

motifs, color schemes and workmanship, Indian home furnishings have

become popular the world across. Handcrafted ethnic home furnishings are

one of the most fascinating art forms in India and lend an unmistakable

grandeur to the decor.

In the world of hand looms, there are Madras checks from Tamil Nadu, tie

and dye from Gujarat and Rajasthan, ikats from Andhra and Orissa, brocades

from Varanasi, Daccai from West Bengal, and phulkari from Punjab. The

Surat tanchoi based on a method of satin weaving with the extra weft floats,

which are absorbed in the fabric itself has been reproduced in Varanasi. In

the domain of Woolen textiles, woolen weaves are no less subtle. The

Kashmiri weavers are known the world across for their Pashmina and

Shahtoosh shawls. The states of Kashmir and Karnataka are famous for their

mulberry silk. India is the only nation in the world producing all fourcommercially known silks - mulberry, eri, tasser (tussore) and muga. Assam

produces eri and muga silk, which are gaining immense popularity in the

U.S.A. and Europe. The ikat technique in India is usually known as bandha

in Orissa, patola in Gujarat, pagdu bandhu, buddavasi and chitki in Andhra

Pradesh.

Exports

With their ethnic, intricate carvings, weaves, pattern themes, motifs, color

schemes and workmanship, Indian home furnishing products are gaining

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immense popularity among buyers the world across. The share of Indian

exports in home textiles is increasing day by day. In 2002-03, the value of

export of cotton handloom fabrics and made-ups was Rs. 544 crore, the

value of export of handmade carpet and other floor coverings was of the

order of Rs. 2590.26 crore and value of exports of other home furnishing

products was Rs. 2633.37 crore.

Trend in value of export of cotton handloom fabrics and made-ups (1998-89-

2002-03) (Rs in Crores)

Year Fabric Made-Ups Total Total (Value)

1998-99 503.58 1414.76 1918.34 4561999-00 488.48 1491.57 1980.05 4472000-01 489.63 1637.82 2127.45 4662001-02 496.47 1568.47 2064.94 433

2002-03 842.94 1790.33 2633.27 544

Made-Ups (Value in Rs. Crores)

Bed Linen 3.34 5.57 6.28 20.14 39.51

Table Linen 9.91 8.19 30.79 36.49 47.19

Toilet & KitchenLinen

6.6 8.89 36.79 36.49 43.57

Bed Covers / BedSpreads

200.07 204.11 211.93 211.01 173.67

Curtains 65.43 79.02 104.04 106.39 116.37

Other FurnishingArticles

752.91 764.24 830.1 761.22 940.71

ClothingAccessories

24.85 33.36 57.31 53.97 65.61

Other Made-Ups 31.88 34.74 62.97 82.12 102.68Carpet & FloorCoverings

319.75 353.44 298.31 242.83 261.02

Made-Ups Total 1414.76 1491.56 1637.82 1568.47 1790.33

Grand Total 1918.34 1980.04 2127.44 2064.94 2633.27

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Export Trends of Handmade Carpets and Other Floor Coverings (1998-

99 to 2002-03) in Rupees Crores:

YearExport Performance of Carpets and

Other Floor Coverings

1998-99 1783.33 136.45 94.16 2013.94

1999-00 1888.45 153.93 93.65 2136.032000-01 2045.96 167.03 102.16 2315.152001-02 2152.69 198.27 85.17 2436.13

2002-03 2293.79 209.42 87.05 2590.26

Future Forecast

The future prospects for the Indian home furnishing industry are bright,

especially in the post-quota regime. The industry is in an expansion mode

and is expected to benefit from growing demand both in the domestic and

global markets.

While exports of Indian home furnishing products has increased, profits are

sliding as prices have dropped 8-20 % and the industry is on the verge of a

shakeout. With importers favoring suppliers with vertical production

systems rather than dispersed manufacturing facilities, Indian exporters need

to shore up their mass manufacturing techniques. The major requirement is

the development of infrastructure.

Labor laws also constitute a stumbling block in the growth of Indian home

furnishing companies. Political conditions have prevented successive

governments from instituting an exit policy. Because of this, manufacturers

cannot employ short duration labor as they cannot lay them off when the

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world trade cycle turns. Low labor productivity is another major constraint.

On the technology front, government has initiated efforts to encourage

manufacturers to go in for advanced technology. The grant has been

increased for helping manufacturers in the up-gradation of technology.

While China is clearly the leading exporter in the world of home furnishings,

it is not a direct competitor of India. While China mainly uses man-made

fibers and caters mass markets, India produces natural fiber and serves niche

markets. At present, India is leading producer of man-made fiber and raked

3 in cotton. A garment-driven and export-led strategy is expected to help the

Indian market to grow to at $85 billion by 2010, according to a CRISIL

report. The strategy should be focus on moving up the value chain instead of

exporting intermediate stage products, say industry experts.

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2.2 ABOUT COMPANY

Narayan International came into existence in 1990. The Company traces its

roots to the pioneering efforts of an entrepreneur with extraordinary vision,

Mr. Praveen Agrawal, who set up Narayan International at NOIDA.

The team of Narayan is known as THE PRODUCTION PEOPLE. This

reputation they have built by performing on the global stage for last two

decades. They have satisfied customers in UK, Europe, Scandinavia, USA,

and Middle & Far East.

In Narayan International, there is a team of professionals and a pool of

skilled craftsmen along with captive units who have been associated with the

group ever since their inception.

The salient features of Narayan International are as follows:

(A) PRODUCTION BASE:

Production has always been the passion behind Narayan so keeping a

reputation of THE PRODUCTION PEOPLE in mind they have set up

state of the Art production unit in & around Delhi.

(i) Farrukhabad 40000 sq ft.

(ii) Aligarh 20000 sq ft.(iii) Noida (3 Units) 15000 sq ft (Each)(iv) Rudrapur 30000 sq ft

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All the units have in house quilting, washing, finishing & packing facilities,

which have inbuilt quality control systems, which helps in producing quality

merchandise & deliver on time.

(B) STATE APPROVED LABOUR & INVIRONMENTAL

STANDARDS:

The facilities at Narayan International follow labor regulations of the state &

confirm to the environmental & other legislative standard of the state.

(C) APPROVED SOCIAL AUDIT:

Narayan International is approved under the social audit of LNT (USA)

L.L.Bean (USA) & Bonton (USA).

Narayan International strongly believes that every team member should be a

willing & self-motivated happy worker contributing towards the growth of

Narayan while growing fairly & freely in the organization.

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The Production at Narayan International takes place in following steps:

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Placement of Order

Procurement of Raw Material

Cutting

Designing

Tracing

Embroidery and Stitching

Filling

Quilting

Finishing

Washing

Quality Inspection

Packing

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1. Placement of Order: This is the first step of any production industry

in the way of business. The customers place the orders as per their

requirement. These orders are placed in order to fulfill the requirement of the

showrooms.

2. Designing: After the placement of the order, the craftsman got

involved in the designing. These designs are unique and of world class. The

designs are made on the basis of taste, preferences, budget, and climaticconditions of that country.

3. Procurement of Raw Material: Once the estimate of raw material,

like cloth, threads, buttons, packing materials, stickers etc, is prepared. The

raw material is procured from cotton mills in Delhi and around. The thread

and other materials are procured from India and abroad. Before the

acceptance of raw material, the cloth is checked for color bleeding first in

the washing section.

4. Cutting: Based on the design, the cloth is cut on the cutting machines.

The tolerance is kept very precise during this stage because this stage

decides the end production. During the cutting, the shrink margin of the

product is kept in mind. After washing, the cloth gets shrunk so this margin

is also taken into consideration.

5. Tracing: Tracing is done with tinopal. This is a blue color chemical

in liquid form. The design is traced on the cloth.

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11. Quality Inspection: At Narayan International, there is separate

quality control department which carefully inspects each and every piece. In

export industry, a defective piece may cause huge penalty from customers in

terms of money and reputation. Hence the quality control department of

Narayan International is very strong. They look basically for size, spots,

loose threads, quilting. After inspection, a QC OK tag is placed on that piece

duly signed by the QC inspector.

12. Packing: The requirement of packing style comes from the customer.

Generally the products are packed in transparent packing bags. Thenthe rate tags are placed in the form of paper stickers, wash care tags

and special acre tags, if required are placed on the product. Now these

arepacked in cartons and are ready to dispatch.

13. Dispatch: The shipment is collected at NOIDA from other production

units. Then it is dispatched through air courier to its destination from

Delhi.

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PRODUCTS OF THE COMPANY

Quilts:Narayan International is having vast experience in designing and fabrication

of quilts. The quilts are made up of different types of clothes like cotton,

silk, velvet etc.

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Cushion Covers: Matching cushion covers with quits and also separate

cushion covers are produced at Narayan International. Even fillers are

provided as per the need of the customer. For the fabrication of cushion

fillers, high class cotton is used.

Other Product range of Narayan International includes Table Mats, Floor

Mats, Table Cover, Chair cover, Oven Gloves, shower curtains etc.

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3.1 ABOUT RECRUITMENT AND SELECTION

Introduction

HRM is seen by practitioners, as a more innovative way of workplace

management than the traditional approach. Its techniques force the managers

of an enterprise to express their goals with specificity so that they can be

understood and undertaken by the workforce and to provide the resourcesneeded for them to successfully accomplish their assignments. As such,

HRM techniques, when properly practiced, are expressive of the goals and

operating practices of the enterprise overall. HRM is also seen by many to

have a key role in risk reduction within organizations. The Human

Resources Management (HRM) functions include a variety of activities and

key among them is deciding what staffing needs you have and whether to

use independent contractors or hire employees to fill these needs, recruiting

and training the best employees, ensuring they are high performers, dealing

with performance issues, and ensuring your personnel and management

practices confirming to various regulations. Activities also include managing

your approach to employee benefits and compensation, employee records

and personnel policies. Usually small businesses (for-profit or nonprofit)

have to carry out these activities themselves because they can't yet afford

part- or full-time help. However, they should always ensure that employees

have and are aware of personnel policies which conform to current

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regulations. These policies are often in the form of employee manuals,

which all employees should have.

Difference between HRM (a major management activity) and HRD (Human

Resource Development, a profession): HRD includes the broader range of

activities to develop personnel inside the organizations, including career

development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should

be organized into large organizations e.g. "should HR be in the Organization

Development department or the other way around?"

The HRM function and HRD profession have undergone tremendous change

over the past 20-30 years. Many years ago, large organizations looked to the

"Personnel Department," mostly to manage the paperwork around hiring and

paying people. More recently, organizations consider the "HR Department"

as playing a major role in staffing, training and helping to manage people so

that people and the organization are performing at maximum capability in a

highly fulfilling manner.

Human resource management (HRM) is the strategic and coherent approach

to the management of an organization's most valued assets - the people

working there who individually and collectively contribute to the

achievement of the objectives of the business. The terms "human resourcemanagement" and "human resources" (HR) have largely replaced the term

"personnel management" as a description of the processes involved in

managing people in organizations. Human Resource management is

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evolving rapidly. Human resource management is both an academic theory

and a business practice that addresses the theoretical and practical

techniques of managing a workforce.

Recruitment refers to the process of sourcing, screening, and selecting

people for a job or vacancy within an organization. Though individuals can

undertake individual components of the recruitment process, mid- and large-

size organizations generally retain professional recruiters.

The recruitment industry has four main types of agencies. Their recruiters

aim to channel candidates into the hiring organizations application process.

As a general rule, the agencies are paid by the companies, not the

candidates. The industries practice of information asymmetry and recruiters

varying capabilities in assessing candidate quality produces the negative

economic impacts described by The Market for Lemons.

PURPOSES AND IMPORTANCE:

In general purpose of recruitment is to provide a pool of potentially

qualified job candidates. Specifically the purposes are to:

1. Determining the present and future recruitment of the organization in

conjunction with its personnel planning and job-analysis activities.

2. Increase the pool of job candidates at minimum cost.3. Help increase the success rate of the selection process by reducing the

number of visibly under qualified or overqualified job application.

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4. Help to reduce the probability that job applicants, once recruited and

selected, will have the organization only after a short period of time.

5. Meet organizations legal and social obligations regarding the

composition of its workforce.

FACTOR S GOVERNING RECRUITMENT

External Forces Internal Forces

Supply and demand Recruitment policy

Unemployment rate HRP

Labor market Size of the firm

Political-social Cost

Son of soil Growth and expansion

Image

Traditional Recruitment:

Also known as employment agencies, recruitment agencies have historically

had a physical location. A candidate visits a local branch for a short

interview and an assessment before being taken onto the agencys books.

Recruitment Consultants then endeavor to match their pool of candidates to

their clients open positions. Remuneration for the agency's services usually

takes one of two forms:

A contingency fee paid by the company when a recommended candidate

accepts a job with the client company (typically 20%-30% of the candidates

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starting salary), which usually has some form of guarantee like if the

candidate fails to perform, he will be terminated within a set period of time.

An advance payment that serves as a retainer, also paid by the company. It

may still be legal for an employment agency to charge the candidate instead

of the company, but in most places that practice is now illegal, due to past

unfair and deceptive practices.

Online recruitment websites:

Such sites have two main features: job boards and a rsum/Curriculum

Vitae (CV) database. Job boards allow member companies to post job

vacancies. Alternatively, candidates can upload a rsum to be included in

searches by member companies. Fees are charged for job postings and

access to search resumes.

In recent times the recruitment website has evolved to encompass end to end

recruitment. Websites capture candidate details and then pool then in client

accessed candidate management interfaces (also online). Key players in this

sector provide e-recruitment software and services to organizations of allsizes and within numerous industry sectors, who want to e-enable entirely or

partly their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment

helps organizations to attract, test, recruit, employ and retain quality staff

with a minimal amount of administration.

Online recruitment websites can be very helpful to find candidates that are

very actively looking for work and post their resumes online, but they will

not attract the "passive" candidates who might respond favorably to an

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opportunity that is presented to them through other means. Also, some

candidates who are actively looking to change jobs are hesitant to put their

resumes on the job boards, for fear that their current companies, co-workers,

customers or others might see their resumes.

Headhunters:

Headhunters are third-party recruiters often retained when normal

recruitment efforts have failed.

Headhunters are generally more aggressive than in-house recruiters. They

may use advanced sales techniques, such as initially posing as clients togather employee contacts, as well as visiting candidate offices. They may

also purchase expensive lists of names and job titles, but more often will

generate their own lists. They may prepare a candidate for the interview,

help negotiate the salary, and conduct closure to the search. They are

frequently members in good standing of industry trade groups and

associations. Headhunters will often attend trade shows and other meetings

nationally or even internationally that may be attended by potential

candidates and hiring managers.

Headhunters are typically small operations that make high margins on

candidate placements (sometimes more than 30% of the candidates annual

compensation). Due to their higher costs, headhunters are usually employed

to fill senior management and executive level roles, or to find very

specialized individuals.

While in-house recruiters tend to attract candidates for specific jobs,

headhunters will both attract candidates and actively seek them out as well.

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To do so, they may network, cultivate relationships with various companies,

maintain large databases, purchase company directories or candidate lists.

In-house recruitment:Larger employers tend to undertake their own in-house recruitment, using

their Human Resource department. In addition to coordinating with the

agencies mentioned above, in-house recruiters may advertise job vacancies

on their own websites, coordinate employee referral schemes, and/or focus

on campus graduate recruitment. Alternatively a large employer may choose

to outsource all or some of their recruitment process (Recruitment process

outsourcing).

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The Recruitment Process

These are the main recruiting stages:

Sourcing:

Sourcing involves:

1. advertising, a common part of the recruiting process, often encompassing

multiple media, such as the Internet, general newspapers, job ad newspapers,

professional publications, window advertisements, job centers, and campus

graduate recruitment programs.2. Recruiting research, which is the proactive identification of relevant talent

who may not respond to job postings and other recruitment advertising

methods done in. This initial research for so-called passive prospects, also

called name-generation, results in a list of prospects who can then be

contacted to solicit interest, obtain a resume/CV, and be screened.

Screening & selectionSuitability for a job is typically assessed by looking for skills, e.g.

communication, typing, and computer skills. Qualifications may be shown

through rsums, job applications, interviews, educational or professional

experience, the testimony of references, or in-house testing, such as for

software knowledge, typing skills, numeracy, and literacy, through

psychological tests or employment testing.

In some countries, employers are legally mandated to provide equal

opportunity in hiring.

Agencies are particularly suitable for recruitment of executives and

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SOURCES OF RECRUITMENT

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RECRUITMENT(Searching Sources of Labor)

External Sources

1. Recruitment at factory gate2. Casual callers3. Advertisement4. Employment agencies5. Management consultants

6. Educational Institutions7. Recommendations8. Labor contractors9. Telecasting

Internal Sources

1. Transfer2. Promotion


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INTERNAL SOURCES

There are two important internal resources of recruitment, namely, transfers

and promotions.

(i) Transfers:

It involves the shifting of an employee from one job to another,

one department to another or from one shift to another. Transferred is a good

source of filling vacancies with employees from overstaffed departments or

shifts. At the time of transfer, it should be ensured that the employee to be

transferred to another job is capable of performing it. In fact transfer does

not involve any drastic change in the responsibilities, pay and status of the

employee. Transfer or job rotations are also used for training of employees

in learning different jobs.

(ii) Promotions:

It leads to shifting an employee to a higher position, carrying

higher responsibilities, facilities, status and pay. Many companies follow the

practice of filling higher jobs by promoting employees who are considered

fit for such positions. Filling vacancies in higher jobs from within the

organization has the benefit of motivating the existing employees. It has a

great psychological impact over the employees because a promotion at the

higher level may lead to a chain of promotions at lower levels in theorganization.

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EXTERNAL SOURCES

Every enterprise has to tap external sources for various positions. Running

enterprises have to recruit employees from outside for filling the positionswhose specifications cannot be met by the present employees and for

meeting the additional requirements of manpower. The following external

sources of recruitment are commonly used by the big enterprises:

i) Direct Recruitment:

An important source of recruitment is direct recruitment by placing

a notice on the notice board of the enterprise specifying the details of the job

available. It is also known as recruitment at the factory gate. The practice of

the direct recruitment is generally followed for filling casual vacancies

requiring unskilled workers. Such workers are known as casual or badly

workers and they are paid remunerations on daily-wage basis.

This method of recruitment is very cheap as it does not involve any

cost of advertising vacancies. It is suitable for filling casual vacancies when

greater rush of work or when a number of permanent workers are absent.

(ii) Casual callers or Unsolicited applicants:

The organizations which are regarded as good employers draw a

steady stream of unsolicited applications in their offices. This serves as a

valuable source of manpower. If adequate attention is paid to maintain

pending application folders for variousjobs, the personnel departments

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may find the unsolicited applications useful in filling the vacancies

whenever they arise. The merit of this source of recruitment is that it avoids

the costs of recruiting workforce from other sources.

(iii) Media Advertisement:

Advertisement in newspapers or trade and professional journals

is generally used when qualified and experienced personnel are not available

from other sources. Most of the senior positions in industry as well as

commerce are filled by this method. The advantage of advertising is that

more information about the organization, job descriptions and job

specifications can be given in the advertisement to allow self-screening by

the prospective candidates. Advertisement gives the management a wider

range of candidates from which to choose. Its advantage is that it may bring

in a flood of response, and many times, from quite unsuitable candidates.

(iv) Employment Agencies:

Employment exchanges run by the Government are regarded as

a good source of recruitment for unskilled, semi-skilled and skilled operative

jobs. In some cases, compulsory notification of vacancies to the employment

exchange is required by law. Thus, the employment exchanges bring the job

givers in contact with the job seekers. However, in the technical and

professional area, private agencies and professional bodies appear to be

doing most of the work. Employment exchanges and selected private

agencies provide a nation-wide service in attempting to match personnel

demand and supply.

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(v) Management Consultants or Head Hunters:

Management consultancy firms help the organizations to

recruit technical, professional and managerial personnel. They specialize inmiddle level and top level executive placements. They maintain data bank of

persons with different qualifications and skills and even advertise the jobs

on behalf of their clients to recruit the right type of personnel. A few

examples of head hunters are A.F. Ferguson and Co., ABC Consultants,

Godmans International, Mantec Consultants, etc. These days, professional

bodies of accountants, engineers, etc. also help their members to get suitable

placements in industrial organizations.

(vi) Educational Institutions or Campus Recruitment:

Jobs in commerce and industries have become technical and

complex to the point where college degrees or diploma are widely required.

Consequently, big organizations maintain s close liaison with the

universities, vocational institutes and management institutes for recruitment

to various jobs. Recruitment from educational institutes is a well-established

practice of thousands of business and other organizations. It is also known

as campus recruitment. Reputed industrial houses which require

management trainees send their officials to campuses of various

management institutes for picking up talented candidates doing MBA.

Organizations which seek applicants for continuing apprenticeship

programme usually recruit from technical institutions or polytechnics

offering vocational courses.

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(vii) Recommendations or Referrals:

Applicants introduced by friends and relatives may prove to

be a good source of recruitment. In fact, many employers prefer to take such persons because something about their background is known. When a

present employee or a business friend recommends some one for a job, a

type of preliminary screening is done and the person is placed on a job.

Some organizations have agreements with the trade unions to give

preference to blood relations of existing or retired employees if their

qualifications and experience are suited to fill the vacant jobs.

(viii) Labor contractors:

Labor contractors are an important source of recruitment

in some industries in India. Workers are recruited through labor contractors

who are themselves employees of the organization. The disadvantage of this

system is that if the contractor leaves the organization, all the workers

recruited by him will also leave. That is why, this source of recruitment is

not preferred by many business organizations. Recruitment through labor

contractors has been banned for the public sector units. However, the

practice is still common in case of construction industry.

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(ix) Telecasting:

The practice of telecasting of vacant post over T.V.

(Doordarshan and other channels) is gaining importance these days. Specialprogrammes like Job Watch, Youth Pulse, Employment News etc. over

the T.V. have become quite popular in recruitment for various types of jobs.

The detailed requirement of the job and qualities required to do it are

publicized alongwith the profile of the organization where the vacancy

exists.

T.V. as a source of recruitment is used less as compared to other sources.

The reasons for this are:

1. Telecasting is an expensive medium.

2. The advertisement for the job appears for a very short time and it is

not repeated. The candidates may not be able to understand it.

3. The candidates who dont watch T.V. miss the information about job

vacancies.

4. If there is a power failure in the area, the candidates living in such

area miss the vacancies telecast during the period of power failure.

Merits of External sources:

1. Qualified Personnel. By using external sources of recruitment, the

management can make qualified and trained people to apply for vacant jobs

in the organization.2. Wider Choice. When vacancies are advertised widely, a large number

of applicants from outside the organization apply. The management has a

wider choice while selecting the people for employment.

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3. Fresh Talent. The insiders may have limited talent. External sources

facilitate infusion of fresh blood with new ideas into the enterprise. This will

improve the overall working of the enterprise.

4. Competitive Spirit. If a company can tap external sources, the existing

staff will have to compete with the outsiders. They will work harder to show

better performance.

Demerits of External Sources:

1. Dissatisfaction among Existing Staff. External recruitment may lead

to dissatisfaction and frustration among existing employees. They may feel

that their chances of promotion are reduced.

2. Lengthy Process. Recruitment from outside takes a long time. The

business has to notify the vacancies and wait for applicants to initiate the

selection process.

3. Costly Process. It is very costly to recruit staff from external sources.

A lot of money has to be spent on advertisement and processing ofapplications.

4. Uncertain Response. The candidates from outside may not be suitable

for the enterprise. There is no guarantee that the enterprise will be able to

attract right kinds of people from external sources.

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HR Challenges In Recruitment

Lack Of Motivation: Recruitment is concerned to be thankless job.

Even if the organization is achieving results, HR department or

professionals are not thanked for recruiting the right employees &

performers.

Process Analysis: The immediacy & speed of the recruitment processare the main concerns of the HR in recruitment.

Strategic Prioritization: The emerging new systems are both an

opportunity as well as a challenge for the HR professionals.

Adaptability to Globalization: The HR professionals are expected &

required to keep in tune with the changing times, i.e. the changes

taking place across the globe.

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RECURITMENT PROCESS FOLLOWED IN NARAYAN

INTERNATIONAL, NOIDA

Here the company adopted separate systems for recruiting their staff andworkers. For staff member the company adopted the traditional process like

by written test, G.D., interview and for the worker level the company

adopted the flowing process.

On gate

By the contractor

By the camp

On the reference

Thus the recruitment process of Narayan International is like other

companies but one different way observed was the camp based selection

process. I think this a different kind of process and unique in itself. The

company runs the camp in the rural and remote area in state for the

Recruitment. They conduct one week program and in this time interval they

select number of candidate. This helps not only the company but also the life

of rural people who are cut off from the rest world due to several reasons.

This also helps increasing the economic and social conditions of the remote

area which ultimately helps the nation development.

By this process the company also fulfills the social objectives of the

company.

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3.2 FACTORS AFFECTING THE RECRUITMENT

PROCESS

The internal & external forces affecting recruitment function of an

organization are:

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Internal Factors

The factors which can be controlled by the organization are:-

Organization Image: The image of an organization of a human

resource market depends on HRM practices like facilities for training

& development, promotion avenues, compensation & incentives &

work culture.

Size of organization: Size of an organization is another factor which

determining the degree of attractiveness to the prospective candidate.

a small organization cannot have the same recruitment practice which

a large organization may have; it may not be able to attract highly

talented personnel.

Recruitment policy: The recruitment policy of an organization

specific the objectives of recruitment & provides Framework for

implementation of recruitment programmed.

Cost of recruitment: Recruitment incur cost to the employer

therefore organization try to employ that source of recruitment which

will bear a lower cost of recruitment to the organization of each

candidates.

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External Factors

The factors which cannot be controlled by the organization are:-

Legal factor: There are various legal provisions, which affected the

recruitment policy of an organization. Various act which provides therestriction to free recruitment are child labor act 1986, employment

exchange act 1959.

Supply & demand: If the company has a demanded more

professionals & there is a limited supply in the market for the

professional demanded by the company, then the company will have

to depend upon internal source by providing them special training &

Development programs.

Social-cultural factors: These factors affect the extent to which the

organization can recruit certain categories of personnel for certain

jobs

.

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Competitors: The recruitment policies of the competitors also affect

the recruitment function of the organizations. To face the competition,

many a times the organizations have to change their recruitment

policies according to the policies being followed by the Competitors.

INDUCEMENTS

Organizational inducements are all the positive features and benefits

offered by an organization that serves to attract job applicants to the

organization.

Three inducements need specific mention here, they are:-

Compensation: Starting salaries, frequency of pay increases,

incentives and fringe benefits can all serve as inducements to

potential employees

Career Opportunities: These help the present employees to

grow personally and professionally and also attract good people to

the organization. The feeling that the company takes care of

employee career aspirations serves as a powerful inducements to

potential employees.

Image or Reputation: Factors that affect an organizations

reputation include its general treatment of employees, the nature and

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quality of its products and services and its participation in

worthwhile social endeavors.

RECRUITMENT POLICY

Meaning & Definition:

A policy assists decision-making but deviation may be needed as exception

& under some extra-ordinary circumstances.

According to Yoder, a recruitment policy may involve a commitment to

broad principles such as filling vacancies with the best-qualified individual

It may also involve the organization system to the developed for

implementing recruitment programmed & procedures to the employed

Objectives Of Recruitment Policy

To ensure that the recruitment the recruitment procedures are fair,

equitable, on-discriminatory & consistent.

To ensure that all appointment are made on merit.

To attract sufficient number of competent candidates as per the

job/role requirement.

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To ensure that the recruiters are properly trained in order that the

objectives of that the objectives of the policy are met.

To observe all regulatory & legal requirements which applies to

recruitment?

RECRUITMENT POLICIES OF A COMPANY

In todays rapidly changing business environment a well-defined recruitment

policy is necessary for organizations to respond to its human resource

requirement in time. Therefore it is important to have a clear & concise

recruitment policy in the place which can be executed effectively to recruit

the Best talent pool for the selection of the right candidate at the right place

quickly. Creating a suitable recruitment policy is the first step in the efficient

hiring process. A clear & concise recruitment policy helps ensure a sound

recruitment process. It specifies the objectives of recruitment & provides a

framework for implementation of recruitment programmed.

Components Of The Recruitment Policy:

The job descriptions.

The selection process.

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The general recruitment policies & terms of the organization.

Recruitment services of consultants.

Recruitment of temporary employees

Unique recruitment situations.

The terms & conditions of the employment.

A Recruitment Policy Of An Organization Should Be Such That:

To aid & encourage employees in realizing their full potential.

It should focus on recruiting the best potential people.

Transparent task oriented & merit based selection.

Unbiased policy.

To ensure that every applicant & employee is treated equally with

Dignity & respect.

Optimization of manpower at the time of selection process.

Integrates employee needs with the organizational needs.

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Factors Affecting Recruitment Policy:

Preferred sources of recruitment.

Organization objectives.

Recruitment costs & financial implications.

Need of the organization.

Personnel policies of the organization & its competitors.

Government policies on reservation.

Recruitment policies:-

They are:-

Government policies

Personnel policies of other competing organizations

Organizations personnel policies

Recruitment sources, needs & cost.

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3.3 Introduction Of Selection

The size of the labor market, the image of a company, the place of posting,

the place of job, the compensation package & a host of other factors

influence the manner in which job aspirants are likely to respond to the

recruiting efforts of a company. Through the process of recruitment, a

company tries to locate prospective employees & encourages them to apply

for vacancies at various levels. Recruiting thus, provides a pool of applicants

for selection. Selection is the process of picking individual with requisite

qualifications & competence to fill job in the organization.

A Formal Definition: It is the process of differentiating between applicants

in order to identify those with a greater likelihood of success in a job.

According To DALE YODER, Selection is the process in which candidates

for employment are divided into two classes: those who are to be offered

employment & those who are not. Selection means a process by which

qualified personnel may be chosen from the applicants offering their

services to the organization for employment.

Selection is the process of examining the applicants with regard to

their suitable for the given job or jobs, & choosing the best form the suitable

candidates & rejecting others. The , selection is negative in its application in

as much as it seeks to eliminate as many unqualified applicants as possible

in order to identify the right candidates.

In course of time, the employee may find the job distasteful and

leave in frustration. He may even circulate hot news and juicy bits of

negative information about the company, causing incalculable harm to the

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company in the long run. Effective Selection, therefore, demands constant

monitoring of the fit between people the job.

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SELECTION PROCESS

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Reception:-

A company is known by the people it employs. In order to attract people

with talents, skills and experience a company has to create a favorable

impression on the applicants right from the stage of reception. Whoever

meets the applicant initially should be tactful and able to extend help in a

friendly and courteous way. Employment possibilities must be presented

honestly and clearly. If no jobs are available at that point of time, the

applicant may be asked to call back the personnel department after some

time.

Screening Interview :-

A preliminary interview is generally planned by large organizations to cut

the cost of selection by allowing only eligible candidates to go through the

further stages in selection. A junior executive from the Personnel

Department may elicit responses from the applicants on important items

determining the suitability of an applicant for a job such as age, education,experience, pay expectations, aptitude, location, choice etc. this courtesy

interview as it is often called helps the department screen out obvious

misfits. If the department finds the candidate suitable, a prescribed

application form is given to the applicants to fill and submit.

Application Blank:-

Application blank or form is one of the most common methods used to

collect information on the various aspects of the applicants academic,

social, demographic, work related background and references.

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It is a brief history sheet of employees background, usually containing

the following things:

Personal data (address, sex, telephone number)

Marital data

Educational data

Employment Experience

Extra-curricular activities

References and Recommendations

Usefulness of Application Blank or Form :

Application blank is highly useful selection tool, in that way it serves

three important purposes:

1. It introduces the candidate to the company in a formal way.

2. It helps the company to have a cross-comparison of the applicants. The

company can screen and reject candidates if they fail to meet the

Eligibility criteria at this stage itself.3. It can serve as a basis to initiate a dialogue in the interview.

Selection Testing:-

A test is a standardized, objective measure of a persons behavior,

performance or attitude. It is standardized because the way the tests is

carried out, the environment in which the test is administered and the way

the individual scores are calculated- are uniformly applied. It is objective in

that, it tries to measure individual differences in a scientific way giving very

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little room for individual bias and interpretation. Over the years employment

tests have not only gained importance but also a certain amount of

inevitability in employment decisions. Since they try to objectively

determine how well an applicant meets the job requirement, most companies

do not hesitate to invest their time and money in selection testing in a big

way.

Some of the commonly used employment tests are:

Intelligence tests

Aptitude tests

Personality tests

Achievement tests

1. Intelligence Tests:

These are mental ability tests. They measure the incumbents learning

ability and the ability to understand instructions and make judgments. The

basic objective of such test is to pick up employees who are alert and quickat learning things so that they can be offered adequate training to improve

their skills for the benefit of the organization. These tests measure several

abilities such as memory, vocabulary, verbal fluency, numerical ability,

perception etc.

2. Aptitude Test:

Aptitude tests measure an individuals potential to learn certain skills

like clerical, mechanical, mathematical, etc. These tests indicate whether or

not an individual has the capabilities to learn a given job quickly and

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5. Simulation Tests:

Simulation exercise is a test which duplicates many of the activities

and problems an employee faces while at work. Such exercises are

commonly used while hiring managers at various levels in an organization.

To assess the potential of a candidate for managerial positions, assessment

center are commonly used.

6. Assessment Centre:

An assessment center is an extended work sample. It uses procedures that

incorporate group and individual exercises. These exercises are designed to

stimulate the type of work which the candidate will be expected to do.

Initially a small batch of applicants comes to the assessment center (a

separate room). Their performance in the situational exercise is observed and

evaluated by a team of 6-8 assessors. The assessors judgment on each

exercise are compiled and combined to have a summary rating for each

candidate being assessed.

.

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Miscellaneous tests such as graphology, polygraph and honesty tests:-

Graphology Test:

Graphology involves using a trained evaluator to examine the lines, loops,

hooks, stokes, curves and flourishes in a persons handwriting to assess the

persons personality and emotional make-up. The recruiting company, may,

for example, ask the applicants to complete the application forms and write

about why they want a job. These samples may be finally sent to

graphologist for analysis and the result may be put use while selecting a

person.. The use of graphology, however, is dependent on the training and

expertise of the person doing the analysis. In the actual practice, questions of

validity and just plain skepticism have limited in use.

Polygraph (Lie-Detector) tests:

The polygraph records physical changes in the body as the tests subject

answers a series of questions. It records fluctuations in respiration, blood

pressure and perspiration on a moving roll of graph paper. The polygraph

operator forms a judgment as to whether the subjects response was truthful

or deceptive by examining the biological movements recorded on the paper.

The fact is that the polygraph records the biological reaction in response to

stress and does not record lying or even conditions necessarily

accompanying lying. Is it possible to prove that the responses recorded by

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the polygraph occur only because a lie has been told? What about those

situations in which a person lies without guilt (pathological liar) or lies

believing the responses to be true? The fact of the matter is that polygraphs

are neither reliable nor valid.

Integrity Test:

These are designed to measure employees honestly to predict those who are

more likely to steal from an employer or otherwise act in a manner

unacceptable to the organization.

The applicants who take these tests are expected to answer several yes

or no type questions such as:

Typical Integrity Questions Yes

No

Have you ever told a lie? ..

..

Do you report to your boss if you know of another .

employee stealing from the store?

Do you carry office stationary back to your home . .

for occasional use?

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Selection Practice Of Global Giants

1. Siemens India: It uses extensive psychometric instruments to evaluate short-listed

candidates. The company uses occupational personality questionnaire to understand the

candidates personal attributes and occupational testing to measure competencies.

2. LG Electronics India: LG Electronics uses 3 psychometric tests to measure a

persons ability as a team player, to check personality types and to find a persons

responsiveness and assertiveness.

3. Arthur Anderson:While evaluating candidates, the company conducts critical

behavior interviewing which evaluates the suitability of the candidate for the position,

largely based on his past experience and credentials

4. PepsiCo India: The Company uses India as a global recruitment resource. To select

professionals for global careers with it, the company uses a competency- based

interviewing technique that looks at the candidates abilities in terms of strategizing,

lateral thinking, problem solving, managing the environment. This apart, Pepsi insists

that to succeed in a global posting, these individuals possess strong functional

knowledge and come from a cosmopolitan background.

Source: Business Today, April 7-21 2004, pg 129.

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4.1 DATA ANALYSIS

Qn 1: Are you satisfied with the present recruitment process adopt by the

company?

(a) Yes (b) no (c) some

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(d) Cant say

0

10

20

30

40

50

60

70

Y es No Few Can't s ay

S e

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Qn 2 How you got recruited in this company?

(a) Internally (b) by test and interview (c) on the reference

(d) On gate

0

10

20

30

40

50

60

70

80

Internally By test and

interview

On reference On gate

Se

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Qn 3: In whole recruitment process which part you felt very interesting?

(a) Written test (b) G D (c) interview

(d) all

27

28

29

30

31

32

33

34

35

Written test G.D. Interview

Se

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Qn 4:In recruitment process which part you felt lengthy?

(a) Written test (b) GD (c) interview

(d) all

0

5

10

15

20

25

30

35

40

Written test G.D. Interview All

Se

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Qn 5: Questions asked in test were of the level of post offered?

(a) Yes (b) No

0

10

20

30

40

50

60

70

80

90

Yes No

Seri

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Qn 6: The post offered and the salary are same as mentioned in employment

notice?

(a) Yes (b) No

0

1020

30

40

50

60

70

80

90

Yes No

Seri

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Qn 7: The eternal work environment is according to the required level?

(a) Yes (b) No

0

10

20

30

40

50

60

70

80

Yes No

Se

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Qn 9: Are you satisfied with the induction and orientation process?

(a) Yes (b) no

0

10

20

30

40

50

60

70

80

90

Yes No

Ser

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Qn 10: The co-operation of HR executives at Narayan International during

the recruitment process was:

(A) Good (B) fair (C) best

(D) Not good

0

10

20

30

40

50

60

Good Fair Best not good

Seri

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4.2 SWOT ANALYSIS

The SWOT ANALYSIS summarizes the internal factors of the firm as list of

its strength, weakness, opportunity and threats it faces from its external

environment.

INTERNAL ANALYSIS

The internal analysis evaluates the internal environments potential strength

and weaknesses.

Company image: A closely held company of a Narayan International

headquartered at NOIDA - a family oriented work culture which provides

flexibility and discretion in ones key resources area.

Company Image: A company that provides one stop solution for

complete home furnishing. Organizational Structure: A flat organizational with minimum

overhead, mainly dependent on direct communication with colleagues and

superiors. No succession policy.

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Narayan International organizational structure

Managing Director

General Manager

Executives

Officer Officer Officer Officer Officer

Merchandise Accounts Production Personal Design

Assistance Assistance Assistance Assistance AssistanceOfficers Officers Officers Officers Officer

Coordinators

Supervisor

Operator

Helper

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KEY STAFF: The Managing Director.

Position on the experience curve: more than 30 years of experience

in the field of Export of Home furnishing goods.

Operational efficiency: highly efficient production units, 4 factories

of its own and nearly 5000 contract workers.

Brand awareness: highly aware product and brand profile due to a

strong and efficient marketing team. Narayan International

manufactures and exports world class quality Quilts, Cushion covers,

table mats, floor mats etc.

Financial resources: A cash rich company having major investments.

Needs to emphasize on budgeting and cost minimization.

Patents and trade secrets: Specially developed embroidery

technique, Turpinto pattern, Kantha work, Aari work etc are the

patents of Narayan International.

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EXTERNAL ANLYSIS

An opportunity is the chance to introduce a new product or service that can

generate superior returns. Opportunity can arise when changes occur in

external environment. Many positions of existing products and may

necessitates a change in product specifications or developments of new

products in order for the firm to remain competitive. Changes in the

environment may be related to:

Customers: Customers expectations have increased over the years,

Narayan International needs to evolve with the changing environment

and focus upon R&D and advertising.

Competitors: The competitive scenario at the International level is

more of a disguised duopoly than a real one. A closer look at national

markets shows the presence of strong players such as Design Hut,

Priyadarshani Enterprises, Indu Exports. This has held the prices in

check for a long time.

Market trends: Growth in the over 40 year-old Indian Export

industry has remained slow. Back-of -the-envelope calculations will

show that per capital household per month has been increased

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5.1 SUGGESATIONS AND RECCOMENDATIONS

Narayan International is the first choice of International customers as far as

export quality home furnishing goods are concerned. By strong financial and

structural position it is top to its competitors. In era of globalization the

company growth and future are safe. The price policies followed by the

company separates it from its competitors. The recruitment and selection

policies are very good. Talent search in rural area, in my concerned, first

time adopted by any company in India.

In hole training period I learn a lot in Narayan International and found that

some of the areas where the company requires improvements like:

INDUCTION PROCESS:

It has been rightly said that if the beginning of a new

voyage in our lives be good, all goes well after that. The true in many

organizations, which go an extra mile when they have new employees on

board. If a new hire gets inducted into the organization in a proper manner,

he/she feels more connected to the organization and eventually, loyalty and

long-terms association follow.

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After joining a new organization, many of us find ourselves thrown into a

new environment, with a lot of apprehensions. This is where induction

trainee can help familiarize us with the organizations philosophy, along

with key business processes and our work responsibilities.

It is absolutely necessary to unbolt the door to international business

customs and practices so as to enable international managers to conduct

business successfully around the world.

CROSS CULTURE ISSUES:

Today, when business has become global, to achieve success, one not only

needs to communicate in a language that can be understood, but also needs

to know the customs and the non-verbal practices of every culture.

IN THE AREA OF TALENT SEARCH:

Organizations recognized the need for maintaining reserve talent to fill avacancy as and when it arises. But the whole process of talent acquisition,

i.e., how to fix and select talent for the organization remains largely

undefined and is often left to the discretion of the individual managers hiring

then. As a result of this the process varies from one manager to another

which is highly undesirable. For example, some

Managers adopt the procedure of posting their job requirements on major

websites and newspapers, or search for suitable resumes available on

different job sites, while some other prefer an internal recruiter, a search

firm, attending job fair or hiring known people.

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BECAUSE DYNAMIC PERSONALITY IS VERY IMPORTAN TO

SUCCESS IN THE PRESENT ERA, SO COMPANY SHOULD CARE

FOR FOLLOWING:

Understanding the demographics of workforce both current and

future.

Identification of economic issues which have an impact on the

organizations sustainability.

Identification of organizational and cultural issues which influence

talent acquisition.

Knowledge about industry trends and emerging issues.

According to the Talent Acquisition Strategies Benchmark Report by

Aberdeen Group, a market research-based organization found that 59% of

the best in class companies reported that their overall performance was

increased after implementation of their talent acquisition strategy compared

to 41% of industry average and 33% of laggard companies. The report also

offered the following recommendation:

Alignment of talent acquisition strategy with the overall corporate

strategic plan.

Measuring workforce performance on the basis of quality of hire and

time per hire.

Elimination of traditional paper methods and using latest

technological developments.

Focusing on a long -term plan.

Managing workforce wholly.

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BIBLLOGRAPHY

1Singh A.K. Human resource management

2 Flippo Edwin B., Human resource management

3 Jha A.K., Management of human resource

4 ASWTHAPA K, Human resource management

5 Human resource management review IFCIA Unv.

6 Narayan International Website & Library (www.narayanhome.com )

7 Internet (google.com)

8. Kumar Ashok, Encyclopedia of HUMAN RESOURCES
http://www.narayanhome.com/http://www.narayanhome.com/

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