Bhai Parmand Institute of Business Studies

SUMMER TRAINING REPORT ON

RECRUITMENT AND SELECTION PROCEDURE IN

HAVELLS INDIA LTD

BYPOOJA ARORA

BBA V SEMROLL NO-00911401710

To know the prospect or recruitment and selection procedure.

To critically analyze the functioning of recruitment and selection procedures.

To identify the probable area of improvement to make recruitment and selection procedures and more effective.

 To know the managerial satisfaction level about recruitment and selection procedure.

OBJECTIVE OF THE STUDY

Research is a careful investigation or inquiry specially through search for new facts in any branch of knowledge.

Kind of research Exploratory research-This kind of research has the primary objective of development of insight into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action.

RESEARCH DESIGN

SAMPLING METHOD AND TECHNIQUES

Judgement sampling - characteristics of people are observed

Convenience Sampling -Questions are asked from the people.

The data for survey will be conducted from both primary and secondary sources.

Primary data Using personal interview Secondary data By going through various records By going through magazines of company

DATA COLLECTION SOURCES

A complete interaction and enumeration of all the employees of Havells India ltd. was not possible so a sample was chosen that consisted of 30 employees.

SAMPLE SIZE

Percentage analysis is used to study the data collected.

% of Responses = no. of responses * 100 total no. of respondents

TOOLS USED

The project report is all about recruitment and selection procedure that’s important part of every organization.

Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.

I have tried to cover all the points that should be kept

in mind while recruitment and selection process and various methods used for recruiting the candidates and on the basis of which selection is done.

INTRODUCTION

The electric power industry provides the production and delivery of electric energy, often known as power, or electricity, in sufficient quantities to areas that need electricity through a grid connection. The grid distributes electrical energy to customers. Electric power is generated by central power stations or by distribution generation Many households and businesses need access to electricity, especially in developed , the demand being scarcer in developing nations. Demand for electricity is derived from the requirement for electricity in order to operate domestic appliances, office equipment ,industrial machinery and provide sufficient energy for both domestic and commercial lighting, heating, cooking and industrial processes. Because of this aspect of the industry, it is viewed as a public utility as infrastructure.

INDUSTRY PROFILE

Havells India Ltd, a billion-dollar-plus organization, and

one of the largest & India‘s fastest growing electrical

and power distribution equipment company. It was set

up in 1958,  manufacturing  products ranging from

Building Circuit Protection, Industrial & Domestic

Switchgear, Cables & Wires, Energy Meters, Fans, CFL

Lamps, Luminaries for Domestic, Commercial &

Industrial application and Modular Switches. 

Company profile

Vision "To be a globally recognized corporation that provides best

electrical & lighting solutions, delivered by best-in-class people."

Mission To achieve our vision through fairness, business ethics,

global reach, technological expertise, building long term relationships with all our associates, customers, partners, and employees

Values Customer Delight Leadership Integrity and Transparency Pursuit of Excellence  

Analysis

1. Specify the time period for which the estimates are made ?

30%

20%30%

20%

Time Period for estimate

0-2 years2-3 yaers3-4 years4 & above

2. Does your organisation plan the recruitment policy ?

100%

Recruitment Policy

YesNo

3. What do you suggest the basis of forecasting ?

20%

40%

30%

10%

Basis Forecasting

Total cost of the pro-jectPast experienceDifferent phases of projectAll of the above

4. Do you think the present recruitment policy is helpful in achieving the goals of the company ?

50%

20%

30%

Recruitment Policy

YesNoTo some extent

5. Through which source your organisation recruit the employees ?

20%

60%

20%

Sources of Recruitmnt

InternallyExternallyBoth

6. Which of the following external sources you choose for the recruitment of employees ?

20%

20%

10%

40%

10%

External Sources

Campus InterviewPrivate employee agenciesAdvertisementInternetAny other

7. Does your organisation recruit the employees through latest method of recruitment through internet ?

100%

Recruitment method

YesNo

8. Is company use own website for recruitment ?

90%

10%

Use own website

YesNo

9. How much no. of employees you train in a year ?

20%

80%

No. of employee trained in a year

10-15 employees15 & above em-ployees

10. Is internet recruitment is effective in your opinion ?

80%

20%

Internet Recruitment

YesNo

11. Is there any provision for recruitment of summer trainess ?

100%

Recruitment of summer Trainees

YesNo

12. Does the procedure adopted for recruitment and selection of employees enable to give right person at the right job ?

70%

10%

20%

Placement of Right People at Right job

YesNoTo some extent

13. Which type of technique is used for interview ?

60%

10%

30%

Technique for Interview

structuredunstructuredBoth

14. Is there any provision for evaluation and control of recruitment and selection process?

80%

20%

Evaluation and Control

YesNo

15. Is there any facility for observing the trainees in your organization?

100%

Observing the Trainees

YesNo

In Havells India Ltd. most of the employees feel that the HR department is good.

About 20% of the people says that they prefer both internal as well as external source for recruitment and selection.

About 65% of the people go for direct recruitment and selection and less number for people prefer indirect or third party.

Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they don’t have any fixed time.

Havells prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.

Most of the people Prefer Personal interviews ,30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

Findings

The managers are fully satisfied with the existing Recruitment and Selection procedure.

The recruitment and Selection procedure should not be lengthy.

To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.

The Recruitment and Selection procedure should be impartial.

Conclusion

Eight weeks is too short to give shape to a new idea in an old set up.

Less importance to long term operational benefits.

Expenses for HR Departments are not viewed as investments

Since is a large organization with its strongly set business practices, so extensive efforts and change in organization thinking will be necessary in order HR Department.

Limitations of the study

Adaptability to Globalization

Lack of Motivation   Process Analysis Strategic Prioritization Attracting Highly Talented Ones

Challenges faced by HR department

During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates.

Company should follow all the steps of recruitment and selection for the selection of the candidates.

Selection process should not be so lengthy and it should be less time consuming.

The interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the Interviewer and the Interviewee any the time of interview.

Suggestions

Evaluation and control of recruitment and selection should be done fair judgment.

Methods used for selection of candidates should be done carefully and systematically

Time management is very essential and it should not be ignored at any level of the Process

The candidates called for interview should be allotted timings and it should not overlap with each other.

THANK YOU