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CONTENTS
Preface 2
Acknowledgement 5
Introduction 7-29
Introduction
O Industry Profile
O Company Profile
The History
The Present Status
The Shape of things to come
Recruitment policy at IIHL 30
A look at the various psychometric tests for Recruitment 46
Survey I 49
About FIR-B 54
Survey II 71
Outside Recruitment 84
O The present process
Limitations
O The future Process
Benefits
Suggestions 94
Recommendations 97
Bibliography 100
IIMT Management College, Meerut 1
IIMT Management College, Meerut 2
Preface
As we all know that human being is very much dynamic.
Every moment there is a slight change in his/her
behaviour. The success of any organization is depend
upon the employee working in it. So right selection of the
candidate is very much essential. We can select the right
candidate when we are known about the personality of the
person.
The psychological test of the candidate tells about the
personality perception, attitude and his/her thinking.
These tests enable us to judge the quality and skills of a
candidate that how much he/she is fit for the job. The
process of recruitment at IIHL starts from the
psychological tests. There are four tests "Belbin test, MBTI
test, FIRO-B test, and social style test" to judge the
psychology of a candidate. These tests reveal the overall
personality of the candidate, which makes the recruitment
process quite easy and smart.
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My project is on the recruitment process at IIH and to
make the recruitment process far better by introducing
one more psycho-test i.e. "FIRO-B". This test helps in
revealing the fact how much control the candidate have
on him and on others also.
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ACKNOWLEDGEMENT
Today’s environment accomplished by any academic or
professional pursuit requires contribution from various individuals.
Firstly, I want to take the opportunity to express my deep sense of
gratitude to our respected Mr. Sudhir Kumar Gupta (Vice
President, HR&MS), who provided me an opportunity to do my
research project.
I, sincerely acknowledge the help, encouragement and
valuable suggestion to me by my project guide- Mr. Jay P Gupta
(HOD Management). Without his guidance and active support I
would not have been able to do my winter project successfully.
Finally I would like to thank to all the members who help
me throughout this project and their steadfast encouragement
through out the Progress of this work.
HARSHIT TANDONMBA IV SEM.
IIMT Management College, Meerut 6
IIMT Management College, Meerut 7
INDIA INTERNATIONAL HOUSE LTD.COMPANY PROFILE
Established in 1976:
Head Office:F-40, Sector - 6, Noida (U.P.), IndiaE-mail: skg@skggroup.comTel.: +91 120 3058121 - 149Fax: 091 120 3058150
OVERVIEW
Established 1976
Family owned
Total Group Turnover $24 million
6 Modern High Capacity Autonomous Manufacturing Units
50,000 sq feet warehouse for Kanban facility
Represented in UK, USA, Canada, Germany, Australia,
South Africa.
1500 Employees
ISO 9000 2001 (Accreditation)
No Local Sale in India
Preferred Vendor by Many Customers against Chinese
and European manufacturers
SILVER Accreditation by many Customers
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ORGANIZATION STRUCTURE
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PRESIDENTMR. SUDISH KUMAR GUPTA
PRESIDENTMR. SUDISH KUMAR GUPTA
MD MR. ABHISHEK GUPTA
MD MR. ABHISHEK GUPTA
GM Quality AssuranceMr. K.G. Rastogi
GM Quality AssuranceMr. K.G. Rastogi
GM OperationsMr. Brajesh pachori
GM OperationsMr. Brajesh pachori
GM Human Resources Mr. Kumar
GM Human Resources Mr. Kumar
GM Purchasing Ms. Shewta JoshiGM Purchasing
Ms. Shewta JoshiGM Accounts
Ms. Sunta GuptaGM Accounts
Ms. Sunta GuptaGM R&D
Mr. Pradeep TiwariGM R&D
Mr. Pradeep Tiwari
INDIA INTERNATIONAL HOUSE LIMITED
(An ISO 9002 Company)
India International House Limited, an ISO 9002 Company was
incorporated in 1995 as a part of SKG Group, by our founder
president Mr. S.K. Gupta, who is a veteran in this field since
1976, to manufacture high quality builder's hardware of
International Quality.
Since then the Company has been exporting
Builder's Hardware in Brass
Builder's Hardware in Aluminum
Builder's Hardware in zinc & Iron
Builder's Hardware in Stainless Steel
To U.S.A., Canada, U.K., Australia, Germany, South Africa and
Asia.
India International House Limited has regularly Upgraded and
improved its technology which has always resulted in better
quality products on continuous basis.
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India International House Limited has a distinction of having all
the forming facilities under her own proof.
Pressure Die casting
Gravity Casting
Sand Casting
Forging
Investment Casting
Sheet Stamped Products.
Stainless Steel/ Brass / Aluminum/ Cast Iron / Zinc.
In protective coating area India International House Limited
has capability of all types of:
Clear Lacquers
Coloured Lacquers.
Acrylic and P.U. Elterophoretic Lacquers.
Power Coating
Painting
Polishing
Belt Grinding
Satin Finishing
India International House Limited has below mentioned
facilities under its own roof.
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Modern Die making Workshop.
Finishing Facilities.
Plating Facilities.
Skin/Blister Packing Facilities.
We do have in House a complete Modern fully Equipped
department for Life time guarantee (PVD).
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FACTORIES - ALL WITHIN 10 KM IN DELHI
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B15Under constructionFor Sheet Stamping steel hinges & Iron
mongry
A6Hot Forgings
DF-Brass, S/steel aluminium
Curtain poles and finials
Pull handles Door handles
8/5(Hot Forgings)
Switch plates brass & aluminium
Ornate DH & knobsCurtain pole accessories
DF & accessories
D-49Under construction for
locks pad locks manufacturing
SonepatBrass extrusion Raw
materials and components
A103Warehouse 50000 sq.
ft. All products
28/2(Hot Forgings-Gravity casting) Robotic DH
plant, switch plates & pull handles
D244Hot forging - Sand
casting Numerals, DR, accessories and switch plates HQ
Finance, Purchasing Administration and
Logistics
WHY CHOOSE INDIA INTERNATIONAL HOUSE?
30 years experience with supplying international markets
including SA, Canada, UK, Europe, Australia and South
Africa.
On going investment in engineering, technology,
warehousing and design.
Technology training partnerships with major western and US
manufacturers.
Investment and commitment to high quality standards and
processes.
Experienced management team.
Sound financial backing
Adoption of international HR, Ethical and Environmental
Policies.
India's Largest Hardware Manufacturer.
Huge Manufacturing capacity with 21 Forging Machines
A unique on stop shop for all your needs
Products Manufactured to very High Specification
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All product Manufactured in Consistency
Sourcing from one manufacturer will deliver significant
saving opportunities.
Premium Quality / Excellent Finishing
New/ Regular Innovation
Understanding Fashion and Style to meet changing market
moods.
On Line information of your production, shipping and
finance, sampling etc.
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IIH CORE COMPETENCIES
Rapid response in house modelling and design capability
In house, low cost tooling and die costs
Capable in brass, zinc, stainless steel and aluminium.
Flexibility to produce small quantities
Low cost manufacturing
Full control of all processes from design to delivery.
In house Manufacturing fro A to Z (from Extrusion till DIY
Bar-coded security stickered products).
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PRODUCT RANGE
Door handles - Hot forged, sand cast, pressure die
casting, Gravity Casting.
Door pull handles - forged, tube and casting.
Front door accessories - knockers, centre door kobs,
cylinder pulls, letter plates, internal flas, hings numerals
Bathroom accessories - towel rails toilet roll holders, robe
hooks, toothbrush holders, toilet flush handles.
Curtain poles and accessories - accessories
Aluminium Hardware
Cabinet Hardware
Hinges and glass hinges
UPVC door and window handles
Exterior Residential items - mail boxes, weather vanes
Steel ironmongery
Raw Forging for various industries
Machined Components for various industries
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PRODUCTION PROCESSES OFFERED
FORMING STATUS
Gravity casting
Hot forging
Investment casting
Sheet metal Deep Drawing
Extrusion
Sand Casting
(in house)
(in house
(sister concerns)
(in house)
(in house)
(in house)
FINISHES
Epoxy/ Polyester powder coating
Spray lacquering
Electro-phoretic lacquering
Electroplating
PVD
(in house)
(in house
(in house)
(in house)
(in house)
PACKAGING OPTIONS
Bilster packing on rigid backing card
Skin packing
Polybag with header card
Rigid backing card with clips
Various rigid clam shell options
APET box packing
Printed retail boxes
Various 'bulk' packing options
(in house)
(in house
(in house)
(in house)
(in house)
(in house)
(in house)
(in house)
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INDIA INTERNATIONAL HOUSE LTD. ANALYSIS
Brass Y Vibrator Y
Aluminium Y CNC Machining Y
Stainless Y Skin Packing Y
Zinc Y Blister packing Y
Steel Y APET Packing Y
Sand Casting Y Kanban Facility Y
Forging Y ISO 9002 Y
Pressure Die Casting Y In House Tooling Y
Gravity Casting Y CAD Equiped Y
Deep Draw Y SPM Y
Sheet stamping YAutomatic modern plant for
door HandlesY
Tube Components YRepresentation Locally for
Servicing Y
Extrusion Y Pollution control Y
Powder Coating Y International ethical practices Y
Electrophoretic Lacquer YHuman Resources
Development & TrainingY
Spray Lacquer Y Financial Institution Support Y
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PVD YNew Employee Training
ProgrammeY
Sand Blasting Y Long History Y
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Care you products...Brass Products
Our products are protected by the most advanced lacquer available
and under normal circumstances should give many years of service.
They should be cleaned with a cloth moistened with soapy water or
alternatively wiped over with a soft cloth with beeswax. UNDER NO
CIRCUMSTANCES USE ANY FORM OF METAL CLEANER OR AEROSOL
SPRAYS.
However, after a period of time the lacquer coating, especially on
external fittings, can suffer a possible breakdown. Therefore, the life
of the lacquer is beyond the manufacturer's control and cannot be
guaranteed. When the lacquer coating has broken down, remove
the brass fittings and coat using a soft brush with acetone thinner
e.g. "Nitramores" according to the manufacturer's instructions.
Completely dry the product using a soft cloth and metal polish, such
as "Brasso" or "Duraglit". At this stage the product can either be re-
lacquered or polished as and when required.
A fresh coat of lacquer may be applied, but we strongly recommend
that, especially for external use, you should leave the item
unlacquered.
Chrome Products
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Our quality chrome products are virtually maintenance free.
However, deposits will accumulate especially on external fittings.
We therefore recommend regular cleaning with a soft cloth and non-
abrasive wax polish.
This will ensure the original appearance is maintained.
Stainless Brass PVD
These products have an advanced vacuum treated process and we
can offer a full 25 year replacement guarantee with the Exclusive
Stainless Brass Finish.
The technology involved in this process renders this surface
impervious to damage in normal use including oxidation, wear and
abrasion. All lacqered brass items require regular cleaning with non-
abrasive wax polish.
We recommend the removal of suface dirt by dusting with a soft
cloth. Stubborn stains can be removed with the use of white spirit or
similar spirit based products.
Cleaning and Caring for Stainless Steel
Why Clean Stainless Steel?
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Stainless Steels need to be cleaned for aesthetic considerations and
to preserve corrosion resistance. Stainless steel is protected from
corrosion by a thin layer of chromium oxide. Oxygen from the
atmosphere combines with the chromium in the stainless steel to
form this passive chromium oxide film that protects from further
corrosion. Any contamination of the surface by dirt, or other
material hinders this passivation process and traps corrosive agents,
reducing corrosion protection. Thus some form of routine cleaning is
necessary to preserve the appearance and integrity of the surface.
Stainless steels are easily cleaned by many different methods. They
actually thrive with frequent cleaning and, unlike some other
materials, it is impossible to 'wear out' stainless steel by excessive
cleaning. Stainless Steel performs best when clean - cleanliness is
essential for maximum resistance to corrosion.
Stainless Steel Maintenance Program
All exposed stainless steel surfaces should be wiped over with a
clean cloth and warm water with a mild detergent on a frequent and
routine basis.
For more stubborn dirt or stains use mild, non-scratching abrasing
powders such as typical household cleaners. These can be used with
warm water, bristle brushes, sponges or clean cloths. For more
IIMT Management College, Meerut 26
aggressive cleaning a small amount of vinegar can be added to the
powder.
Carbon steel brushes and steel wool should be avoided as they may
leave particles embedded in the surface, which can lead to rusting.
Cleaning should always be immediately followed by rinsing in clean
hot water and the surface then wiped completely with a dry towel.
The maximum recommendation for routine cleaning is once a month
and more often in areas subject to heavy soiling or frequent use.
Where routine maintenance is considered a pre-requisite of
compliance with an associated guarantee a 'Maintenance Log'
should be kept for each installation.
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STRATEGIC OBJECTIVE
Through continual development of its manufacturing
capabilities, ongoing investment in modern machinery and
product development programems together with the use of low
cost labour, IIH strives to become the biggest and best
manufacturer of hardware products Globally by mixing modern
Technologies and Machines with low cost labour.
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RECRUITMENT:
Recruitment refers to the systematic gathering of a population
with prescribed characteristics into a clinical trial. It is the act
of getting results; enlisting people for the job.
OBJECTIVES:
Minimize non-response bias.
Maximize adherence among participants.
Minimize cost.
Maximize generalizability.
GOAL SIN RECRUITMENT A RE TO:
Identify the talent needed to perform the job.
Attract the best qualified candidates for the position.
Promote the campus as a dynamic, diverse employer.
Meet the campus equal employment opportunity
commitment.
Support affirmative action effort by targeting outreach to
underutilized groups.
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RECRUITMENT POLICYAT IIHL:
1. Manpower request has to be sent by concerned department.
To HRMS in required format giving the Job profile and
relevant detail vacancy.
2. HR&MS to co-ordinate and take the approval from M.D for
new positions (extra manpower). Approval of MD is not
required for vacancies caused due to employee turnover.
Once the approval is been taken HR&MS has to decide
whether to decide or to go through consultants.
3. HR&MS are done three initial short listing.
4. Final shortlisting to be done by concerned departmental
heads along with HR&MS.
5. For position in staff CADRE
First round of interview to be conducted by concerned
departmental head or person nominated by him not
less than manager.
Second round of interview to be conducted by HR&MS
head person nominated by them.
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For position in CADRE from executive to manager
First round of interview to be conducted by concerned
departmental head or a person nominated by him not
less than AGM.
Second round of interview to be conducted by HR&MS
head or person nominated by him.
To under go psycho- test
For manager and above final round of interview with
MD&CEO before LOl is issued to them.
6. For position in AGM & above
First round of interview to be conducted y the
concerned Department head/Divisional head
Second round of interview to be conducted by HR&MS
head. To undergo psychometric test.
Final round of meeting with MD
7. Salary negotiations to be conducted by HR&MS
8. Letter of intend to be issued by HR&MS.
9. Appointment letter to be issued by HR&MS
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PSYCHOMETRIC TEST:
Psychometric test is a standardized procedure for measuring
sensitivity of memory or intelligence or aptitude etc.
Psychometric test enables a recruiter or employer to check
your suitability with the particular position it gives the recruiter
a wealth of information about candidates personality,
interaction with people, perception thinking, with which we can
easily judge candidates suitability with the position.
It can be as an aid to short listing candidates for employment
either as a part of structured interview process, or as a
component in a more extended selection procedure.
Many psychometric tests also check the integrity and honesty
of a person. There is no right and wrong answer; it just reveals
your attitude that the way you answer the question.
These tests evaluate and reveal the hidden personality of an
individual.
It gives the right picture of candidate’s strengths and
weaknesses. Hence psychometric tests are really useful in
corporate world to judge the interpersonal skills of an
individual.
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IACL INCLUDES FOUR PSYCHOMETRIC TESTS:
1. BELBIN Test.
2. MBTI Test.
3. SOCIAL STYLE Test.
4. FIRO-B Test.
1. BELBIN TEST:
BELBIN defined a team role as:
“A pattern of behavior characteristic of the way in which
one team member interact with another where
performance serves to facilitate the progress of the team
as a whole. The value of team-role theory lies in enabling
an individual or team to benefit from self knowledge and
adjust according to the demands being made by the
external situation.”
The information comes after the test is valuable on several
levels:
a. Team Roles as a Self - Awareness Tool.
b. Team Roles as a Tool for Effective Teams.
c. Team Roles as a Tool for Effective Staff Selection.
d. Team Roles in Workplace Design
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List of different roles of an individual and their observed
contributions:
I. CHAIRPERSON:
a. Clarifying the goals and objectives of the group and
helping establish roles and responsibilities.
b. Selecting the problems on which decisions have to be
made and establishing their priorities.
II. SHAPER:
a. Shaping roles, boundaries, responsibilities, tasks and
objectives.
b. Pushing the group towards agreement on policy and
action and towards making decisions.
III. PLANT:
a. Advancing proposals and making criticisms that lead up
to counter-suggestions.
b. Offering new insights on lines of action already agreed.
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IV MONITOR EVALUATOR:
a. Analyzing problems and interpreting complex written
material.
b. Assessing the judgments and contributions of others.
V. COMPA NY WORKER:
a. Transforming talks and ideas into practical steps and
considering what is feasible.
b. Trimming the suggestions to make them fit into agreed
plans and established systems.
VI. TEAM WORKER:
a. Giving personal supports and helps to others.
b. Taking steps to avert or overcome disruption of the team.
VII. RESOURCE INVESTIGA TOR:
a. Introducing ideas and developments of the external origin.
b. Contacting groups and individuals of own organization and
engaging in negotiation type activities.
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VIII COMPLETE FINISHER
a. Emphasizing the need for task completion and generally
promoting a sense of urgency.
b. Looking for and spotting errors, omissions and oversights.
Action-oriented Roles: Shaper, Implementer and complete
finisher.
People-oriented Roles: Chairman, Team Worker, and
Resource investigator.
Cerebral Roles: Plant and Monitor evaluator.
The accurate delineation of these Team Roles is critical in’
understanding the dynamics of any management of work
team.
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2. MBTI:
The MBTI (Myers-Briggs Type Indicator) is an instrument for
measuring a person’s preferences, using for basic scales with
opposite poles. The four scales are:
a. Extroversion! Intro version
b. Sensitive/Intuitive
c. Thinking/Feeling
d. Judging/Perceiving
The various combinations of these preferences result in 16
personality types. These types are typically denoted by four
letters, for example-INTJ (Introversion, Intuition with Thinking
and Judging) to represent one’s tendencies on the four scales.
The MBTI instrument determines preferences on four
dichotomies:
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a. EXTRO VERSION-IN TRO VERSION.
Describes where people prefer to focus their attention and get
their energy--- from the outer world of people and activity or
their inner world of ideas and experiences.
Extraverted Characteristics Introverted Characteristics
Act first, think/reflect later
Feel deprived when cutoff
from interaction with the
outside world
Usually open to and
motivated by outside world
of people and things
Enjoy wide variety and
change in people
Amount of “private time” to
recharge batteries
Motivated internally, mind is
sometimes so active it is
“closed” to outside world
Prefer one-to-one
communication and
relationships
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b. SENSING-INTUITION:
Describes how people prefer to take in information-focused on
what is real and actual or on patterns and meanings of data.
Sensing Characteristics Introverted Characteristics
Mentally live in Present
• Being practical and using
common sense solutions is
automatic
• Memory recall is rich in detail
of facts and past events
• Best improvise from past
experience
Like clear and concrete
information; dislike guessing
when facts are “fuzzy”
• Mentally live in the Future
• Using imagination and
creating/inventing new
Possibilities are automatic.
Memory recall emphasizes
patterns, contexts, and
connections
Best improvise from
theoretical understanding
Comfortable with ambiguous,
fuzzy data and with guessing
its meaning.
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c. THINKING-FEELING:
Describes how people prefer to make decisions based on
logical analysis or guided by concern for their impact on
others.
Thinking Characteristics Feeling Characteristics
Instinctively search for facts
and logic in a decision
situation.
Focus on tasks and work to
be accomplished
Easily able to provide an
objective and critical
analysis
Accept conflict as a natural,
normal part of relationships
with people.
Instinctively employ personal
feelings and impact on people
in decision situations.
Being sensitive to people
needs and reaction is a prime
consideration.
Naturally seek consensus and
popular opinions.
Unsettled by conflict; have
almost a toxic reaction to
disharmony.
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d. JUDGING-PERCEIVING:
Describe how people prefer to deal with the outer world-in
planned orderly way, or in a flexible spontaneous way.
Judging Characteristics Perceiving Characteristics
Plan many of the details in
advance before moving into
action.
Focus on task - related
action; complete meaningful
segments before moving on.
Work best and avoid stress
when keep ahead of
deadlines.
Naturally use targets, dates
and standard routines to
manage life.
Comfortable moving into
action without a plan; plan
on-the-go.
Like to multitask, have
variety, mix work and play.
Naturally tolerant of time
pressure; work best close to
the deadlines.
Instinctively avoid
commitments which interfere
with flexibility, freedom and
variety.
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THE MBTI USED IN:
Self development
Career development and exploration Relationship
counseling
Academic counseling
Team building
Coaching and mentoring
Organisation development
Problem solving
The 8 Preferences and 16 Types:
Extraversion ISTJ ESTP
Introversion ISFJ ESFP
Sensing INFJ ENFP
Intuition INTJ ENTP
Thinking ISTP ESTJ
Feeling ISFP ESFJ
Judging INFP ENFJ
Perceiving INTP ENTJ
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3. SOCIAL STYLE TEST:]
Why we concerned about social styles at work?
Regardless of the job, work relies upon interacting successfully
with customers, peers, supervisors, or subordinates. This is an
especially important concept for managers; most executives
who fail do not do so because they lack experience or technical
knowledge, but because of their interpersonal skills. Because
many management problems that are attributed to others
actually result from the manager’s own behavior, it is
important to understand and “manage” your behavior so that
you can manage others effectively.
SOCIAL STYLE CONCEPT:
There are four social styles, and each person has a dominant
style, which influences the way that he or she works.
Observable behaviors are the key to understanding a person’s
style, and the best way to discover your own style is to obtain
feedback from others. None of the styles is better than
another; what is important is to recognize your own style.
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THE FOUR SOCIAL STYLES:
As illustrated in the four-quadrant grid below, the degree to
which you are seen as responsive (vertical axis) and as
assertive (horizontal axis) determines your “social style:”
Resp
on
siven
ess
Analytical Driver
Amiable Expressive
Assertiveness
1. Analytical individuals display a lower level of both
assertiveness and emotional expressiveness. They are
usually precise, deliberate, and systematic in their work,
and are organized, industrious workers.
2. Amiable individuals are generally more emotionally
responsive and less assertive than the average person.
They tend to be sympathetic and understanding of
others’ needs, and their trust in others may bring out the
best in their subordinates, colleagues, and friends.
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3. Expressive people are rather flamboyant with their
relatively high level of both expressiveness and
assertiveness. They are open to new ideas and to taking
risks, and they typically make decisions quickly. Their
spontaneity, humor, charm, and ability to persuade can
lift the spirits of the people around them and can also be
highly motivating.
4. Drivers are highly assertive and emotionally controlled.
These individuals are task-oriented, decisive,
independent, and objective, and they are valued for their
ability to produce results.
BACK-UP STYLES IN RESPONSE TO STRESS:
If you are a Driver or an Expressive, you will probably become
even more assertive. If you are an Amiable or Analytical, you
are likely to become more passive. If you are an Expressive or
Amiable, increase of responsive behaviors is likely; and if you
are a Driver or Analytical, you are probably going to become
even more emotionally controlled.
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SURVEY I
Purpose: To find the effectiveness of psychometric tests.
1. According to you psychometric tests at ICPL are:
Effective
Not Effective
O.K.
2. Do these tests absolutely reveal the candidate's
personality?
Yes
No
Upto some extent
3. How much weightage you give to these tests?
Upto 40%
Upto 60%
Upto 80%
4. Do you think all aspects of personality are covered in these
psychometric tests?
Yes
No
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5. If no, then what other aspects of personality should be
measured?
Personality
Control factor
Team Role
Reactions in different situations
6. Do you think any other psychometric test is required?
Yes
No
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CONCLUSION OF SURVEY I:
According to the above survey and interviews taken from the
team heads of HR we concluded that:
These psychometric tests are effective up to some extend in
revealing the personality of a candidate including attitude,
feeling, thinking, intuition, perception etc.
They do not cover all the aspects of personality in terms of
control and affection.
There is no specific measure for individual hold on control
for example MBTI mainly focuses on individual
characteristic and BELBIN on team roles hence these test
are unable to give specific measure for control.
Hence we decided to introduce one more test, which will reveal
the personality of a person in terms of control and emotions.
We studied different psychometric tests and made a survey on
tests, which are being used by other multinationals. We
thoroughly studied their constraints and their respective
outcomes and finally we decided to introduce a new
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psychometric test called FIRO-B This test is covering all the
aspects, which are necessary for an organization like:
Inclusion, control, and affection. It also reveals what an
individual expects from others in terms of control, affection
and inclusion.
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ABOUT FIRO-B:
FIRO-B stands for Fundamental Interpersonal Relations
Orientation-Behavior. It is originally developed to identify how
military personnel would work together in groups. It explains
how personal needs affect interpersonal relationships. It
provides a useful focus for leadership development,
teambuilding, mentoring programs and organizational change.
The instrument measures how individuals behave toward
others and the behaviors they want back.
Interpretations of an individual’s FIRO-B profile can provide
further insights into areas such as:
a. How individuals “come across” to others and why this
may not be the real person, or the impression they
intended to create.
b. How and why conflict develops between well-meaning
people.
c. How people can manage their own needs as they
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interact with others.
The FIRO-B measures a person’s needs for:
• Expressed Behavior (E) — what a person prefers to do,
and how much that person wants to initiate action
• Wanted Behavior (W) — how much a person wants others
to initiate action, and how much that person wants to be
the recipient
The FIRO-B instrument assesses interpersonal style- and its
appropriateness in relationships on three levels:
1. INCLUSION:
Expressed:
I make an effort to include others in my activities. I try to
belong, to join social groups- to be with people as much
as possible.
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Wanted:
I want other people to invite me to belong. I enjoy it
when others notice me.
2. CONTROL:
Expressed:
I try to exert control and influence over things. I enjoy
organizing things and directing others.
Wanted:
I feel most comfortable working in well-defined
situations. I try to get clear expectations and
instructions.
AFFECTION:
Expressed:
I make an effort to get close to people. I am comfortable
expressing personal feelings and I try to be supportive of
others.
Wanted:
I want others to act warmly towards me. I enjoyed when
people share their feelings with me and when they
encourage my efforts.
FIRO-B : instrument measures how much of these factor we
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consciously or unconsciously want and how much we
consciously or unconsciously give.
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APPLICATIONS OF FIRO-B:
The FIRO-B questionnaire is ideally suited to:
Team building and team development- identifying likely
sources of compatibility or tension; identifying leadership
style; aiding effective decision making; improving
communication, openness and trust; and resolving
conflicts.
Individual development- increasing self-awareness and
interpersonal effectiveness as part of the coaching
process. Career development or personal growth.
Relationship counseling-identifying and resolving possible
sources of incompatibility and dissatisfaction.
Selection and placement- but only in combination with
other assessment techniques. It can help to structure
interviews and assess likely team roles or interpersonal
behavior.
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BENEFITS OF FIRO-B:
It is unique. Most personality instruments examine in
characteristics but not relation style.
It is practical as well as offering insights into interpersonal
needs and behaviors; the FIRO-B questionnaire yields
practical suggestions for improving relationships or
increasing effectiveness.
It is based on comprehensive and powerful theory of
interpersonal behavior.
It has been revised, rewritten and redesigned —all materials
are now clearer, more comprehensive and easier to use.
The current edition is based on British norms, increasing
its relevance to European English users.
It is detailed norms —subdivided by gender, age,
educational level, occupational level and industry sector-
giving precise comparison with the client’s scores
It helps in defining your leadership style and show and show
how might you can develop interpersonal relationships.
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WAYS TO USE FIRO-B:
Team building and team development
Leadership development.
Resolving conflict
Communications workshops
Personal development - either one-to-one or in a group
Career development / Mentoring
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TYPES OF QUESTIONS ASKED IN FIRO-B TEST:
1)1 try to be with people
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
3) I let other people decide what to do
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. ‘Rarely
6. Never
3) I join social groups
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
4) I try to include others in my plans
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
5) I try to being alone
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
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6) I try to participate in group activities
1. Usually 2. Often 3. Sometimes 4. Occasionally 5.Rarely
6. Never
7) I am easily led by people
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
8) I try to have people around me
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6.
Never
9) I let other people to decide what to do
1. Most people 2. Many people 3. Some people 4. A few people
5. One or two people 6. Nobody
10) My personal relations with people is cool and distant
1. Most people 2. Many people 3. Some people 4. A few people
5. One or two people 6. Nobody
11) I try to have close relationship with people
1. Most people 2. Many people 3. Some people 4. A few people
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5. One or two people 6. Nobody
12)1 like people to act close towards me
1. Most people 2. Many people 3. Some people 4. A few people
5. One or two people 6. Nobody
13)1 like people to ask me to participate in my discussions
1. Most people 2. Many people 3. Some people 4. A few people
5. One or two people 6. Nobody
14) I try to have other people to do things the way I want them
done
1. Most people 2. Many people 3. Some people 4. A few people
5. One or two people 6. Nobody
15)1 like people to invite me to join their activities
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
16)1 like people to act closely and personal with me
1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely
6. Never
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GRAPHICAL REPRESENTATION OF THE
RESULT OF FIRO-B TEST:
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WHY FIRO-B IS INTRODUCED ATIIHL?
REASONS:
To identify the candidate ‘s compatibility with the
organization in terms of Control, Emotions and Inclusion.
To reveal how interpersonal relations are effected by
personal needs.
To measure the candidates hold on his emotion.
It clearly defines how person is going to respond in different
situations.
To know about control factor, candidates flexibility so that
he will be controlled by others and attitude which reveals
his ability to control others.
Others test like Belbin and MBTI were focusing on team
roles and individual characteristics but there was no
specific measure for control and inclusion.
It reveals the how much a person consciously and
unconsciously want from other and how much he give to
others.
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NEED FOR THE TEST:
Through FIRO-B we get to know more about candidates
Personality
Perception
Attitude
Emotions
Control
Expectations from others
Reactions In different situations
Values
Response to other
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INTERPRETATION OF FIRO-B TEST:
Interpretation of FIRO-B
INCLUSION CONTROL AFFECTION
Social
Orientation
Leadership
Behaviour
Depth of
Relations
EXPRESSED
Low < 4.
Uncomfortable
with people.
Tends to move
away from them
Low.1 Avoids
Decisions &
Responsibility
Low<3. Cautious
in developing
deep relations
with others
High>7.
Comfortable with
people. Tends to
move towards
them
High>5. Can and
makes decisions
takes
responsibility
High>6. Tends
to become
Emotionally
involved
WANTED
Low>5. Selective
about with whom
he associates
Low<3. Leave
me alone
Low<3. Very
selective about
whom he enters
into deep
relationship with
few.
High>8. Strong
need to be
accepted and
wanted
High>6.
Dependent male
tolerant of
Female
High 6. Wants
others to initiate
close intimate
relationship
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SURVEY II
Purpose: To get the feedback of FIRO-B
1. Is the FIRO-B test effective?
Yes
No
2. Does FIRO-B reveal the right picture of candidate’s
personality?
Yes
No
Upto some extent
3. Did his test really improve the selection criteria at IIHL?
Yes
No
4. Is this test self-explanatory?
Yes
No
5. Is there any limitation of this test?
Yes
No
6. If yes, then what are they?
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Difficult to conduct
Difficult to evaluate
Difficult to understand
Exhaustive paper work
Time consuming evaluation
7. Suggestions if any ………
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CONCLUSION OF SURVEY II:
According to the above survey and interviews with the team
head we get to know that:
1. F The FIRO-B test is very much effective in revealing the
right personality of an individual.
2. It is very much helpful in judging the control, affection and
inclusion of a person towards others and expectations from
others. It is easy to conduct and useful in revealing the
hidden characteristics of a person.
3. Normally all the test in IIHL Electronics are conducted online
so we get the results automatically but problem arises in
case of campus & branch recruitment where online tests
are not possible and evaluation is done manually. There
we give hardcopy of test to the candidates.
4. The manual evaluation of FIRO-B test is very much lengthy
and time consuming. It approximately takes ten minutes in
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evaluation of one test only.
Hence sometimes because of the lack of time, analysis of FIRO-
B is not possible.
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PROBLEMS IN MANUAL EVALUA TION OF FIRO-B IN
CAMPUS RECRUITMENT:
Time consuming
Exhaustive paper work
Lengthy and tiring procedure
More HR people required for evaluation
Problem in keeping the record
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TO OVERCOME THIS PROBLEM WE REGIS TERED
A QIC:
WHAT IS QIC?
QIC (Quarterly Internet Campaign) is mainly used to improve
the technology.
To improve the recruitment and minimize the time of
evaluation we made software, which will reduce the time
of evaluation up to 65%.
It is build on excel sheets to make the software easier to
understand and less complicated.
In this initially we showed a comparison between previous
processes of manual evaluation of psychometric test with
present computerized evaluation.
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Description of the steps in manual and computerized
evaluation of test and each step showing the time
variance between the two processes.
No more exhaustive paper work is required after using this
software.
The whole process of analysis of test is very much time
consuming since it takes 3 hours approximately in one
campus for FIRO-B evaluation but by the use of
computerized evaluation the same number of test
evaluation we can do just ln I hour 15 minutes.
It is very convenient for interviewer to just check the test
scores from computer screen than pile of paper.
This QIC is effective to the organization in terms of time and
cost both.
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PREVIOUS PROCESS FOR EVALUATION OF FIRO-B
TEST:
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Manual Psycho-Test
Manual Psycho-Test
Manual Evaluation
Manual Evaluation
Analysing Result by HR
Analysing Result by HR
LOI Issued if Selected
LOI Issued if Selected
Call for interviewCall for
interview
Several steps of the evaluation of the FIRO-B test sheets are:
STEP 1.
The process starts from the manual psycho test. A hard copy of
psychometric test including BELBIN, MBTI SOCIAL STYLE TEST
and FIRO-B is given to the candidates.
STEP 2.
After the completion of the test, HR people manually evaluates
the FIRO-B test sheet .ln the evaluation of the test copy
minimum two HR people are required and it takes
approximately 10 minutes for one copy.
STEP 3.
After analyzing, rating is done by the interviewers and they
shortlisted the candidate accordingly.
STEP 4.
Shortlisted Candidates are called for the final interview, which
is taken by HR heads and other departmental heads.
STEP 5.
LOI (Letter Of Intend) is issued to the candidate if selected.
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PROBLEMS IN MANUAL EVALUATION OF
FIRO-B:
There are various problems which HR people face in the
manual evaluation of the FIRO-B test. These problems are:
Exhaustive paper work.
Time consuming.
Difficult to evaluate.
Chances of wrong evaluation. Lengthy and tiring
procedure.
Adverse effect on company’s goodwill.
Creates confusion among interviewer and interviewee’s.
Difficult to see the scores of test of respective candidate at
the time of interview.
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PRESENT PROCESS FOR EVALUATION OF FIRO-B
TEST:
The above process map shows the computerized evaluation or
the FIRO-B test.
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Manual Psycho-Test
Manual Psycho-Test
Manual Evaluation
Manual Evaluation
Automatic Calculation of
Scores
Automatic Calculation of
Scores
LOI Issued if Selected
LOI Issued if Selected
Call for Final interview
Call for Final interview
It includes several steps which are:
Step 1.
The process starts from manual psycho test. A hard copy of all
the four psychometric tests are given to the candidate.
Step 2.
After completion of the test there is an evaluation of the test.
FIRO B COMPUTERIZED ANALYSIS SHEET:
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In the above sheet HR people are required to fill only the
scores, which the candidate has marked in the question sheet.
After filling the scores of all the 54 questions, there will be an
automatic evaluation of the test and finally we get the result.
This procedure of computerized evaluation hardly takes 3
minutes.
STEP 3.
After filling the scores into excel sheets, they just need to click
on the corresponding worksheet, which will automatically show
the respective answers of evaluation. It can show the result of
30 candidates simultaneously.
This software is made from the simple excel formulas which is
easy to understand and access and there is no need to
maintain bulk of papers.
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This computerized sheet is shown below:
FIRO-B RESULT SHEET
STEP 4.
HR head takes the final interview of the short listed candidate.
STEP 5.
An LOI is issued if the candidate is selected.
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BENEFITS OF COMPUTERIZED EVALUATION OF THE FIRO-B TEST:
Easy evaluation.
Accurate result.
Less consumption of time.
Less chance of errors.
No exhaustive paper work required.
Builds Company’s goodwill.
Make these tests more efficient.
No need to maintain files to keep the record.
We can keep the record of 30 candidates at one sheet
only.
As ‘the software is made on excel sheets hence there is no
complicated coding .so it is easier to detect the error and
rectify it.
Evaluation can be easily done by a single person.
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TIME SAVED AFTER COMPUTERIZED
EVALUATION:
The above sheet shows that the total time saved after the
computerized evaluation of the FIRO-B test is 3105-min. i.e. 52
hours (approximately).
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GRAPHICAL REPRESENTATION OF THE TIME SAVED AFTER COMPUTERIZED
EVALUATION:
Time Saved = 52 hrs.
The over all calculation shows that the procedure of manual
evaluation of the FIRO-B test of only one candidate takes 7.2
minutes which is very much lengthy and tiring procedure.
There should be at least two HR people required for the
evaluation. One for telling the scores verbally and one for
marking the scores on the assessment sheet.
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52 hrs
52
But in the case of the computerized evaluation of the test of
one candidate, the total time consumed is only 3 min. which is
very much less and the process of evaluation is very much
easy also. Only one HR people can also do this evaluation.
Hence the total time, which we are saving after the
implementation of the technique of computerized evaluation,
is approximately 52 hours.
GRAPHICAL REPRESENTATION OF THE MONEY
SAVED AFTER COMPUTERIZED EVALUATION:
Money saved – Rs. 15000 per annum.
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Rs. 15000
The above graph is showing that the cost included in the
manual evaluation was Rs. 24000 approx. but the cost of
comp7uterized evaluation is just Rs. 9000 approx. Hence we
are saving Rs. 15000.
Result: Hence the computerized evaluation of the test is
effective in terms of time and cost both.
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ANALYSIS SHEET OF MBTI
Above is the analysis sheet of MBTI test.
In this HR people feed the score given by the candidate and it
automatically give the result. This is also very much effective
and time saving.
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RESULT SHEET OF MBTI:
Above is the result sheet of the MBTI test, which gives the
description of the personality traits of the candidate.
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SUGGESTIONS ABOUT PSYCHOMETRIC TESTS:
TEAM HEADS
CANDIDATES
SUGGESTIONS OF CANDIDA TES:
It helps the candidate to be more confident and
comfortable with organization by solving these general
questions.
It gives a picture of organization’s work culture, which
sincerely consider the employee’s attitude, thinking,
perception, control etc.
Four psychometric tests are too lengthy and time
consuming.
Asking the same thing in different manner in questions
creates frustration among candidates.
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SUGGESTIONS OF THE TEAM HEAD:
All the four psychometric tests are very much effective in
revealing the overall personality of the candidate, which
help the organisation in judging the right candidate to the
right job.
There should be a specific time limit of completing these
tests. The completion time of these tests should be I hrs 30
min.
The concept of the psychometric tests should be made clear
to other departmental heads for the better use of these
tests.
All the tests should not be circulated to every candidate.
There should be a specific test for a specific position.
Questions in these tests are repeated to check the
consistency of a person.
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RECOMMENDATION
These test results should be discussed with the selected
candidates after the interview so that they will get to
know the area where they need to improve.
As discussed above all the four tests are made to reveal the
personality traits for different designations or positions
hence we should not give all the four tests to all the
candidates to make the whole process less tiring.
HR people should be more particular about the time limit of
the test.
HR head should clear the objective of these psychometric
tests to other departmental heads also so that they can
consider the effectiveness of these tests seriously at the
time of interview.
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BIBLIOGRAPHY
Organisation Behaviour (9th Edition) - L.M. Prasad
Industrial Relation
Recruitment Literature
India Today
News Paper
o Times Of India
o Hindustan Times
www.google.com
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