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CHAPTER-1

INTRODUCTION: STATEMENT OF PROBLEM

1.1.1 RECRUITMENT

Recruitment forms the first stage in the process, which continue selection and

cases with the placement of the candidate. It is second step in procurement

function of manpower planning. Recruitment is a linking activity bringing

together those with jobs and those seeking jobs.

According to Flippo:

"Recruitment is both positive and negative activity. It is often termed positive in

that it stimulates people to apply for jobs to increase the hiring ratio. Selection

on the other hand tends to be negative because it reject a good member of those

who apply living only the beat to be hired. "

According to Yoder:

"Recruitment is the process to sourc

e of manpower to meet the requirement of the staffing schedule and to employ

effective measures for attracting that manpower in adequate numbers to

facilitate affective selection of an efficient working force

Theory Regarding Recruitment:

Recruitment is a two way street: -- It takes a recruiter and a Recruiter. Just as

the recruiter has a choice whom to recruit and whom not. So also the

prospective employee has to make the decision if he should apply for that

organization join. The individual makes this decision usually on three different

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bases; the objective factors critical contact, and subjective factors. The

objective factors theory views the process of organizational choice as being one

the weighing and evaluating a set of measurable characteristics of employment

offer such as pay, benefit, location, opportunity for advancement, the nature of

the work to be performed and educational opportunities.

The critical contact theory suggest that the typical candidate unable to make a

meaningful differential of organization's offer in term of objective or subjective

factors because of his limited or very short contact with the organization.

Choice can be made only when the applicant can readily perceive the factor

such as the behavior or the recruiter the nature of the physical facility, and the

efficiency in processing paper work associated with the application.

Factor affecting Recruitment:

All the organization whether large pr small engage in Recruiting activity it

differs with:

The size of organization. The rate of growth of organization.

The employment condition in the community where the organization

located.

Working condition shall be and benefit package offered by the

organization.

Cultural economic and legal factor etc.

1.1.2 RECRUITMENT POLICY:

Such a policy asserts the objective of the recruitment and provides a framework

of implementation of the recruitment program in the form of procedure. As

Yoder and other observe:

Such a policy may involve commitment to board principal such as filling

vacancies with the best qualified individuals. It may embrace several issues

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such as extend of promotion for with in, attitude of enterprise in recruiting its

old employer, handicap, minority, group woman employee, part time

employees, friends and relative of present employees. It may also involve the

organization system to be developed for implementing recruitment program and

procedures to the employed.

Therefore a well consider and preplan recruitment policy, based on corporate

goals, study of environment and the corporate needs may avoid hasty or ill-

considered decision and may a long way to main the organization with the right

type of personal.

A good recruitment policy must contain these elements:

(A) Organization objective both in the short term and long term must be

taken consideration as a basis parameter for recruitment decision and

needs of personal - area wise job family wise.

(B) Identification of the recruitment needs to take decisions regarding the

balance of the qualitative' dimensions' of the would be recruits i.e. the

recruiter should prepare profile for each category of worker

accordingly work out the man specification decide the section,

department upper braches where the should be placed and identify the

particular responsibilities which may be immediately assigned to

them.

(C) Preferred sources of recruitment, which would be tapped by the

organization e.g. for skilled or semi skilled annual workers internalsources and employment exchanged may be preferred for highly

specialized categories and managerial personal, other sources besides

the former, may be utilized.

(D) The cost of requirement and financial implication of the same.

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There are several pre-requisites of a good recruitment policy:

1) Abide by the relevant public policy legislation on hiring and

employment relationship.

2) Provide employees with job security and continuous employment.

3) Integrate organizational needs and employee needs.

4) Provide each employee with freedom and opportunity to utilized

and developed knowledge and skilled to the maximum possible

extent.

5) Treat all employees fairly and equitably in all employment

relationship.

6) Provide suitable jobs and protection to handicapped, woman and

minority groups.

7) Encourage responsible trade union.

8) Be flexible enough to meet the changing needs of the

organization.

Sources of Recruitment:

Normally an organization can fill up its vacancies either through promotions of

people available in the organization or though the selection of people from

outside. Thus recruitment may be classified in two broad categories.

Internal sources

External sources

Internal Sources:

a. Present employees- whenever any vacancies occur somebody from

with in the organization is promoted transferred promoted or some

time demoted.

b. Retired and retrenched employees who want to return to the company

may be hired.

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c. Dependents and relative of diseased and disabled employees

Advantages of internal sources: -

It improves the moral of employees.

Provide grater motivation for good performance.

It is a less costly source than going outside to recruit.

Greater promotion opportunities for the present employees.

Labor turns over reduced.

Disadvantages of internal sources: Chances of favoritism.

It discourages the flow of new blood in to the organization.

As promotion is based on seniority the danger is that really capable

hands may not he chosen.

1.1.3 EXTERNAL SOURCES:

While vacancies through internal source can be filled up either though

promotion or transfer, recruiter tends to focus their attention on external source.

Normally following external source is utilized for different position. 1.

Advertisement:

Advertisement is the most effective means to search potential employees from

out side the organization. Employment in journals, newspaper, bulletins etc is

quite common is our country. It has a very wide reach. One advertisement in a

leading daily can cover millions of persons throughout the country. Cost per

person is very low it is used for clerical, technical and managerial jobs.

2. Employment Agencies:

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In our country two types of employment agencies are operating. Public

employment agencies and private employment agencies.

a. Public employment agencies: there are employment exchanges run by

the government, almost in all districts. Normally such exchanges

provide candidates for lower position like clerk and junior supervisor

etc.

b. Private employment agencies: there are many consultancies and

employment agencies like ABC consultant, A.F. Ferguson and

company, personal and productivity services, S.B. Billimoria and

company etc. which provide employment services particularly for

selecting higher level and middle level executives.

3. Campus Recruitment:

Many organizations conduct preliminary search of prospective employees by

conductive interviews at the campuses of various institute, universities and

colleges. IIMs, IITs, engineering colleges. It is and universities are good sources

for recruiting well-qualified executives, engineers, medical staff, chemist,

pharmacist etc.

4. Employee recommendations:

The idea behind employee recommendation as a source of potential applicants

is that the present employees may have a specific knowledge of the individuals

who may be their friends, relatives. If the present employees are reasonably

satisfied with their jobs, they communicate these feelings give preference to

local people (sons of the sole) in recruitments, particularly at lower and middle

levels jobs.

5. Labor Contractors:Manual workers can be recruited through a contractor who maintains close links

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with source of such workers. This source is often used to recruit labor for

construction jobs. The disadvantage of this source is that when the contractor

leaves the organization people employed through him also go.

6. Gate Recruitment:

Gate recruiting is quite useful and convenient method at the initial stage of the

organization. When large number of such people may be required by the

organization. In some industries like jute the large number of workers work as

"badli" or "substitute" workers. A notice on the notice board of the company

specifying the details of the job vacancies can be put. It is very economical.

7. Similar Organizations:

Experienced employees can be recruited by offering better benefits to the people

working in similar organization. Newly established organizations of well-known

houses often lure experienced executives and technical experts from the public

sectors.

8. Deputation:

Many organizations take people on deputation from other

organization/department of the same corporate. Such people are given choice

either to return to their original organization after a certain time or to opt for the

present organization.

9. Computer data Banks:

When a company desires a particular type of employee, job specification and

requirements are fed into a computer where they matched against the resume

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data stored therein. The output is a set of resumes for individuals who meet the

requirements.

Advantages of External Sources:

It helps to bring new blood and new ideas into the organization.

Expertise and experience from other organization can be brought.

It doesn't change the present organizational hierarchy that much.

As recruitment is done from a wider market, best selection can be made.

Disadvantages of External Sources:

This source is more costly and time consuming.

The orientation and training of new employees is necessary.

If higher level of jobs is filled from external sources, motivation and

loyalty of existing staff are affected.

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RECRUITMENT

Internal Sources External Sources

1 Transfers 1 Advertisement2 Promotions 2 employment

3 Agencies

4 Campus Recruitment

5 Labour Contractor

6 Similar Organization

7 Deputation

8 Employee

Recommendation

9 Computer Data Bank

Sources of Recruitment

1.1.4 METHODS OF RECRUITMENT:

Direct Method:

In this method organization sends traveling recruiters to educational and

professional institution.

One of the most widely used methods is that of sending of recruiters to

college and technical schools. Sometimes some organization open their

placement offices in the college and schools. The placement office

usually provides help in attracting student arranging interviews and

providing in MBA or this manner. Sometimes firms directly solicit

information from the concerned proffers about student with an

outstanding record. Other direct method includes sending recruiter to

seminars and conventions and using mobile officers to go to desired

centers.

Indirect Method:

This invoices mostly advertising in newspapers, on the Radio, in trade

and professional journals, Technical magazines and brochures. It is very

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useful for blue collar and hourly workers as well as scientific

professionals and technical employees. Whenever necessary a blind

advertisement can be given in which only box no. is given, without

identifying the company.

Third Party Method:

Various agencies can be used to recruit, personnel. Public employment

exchanges, management consulting firms, professional societies,

temporary help societies, trade union, and labor contractors are the main

agencies.

1.1.5 SELECTION

Selection is the process of choosing the most suitable persons out of all the

application. In this process relevant information about applicants is collected

through a series of steps so as to evaluate their suitability for the job to be fined.

Selection is a process of matching the qualifications of applicants with the jobrequirements. It is a process of weeding out unsuitable candidates and finally

identifies the most suitable candidate.

Selection strategies play an extremely important role in new organizations and

in those that they are fast expanding. Through proper selection it is a possible to

desirable culture and desirable norms. Proper selection is a too in managerial

hand by which they can increase efficiency and productivity of the enterprise.

For the succession of the selection process one should have the authority to

select. This authority comes from the employment requisition, as developed by

an analysis of the work force.

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There must be some standard or personnel with which a prospective employee

may be compared. A sufficient number of applicants are also necessary.

1.1.6 ESSENTIALS OF THE SELECTION PROCEDURE:

The nature of the selection weather faulty or staff. Faulty selection leads

to wastage of time and money and spoils the environment and the image

of company.

The policy of the company and the attitude of the management. As a

practice some companies usually hire more than the actual number

needed with a view to removing the unfit persons from the jobs.

The length of the probationary period. The longer the period, the greater

the uncertainty in the minds of the selected candidate about his/her future.

1.1.7SELECTION PROCEDURE:

The selection procedure is concerned with recruiting relevant information about

an application. The objective of it is to determine whether an applicant meets

the qualifications for a specific job and to choose the applicant who is most

likely to perform that in job

According to Yoder - "the living process is a one or many 'go no-go' gauge.

Candidates are screened by the application) of their tools. Qualified applicants

go on to the next hurdle. While the unqualified are eliminated."

Steps in selection process:-

1. Preliminary Interview:

A special interviewer or a high caliber receptionist in the employment

office usually conducts the initial screening. This interview is essentially

a sorting process in which prospective applicant are given the necessary

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information about the nature of the in the organization. Necessary

information is also elicited from the candidates about their education,

skills, experience, salary expected etc.

2. Application Blank:

An application blank is a traditional, widely accepted device for getting

information from a prospective applicant. The application form should

provide all the information relevant to selection. But reference to caste,

religion, birthplace may be avoided as it is regarded an evidence ofdiscrimination. Generally' an application form contains the following

information.

a. Identifying information: Name, Address, Telephone no.

b. Personal information: Name, Age, Sex, Marital Status, and

Dependents.

c. Physical Characteristics: Height, Weight, and Eyesight.d. Education: Academic education, Professional Degree, work

experience, references etc.

3. Selection Test:

Many organization hold different kinds of selection tests to know more

about the candidates. A test is a sample of some aspect of an individual's

attitudes behavior and performance. Tests are useful when the number of

applicant is large. In India the use of psychological and other tests is

gaining popularity.

4. Employment interview:

It is face-to-face interaction between two persons for a particular purpose.

Selection test is normally followed by personal interview of the

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candidate. It consists of interaction between interviewer and applicant. It

helps in obtaining information about the background, 'education training,

work history and interest of the candidate and giving Information to him

about the company and policies. As well as it is also helpful to

establishing friendly relationship between the employer and the

candidate.

It can be different types like information, formal, structured, unstructured,

depth, group and stress interview.

5. Medical Examination:

It is carried out to ascertain the physical standards and fitness of

prospective employee. Either company's physician or a medical officer

approved for the purpose. It determines candidate's physical fitness for

the job. It prevents the employment of people suffering from

contingencies disease. It provides a record of the employee's health at the

time of selection. This record will .help in setting company's liability

under the workmen compensation act for claim for an injury.

6. Reference checks:

Many organizations ask the candidates to provide the names of two or

three persons who know him well. The organization contacts them by

mail or telephone. In this way organization can get more informationabout the candidate like character, working etc.

7. Final Approval:

On the basis of the above steps the selection committee or personal

department recommends suitable candidates for selection. The candidate

short-listed by the department is finally approved by the executives of the

concerned departments. Employment is offered in the form of an

appointment letter, mentioning the post, the rank, the salary grade, and

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the date by which the candidate should join and other terms and

conditions in brief.

8. Placement:After all the formalities are completed the candidate are placed on their

jobs, initially on probation basis. The probation period may range from 3

months to 2 years. During this period they are observed keenly and when

they complete this period successfully they become the permanent

employment of the organization.

1.2 COMPANY PROFILE

THE GATES CORPORATION

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The Gates Corporation is headquartered in Denver, Colorado, USA. Known

worldwide for its belts & hose, Gates is a wholly owned subsidiary of Tomkins

plc. Tomkins is an international group of companies focused on manufacturing,

with leadership across three business groups : Industrial and Automotive, Air

System Components, and Engineered and Construction Products.

Established in 1911 by Charles Gates as The Gates Rubber Company is the

only non-tyre rubber company with facilities in almost all parts of the world :

Europe, Australia, Asia-Pacific and the Americas. In 1917, John Gates, brother

of Charles, invented the V-Belt. The company has continued its engineering

leadership ever since.

The strength of the Gates brand presence continues to grow. With the addition

of the Tomkins Industrial and Automotive brands, including Amflo, Camel,

Edelmann, Ideal, LubriMatic, Plews, Schrader, Stant, Trico,

Tridon and Tru-Flate, the company is well positioned for success.

GATES IN INDIA

Gates is India's most advanced and complete hose manufacturer. As the Indian

subsidiary ofThe Gates Corporation, USA, it has established itself firmly in

the Indian hose market. Equipped with the latest technology, the manufacturing

facility of Gates India is spread over an area of 35 acres at Lalru, near

Chandigarh. Gates India is the one of the newest Gates facilities, manufacturing

hydraulic & industrial hoses and is backed by sufficient captive power

generation.

Today, we have to our credit a distinguished client list in the construction,

mining & earthmoving industries. Our products are also reaching foreign shores

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through markets in the U.S., Europe, South Africa, Japan, Singapore & other

countries.

QUALITY SOLUTIONS

At Gates India, we always strive to provide quality solutions to our customers.

Our stringent quality practices ensure that any Gates Global Hydraulic Hose

meets the industrys highest production standards, regardless of where it is

made. We are perhaps the only hose plant in India producing long length hoses

without using harmful lead in the manufacturing process.

RESEARCH & DEVELOPMENT

We continue to be innovative and implement quality improvements to our

products. We believe that the understanding of customer needs includes the

shared responsibility of designing products accordingly and delivering

outstanding service across all points of contact. World-class physical andchemical testing equipment, combined with excellent human resources have

been instrumental in developing the kinds of products that make Gates a leader

in the industry.

MARKETING NETWORK

Our All-India Distribution Network brings with it numerous years of

experience and knowledge to better serve our customers. Our representatives

are strategically located in the major cities throughout India, so as to provide the

vital interface between the organisation and the customers.

INDIAN CLIENTS

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The high quality standards maintained by Gates India is reflected in its client

list, which reads like a whos who of the industry. Our quality products are

approved by Directorate General of Mines & Safety (DGMS) and

Directorate General of Quality Assurance (DGQA), Ministry of Defence.

Our prominent Indian clients include:

Construction & Heavy Equipment Manufacturers viz. Caterpillar

India, Escorts Construction, Greaves, Gujarat Apollo, Ingersoll Rand,

JCB-India, L&T-Case, L&T-Komatsu, Schwing Stetter, Terex, Telcon,

TIL...

Other OEMs such as Ashok Leyland, Cummins India, ELGI, Eicher,

Ferromatik-Milacron, Godrej, Inductotherm-India, Kirloskar Oil

Engines, L&T Pumps, Midco, Tata Motors, UT Ltd., Voltas, Wipro Fluid

Power, amongst others

Mining Sector such as Eimco Elecon, Simplex, various subsidiaries of

Coal India Ltd. and Singareni Collieries Company Ltd.

Oil Sector such as ONGC, IOCL, BPCL, HPCL, IBP, Reliance, ...

Steel Manufacturers viz. SAIL Bhilai, SAIL Bokaro, TISCO, Vizag

Steel Plant, Ispat, Jindal...

Cement Plants like ACC, Birla Cements, Century Cement, Gujarat

Ambuja, India Cements and more.

GLOBAL CLIENTS

Case New Holland, Caterpillar, Chrysler, DitchWitch, Ford, General Motors,

Hitachi, Ingersoll Rand, JCB, John Deere, JLG, Komatsu, Nissan, Toyota, and

Vermeer amongst others

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PRODUCTS

Hydraulic and Industrial Hose Products, wire and yarn reinforced. Spiral and

Braided Hydraulic Hoses, Mining Hoses, and a wide range of specialist

hydraulic hoses. Special application Industrial hoses like Rock/Air Drill, Petrol

Dispensing, Chemical, Steam, Sand Blast, Carbon Free, CNG, Pneumatic,

Air/Water, Super Spray and Wash Down hoses.

Gates Global Hoses are the same high quality, dependable products for which

the brand is renowned, but now, all hoses -- regardless of origin -- will meet

strict specifications before carrying the global hose label. This ensures that any

hose, regardless of where it is made -- Belgium, Brazil, Canada, India, Mexico

or the U.S. -- will meet the highest industry standards.

Industrial working conditions, in India, are very demanding. Knowing this, we

started off an exhaustive R&D effort for re-engineering our product to optimise

the design so that it could meet the exacting requirements of the Indian industry.

The result was Gates Greenline Industrial Hoses -- just ideal for the Indian

conditions.

CHAPTER-2

REVIEW OF LITERATURE

RECRUITMENT AND SELECTIONWinston & Creamer, (1997)

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According to authors, Higher education is a human resource intensive

enterprise. It is not surprising, then, that recruitment and selection of staff

should be a very high priority in most if not all units and divisions of student

affairs. Recruitment and selection should include procedures directed to analyze

the need and purpose of a position, the culture of the institution, and ultimately

to select and hire the person that best fits the position. Recruitment and selection

policy should, then, be directed toward the following objectives:

Hire the right person. Conduct a wide and extensive search of the potential position candidates.

Recruit staff members who are compatible with the environment and

culture.

Hire individuals by using a model that focuses on company objectives

Place individuals in positions with responsibilities that will enhance their

personal development.

Every position vacancy will be filled based upon a thorough position

analysis regardless of the level of the position or the extent of the search.

The diversity goals of the institution, division of student affairs, and the

unit will be addressed in all recruitment and selection processes.

Units may use different processes for recruitment depending upon the

circumstances surrounding the need to fill the position, but must take steps to

ensure that the values of the profession are applied in all procedures that are

used., Recruitment and selection committee' members should be properly

trained to assume the important responsibilities of recruitment and selection.

Supervisors should adhere to any institution-wide recruitment and selection

programs. This cannot, however, substitute for an understanding of procedures

and processes from a student affairs perspective.

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Recruitment and selection will be planned, implemented, and evaluated to

ensure that each potential employee is provided equal opportunities to compete

for the position.

APPOINTMENTS PROCESS FOR CONSULTANT RECRUITMENT

Professor Fiona Patterson Dr Maura Kerrin (November 2007)

The design and implementation of valid assessment methods starts with a

thorough job analysis which defines the selection criteria required for the post.

When choosing a selection method, issues of reliability, validity, feasibility,

fairness and equity should be taken into account. It is important that the process

is seen to be fair by all candidates. Research shows that candidates favour

selection methods which are job relevant and less personally intrusive.

Applicants also value the opportunity to meet personally with recruiters and

have a preference for multiple opportunities to demonstrate their skills. They

also tend to prefer selection systems which are administered consistently for all

applicants. The selection methods should be developed carefully through

piloting with diverse populations. The selection process must be evaluated and

reviewed by monitoring candidates with respect to diversity and subsequent job

performance.

The evaluation of the selection process should lead to improvements aimed at

enhancing validity and reducing adverse impact. Individuals involved in

assessing candidates during the selection process should have received

appropriate training (for example in interview skills) and have been adequately

briefed about the selection criteria. Assessors should 'also be aware of unfair

discrimination and equal opportunity legislation, two aspects which have a

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serious impact on the diversity of the organisation. Feedback should always be

provided as part of the selection process.

RECRUITMENT AND SELECTION: MEETING THE LEADERSHIP

SHORTAGE IN ONE LARGE CANADIAN SCHOOL DISTRICT

Anthony H. Normore, Florida International University(2004)

The purpose of this study was to investigate a recruitment and selection

program used to attract and retain aspiring and practicing school administrators

in North Western School District (pseudonym) - a large urban Canadian schooldistrict in Ontario. The district recently developed and implemented a

recruitment and selection program in attempts to meet the leadership shortage

for its schools. For purposes of the article, recruitment and selection refers to

the processes and strategies school districts engage in to attract future leaders.

The article will focus on: (a) a description of the recruitment and selection

efforts, and; (b) perspectives from the participants about the process and its

effectiveness, followed by a discussion. An analysis of the findings is presented

and linked to the literature. Implications for practice and policy are discussed.

The role of the principal in successful schools has transcended the traditional

notion of functional management, power, behaviour style, and instructional

leadership. Today's principals face more complex expectations forged by a very

different student population and a new generation dissatisfied with the

educational status quo. At a time when many view the schools as one of the few

intact social organizations, students arrive with very different attitudes,

motivations, and needs than students of generations past.

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CHAPTER-3

RESEARCH METHODOLOGY

Research methodology in a way is systematic representation of research or any

other problem. It is a written game plan for conducting any kind of research. It

tends to describe the steps taken by the researcher in studying the research

problem along with logical background.

It tends to describe the methodology for solution of the problem that has beentaken for the purpose of study. This plan throws light on the research problem,

the objective of study & limitation of study. Therefore in order to solve a

problem it is necessary to design a research methodology for problem as the

same way differ form problem to problem. Research methodology is a way to

systematically solve a research problem. It is a procedure that is followed step

by step to solve a particular research problem

Research design;A Research design specifies the methods and procedures for

conducting a particular study. It is the arrangement of the condition for

collecting and analysis of data in a manner that aim to combine relevance to the

research purpose. Descriptive Research is to undertaken for this project.

3.1 OBJECTIVE OF THE STUDY

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The main objective of my project Recruitment And Selection is to study the

various methods and procedures of Gate India Private Limited for the

recruitment of employees. Recruitment is a pervasive function as all

organization. So my aim is to gather all the necessary information from the

respective authority i.e. HRD, accounts, research and development and

marketing etc. and to summarize an the information collected from various

departments and get a complete picture of recruitment and selection procedure

at Gate India Private Limited

1) To study the recruitment & selection procedure of Gate India Private

Limited

2) To study that what type of candidate do company prefer to select like

fresher or experienced.

3) To study that what sources are used for the recruitment and selection.

4) To study that the company conduct online recruitment or not.

3.2 RECRUITMENT IN ORGANISATION:3.2.1 RECRUITMENT:

In the Gate India Private Limited recruitment of employees is done through two

sources, which are as under:

(1) INTERNAL SOURCES

(2) EXTERNAL SOURCES

(1). Internal Sources:

a. Transfers.

b. Promotions.

Internal sources are very powerful, time and money saving sources in

Gate India Private Limited . They fill up their vacancies by transfer and

promotions of their employees with in the company. In some cases, if it is

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not possible than other sources are applied.

(2). External Sources:

a. Press advertisements.

b. Placement Agencies

c. Labour contractors

d. Campus recruitment

e. Data bank

f. Similar organization

a. Press Advertisement:

Press advertisement is the most powerful sources of recruitment in the

gate India private limited . Various newspaper such as Times Ascent,

Employment news etc, are approached for publishing the advertisement

for recruitment.

b. Placement Agencies:

For better recruitment, Gate India Private Limited maintain strong contact

with placement agencies in Bhopal, Delhi, Indore etc. who makes their

own commission by giving better recruitment to Gate India Private

Limited

c. Labour Contractor:

Gate India Private Limited also have contacts with contractor for house

keeping, which include, cleaning of office, catering, security etc. such

contracts are only for few month or for few years.

d. Campus Recruitment:

Gate India Private Limited recruit fresher candidate only from some

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repudiated college by the campus selection. In the campus recruitment

Gate India Private Limited arrange the program in a college and select

appropriate candidates for the company.

e. Data Bank:

Gate India Private Limited collect the resume by the data bank. This box

exists in the entrance gate or reception. When need only one or two

candidate than they collect resume by the data bank and calling the

candidate for recruitment.

f. Similar organization:

Gate India Private Limited recruit by offering better benefit to the people

working in similar organization.

3.2.2 SELECTION:

It is process of weeding out unsuitable candidate are finally identify. The most

suitable candidate in the Gate India Private Limited

Selection Process:

In the Gate India Private Limited selection process completed in seven steps are

as follows-:

1. Application form

2. Selection test

3. Selection interview

4. Physical Exam

5. Reference check

6. Final Approval

7. Placement

1. Application form:

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In the Gate India Private Limited application blank is widely accepted device

for getting information from a prospective applicant. In the application form

gives all the information relevant to selection. Check general information of the

candidate in the application blanks.

Name

Address

Telephone no.

Age

Sex

Marital status

Physical Characteristics

Education

Experience.

2. Selection Test:

Gate India Private Limited hold different kinds of selection test to know moreabout the candidate. Test is useful for sort out unsuitable candidates.

3. Selection interview:

Those candidates who qualify the written test are allowed for final interview.

Selection in an interview is conducted in different phase in the Gate India

Private Limited Personal Interview.

a. Technical Interview.

b. H.R. Interview.

a. Personal Interview:-

Gate India Private Limited conducts first the personal interview. In the personal

interview talk about general information, hobbies etc to know the level of

confidence in the candidate.

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b. Technical Interview:

Technical interview is the main interview for Engineers and other technical

persons, if the candidate comes for technical post, and the technical head

conducts the interview. Those who qualify in this round are forwarded for H.R.

interview.

c. H.R. Interview:

H.R. interview is a major part of the selection interview. In the H.R. interview,

check the number, which is given in written test, technical interview and other

test of the candidate.

H.R. interview is conduct by the H.R. department. The any H.R. employee with

the H.R. head may conduct it. In the Gate India Private Limited negotiation on

salary is done in H.R. interview. In this interview company gives 15 % on the

basic pay.

4. Physical Exam:

In the Gate India Private Limited after the selection interview candidates are

face the physical exam. In the physical exam company check the body of a

candidate in the hospital; check wait, height, eye sides and other disease.

Candidate should not suffer from any kind of disease. If candidates are able to

any disease than the candidate unfit to next exam.

5. Reference Check:

Reference check is as a guaranty who person know to you. That is mention in

the application form; references person should have name, address and

telephone no. in the Gate India Private Limited contacts them by mail ortelephone for the candidates.

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6. Final Approval:

In the Gate India Private Limited check all the previous exam record (marks)

and take final decision about the candidate.

7. Placement:

The last step is placement in which they give the appointment letter to the best

candidate. The H.R. department after which a candidate can join the company

within 15 days issues all the placement order.

Time Period:

The whole process of recruitment and selection takes above 2 months in the

company.

3.3. SCOPE OF THE STUDY

It was not feasible to interview every employee of the company , so sampling

was done. The scope of the p[resent study are the employees of the Gates India

Pvt. Ltd. This study is helpful in understanding the procedures adopted by the

company in recruitment and selections, their effectives and satisfactions of the

employees with regards to the procedures used. This studies tries to understand

the views of the employees regarding recruitment and selections processes.

Sampling: it is simply the process of learning about the population on the basis

of the sample drawn from it. Thus in the sampling technique instead of every

unit of the universe only a part of the universe is studied and the conclusions are

drawn on that basis. for the entire universe. This process involves three

elements:

Selecting the sample

Colleting the data

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Making an inference about the population.

Sampling unit: the sampling units selected for the study/were the employee

survey.

Sampling Technique: the following technique was used:

Convenience Sampling : in this type of sampling, the choice of the sample is

left completely to the convenience of the investigator.

Sample size: A sample is a subset of population units.

Using the above technique, a sample of 100 employees was selected.

3.4 DATA COLLECTION

Both primary and secondary data were used. .

Primary data collection:

Questionnaire: A questionnaire was designed in order to know about the

various aspects of the recruitment and selection procedures of the company

Gate India Private Limited. Structured questionnaires were used, as the

questions were predetermined, specific and concrete. Multiple-choice questions

were used. Care was taken not to add questions related to personal life or any

kind of strenuous questions.

The language was kept simple so that the respondents could easily understand

it.

Personal interview: In order to know about the hiring procedure i.e. the basis

for recruitments, recruitment and selection techniques etc. a personal interview

was conducted with the Senior Executive of the HR department. It was a

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combination of structured as well as unstructured typed as the questions were

predetermined but no specific sequence was followed and no standardized

technique was used for recording it. The interview was kept short taking care of

the precious time of the interviewee. Oral investigation from Senior Officers is

also done at Gate India Private Limited

Secondary data was also used in order to find out the aspects of recruitment and

selection process.

Methods of Secondary Data was used in Gate India Private Limited

a) Reference by Books

b) Reference By Internet

c) Reference by Gate India Private Limited written data

3.5 ANALYSIS OF DATA

Collection of Data is of no use until it is properly recorded, organized and

deeply analysed. Analysis of the data is done either manually or by the use ofcomputers, various statistical and mathematical techniques are used for Data

Analysis. In this project Data is analysed through PIE CHARTS.

3.6 LIMITATIONS OF THE STUDY

The result have been drawn on the basis of information given by

responder response either might have crept in.

The study involve sampling method, the drop III or go through error

might 1 crept in.

Researcher limited experience may have led to some error.

Limited resources like limited time and money' makes my survey

difficult.

The sample size was only 100 so it was not possible to show clear

picture.

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CHAPTER 4

DATA ANALYSIS & INTREPRETATIONS

4.1 Are you satisfied with the Recruitment & Selection policies

of Gate India Private Limited?

68%

32%

Yes No

Yes No

68 32

The above shows that 68% are satisfied with the Recruitment & Selection

policies of Gate India Private Limited whereas 32% were not.

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4.2 What type of candidate do you really prefer?

75%

25%

Experienced Fresher

ExperiencedFresher

75 25

The above shows that the company prefers to recruit 75% experienced and 25%

fresher.

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4.3 Is it right to recruit a fresher?

62%

33%

5%

Yes No Cant Say

Yes No Cant Say

62 33 5

The above shows that 62% say that it is right to recruit a fresher and 33% says

that it is not right to recruit a fresher whereas 5% are unable to express their

views.

4.4 What source of recruitment do you choose?

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13%

22%

12%

43%

10%

Press Advertisement Consultancy

Data Bank Campus

Similar Organisation

Press

Advertiseme

nt

Consultancy Data Bank Campus Similar

Organisation

13 22 12 43 10

The above shows that 13% are recruited by Press Advertisement, 22% by

Consultancy, 12% by means of Data Bank, 43% by means of Campus and 10%

by means of similar organization.

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4.5 Are internal promotion used in the company?

85%

15%

Yes No

Yes No

85 15

The above shows that 85% recruitment are carried out internally whereas only

15% are carried out by external sources.

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4.6 Are Reference Checks necessary for every candidate?

53%42%

5%

Yes No Cant Say

Yes No Cant Say

53 42 5

The above shows that 53% say that reference check is necessary whereas 42%

say that its not whereas 5% were unable to express their view for the same.

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4.6Are the employees satisfied with the recruitment

procedure of the company?

85%

15%

Yes No

Yes No

85 15

The above shows that 85% say that they were satisfied with the recruitment

process adopted by the company whereas 15% were unsatisfied.

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4.7 Does the company conduct online recruitment?

12%

88%

Yes No

Yes No

12 88

The above shows that 12% say that the company conducts online recruitment

and 88% say that no online recruitment was conducted.

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4.8 Does internal promotion are also used for Recruitment and

Selection Process?

39%

61%

Yes No

Yes No

39 61

The above shows that 39% say that the company uses internal promotion as for

recruitment where as 61% says that internal promotion were not used for

recruitments.

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4.9 How important external and internal sources are for

recruitment?

63%

34%

3%

Important Not Important Not so Important

Important Not Important Not so Important

63 34 3

The above shows that 63% say that the internal and external sources are

important for recruitment whereas 34% say its not important and 3% say that

internal and external sources are not so important.

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4.10 Are you satisfied with the time period which company

takes for recruitment and selection process?

72%

28%

Yes No

Yes No

72 28

The above shows that 72% say that they are satisfied with the time period the

company takes for recruitment and selection whereas 28% were not satisfied.

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4.11 Since how much time are you working with this

company?

37%

45%

18%

1 year 2 years 3 years

1 year 2 years 3 years

37 45 18

The above shows that 37% say that they are working since last 1 year with the

company, 45% say they are working for last 2 years and 18% say that they are

working since last 3 years.

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4.12 Are you satisfied with the tests taken during the

recruitment process?

68%

32%

yes no

Yes No

68 32

The above shows that 68% say that they are satisfied with the tests taken during

the recruitment process whereas 32% say that they are not satisfied.

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4.13 Is the proper procedure selected for recruitment &

selection by the company?

75%

25%

yes no

Yes No

75 25

The above shows that 755 say that proper recruitment selection was adopted by

the company whereas 25% said the recruitment to be improper.

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CHAPTER 5

FINDINGS & SUGGESTIONS

5.1 FINDINGS1. Mostly experienced candidate are recruited in Gate India Private Limited

for technical jobs.

2. Vacancies are floated mostly through print media i.e. through newspaper.

3. Interview are generally conducted in three phases:

Personal Interview

Technical Interview H.R. Interview

4. Internal promotions are also used in this company.

5. Reference checks are an important part of their selection procedure.

6. After selection probation period is of 2 months.

7. They give 15 days time for joining after final selection.

8. Candidates are selected only through the proper procedure of recruitment

and selection.

9. The company takes 2 months time for completing the whole process of

recruitment & Selection.

10. 75% employees feel that fresher should be recruited for marketing

jobs.

11. 85 % employee are satisfied with the Recruitment procedure of the

Company.

12. 85 % employees feel that Recruitment should be from external sources

and 15 % external sources.

5.2 SUGGESTIONS

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Gate India Private Limited Ltd. is the leading company in the area of telecom. It

has a well-organized Human Resource Department for helping and

maintaining the company, for achievement of its goal & Target.

I would like to mention some points that will help the organization in near

future.

The company should conduct online Recruitment, which will help them

to find most capable candidates from allover the world.

Gate India Private Limited Ltd can recruit the fresher candidates oftechnical field and can trained them by on job training method so that

they can work effectively.

Gate India Private Limited should give emphasis on recruitment by

placement agencies as they can conduct the preliminary interview for the

company.

By involving placement agencies for conducting the preliminary

interview or short-listing the candidates according to the requirement for

the post, company can shorten the time period, which it takes for

recruitment & selection process.

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5.3 CONCLUSION

Recruitment & Selection in Gate India Private Limited is good enough. To pick

out good quality people from the crowd. Recruitment is an important function

as it makes it possible to acquire the number and type of persons necessary for

the continued functioning of the organization. Careful recruitment of employees

is particularly important in India because the chances of mismatching the job

and the person are greater. Due to widespread unemployment the job seeker

tends to accept any job irrespective of his suitability. The basic purpose of

Recruitment is to locate the sources of people required to meet job requirements

and attracting such people to offer themselves for employment in the

organization.


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BIBLIOGRAPHY

1. H.R.M. Dr B.C. Gupta

2. Personnel Management C.B. Mammoria

All the HR department


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QUESTIONNAIRE

Represent the data through graphs so that the objectives of the study can be

analyzed.

Name :

Age :

Gender :

Marital Status :

Occupation :

Working Experience :

Income :

No. of Family Members :

Family Income :

Q.1 Are you satisfied with the Requirement & Selection policies of Gate IndiaPrivate Limited ?

Yes No

Q.2 What type of candidates do you really prefer?

Yes No

Q.3 Is it right to recruit a fresher?

Yes No

Q.4 What source of recruitment do you choose?

Press Advertisement Consultancy


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Data Bank Campus

Similar Organisation

Q.5 Are internal promotion used in the company?

Yes No

Q.6 Are reference checks necessary for every candidates?

Yes No Cant Say

Q.7 Are the employees satisfied with the recruitment procedure of the

company?

Yes No

Q.8 Does the company conduct online recruitment?

Yes No

Q.9 Does internal promotion are also used for Recruitment and Selection

Process?

Yes No

Q.10 How important external and internal sources are for recruitment?

Important Not Important

Not so Important

Q.11 Are you satisfied with the time period which company takes for

recruitment and selection process?

Yes No

Q. 12 Since how much time are you working with this company?


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1 years 2 years 3 years

Q.13 Are you satisfied with the tests taken during the recruitment process?

Yes No

Q. 14 Is the proper procedure selected for recruitment & selection by the

company?

Yes No

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