Professional Documents
Culture Documents
M D U ROHTAK
SUBMITTED BY: POONAM VERMA BBA 3rd year ROLL NO: 2009070006 REG. NO: 09-GG-4405
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SUPERVISORS CERTIFICATE
This is to certify that this thesis titled recruitment & selection Was prepared and completed successfully by POONAM VERMA under my guidance.
The thesis has been completed to my satisfaction and I wish her all the best in her future Endeavour.
MISS: NIDHI MADAM LECTURER OF BBA
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STUDENTS DECLARATION
This is to certify that the thesis titled ROLE OF HRM IN ORGANISATION (RECRUITMENT & SELECTION) IS Prepared and submitted by me to Government College, Sector-14. GGN In partial fulfillment for the award of the Bachelor of the Degree in Business Administration and this report has not been submitted elsewhere POONAM VERMA BBA 3rd YEAR
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PREFACE
The main objective of summer training is to develop skill in student by supplement to the theoretical study of business management in general. Industrial training helps to gain real life knowledge about the industrial environment and business practices. The BBA programmed provides student with a fundamental knowledge of business and organizational functions and activities, as well as an exposure to strategic thinking of management. In every professional course, training is an important factor. Professors give us theoretical knowledge of various subjects in the college but we are practically exposed of such subjects when we get the training in the organization. It is only the training through which I come to know that what an industry is and how it works. I can learn about various departmental operations being performed in the industry, which would, in return, help me in the future when I will enter the practical field. During this whole training I got a lot of experience and came to know about the management practices in real that how it differs from those of theoretical knowledge and the practically in the real life. In todays globalize world, where cutthroat competition is prevailing in the market, theoretical knowledge is not sufficient. Beside this one need to have practical knowledge, which would help an individual in his/ her carrier activities and it is true that Experience is best teacher. I give my sincere thanks to Mr. YOGESH SANY for proper guidance and supervision for completion of the project and sharing his experiences which acted as a source of inspiration.
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ACKNOWLEDGEMENTS
I would like to express my deep sense of gratitude to all those who helped me directly and indirectly in completing this project work. My special thanks to Mr. YOGESH SANI for giving me valuable information, support and guidance during my project work. Without which it would have not been possible for me to work on this project.
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EXECUTIVE SUMMARY
A project report on RECRUITMENT & SELECTION in OCAP Steering & Suspension Parts OCAP, a company which is one among the active and dynamic organizations having wide business activities. This study is undertaken in order to examine if there exist a proper Recruitment System and to find if the employees are satisfied with the Recruitment system and suggesting the strategies to be adopted by the company in order to improve the efficiency of an employee.
The data was collected through primary data i.e., structured questionnaire was prepared and administered across the employees. The data was analyzed and based on the analysis, the study indicated that the Motivation systems are done yearly in OCAP PVT LTD and found that the employees are not satisfied with the present appraisal system. They also expressed their views and suggested that the appraisal system must be changed and improved. It was also found that the employees are not satisfied with the transparency of the current Motivation system.
An interview of 50 respondents was carried out; the data was collected in the form of questionnaire, in different units of the organization. Recruitment can be an effective instrument for helping people grow and development in organization settings. The findings of the study are relevant to the selected organization only. Based on the study suggestions are given for the improvement of Selection system. It focuses on whether the employee about how the Recruitment system could be implemented.
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Efforts should be taken to ensure that the selection system should reflect the overall performance of the employee during the particular time period and not just the performance during the last part of the time frame. It is necessary that the employees must get any rewards or recognition on completing their tasks and on giving better suggestions.
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TABLE OF CONTENTS
Chapter Particulars No. Declaration Acknowledgement Introduction Company Profile Research Methodology Findings From the Study Data Analysis Suggestions and Recommendations CONCLUSION BIBLIOGRAPHY ANNEXURE
Page No.
1 2 3 4 5 6 7 8 9
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Introduction to HRM
Evolution of HRM Earlier references: In western countries HRM had its primitive beginning in 1930s. Not much thought was given on this subject in particular and no written records or documents interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian and Chinese. This is not to suggest that industrial establishment and factories system, as it is known today, existed in ancient Greece, India or china. The philosophy of managing human being, as a concept was found developed in ancient literatures in general and in Indian philosophy in particular. Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of management called Personnel management. In fact, this job was assigned as part of the factory manager. Adam Smiths concept of factory was that it consists of three resources, land, labour and capital. This factory manager is expected to procure, Process and peddle labour as one of the resources. The first time when such a specialist person was used; it was to maintain a buffer between employer and employee to meet the legitimate need of employees. However, it is the employer who decided what is legitimate need of employees. In fact, the specialist person was more needed to prevent unionization of employees. This was the case before 1930-s all over the world. Environmental Influences on HRM: Since 1930s, certain developments took place, which greatly contributed, to the evolution BBA-Human Resource Management Page 10 of 77
Need for the Study : Shortage of skills. Skills and knowledge people are always on short supply. Alternatively they are too costly to hire from outside. The best alternative is to improve skill and knowledge of existing employees. Technological Obsolescence. Growth of technology takes places very fast. This will render current technology obsolete in the future. There is a great need to upgrade technology. This needs suitable training. Personal Obsolescence. At the time recruitment employees possess a certain of knowledge and skill. As time passes knowledge becomes obsolete, unless it is updated by proper training. This happens because of changes taking place in product technology, production methods, procurement of better machines, setting up of modern production lines, introduction of modern method of supervision and information processing through MIS and EDO.. Organization Obsolescence. Modern management has introduced a number of innovative steps in functions of management like planning, organizing, controlling, coordinating and directing. Organization which is impervious to such changes is bound to fail and become obsolete.
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Coercive training by government. In order to provide better employability chances of unemployed youth, certain governments taken initiative to mobilize resources available at pubic/government and private sectors to outside candidates. One such example is the Apprentice Training conducted by govt. of India. A part of expenditure incurred for this by private sectors are reimbursed by government. Human capital The latest thinking is to treat employees as human capital. The expenditure involved is training and developments are now being considered as an investment.
Scope of Human Resource Management The Scope of HRM is in deed fast. All major activities in the working life of worker from time of his entry in an organization until he / she leaves, come under the preview of HRM. Specifically, the activities included are Human Resource planning, Job analysis and design,
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Prospects of HRM
Employee hiring
Industrial Relations
Employee Maintenance
Employee Motivation
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COMPANY PROFILE
COMPANY PROFILE
OCAP CHASSIS PARTS PVT. LTD, INDIA
COMPANY
Ocap Chassis parts pvt. Ltd was born in the state of Delhi . India on the 8th of Jan 2001 and his its manufacturing in the state Of Rajasthan over a 18500 sq.m of land.
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FACTORY
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Ocap Chassis lays great emphasis to an optimum balance of man and machines as a concequence all important operatives of the company were trained at the ocap fecility in europe .
And all latest machines important from Italy form the back bone of the OCAP CHASSIS PARTS QUALITY .
ACKNOWLEDGEMENT
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I take this opportunity to express my deep sense of gratitude to head of training and placement department of my college, for enabling my training at Ocap chassis Parts Pvt. Ltd , Bhiwadi Further, I am grateful to Mr. Jogendra N. Sondhi Chief Finance Officer (CFO) for granting me permission to take invaluable training experience in their organization. Last but not the least; I am obliged to all other personalities who helped me through the training for enhancing my knowledge to the fullest.
PREFACE
Diploma students gain theoretical knowledge only through their books. Only theoretical knowledge is not sufficient for absolute mastery in any field .Theoretical knowledge given in our books is not of much use without knowing its practical implementation. It has been experienced that theoretical knowledge is volatile in nature. However practical knowledge makes solid foundation our mind. To accomplish this aspect, the Board of Haryana has included practical training for the students of Diploma (Three Year) in the Last Semester. I took my training of 2nd phase in OCAP CHASSIS PARTS PVT. LTD. from 01.01.2007 to 30.04.2007 for a period of 4 Months Succeeding chapters given details about what, I have learnt in this prestigious organization.
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CONTACTS
OCAP CHASSIS PARTS PVT LTD, A-1221 & 1230 .RIICO Industrial area Ghatal . Bhiwadi , Distt. Alwar -301019 Rajasthan ,India Tel + 91-1493-225064-225072 Fax+ 91-1493-225071-225072 Address e-mail: General :ocapchassis@ocapindia .com
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Recruitment
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5 6 7 8
Introduction The School of Oriental and African Studies (the School) is committed to equality of opportunity in recruitment, selection, promotion and all other areas of employment This Policy is underpinned by Procedures and Good Practice Guidelines which form the basis for its implementation. This Policy and associated Procedures aim to attract high calibre staff to the School by ensuring that recruitment and selection processes are effective, systematic, equitable and promote equality of opportunity.
2 2.1
Objectives To ensure that recruitment and selection exercises meet the BBA-Human Resource Management Page 26 of 77
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Establishment of Goals
Our goal will be to ensure objectivity, consistency, uniformity and job relatedness through design and implementation of appropriate personnel policy and procedural systems that affect the equal employment opportunities of the U. T. System Administration employees and applicants for employment.
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1. Selection Process
a. U. T. System Administration reviews job descriptions in order to ensure that they accurately reflect position functions and are consistent for the same position from one location to another. b. U. T. System Administration has validated job specifications for each job title in each department using only job performance criteria. These specifications are nondiscriminatory with respect to race, color, religion, gender and national origin. c. These validated job specifications are available to all supervisors involved in the recruiting, screening, selection, and promotion process. Copies of job descriptions for job openings are available to all recruiting sources. d. U. T. System Administration provides training in hiring procedures to employees involved in the recruiting, screening, and selection of employees to ensure equal employment opportunity. When a vacancy occurs, the hiring supervisor receives training materials to ensure that these processes remain non-discriminatory. e. U. T. System Administration hiring officials are given the responsibility to assure compliance and enforcement of Equal Employment Opportunity through Human Resources Policy and Procedures Memoranda: Equal Employment Opportunity I.150 and Hiring, Promotion and Transfer Procedures I.010. f. U. T. System Administration reviews the requirements of the Office of Federal Contract Compliance Programs (OFCCP) Uniform Guidelines on Employee Selection Procedures.
2. Recruitment
a. U. T. System Administration announces its vacancies nationally and locally with minority and women's organizations, including, but limited to, the Urban League, NAACP, Local Minority Chambers of Commerce, libraries, National Veterans Outreach Programs, Texas Higher Education Coordinating Board, Texas Rehabilitation Commission, Texas Commission for Human Rights, and Texas Workforce Commission.
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b. Senior-level administration job vacancies are disseminated through The University of Texas Job Network (UTJOBNET). The purpose of UTJOBNET is to inform employees of upward
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3. Promotions
a. Promotional opportunities are posted or announced. b. Formal employee evaluation programs are provided. c. "Employee evaluations" are based on job related criteria .
4. Welfare
a. U. T. System Administrations facilities and social and recreation activities are open to all employees. All employees are encouraged to participate in U. T. System Administration sponsored activities.
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1. Recruitment and Advertisement a. U. T. System Administration actively recruits both men and women for all jobs, unless
sex is a bona fide occupational qualification. Referral sources are informed that U. T. System Administration has no specific sex preference and seeks only qualified applicants without regard to race, color, gender, religion, or national origin. b. U. T. System Administration actively recruits both men and women for all jobs, unless sex is a bona fide occupational qualification. Advertisements for employment in newspapers and other media do not express a gender preference. No advertisements will be placed in columns headed "Male" or "Female." All advertisements are followed by "Equal Opportunity Employer."
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3. Seniority System
a. Gender shall not be a factor in the determination of service benefits. 4. Discriminatory Wages a. No distinction shall be made between male and female in establishment of wage schedules. b. No restrictions shall be made on one gender regarding certain job classifications. Proactive steps shall be taken to make jobs available to all qualified employees in all classifications without regard to gender.
3. Non-discrimination
In implementing its EEO policy regarding non-discrimination because of religion or national origin, U. T. System Administration does not discriminate against any qualified employee or applicant for employment because of religion or national origin.
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The following reflects the analysis of the major job groups by job title, ethnicity and gender.
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CEO
Java
Dot net
Testing
Business one
HR Organization Chart
CORPORATE MANAGER HR
Assi Mgr-Recruitment
Assi Mgr-Documentation
Assi Mgr-Contract
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Recruitment
Recruitment
Recruitment
VP- Operations
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Java Team
Testing Team
TSR Group
Integrated QC
Support 1
Support 2
Support 3
Support 4
Grade Structure The grade structure is subject to change depending on the changes in the policy
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A B
Trainee Engineer/Developer/Designer/Analyst/Writers/Editors..
Sr. Engineer/Developer/Designer/Analyst/Writers/Editors
Team Leader
Asst. Manager
Asst. Manager
G H I
Experience Level :
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C D
>3-5 >5-7
>7-10
F G H
> 10 yrs, based on the expertise and managerial capabilities, technical competencies..
REGD. OFFICE: 62 SHRESTHA VIHAR, VIKAS MARG EXTENSION, DELHI110092 AN OCAP GROUP COMPANY
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Research samples: IT industry plays a very important role in the economy. The sample was therefore chosen as it portrays the needs of the researchers.
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Research provides an insight into any study top basically evaluate and judge the data or to find the solution to any given problem a simple is representative of a group or population that identifies itself as part of it. The sample chosen for this report is Saptha Business Solution Pvt. Ltd., Bangalore. Objectives of the study: Recruitment and Selection are one of major HRM function that helps manager to keep the skilled members in the organization. Data Collection: The data collected contains primary data and secondary data. The primary data has been collected mainly by interviewing and also observation and audit. Secondary data has been obtained from published journals, company broachers, books, internet, etc. Limitations of the Study: 1. As the project is prepared for academic purpose only, it suffers from the limitations of time and money, due to which analytical study into all the strategies adopted by the organization was not possible. 2. 3. The study was completed with in short span of time that was The report also suffers from the limitations of exhaustiveness as available. far as the information is concerned.
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Bangalore only.
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The main findings are as follows: 1. Each and every employee is well prepared to meet todays challenges. 2. The organization gives encouragement in career planning for every employee. 3. There are employees in all experience level in the organization. 4. The internal department of core competencies and continuous process improvements has made Saptha Business Solution Pvt. Ltd. One of the most exciting SAP companies to work for. 5. The management showing their full efforts for the growth of Saptha Business Solution Pvt. Ltd. 6. The company is having skilled employees who can give prime solutions to the clients more effectively. 7. The management is showing there individual attention to each and every employees for their betterment and to groom there skills.
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Data Analisis
1
NUMBER OF RESPONDENT 26 24 50
PERCENTAGE 52 48 100
Feed Back:
The above chart shows that 52% of respondents are male and remaining 48% respondent are female
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ARE SATISFIED WITH MANAGEMENT POLICIES MANAGEMENT POLICIES YES NO TOTAL NUMBER OF RESPONDENT 50 0 50 PERCENTAGE 100% 0 100%
Feed back: The above chart shows that 100% respondents are satisfied with the management policies.
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50 40 30 20 10 0 1 2 NO YES
Feed back: The above chart shows that 100% respondents are satisfied with medical facilities by the company
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NUMBER OF RESPONDENT 49 1 0 50
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NUMBER OF RESPONDENT 25 0 25 50
Feed back-The above chart shows that 50% of respondents prefer monetary type of incentives and another 5% of respondents prefer both the type of incentive i.e, monetary and non-monetary
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NUMBER OF RESPONDENT 48 2 50
50 40 30 20 10 0 1 2 NO YES
Feed back- The above chart shows 96% of respondents feel the organizational is for career planning
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DO YOU FEEL THAT YOUR ORGANISATION IS WELL PREPARED TO MEET TODAY'S CHALLENGES
NUMBER OF RESPONDENT 50 0 50
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8.
NUMBER OF RESPONDENT 50 0 50
FEED BACK-THE ABOVE CHART SHOWS ALL THE RESPONDENTS HAVE FAITH IN THEIR COMPANY
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120 100 80 60 40 20 0
G oo d Ex ce lle nt fa ct or y To ta l Po or
Sa tis
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No. of Respondents 42 13 20 75
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No.of Respondents 5 23 40 7 75
120 100 80 60 40 20 0
Fr ie nd s In te rn Ne et ws Pa pe rs O th er s To ta l
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No.of Respondents 58 8 9 75
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No. of Respondents 34 27 14 75
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BG Checks
No.of Respondents 4 17 39 13 2 75
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preference ?
Recruitment
No.of Respondents 63 4 8 75
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company ?
No. of Respondents 10 65 75
Feed back- 86.7% respondent not no company policies before join this company
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10. Did you under gone any Written Test during Recruitment ?
No. of Respondents 75 0 75
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company?
Recruitment Satisfactory Unsatisfactory Total No. of Respondents 70 5 75 Percentage 93.3 6.7 100
120 100 80 60 40 20 0
ct or y Un sa tis fa ct or y To ta l
Sa tis
fa
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WEAKNESS:
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OPPORTUNITIES:
Growing population and expanding market. Increase in disposable income. Buoyant economy. The company can still expand its range of services by providing more
services it is customer.
THERATS:
The basis and foremost threats if from the competition both from the public and the private sector, which are offering a wide range of services. Recession. Political instability. Fiscal policies resulting into increased taxes, duties import etc. Tight money market in the future can be a major threat.
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Questionnaires
1) Are you happy with the Recruitment process? a) Yes b) No 2) How do you feel about interview panel? a) Excellent b) Good c) Satisfactory d) Poor
3) Did the OCAP meet your expectations?
a) Yes b) No 4) Are you happy with the salary what you offered from the company? a) Yes b) No
5) Did OCAP Managing commitment which is given to you at the time
of interview? a) Yes b) No
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a) Employment Bureau b) News Paper ads c) Direct Recruitment d) Placement agency e) Others 10) What should be the best recruitment sources according to your preference? a) Internal Recruitment b) External Recruitment c) Both
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Suggestions
1. Create awareness about customers requirements among the employees by maintaining high level of motivation and focus. 2. Increase the competence levels among the employees by giving suitable Training and Development Program. 3. Identify the competencies and behavior pattern to be developed in each individual by obtaining there feedback and requirements. 4. Provide training to the employees so that they get better knowledge, skills and attitude.
5. Convert OCAP PVT LTD into a learning and development
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Bibliography
Primary Source
1. Principles of Management - By R.N.Gupta. 2. Business Management By Reddy and Appanaiah 3. Personal Management and Industrial Relations -By Dr.T.N.Bhagoliwali
Secondary source
4. www.Google.com 5. www.KarnatakaHRGroup.com 6. www.HRCommunity.com 7. www.HRIndia.com
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