PROJECT REPORT ON RECRUITMENT PROCESS ADITYA BIRLA GROUP.

Submitted in partial fulfillment of the requirements for

Bachelor Of Business Administration (BBA) (2007-2010)

By BBA Vth SEM

SUBMITTED TO: MRS. SAMIKSHA UNIYAL Faculty of Human Resource G.E.I.T., DEHRADUN

SUBMITTED BY :
PREETI NAUTIYAL

BBA VTH SEM. EN. NO. : G0710213

GRAPHIC ERA INSTITUTE OF TECHNOLOGY, DEHRADUN.

CERTIFICATE

This is to certify that PREETI NAUTIYAL student of BBA Final year Batch 2007-2010 of the institute has successfully completed her Summer training on the Topic Recruitment Process in association with ADITYA BIRLA GROUP, PUNE as per the ordinances of H.N.B. Garhwal University, Srinagar from 11th July to 11th August 2009 under my guidance and supervision. While appraising her efforts and conduct, I wish her all the best in her future endeavors.

Date Place

(Mrs. Samiksha Uniyal) Faculty(HR)

ACKNOWLEDGEMENT
It is not possible to prepare a project report without the assistance and encouragement of other people. This one is certainly no exception. On the every outset of this report, I would like to extend my sincere and heartfelt obligation towards all the personages. Without their active guidance, help, corporation and encouragement. I would not have made headway in the project. I would like to express my sincere thanks to Major P.K. Das (GM-HR, Grasim Industries) who gave me the opportunity to work with such an esteemed organization. I owe profound sense of regards and gratitude towards Mr. SUjit Kumar (Manager HR) who has continuously guided me and supported in all the tasks by giving me valuable insight into issues like the meaning of HR practices, its uses, objectives and tools as well as steps to be considered in the developing and studying an organizational structure. I take this opportunity to thank all the respondents for giving their precious time and relevant information and experience, I require without which this project would have been a different story. I owe my regard and sincere gratitude to MRS. SAMIKSHA UNIYAL FACULTY GEIT, DEHRADUN for granting me permission to prepare a report on the topic. In addition, I am thankful to all the faculty of the institute for their fullhearted co-operation & guidance. This project study is the result of their right direction, motivation and support. I would like to express my special gratitude to my Parents and my friends, who are always a source of inspiration for me.

PREETI NAUTIYAL BBA VTH SEM. G.E.I.T.

CONTENTS
ACKNOWLEDGEMENT PREFACE EXECUTIVE SUMMARY CERTIFICATION OF DECLARATION TITLE PAGE INTRODUCTION OF COMPANY NEED OF STUDY OBJECTIVE OF STUDY SIGNIFICANCE OF STUDY RESEARCH METHODOLOGY LITERATURE REVIEW DATA ANALYSIS & INTERPRETATION CONCLUSION RECOMMENDATION BIBLIOGRAPHY ANNEXURE

PREFACE
The conceptual knowledge acquired by management students is best manifested in the projects and training they undergo. As a part of

curriculum of BBA, I have got a chance to undergo practical training in A.B.G., NEW DELHI. The present project gave a perfect vent to my understanding of the Human Resource Management specially the most modern concept of Recruitment & Procedure. The Project Report entitled RECRUITMENT PROCESS IN ADITYA BIRLA GROUP, is based on the theme of PUNE.

EXECUTIVE SUMMARY
The summer internship project done by me involved a study on Analysis of RECRUITMENT PROCESS.

The first step towards accomplishment of objectives of the project was an in depth study of the recruitment process taking place in the company. Understanding the process of HR planning, deciding on external or internal modes of sourcing, to obtain a large pool of qualified candidates , short listing of candidates, telecom interview, if satisfied call for interview. As a part of recruitment process under the guidance of HR department The second step was to do an internal analysis of the Recruitment process of A.B.G., PUNE. It was done by collecting views of New joins (less than 1 year old in the company) in the company about the recruitment process they have gone through by the company. The last step of my project was to analyze the data and give few recommendations. There are few areas where HR really needs to make changes as making the job role and responsibilities clear to the selected candidate before he joins the company, Regular and timely feedback from the new joins about their well being in the new environment and their performance, increase carrier growth by internal job posting for permanent employee, introducing psychological testing as a part of company, etc. process prevalent in the

PART: 1
Corporate Profile ADITYA BIRLA GROUP
Of

INTRODUCTION
The Aditya Birla Group is a multinational conglomerate based in Mumbai, India with operations in 25 countries including Thailand, Dubai, Singapore, Myanmar, Laos, Indonesia, Philippines, Egypt, Canada, Australia, China, USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Bangladesh, Malaysia, Vietnam and Korea. The Aditya Birla group is US$ 29 billion conglomerate which gets most of its revenues from outside India.[3] The group is a major player in all the industry sectors it operates in. The Aditya Birla Group has been adjudged the best employer in India and among the top 20 in Asia by the HewittEconomic Times and Wall Street Journal Study 2007[1]. The origins of the group lie in the conglomerate once held by one of India's foremost industrialists Mr. Ghanshyam Das Birla. A US $29.2 billion corporation, the Aditya Birla Group is in the league of Fortune 500. It is anchored by an extraordinary force of 130,000 employees, belonging to 25 different nationalities. In India, the Group has been adjudged "The Best Employer in India and among the top 20 in Asia" by the Hewitt-Economic Times and Wall Street Journal Study 2007. Over 50 per cent of the Group's revenues flow from its overseas operations. The Group operates in 25 countries: India, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Australia, USA, Canada, Egypt, China, Thailand, Laos, Indonesia, Philippines, Dubai, Singapore, Myanmar, Bangladesh, Vietnam, Malaysia and Korea. Globally, the Aditya Birla Group is: A metals powerhouse, among the world's most cost-efficient aluminium and copper producers. Hindalco-Novelis is the largest aluminium rolling

company. It is one of the three biggest producers of primary aluminium in Asia, with the largest single location copper smelter No.1 in viscose staple fibre The fourth largest producer of insulators The fourth largest producer of carbon black The 11th largest cement producer globally and second largest in India Among the world's top 15 BPO companies and among India's top four Among the best energy efficient fertiliser plants

In India: A premier branded garments player The second largest player in viscose filament yarn The second largest in the chlor-alkali sector Among the top five mobile telephony companies A leading player in life insurance and asset management Among the top three supermarket chains in the retail business

Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success does not come in the way of the need to keep learning afresh, to keep experimenting.

Beyond business, the Aditya Birla Group: Works in 3,700 villages Reaches out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development, spearheaded by Mrs. Rajashree Birla Focuses on: health care, education, sustainable livelihood,

infrastructure and espousing social causes Runs 41 schools and 18 hospitals Transcending the conventional barriers of business to send out a message that "We care"

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INDUSTRY PROFILE: Aditya Birla is organized into various subsidiaries that operate across different sectors. Among these are viscose staple fibre, non-ferrous metals, cement, viscose filament yarn, branded apparel, carbon black, chemicals, Retail (under the 'More' brand of supermarkets), fertilizers, chemicals, insulators, financial services, telecom, BPO and IT services. The Group consists of four main companies, which operate in various industry sectors through subsidiaries, joint ventures, etc. These are Hindalco, Grasim, Aditya Birla Nuvo, and UltraTech Cement.
Companies operating under the Aditya Birla Group are as follows

Grasim UltraTech Cement Ltd Shree Digvijay Cement Hindalco aluminium, copper Indian Aluminium Company Ltd Bihar Caustic and Chemicals Ltd Aditya Birla Nuvo Idea Cellular Ltd Birla Sun Life Insurance Co Ltd Birla Sun Life Asset Management Company Ltd Birla Sun Life Distribution Company Ltd PSI Data Systems Aditya Birla Minacs Worldwide Limited Birla Global Finance Ltd Birla Insurance Advisory & Broking Services Ltd Madura Garments Life Style Retail Co. Ltd Peter England Fashions and Retail Ltd Madura Garments Exports Limited Aditya Birla Retail Tanfac Industries Ltd

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Essel Mining & Industries Ltd

Our Vision To be a premium global conglomerate with a clear focus on each business. Our Mission To deliver superior value to our customers, shareholders, employees and society at large. Our Values Integrity Commitment Passion Seamlessness Speed

GRASIM BUSINESSES VISCOSE STAPLE FIBRE Grasim is India's pioneer in viscose staple fibre (VSF), a man-made, biodegradable fibre with characteristics akin to cotton. An extremely versatile and easily blendable fibre, VSF is widely used in apparels, home textiles, dress material, knitted wear and non-woven applications. Grasim's VSF plants are located at Nagda in Madhya Pradesh, Kharach in Gujarat and Harihar in Karnataka, with an aggregate capacity of 333,975.

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Cement Grasim ventured into cement production in the mid 1980s, setting up its first cement plant at Jawad in Madhya Pradesh and since then it has grown to become a leading cement player in India. Grasims cement operations today span the length and breadth of India, with 11 composite plants, 11split grinding units, four bulk terminals and 64 ready-mix concrete plants as on 30 June 2009. All the plants are located close to sizeable limestone mines and are fully automated to ensure consistent quality. All units use state-of-the-art equipment and technology and are certified with ISO 9001 for quality systems and ISO 14001 for environment management systems. Chemicals Rayon grade caustic soda is an important raw material in VSF production. To achieve reliable and economical supply of this chemical, Grasim set up a rayon grade caustic soda unit at Nagda in 1972 with an initial capacity of 33,000 tpa. This has since grown to 258,000 tpa, making it the countrys second largest caustic soda unit. Textiles Grasim has a strong presence in fabrics and synthetic yarns, through its subsidiary, Grasim Bhiwani Textiles Limited, and is well known for its branded suitings, Grasim and Graviera, mainly in the polyester cellulosic branded menswear. Its textile plants are located at Bhiwani (Haryana) and Malanpur (Madhya Pradesh). Grasim Industries Limited, a flagship company of the Aditya Birla Group, ranks among India's largest private sector companies, with

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consolidated net turnover of Rs.184 billion and a consolidated net profit of Rs.22 billion (FY2009). Starting as a textiles manufacturer in 1948, today Grasim's businesses comprise viscose staple fibre (VSF), cement, chemicals and textiles. Its core businesses are VSF and cement, which contribute to over 90 per cent of its revenues and operating profits. The Aditya Birla Group is the worlds largest producer of VSF, commanding a 23 per cent global market share. Grasim, with an aggregate capacity of 333,975 tpa has a global market share of 12 per cent. It is also the second largest producer of caustic soda (which is used in the production of VSF) in India. In cement, Grasim along with its subsidiary UltraTech Cement Ltd. has a capacity of 45.7 million tpa as on 30 June 2009 and is a leading cement player in India. In July 2004, Grasim acquired a majority stake and management control in UltraTech Cement Limited. One of the largest of its kind in the cement sector, this acquisition catapulted the Aditya Birla Group to the top of the league in India. Viscose staple fibre Grasim is India's pioneer in viscose staple fibre (VSF). Cement Grasim has grown to become a leading cement player in India. Chemicals Grasim has India's second largest caustic soda unit. >>

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Textiles Grasim has strong nation-wide retail network and also caters to international fashion houses in USA and UK.

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CAPACITIES Division Viscose Staple Fibre (VSF) Joint venture Birla Jingwei Fibres Company Limited Cement Grey cement (Including UltraTech Cement Ltd's capacity) Ready-mix concrete (Including UltraTech Cement Ltd's capacity) White cement Chemicals Textiles Yarn Subsidiaries Grasim Bhiwani Textiles Ltd. Fabric Yarn 148 looms 35,808 spindles 8832 spindles 45.65 million tpa 35,000 tpa Capacity as on 30 June 2009 333,975 tpa

11.3 million cubic metres 560,000 tpa 258,000 tpa

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OBJECTIVE The objective of the project was to understand the process of recruitment. To know the effective tools and procedures followed by corporate while hiring an employee To decide as to whether an employee is suitable for the organization. Being a consultant agency, our organization emphasizes on placing right person at the right job, so I learnt how to get the correct match. EXPERIENCE & KNOWLEDGE OF THE STAFFING INDUSTRY For over five and a half decades, has been highly regarded for they expertise and innovation in the staffing industry. Today, is one of the most respected and technologically advanced companies in the world today ranks among the Top 5 staffing companies in the world. As marketplaces turn increasingly global, so do the human restheyces challenges. It has been they mission to keep up with these challenges, define and solve specific staffing needs, whereby allowing they Clients like (Client), the time and freedom to do what they do best - focus on their core business.

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INSIGHT ABOUT THE RECRUITMENT PROCESS IN STAFFING Staffing is an important activity of human resource department that is concerned with seeking and hiring qualified employees for the organization. Recruiting is considered as the initial step of the staffing function, it has prerequisites, before sourcing of candidates for the job the HR specialists must embark employment planning. Armed with the information from the human resource planning, and then begins the process of recruiting. The goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously removing the unqualified from applying. Once application have come in, it is the time to begin the phase, which too has dual focus It attempts to thin out large set of applications that arrived during the recruiting phase, and to select an applicant who will be successful on the job. The staffing function begins with human resource planning and ends with the completion of phase. Thus the goal of staffing function is to locate competent employees and bring them into the organization. Human Resource Planning helps to determine the number and type of people an organization needs. Job analysis and job design specify the tasks and duties of jobs and qualifications expected from prospective job holders. Hiring involves two broad groups of activities:
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Literature Review

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RECRUITMENT
Recruitment is regarded as the most important function of the personnel administration, because unless the right types of people are hired, the company wont be able to achieve its goals. Recruitment is the first stage in the process which continuous with the and ceases with the placement of the candidate. It refers to the process of finding possible candidates for a job or function, undertaken by recruiters. Recruitment is the process of discovering potential candidate for actual or anticipated organizational vacancy, or from other perspective, it is a linking activity that brings together those with job to fill and those seeking job. Accordingly the purpose of recruitment is to locate sources of manpower to meet job requirement and job specification. METHODS OF RECRUITMENT INTERNAL STHEYCES

PROMOTIONS AND TRANSFERS It is a method of filling vacancies from within the organization .A transfer is a lateral movement within the same grade from one job to another. May lead to changes in duties and responsibilities, working conditions, but not necessarily salary.
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A promotion on the other hand involves movement of employees from a lower level position to a higher-level position accompanied by changes in duties & responsibilities, status & value. EMPLOYEES REFERRALS Employee Referral Programmes (RPs) are the preferred hiring process for few organizations. On an average, 35 to 40 percent of recruitment that happens is through RPs (excluding the campus recruitment process). Hiring through referrals is considered more advantageous than other recruitment options placement agents, media advertisements or direct recruitmentas it cultivates greater cultural bonding at the earliest. Some voice concern and believe that this system might breed nepotism. RPs therefore has to be designed and managed well. An employee referral programme is a very effective tool. It not only ensures the throughput of the best-of-breed talent, but also sends out a very empowering signal to employees about their engagement with the company. When there is a war for talent going on in the industry, having ambassadors within the company to facilitate the pipeline of good talent is a great strength for an organization. The most significant feature of an RP is that it provides an effective filtering process with respect to the background of the

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candidates. Therefore, it is important to have an effective referral programme. JOB POSTING It is another way of hiring people from within the organization. In this method the organization publicizes job openings on bulletin boards, electronic media & similar outlets. This method is more advantageous as it offers a chance to highly qualified applicants working within the organization to look for growth opportunities within the company without looking for greener postures outside. EXTERNAL SOURCES CAMPUS RECRUITMENT The term campus recruitment refers to the system where various organizations come to the college campus to recruit bright youngsters to work for them. Students, who are keen to begin their professional career as soon as they finish studies, have opportunities for them to get a good start. They can thus get training and acquire skills immediately after college. This is the best opportunity for them to get into job market. Campus recruitment provides a platform for the organizations to meet the aspirants and pick up intelligent, committed students who have the
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requisite enthusiasms and zeal to prove themselves. Organizations seek to pick up the cream from different colleges. ADVERTISEMENTS These include advertisements in newspapers, professional and technical jtheynals, radio &television etc. The advertisements generally give a brief outline of the job responsibilities, compensation package, and prospects in the organization etc. This method is appropriate when: (a) Organization intends to reach a large target group. (b) The organization wants a fairly good no. of talented people who are geographically spread. PRIVATE EMPLOYMENT AGENCY Such type of agencies maintain computerized list of qualified applicants and supplies these to companys who are interested in hiring people from the list for a fee. They offer specialized employment related services to corporate houses for a fee, especially for top and middle level executive agencies. EMPLOYMENT EXCHANGES As a statutory requirement, companies are also expected to notify the vacancies arising in their establishments from time to time with certain
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exceptions- to the prescribed employment exchanges before they are filled. The Act covers all establishments in Public sectors & nonagricultural establishments employing 25 or more workers in the private sectors. UNSOLICITED APPLICANTS Companies generally receive unsolicited applicants from job seekers at various points of time. The number of such applicants depends on economic conditions, image of the company. Such applicants are kept in a data bank & whenever a suitable vacancy arises, the company would intimate the candidate to apply through a formal channel. GATE HIRING The concept of gate hiring is to select people who approach on their own for employment in the organization. This happens mostly in the case of unskilled and semi-skilled workers. Gate hiring 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. It can be made effective by prompt disposal of applications, by providing information about the organizations policy and procedures regarding such hiring and providing facilities to such gate callers.

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LABOR UNIONS. In many organizations, labour unions are used as source of manpower supply, though at the lower levels. Many such union leaders whose styles are cooperative and constructive can be promoted to supervisory level. In many organizations, unions are asked to make recommendations for employment of people as a matter of goodwill and cooperation. WALK-INS The most common and least expensive approach for candidate is direct application, in which job seeker submits unsolicited application letter or resume. 4. PURPOSES AND IMPORTANCE OF RECRUITMENT The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically the purposes are to: Determine the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Increase the pool of job candidates at minimum cost. Help increase the rate of the process by reducing the number of visibly under qualified or over qualified job applicants.
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Meet the organizations legal and social obligations regarding the composition of the workforce.

Begin identifying and preparing job applicants who will be appropriate candidates.

Increase organizational and individual effectiveness in the short term and long term as well.

Evaluate the effectiveness of various recruiting techniques and they for all type of job applicants.

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PROCESS Process of differentiating between applicants in order to identify those with a greater likelihood of success in a job. It is the process of picking individuals, out of the pool of job applicants, with requisite qualification and competence to fill job in the organization.

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4.2 RECRUITMENT PROCESS i. Man Power Planning - identifying the needs of the manpower required for the company based on the variable factors. viz. project, business etc. ii. Identifying the methods of sources viz. consultants, references, job fairs, paper advertisement which is clearly based on the principles of the organizational recruitment policy. iii. Short listing the candidates based on the skills and experience required for the company. iv. Method of i.e. written test, psychometric test, Group Discussion, interview, v. Selecting the candidate and issuing the offer of appointment. vi. Appointing the candidate and giving the induction training & orientation.

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RECRUITMENT PROCESS IN ABG.. My project required an in depth study of Recruitment process of the

company. The following flow chart explains the process I learned and worked during my internship-

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Stheycing Resumes (References, Direct Contacts, Job Sites)

Short Listing the Candidates According to Job Description & Requirement of Depts.

TELECON the Candidates

Call the Selected Candidates Indepth Interview-Dept. Head

Second Round with the Head

Third Round HR Salary / Personality Traits, etc

Pre Employment Medical Check up

If Satisfactory Offer to be made

If UnSatisfactory Reject

Joining Kit

Do Handholding of the employee

Induction

Issue of Appointment Letter

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Sourcing Resumes Sourcing is the ability of an organization to use an effective recruitment approach in filling vacant positions. Once the profile is determined for the ideal candidate, it is necessary to plan the methods that will be used to create a bank of interesting candidates. It is advisable to select several recruiting source in order to target a broad range of potential candidates. It was seen that the HR department in the company uses more of external sourcing as compared to internal sourcing. The following are the sources used by the HR department for the sourcing of resumes.

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RECRUITMENT PROCESS

DEVELOPING STHEYCES OF POTENTIAL EMPLOYEES

INTERNAL SOURCES Transfers Retired and Retrenched employees Relocation Promotion

EXTERNAL SOURCES Job Portals Data Bank Employee referrals Unsolicited applications Media advertisement Campus Recruitments Recruitment Drives

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INTERNAL RECRUITMENT As a conscious focus of the organization to nurture high potential talents by providing them suitable career growth opportunities within the organization, efforts would always be made to fill in specific vacancies from its existing human resource pool. The entire process is done through Internal Job Posting (IJP) and communication including the job profile, candidate profile, eligibility (who can apply), application deadline etc. is made available by HR. 1. INTERNAL TRANSFERS

Internal transfers are executed considering the qualification, experience, skills of the employee. This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc., but not necessarily salary. 2. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the

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organizations as the people are already aware of the organizational culture and the policies and procedures. 3. PROMOTION Promotion, involves movement of employee from a lower level position to a higher-level position accompanied by (usually) changes in duties, responsibilities, status and value. The HR decides if an employee is to be promoted or not after an Annual performance appraisal. Performance Management is an ongoing activity consisting of regular, timely, constructive feedback and active coaching. EXTERNAL SOURCES: 1. Media Advertisement maintains a strong presence in the newspapers. This is one of the effective channels in candidate recruitment and retention as it provides information on job availability to they potential and existing pool of candidates. They recruitment advertisement uses innovative work-related theme and act as a broadcasting channel for activities organized for they candidates.

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2. Employee Referral Scheme This is the most successful means of candidate recruitment tapping on candidates own network of friends and contacts. This method is especially effective for project staffing where a large pool of candidates is required within a relatively short period of time. Placing candidates on jobs with their friends is also a good way of keeping them on the job until completion of assignment. 3. Recruitment Drives Being a regular participant in recruitment drives on campuses and at companies that have conducted redundancy exercises, is able to reach a pool of candidates who want to find employment and be employed. 4. Flyer Distribution Flyer distribution at venues with high candidate traffic such as shopping malls, supermarkets, train stations, schools etc is an effective manner of reaching targeted candidates. This method is especially effective for assignments that are specific to a location. 5. Career Fairs, Seminars & Workshops Career-related fairs and seminars are good channels for candidate recruitment since participants attend the events with the intent of
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finding jobs. Even if

is not able to offer suitable jobs on the spot,

candidate data is captured into registration forms and input into computer database for future refers A.B.G. LTD.not only with a chance to reach potential candidates. They are also a good means of information-sharing and training platforms. 6. Internet Recruitment / Job Portals With the prevalent use of Internet among students and to reach ITsavvy workers, the search for suitable candidates has gone on-line. Dependant on position type and/or relevance of media to attract the best pool of candidates, employs various means of Internet

recruitment through Career portals such as Naukri, JobsAhead and Monster etc 7. Database Search maintains an active database of pre-screened and evaluated candidates. would conduct quick search through they technology database software to make the right quality and skills profile available to the Client for final . 8. Unsolicited Applicants

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Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. SCREENING APPLICANTS When advertised position and have started getting some response, reviewing of resumes are done keeping in mind the requirements of personnel to be hired. The HR reviewed the CVs keeping in mind the following guidelines. Check dates for discrepancies Review lengths of employment in each organization Review the career graph Examine reasons for leaving Assess the tone and tenor of the application

Then the CVs meeting the requirements according to the HR department are forwarded to the concerned Head of the Departments and then the TELECON INTERVIEW takes place. Therefore, while recruiting a candidate for any role, position, level, function, the HR

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department ensures that there is no compromise in the quality of people. 1st ROUND OF INTERVIEW- TELECON INTERVIEW There is a informal questionnaire which is prepared by the HR department, and keeping this in mind while the TELECON INTERVIEW questions are asked. Human Restheyce Manager shortlist suitable candidates for the recruiting manager to interview. Sometimes, recruiting manager may shortlist candidates for HR Managers review if the Interviewer is satisfied the call for INDEPTH interview is made 2nd ROUND OF INTERVIEW INTERVIEW Evaluation of the candidate An APLLICATION BLANK is filled up by the candidates to facilitate the interview process. The Recruiting Manager interviews the candidate and evaluates him on both term Quantitative and Qualitative on the basis of Job Description. The panel needs to keep in mind Job Specifications and

Person Specifications required for the vacant position. The Application Blank filled by the candidate helps to know the applicant well and if he would be able to fulfill the required specification for the job. The interview process is structured. QUANTITATIVE
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The rating is done on the five point scale on the following dimensions.
JOB

KNOWLEDGE

The candidate is evaluated on the extent of job information & understanding. Ability to relate learning towards requirements of the job, the candidate is being assessed for.
WORK

EXPERIENCE & COMPETENCE

Overall Quantity and Quality of professional work exposure. Achievements & outstanding contribution made in the area of working.
MATURITY

& CONFIDENCE

The level of self confidence & maturity with which candidate has ability to put forth his views & opinions.
COMMUNICATION

Clarity of expressions, assertiveness and ability to share the information.

PERSONALITY

SKILLS

Appearance, attitude, poise, rapport, business like approach,

LEADERSHIP

(wherever applicable)

3RD ROUND OF INTERVIEW- HR ROUND The third and the last round is conducted by the managing director & if its a senior position, then final approval is made by RGM. Where
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teamwork is a critical part of the vacant position, team interviews are used. However at least 2 team members are involved in this interview process using behavioral interview and techniques. In A.B.G. LTD, Where a candidates result falls outside the benchmarks for the position, consult HR before continuing. Should the candidate be expected to re-take the test, HR will arrange for another day for the candidate to return for the re-take. Once the interview is over, the salary fitment round takes place

which involves a comparative analysis of the pay packages of other employees in A.B.G. LTD.at similar levels and functions. This data is collected by the HR before the interview with the help of MASTAR DATA of employees. During this negotiation on the salary HR tries to evaluate the personality traits of the candidate.

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REFERENCE CHECK Reference checks are critical to the recruitment process since this is the last opportunity for the HR to assess and validate the candidate's job-related qualifications, performance, and shortcomings, as well as the information noted on the application, resume, or disclosed in an interview. At A.B.G. LTD., Reference checks on preferred candidates are to be based on prepared questions designed to address the criteria and clarify any areas of concern identified in the process, including psychometric testing. Only when reference checks are acceptable, HR Manager will consult with recruiting manager on the hiring before making any offer to the candidate. If unsure about the feedback from the reference check, further consultation is made with Managing Director for final decision. DECISION MAKING The decision making process requires the panel to analyze and process, i.e.

evaluate all sources of information used in the application,

interview, HR interview and reference check reports.

This is undertaken in accordance with the weighting agreed to at the beginning of the process. And if the panel is satisfied candidate is asked to go through Pre Employment Medical Examination.
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PRE EMPLOYMENT MEDICAL EXAMINATION It is an important part of the process of A.B.G. LTD., it is to ensure that the employee is free from all kinds of diseases that can hamper his work. For this purpose, every short listed candidate goes through a medical check-up to ensure his physical fitness. If the short listed candidate fails to clear the medical check-up within the specified time which is 3 days in the company he is rejected. And if the candidates medical check-up report is satisfactory the offer is made to the candidate. The offer letter is a formal document, which is issued to the selected candidate by HR specifying the position in the company, department, compensation structure, date of joining, etc. The details about the selected employee are send to the corporate office of the company for approval. JOINING KIT The day new employee joins he/she is provided with a joining kit. It includes all the forms which a new joinees needs to fill according to the policy of the company. This includes of the following

Joining Report Employees Provident Fund

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Gratuity Nomination Form Medi-claim Form Application for IT Services

Its necessary to submit the following by the employee before joining the company OVERVIEW OF INDUCTION& TRAINING PROGRAMME IN A.B.G. LTD. All new hires must undergo New Employee Training (NET) on their first day of work. Should the company wish to lock the candidate, the Recruiting Manager is allowed to have an earlier start date before the NET by a week. An appropriate Induction & Training Schedule and a Photocopy of the Educational Qualification certificates Photocopy of the Date of Birth Certificate Relieving letter from previous employer Passport-size photographs Salary Slip from previous employer

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checklist for new hires is initialized to ensure that all new hires are given appropriate welcome packages on their first day of work. At the end of orientation, the new employee must be assigned to a coach/buddy of the Branch who will be attached to the employee for at least three months. The coach/buddy must continue with the induction and training as stipulated in the Plan. At end of each week, the BM/supervisor signs off the form as confirmation of completion of the weeks topic. At the end of the four months, the new employee and coach/ buddy are expected to sign off and return a copy of the completed Induction and Training Schedule to the Quality and Training Manager. The Quality and Training Manager may set topical quiz to assess the learning Levels. Internal skill and system training will take place within the employees first four Weeks in their new role. It is not expected that the new employee be fully competent in their role for at least three months. The duration and content of this program is designed according to the employees function and level. History, mission, and goals of the department and the agency;

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 Employee Work Profile (formerly position description, including core responsibilities and performance measures); Career development; Safety and security precautions; Department and agency norms (work schedule, dress code, office layout, etc.) Benefits and other personnel policies
DIFFERENCE BETWEEN RECRUITMENT & SELECTION

S.NO 1.

BASIS Meaning

2. 3.

Nature Aim

RECRUITMENT It is the process of searching candidates for vacant jobs & making them apply for the same. It is a positive process. Its aim is to attract more & more candidates for vacant jobs. The firm notifies the vacancies through various sources & distributes application forms to candidates. No contractual relation is created. Recruitment implies communication of vacancies only.

SELECTION It is the process of of right types of candidates & offering them jobs. It is a negative process. Its aim is to reject unsuitable candidates & Pick up the most suitable people for the vacant jobs. The firm asks the candidates to pass through a number of stages such as filling of form, employment tests, interview, medical exam, etc. follows recruitment & it leads to a contract of service between the employer & the employee.

4.

Procedure

5.

Contact of service

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PROBATION / CONFIRMATION Probation is a trial period that gives the Employee a bona fide opportunity to demonstrate their suitability for continued employment. The probation period is a trial period. The employer has an opportunity to assess the full potential, competencies and capabilities of the employee and a responsibility to assess whether or not the employee possesses satisfactory qualifications and suitability for regular employment. The assessment includes the factors of: work performance, work habits, productivity, attitude and compatibility, attendance and punctuality, and any other matter that is linked to the performance of the job and expectations. All employees up to the level of Deputy General Manager are on a four months probation period. After completion of months, the CHR / Location HR send a Confirmatory Appraisal Form to the concerned Functional Head. Confirmation may be recommended or extended, depending on the appraisal of the probationers performance. A confirmation letter is issued to the employee upon confirmation, a copy of which is maintained in his Personal File.

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CHAPTER :3 RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
RESEARCH PROBLEM The research part of the project involves following steps . The organization need to be the fittest in todays scenario. There is a need to have a fittest workforce A.B.G. is spending a considerable amount of money in recruitment to upgrade skills of their employees. It has been observed sometimes that PSUs go for rigorous recruitment but results on investments are very low. Thus a need was felt to evaluate the effectiveness of recruitment in ABG

PROBLEM FORMULATION
The research to be conducted can be formulated as : Recruitment & at A.B.G. RESEARCH OBJECTIVES 1 To know the procedure of recruitment & at A.B.G.. To know about the HR policies being followed in this organization. To know the sources of Recruitment & . To know about the methods of being undertaken at the time of of candidates. To know the requirement of the process. To know the outcome of the whole procedure. Hypothesis I have taken the hypothesis as that the recruitment & effective and time bound. procedure at A.B.G. is

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METHODS OF DATA COLLECTION

The executives of HR were put through a questionnaire & personal discussion for data collection. Both primary & secondary data are used. PRIMARY SOURCE OF DATA COLLECTION QUESTIONNAIRE INTERVIEWS OBSERVATIONS SECONDARY SOURCE OF DATA COLLECTION Profile of Sahara Magazines Manuals Brochures The questionnaire was designed after a review of the existing recruitment system. The questions were arranged in a sequence to avoid confusion & misunderstanding. Other features considered were To make questions as concise as possible. To use words that are simple & familiar. In order to ascertain the correctness of the information given by the employees some counter check questions were given in the questionnaire & they were also personally interviewed.

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RESEARCH DESIGN Descriptive Research Design, It is concern with describing the characteristics of a particular individual of a group. SAMPLING DESIGN SAMPLING TECHNIQUE : The sampling method has been followed for the study is RANDOM SAMPLING. SAMPLE SIZE: - 50. SAMPLE UNIT: - WORKERS, MANAGEMENT, PERSONNEL & SUPERVISORS. SAMPLE AREA: - PUNE

LIMITATIONS OF THE STUDY The study suffered objectivity due to the unwillingness of new employees to share their views in certain cases. The data was taken from concern authorities of the company, but still there remain some gap between the authenticity of data given and the reality. This may be due to disinterest of the person or non-willingness to give information. This project contains only observations and suggestions, and does not include the best-designed recruitment process. Sample size is very less, very limited employees filled the questionnaire.

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DATA ANALYSIS AND INTERPRETATION

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Q.1

How Do You Rate The Importance Of Recruitment Procedure In Your Organisation .

80% 20%

Yes No

20%

Yes No

80%

Interpretation : from the above analysis we can conclude that majority of person rates importance of recruitment procedure in the organization.

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Q.2

How far do you think does the productivity of the employees get hampered due to his / her marital status ?
30 10 0

To a large extent Somewhat affects Does not affect at all Cant say

10

10 0 To a Large Extent Somewhat affects Doest not affect at all 10 30 Can't say

Interpretation : From above analysis we can conclued that marital status does effect the productivity of an organisaiton.

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Q.3.

Which source are generally preferred by the organization in the requirement process?
20 5 15 10 0
0 10 News Paper 20 Advertising Employment Exchange College Campus 15 5 Others

News Paper Advertising Employment Exchange College Campus Others

Interpretation : Generally external sources like newspaper, college, campus, empoyment exchange are prefered by organisaiton.

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Q.4

Does your company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidates?
45 5

YES NO

YES NO

Interpretation : From the above analysis we conclude that 40% of the employee does maintain and manage candidate files including maintenance of data base to ensure comprehensive data collection of candidates in an organization however 5% of the employees does not agree to the above analysis.

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Q.5
YES NO

Does A.B.G. follow any recruitment procedure ? 45 5

Yes No

Interpretation : Yes A.B.G. follows recruitment procedure ?

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Q.6 From which source you have come to know about a vacancy in the organization?
External

Internal

47 3

YES NO

Interpretation : Majority of the candidate have come from external source.

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Q.7
Yes No

Are the references provided by the candidates verified?

45 5

Yes No

Interpretation : Yes the references provided by candidates are verified.

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Q.8.

Does your company disclose the job specifications at the time of recruitment procedure?
48 2

YES NO

YES NO

Interpretation : Yes at the time of recruitment company disclosed the job specification.

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conclusion

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CONCLUSION
From the analysis made we can conclude that in the organization there is a well defined recruitment process and candidates are well defined recruitment system and the organization system and the organization is getting or candidates from external sources. College Campus placement, employment exchange and through advertisement. Majority of persons are being selected through external source and the number of internal candidates are less.

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recommendation

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RECOMMENDATION

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 The corporation has projects outside India, so the corporation can also recruit capable candidates of respective countries.

Corporation should adopt new techniques for recruitment in order to satisfy global demand & day-to-day updating of management demands.

It has been seen that sometimes cast & regional biases prevail in procedure; which should be avoided at all to make the right . Its should also stress on internal candidates for promotion at higher executive levels.

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bibliography

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BIBLIOGRAPHY
Books :

Human Resource Management by Gary Dessler Human Resource Development by S.R. Kandula Human Resource Management by S.V Gangkar

http://www.coolavenues.com/know/hr/hiring_main.php3 http://www.citeHR.com www.A.B.G. services.com www.A.B.G. services.co.in

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annexure

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QUESTIONNAIRE ON RECRUITMENT FOR THE EMPLOYEES

Name :___________ Designation:___________ Organization :___________ Age:___________ Date:___________ Q.1 How Do You Rate The Importance Of Recruitment Procedure In Your Organisation . (a) Yes (b) No How far do you think does the productivity of the employees get hampered due to his / her marital status ? (a) To a large extent (b) Somewhat affects (c) Does not affect at all (d) Cant Say. Which source are generally preferred by the organization in the requirement process? (a) Newspaper (b) Advertising (c) Employment exchange (d) College campus (e) Others Does your company maintains and manage candidates file including maintenance of database to ensure comprehensive data collection of candidates? (a) Yes (b) No Does A.B.G. follow any recruitment procedure ? (a) Yes (b) No From which source you have come to know about a vacancy in the organization? (a)Internal (b)External Are the references provided by the candidates verified? (a) Yes (b) No Does your company disclose the job specifications at the time of recruitment procedure? (a) Yes (b) No

Q.2

Q.3

Q.4

Q.5

Q.6

Q.7

Q.8

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