INTRODUCTION 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. Environmental Influences on HRM: Since 1930s, certain developments took place, which greatly contributed, to the evolution and growth of Human Resources Management (HRM). These developments are given below: Scientific Management Labour Movements Government Regulations.

COMPANY PROFILE Anthroplace Management Services

At Anthroplace, we energetically strive to deliver the best employment options for great companies and the associates we place within them. We serve best and respected companies by sending them the highest-quality individuals for temporary, temp-to-hire and full-time positions. Companies make Anthroplace their first choice for full-time, direct hire, temp-to-hire and temporary employment agencies because we're at the forefront of the everchanging staffing industry. We meet our clients' needs precisely, quickly and costeffectively with the finest talent. Young and very experienced - that's probably the best way to describe us ! Anthroplace helps companies in searching, selecting and managing the evervaluable human assets. It enjoys an enviable reputation for delivering efficient, effective and professional solutions to meet our IT and ITES clients diverse recruitment needs. We guide the candidates too about the best opportunities in the marketplace, and constantly advise them in their career progression.

It will implement methods to decrease the joining time, reduce the cost-perhire, and propose tailored solutions to streamline your recruitment process. Our services give you the opportunity to focus your expertise where it counts - on your unique business endeavors. Our goal is to ensure that our clients succeed in meeting their hiring goals with cost-effectiveness in mind. Our recruitment performance consulting services are designed to help take your company to the next level of recruitment capability. Our recruitment consultants are all senior level recruiters with years of IT and software experience in recruiting, screening, and hiring techniques that produce lasting results in IT sector. 2

Adopt a "Do what it takes to get the job done Clients: Skilled, experienced, high-quality professionals are always at a premium and the competition to acquire such individuals will always be fierce, especially in these booming times. At Anthroplace , we believe that by fostering a positive, professional and attractive culture, we are able to attract these candidates on behalf of our clients. Relationships are at the core of our business. To successfully match candidates to clients, we believe we have to look at more than a resume. We prefer for our consultants to meet with clients at their offices. This allows us to gain an insight into a client's working culture, as well as taking a detailed brief about their company and the position they wish to fill. Our candidates are our product and we want our product to be the best. We attract prospective applicants through advertising, and intensive searching and selection through job portals, and our in-house databases, and will invite only those we judge to be of suitable quality to interact with one of our consultants for private interviews. At this point, our consultants will add a comprehensive report to the candidate's application. We use self developed enterprise recruitment software, enabling us to conduct a comprehensive search of our candidate database for the criteria specified by our clients. We also have the latest skills testing software to validate the candidate's proficiency and experience on all the major software technologies. We can assist in managerial aptitude and psychometric tests too.

Only candidates who complete our rigorous selection process will be entered into our records and considered for a specific role or other appropriate appointments. We don't add everyone we meet to our books. For additional information, prior to interviews, clients are provided with our consultant's initial interview reports. Interviews usually take place at the client's offices, but if required, we are happy for our clients to make use of our offices.

HR Team:

PCS also had on Excellent HR and Development team of 50+ man power Strength across the

About HR Team:

Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, and another Two for Training and HR operations.

REVIEW OF LITERATURE Meaning of HUMAN RESORCE MANAGEMENT Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed

There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors
Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

Functions of HUMAN RESOURCE MANAGEMENT Administration: Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff Benefits: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others. Compensation: Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions Employee relations: Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations. Employee services: Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing. Health and safety: Employee assistance, workers compensation claims, drug testing, safety compliance and training. Leaves of absence: State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods. 6

Payroll administration: Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files Record-keeping: Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing. Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.

Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time. Separations and terminations: Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews. Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter. Salary and benefits: Salary/wage plans, employee benefits

Importance of Human Resource Management 1: Attract highly qualified and competent people 2: Ensure thats the selected candidate stays longer with the company. 3: Make sue that there is match between cost and benefit. 4: Helps the organization to create more culturally diverse workforce Whereas, the poor quality of selection means extra cost on training and supervision. Furtherionmore , when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

Objectives of the HRM are to secure the following: 1. Industrial peace: This is secured by excellent union management relations,

healthy inter-personal relationships, and promoting participative management style and good industrial and labour relations. 2. Achieve High Productivity: The underlying objective brings to increase the quantity or volume of the product or service for a given input, productivity improvement programme is very significant in a competitive environment. 3. Better quality of working life of employees: This involves both intrinsic and extrinsic factors connected with work. 4. Obtain and sustain competitive advantage through empowerment: continuous improvement and innovative steps being the two essential ingredients to achieve and sustain competitive advantage, todays industries are knowledge based and skill intensive. 5. Cordial relationship between the employer and employees. 6. Personnel research functions. 7. Proper orientation and introduction to the new employees. The following steps must form the basis of any training activity: Determine the training needs and objectives. Translate them into programs that meet the needs of the selected trainees. Evaluate the results.

There are few generalizations about training that can help the practitioner. Training should be seen as a long term investment in human resources using the equation given below:

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Performance = ability (x) motivation Training can have an impact on both these factors. It can heighten the skills and abilities of the employees and their motivation by increasing their sense of commitment and encouraging them to develop and use new skills. It is a powerful tool that can have a major impact on both employee productivity and morale, if properly used.

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Difference Between Recruitment & Selection Both recruitment and selection are the two phases of the employment process. The differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection proces 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. Selection Process The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

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Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

1. Identify vacancy

2. Prepare job description and person specification

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3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

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Recruitment Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus graduate recruitment programs, etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "offhand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeric and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence.

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Recruitment Plan TABLE OF CONTENTS (e.g-University of Texas) 1.Commitment to Equal Employment

Opportunity.......................................................... 2.Responsibility Program............. 3.Identification of Areas of Concern and . 4.Resolution....................................................... 5.Establishment of Goals.................................................................................. Commitment to Equal Employment Opportunity (EEO) It has been, and will continue to be, the policy of The University of Texas System Administration (U. T.System Administration) to be an equal opportunity employer. U. T. System Administrations official EEO policy statement In keeping with this policy, U. T. System Administration will continue to recruit, hire, train, and promote into all job levels the most qualified persons without regard to race, color, religion, gender, national origin or sexual orientation. Similarly, U. T. System Administration will continue to administer all other personnel matters (such as compensation, benefits, transfers, layoffs, system administration training, education, and social and recreational programs) in accordance with University policy. See Policy I.150 "Equal Employment Opportunity."U. T. System Administration strives to base employment decisions on objective standards to enhance equal employment opportunity. 16 for Implementation of Equal Employment Opportunity

Responsibility for Implementation of Equal Employment Opportunity Program Responsibility for implementation of U. T. System Administration's policy on Equal Employment Opportunity Program rests with the Chancellor. The Chancellor delegates the responsibility of coordinating U. T. System Administration's compliance to the Director of the Office of Human Resources who has the full support of executive management. General responsibility for implementation of the policy rests with U. T. System Administration officials, as well as its employees. 1. Duties of the Office of Human Resources The duties of the Office of Human Resources include, but are not limited to: a. Reviews policies and procedures, and recommends changes as necessary to ensure nondiscriminatory effect or intent. b. Develops policy statements and internal and external communication techniques. c. Assists department supervisors in the identification and resolution of areas of concern. d. Ensures compliance with federal, state, and local laws of nondiscrimination in all hiring and recruitment strategies. e. Designs and implements audit and reporting systems that measure the effectiveness of U. T. System Administrations EEO programs through statistics and demographics. f. Serves as liaison between U. T. System Administration and local, federal, and state compliance and enforcement agencies. g. Serves as liaison between U. T. System Administration and minority and women's organizations, and community action groups concerned with employment opportunities of minorities and women. h. Informs management of the latest developments in the area of equal opportunity. i. Analyzes employment practices and procedures and reviews documents related to theemployment processes, in order to ensure consistency with U. T. System 17

Administration's Equal Employment Opportunity Policy and Americans with Disabilities Act (ADA) guidelines. j. Maintains and analyzes applicant flow data to ensure equal access to employment opportunities. k. Prepares all required government reports related to equal employment opportunity. l. Accommodates individuals seeking information on U. T. System Administration's policies and procedures on equal employment opportunity. m. Serves as respondent to allegations of employment discrimination brought against U. T. System Administration.

Identification of Areas of Concern and Resolution In an effort to assist in the identification and resolution of areas of concern, the Office of Human Resources' on-going audit process includes an analysis and review of the following personnel matters. 1. Analysis of the workforce by ethnicity and gender. 2. Analysis of applicant flow by ethnicity and gender. 3. Review of the hiring and selection processes including job descriptions, job titles, worker specifications, application for employment forms, pre-employment forms, test administration and validity, interview procedures, referral procedures, final selection process, and similar factors. 4. Review of transfer and promotion practices. 5. Review of training programs. 6. Review and update, as required, Federal, and State law posters to include review of policy statements. 7. Equal Employment Opportunity program evaluation system. 8. Participate as a member on the U. T. System Administration Compliance Committee. 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 18

systems that affect the equal employment opportunities of the U. T. System Administration employees and applicants for employment. Objectives of the study 1. To study the recruitment and selection procedure followed in ANTHROPLACE MANAGEMENT SERVICES.
2. To study the various sources of recruitment followed in ANTHROPLACE MANAGEMENT SERVICES. 3. To learn what is the process of recruitment and selection that should be followed. 4. To search or headhunt people whose skill fits into the companys values.

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Scope of Human Resource Management The Scope of HRM is indeed wide. 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, Recruitment, Selection, Orientation and placement, Training and development, Performance appraisal and Job evaluation, employee and executive remuneration and communication, employee welfare, safety and health, industrial relations and the like. HRM is becoming a specialized branch giving rise to a number of specialized areas like : Staffing Welfare and Safety Wages and Salary Administration Training and Development

Prospects of HRM

Nature of Human Resource Management

Employee hiring

Industrial Relations

Human Resource Management

Employee and executive Remuneration

Employee Maintenance

Employee Motivation

r Relations

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Along with financial and material resources contribute to production of goods and services in an organization.. In short HRM may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. Need for the Study

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.

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.

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.

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.

Public policy provides reservation to disadvantaged sections of the society like handicapped, minorities and dependents of deceased workers etc. All these are threshold workers having less than minimum prescribed level of knowledge and skill. They require extensive 21

training to bring them up to the minimum level of performance standard. 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. 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. 4. The study was completed within short span of time that was available. The report also suffers from the limitations of exhaustiveness as far as All this study is limited to AMS group of companies, Kolkata only.

the information is concerned.

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Research Methodology Statement of Problem: Human resource has gained a wide acceptance in the industry. The objective of the study was to access employee satisfaction. This has led to the need for more experienced and skillful employee where to be trained to meet the organization requirement. People in an organization are the most productive resource and also the most expensive organization spends on this resource in order to extract the best contribution out of them. A small judgment error in rectifying a non retainable employee could lead to decal losses in terms of time and money spend on his training and job socialization as also initial losses in terms of job held up due to vacancy in position and other related job being postponed in todays fast pace corporate world, time management being important, such errors are not called for therefore more stress is laid on efficient, effective and potential worker for the organization corporate world today recruits people directly and prudently rather simply hire and fire people. Without people to man and plant, the collection of physical resources by itself will not serve only purpose. The hiring of men and women required is more important than the marshalling of physical resources in the establishment of the company and the attainment of its objectives. Note that the hiring of people is confirmed to the initial stages in the formation of an enterprise. The employment is continuous one and it ends only when the enterprise eases to exist. More important, an enterprise grows and diversifies, and so there is great need for men and women. Recruitment and selection, therefore becomes a specialized function 23

and is disclosed by the personnel department. In act, employments are one of the foremost functions of the human resource development.

Research samples: Non-IT industry plays a very important role in the economy. The sample was therefore chosen as it portrays the needs of the researchers. 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 MMD group of companies, Kolkata.

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Data Collection:
The data collected contains primary data and secondary data. PRIMARY DATA : The primary data has been collected mainly by interviewing and also observation and audit.

SECONDARY DATA : Secondary data has been obtained from published journals, company broachers, books, internet, etc.

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Data analysis

TABLE-1 1. NUMBER OF RESPONDENT ACCORDING TO GENDER

GENDER MALE FEMALE TOTAL

NUMBER OF RESPONDENT 26 24 50

PERCENTAGE 52 48 100

100 80 60 40 20 0 NUMBER OF RESPONDENT FEMALE MALE

INFERRENCE: The above chart shows that 52% of respondents are male and remaining 48% are female.

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TABLE-2 2. ARE YOU SATISFIED WITH THE MANAGEMENT POLICIES

MANAGEMENT POLICIES YES NO TOTAL

NUMBER OF RESPONDENT 50 0 50

PERCENTAGE 100% 0 100%

60 50 40 30 20 10 0 POLICIES NO PERCENTAGE NUMBER OF

INFERRENCE:

The above chart shows that 100% respondents are satisfied with the management policies.

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TABLE-3 3. ARE YOU SATISFIED THE MEDICAL FACILITIES WHICH ARE PROVIDING BY THE COMPANY ?

MEDICAL FACILITIES YES NO TOTAL

NUMBER OF RESPONDENT 50 0 50

PERCENTAGE 100% 0 100%

50 40 30 20 10 0 1 2 NO YES

INFERRENCE: The above chart shows that 100% respondents are satisfied with the medical fecilities which are providing by the company.

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TABLE-4 4. NATURE OF RELATIONSHIP BETWEEN THE EMPLOYEES IN THE ORGANIZATON

RELATIONSHIP EXCELLENT GOOD AVERAGE TOTAL

NUMBER OF RESPONDENT 49 1 0 50

PERCENTAGE 98% 2% 0 100%

60 50 40 30 20 10 0 EXCELLENT AVERAGE Series2 Series1

INFERRENCE: The above chart shows 98% of the respondents said that there is a good relationship between the employees.

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TABLE-5 5. TYPES OF INCENTIVES PREFERRED

INCENTIVES

NUMBER OF RESPONDENT MONETARY 25 NON MONETARY 0 BOTH 25 TOTAL 50

PERCENTAGE 50% 0% 50% 100%

30 20 10 0 Series2 Series1 MONETARY NON MONETARY BOTH

INFERRENCE : The above chart shows that 50% of the respondents prefer monitory type incentives and remaining prefer both type of incentives. i.e., monetary and non monetary.

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TABLE-6 6. DOES THE ORGANIZATION GIVES EMPHASIS TO CAREER

PLANNING ?

PLANNING YES NO TOTAL

NUMBER OF RESPONDENT 48 2 50

PERCENTAGE 96% 4% 100%

50 40 30 20 10 0 1 2 NO YES

INFERRENCE: The above chart shows 96% of respondents feel that the organization is for career planning and 4% not agreed.

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TABLE-7 7. DO YOU FEEL THAT YOUR ORGANIZATION IS WELL PREPARED TO MEET TODAYS CAHLLENGES

CHALLENGES YES NO TOTAL

NUMBER OF RESPONDENT 50 0 50

PERCENTAGE 100% 0% 100%

60 50 40 30 20 10 0 YES NO TOTAL Series2 Series1

INFERRENCE: The above chart shows all the respondents agree that their organization is well prepared to meet todays challenges

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TABLE-8 8. DO YOU HAVE FAITH IN COMPANY POLICIES

POLICIES YES NO TOTAL

NUMBER OF RESPONDENT 50 0 50

PERCENTAGE 100% 0% 100%

60 50 40 30 20 10 0 YES NO TOTAL Series2 Series1

INFERRENCE: The above chart shows all the respondents have faith in their companys policies

TABLE-9 33

9. Are you happy with the Recruitment process? Recruitment Yes No Total No. of Respondents 68 7 75 Percentage 90.7 9.3 100

120 100 80 60 40 20 0 Yes No Total No. of Respondents Percentage

INFERRENCE : The above chart shows that 91% are happy with the recruitment process the remaining 7% are not happy.

TABLE-10

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10. How do you feel about interview panel? Recruitment Excellent Good Satisfactory Poor Total No. of Respondents 30 33 10 2 75 Percentage 40 44 13.3 2.7 100

120 100 80 60 40 20 0
G oo d Ex ce lle nt fa ct or y To ta l Po or

No. of Respondents Percentage

INFERRENCE: The above chart shows that 40% of the respondents are feeling that it is excellent & in remaining are 44% are feeling it is good., and rest of them are feeling it is not up to the mark.

TABLE-11

11. Did the Anthroplace meet your expectations? Recruitment No. of Respondents 35 Percentage

Sa tis

Yes No Cant Tell Total

70 -5 75

93.3 -6.7 100

120 100 80 60 40 20 0 Yes No Cant Tell Total

No. of Respondents Percentage

INFERRENCE: The above chart shows that 93% are feeling that it is meeting to their expectations and remaining 7% replied that they cant tell.

TABLE-12 12. Are you happy with the salary what you offered from the company? Recruitment Yes No Total No. of Respondents 24 51 75 36 Percentage 32 68 100

120 100 80 60 40 20 0 Yes No Total No. of Respondents Percentage

INFERRENCE : From the above chart it is clear that most of them(68%) was not happy and 32% happy that the salary what they receiving

TABLE-13 13. Did Anthroplace Managing fulfill the commitments which are given to you at the time of interview? Recruitment Yes No No. of Respondents 42 13 37 Percentage 56 17.3

Cant Tell Total

20 75

26.7 100

120 100 80 60 40 20 0 Yes No Cant Tell Total

No. of Respondents Percentage

INFERRENCE: From the above chart it is clear that most of the respondants said that the anthroplace fulfilling the commitments

TABLE-14 14. How do you come to know about openings in AMS? BG Checks Friends Internet News Papers Others Total No. of Respondents 5 23 40 7 75 38 Percentage 6.7 30.7 53.3 9.3 100

120 100 80 60 40 20 0
Fr ie nd s In te rn Ne et ws P ap er s O th er s To ta l

No. of Respondents Percentage

INFERRENCE: From the above chart it is clear that most of them came to know through advertisements

TABLE-15

15. Did you have the right Designations? BG Checks Yes No Not Replied Total No. of Respondents 34 27 14 75 Percentage 45.3 36 18.7 100

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120 100 80 60 40 20 0 Yes No Not Replied Total

No. of Respondents Percentage

INFERRENCE: From the above chart we came to know that most of the employees saying that they found the right designation.

TABLE-16

16. Did you fully know about the company policies before joined in this company? Recruitment Yes No Total No. of Respondents 10 65 75 Percentage 13.3 86.7 100

40

120 100 80 60 40 20 0 Yes No Total No. of Respondents Percentage

INFERRENCE : The above chart shows that most of them said no.

TABLE-17

17. Did you under gone any Written Test during Recruitment? Recruitment Yes No Total No. of Respondents 75 0 75 Percentage 100 -100

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120 100 80 60 40 20 0 Yes No Total No. of Respondents Percentage

INFERRENCE: From the above chart it is clear that 100% employees are attended to the written test

TABLE-18 18. How do you think about Recruitment and selection procedure in your company? Recruitment Satisfactory Unsatisfactory Total No. of Respondents 70 5 75 Percentage 93.3 6.7 100

42

120 100 80 60 40 20 0
fa ct or y Un sa t is fa ct or y To ta l

No. of Respondents Percentage

INFERRENCE From the above chart we came to know that most of the employees feeling that the process of recruitment and selection process is good.

Sa t is

Findings from the study The data collected and analyzed and general observation has proven that M/S Anthroplace Management Services. Has done remarkable job in its Human resource development. 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. 43

3. There are employees in all experience level in the organization. 4. The internal department of core competencies and continuous process improvements has made AMS Group of companies. One of the most exciting companies to work for. 5. The management showing their full efforts for the growth of Business. 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.

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. 44

CONCLUSION Recruitment and selection process is one of the most important function for any organization it is the process that reflect the organizations aspects of the process. In Anthroplace management service there process of recruitment and selection is very much sound, they also provides training program that help aspirants.The management and employees of the Anthroplace management services helps a lot to the freshers as well as existing employees.

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Bibliography Primary Source

1. Business Management-

By Reddy and Appanaiah -By Dr.T.N.Bhagoliwali

2. Personal Management and Industrial Relation

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Secondary source 3. www.KarnatakaHRGroup.com 4. www.HRCommunity.com 5. www.HRIndia.com

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 47

d) Poor 3) Did the AMS 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 AMS Managing commitment which is given to you at the time of interview? a) Yes b) No 6) How do you come to know about openings in AMS? a) Friends b) Internet c) News Paper d) Others 7) Do you want to refer more friends to AMS? a) Yes b) No 8) Did you have the right Designations? a) Yes b) No 9) What should be the companys main source of recruitment? 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 48

c) Both 11) Did you fully know about the company policies before joined in this company? a) Yes b) No 12) Did you under gone any Written Test during recruitment? a) Yes b) No 13) How do you think about Recruitment and selection procedure in your company? a) Satisfactory b) Unsatisfactory 14) What are your Guidelines to AMS Recruitments? 15) How about HR Feed back in AMS?

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