Submitted by –Saikat Dey

Registration Number:-420810095

PGDM (HR)

Under the guidance of – Mr. Abhisekh Rudra

(Senior HR Executive of MCC PTA INDIA Corp.
Pvt. Ltd.)
 ACKNOWLEDGEMENT

The experience that I have gathered during the project has been unique and
overwhelming.

The work described here has been carried out under the guidance of Mr.
Abhisekh Rudra. Inspire of his busy schedules, his frequent valuable advice and
master suggestions at every stage lead to a systematic approach in completing
this project.

I express my thank, gratitude and respect for help, cooperation and in many
other way without which it would not have been possible for me to complete
this project work.

Lastly, with all my heart, I express my deep gratitude to my lecturers and

academic guides.

Saikat
Dey

PREFACE
It is the primary duty of the personnel department to search for prospective
employee and stimulating them to apply for jobs in the organization. This is the
process called recruitment. Effective recruitment is a process of getting the right
kind of people to apply for the vacancies in an organization. The aim of the
effective recruitment program is to attract the best people for the job and aid the
recruiter by making a wide choice available. The recruitment efforts and the
costs involved are generally in proportion to the criticality of the vacant position
and the urgency of the need.

So I have undertaken the project RECRUITMENT PROCESS OF MCC PTA

INDIA Corp. Pvt. Ltd. to find out the sources of recruitment of the company
and the recruitment procedure & policy of the company.

INDEX
Introduction
Recruitment, Purpose and Importance,
Variables governing recruitment ............................ 4-11

Recruitment Process ............................ 12-15

Aim and Objective ............................. 16-17

Methodology
Primary Data, Questionnaire,
Secondary Data, IT Tool .............................. 18-23

Analysis of Primary Data ............................... 24-26

Organization & Institution Profile ............................... 27-29

Findings ............................... 30

Recommendation ............................... 31

Conclusion ............................... 32

Appendix
Reference Websites, Bibliography,
Magazines & Journals ................................ 33-34

3
 INTRODUCTION

• Recruitment

• Purpose and Importance

• Variables governing
recruitment

RECRUITMENT
Recruitment is understood as the process of searching for and obtaining
applicants for jobs, from whom the right people can be selected. The
recruitment industry has five main types of agencies: employment agencies,
recruitment websites and job search engines, "head-hunters" for executive and
professional recruitment, niche agencies which specialize in a particular area of
staffing and in-house recruitment. The stages in recruitment include sourcing
candidates by advertising or other methods, and screening and selecting
potential candidates using tests or interviews.

A formal definition of recruitment is:

It is the process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new
employees are selected.
Though, theoretically, recruitment process is said to end with the receipt of
applicants, in practice the activity extends to the screening of applicants so as to
eliminate those who are not qualified for the job.

Human Determine
recruitment Job
Resource
needs analysis
Planning

The recruitment function of the organisations is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the
factors that can be controlled by the organisation. And the external factors are
those factors which cannot be controlled by the organisation. The internal and
external forces affecting recruitment function of an organisation are:

FACTORS AFFECTING RECRUITMENT

Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of the recruitment.

SOURCES OF RECRUITMENT
Among the internal sources, transfer and promotion are most important.
Transfer involves lateral movement within the same grade, from one job to
another. It may lead to changes in duties and responsibilities, working
conditions, etc., but necessarily salary. Promotion. On the other hands, involves
movement of an employee from a lower level to higher level position
accompanied by ( usually ) changes in duties, responsibilies, status and value.
Among the others demotion and retrenchment may create a negative impact on
the work force. Retired employees could be very important source because they
have proper experience and knowledge about the competencies required for
each key position for which people are recruited.

Among the external sources press advertisement is the most effective. The ads
generally give a brief outline of the job responsibilies, compensation package,
7
prospect in the organization, etc. Educational institutes act as external sources
because organisations can recruit people through campus recruitment process.
Placement agencies provide organizations the types of candidates they need
and in return get some charge on those.

Organisations have to recruit people with requisite skills, qualifications and

experiences, if they have to survive and flourish in a highly competitive
environment. While doing so, they have to be sensitive to economic, social,
political and legal factors within a country. To be effective they need to tap all
available sources of supply, both internal and external.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentiality 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.

• To help to increase the success rate of the selection process by reducing the
number of visibly under-qualified or over-qualified job applicants.

• To meet the organization’s legal and social obligations regarding the

composition of its workforce.

• To identify and prepare potential job applicants who will be appropriate

candidates.

• Increase the pool of job candidates at minimum cost.

• Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants

• Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.

• Help increase the success rate of selection process by decreasing number of

visibly under qualified or over qualified job candidates.
9

• Recruitment is the process which links the employers with the employees.
 • Create a talent pool of candidates to enable the selection of best candidates
for the organisation.

• Attract and encourage more and more candidates to apply in the

organisation.

• To increase organizational and individual effectiveness in the short term

and long term.

Variables governing recruitment

There are certain dependent and independent variables which very much control
rather we can say govern the recruitment process of MCC PTA India Corp. Pvt.
Ltd.
If we take starting level HR & Admn. Post (E1) as an example we can
understand it properly. The related variables are:

Dependent Variables
• Knowledge of Job
• Computer Skill
• Communication Skill
• Proper Attitude towards Job
• Daily prioritization of job

Independent Variables
• Decision making ability
• Leadership quality
• Team building ability
• Recruitment Knowledge
• Performance Appraisal Techniques
10
But these qualities (independent variables) are always very
much essential for almost every kind of jobs. Proper technical
knowledge, idea about the job responsibilities, effective
communication skill, decision making ability are must for any
executives or better to say for every employee to perform their
job accurately. So, the recruiters must set these as qualifying
criteria before selecting any candidates for any types of job
positions.

11

RECRUITMENT PROCESS
The process comprises five interrelated stages, viz.:

i. Planning

ii. Strategy Development

iii. Searching

iv. Screening

v. Evaluation & Control

The ideal recruitment programme is the one that attracts a relatively larger

number of qualified applicants who will survive the screening process and

accept position with the organization.

The recruitment process in this organization starts when the HR department

receive requisition from concerned departments. Firstly, then send the vacancy

notification to employment exchange. Then collection of CVs starts primarily

from their own data bank. If not available, then through consultants or

newspaper advertisements. After that all the collected CVs are sent to the

concerned departments for short listing. After short listing interview scheduling

are fixed. After interview, there are salary negotiations done with the selected

candidates. In case of salary acceptance the candidates are issued their ‘Offer

Letter’ and Pre-joining Medical Test Letter. If the test results are acceptable

then the Appointment Letters signed by MD or Director F & A are handed over

12
 to the candidates. Then they are given the notice of joining and all the

formalities are done; like- issuance of employee code, insurance inclusions,

collection of testimonials from joinees, filling up of employment application

form etc. Firstly, information details about such candidates are uploaded in

Human resource Information System (HRIS) and employee database. After

joining of employee vacancy fill notification send to employment exchange

office. After that the probation period starts. HR sends “REPORT ON

PROBATION” form to concerned department. Then the department fills the

form and submit back to HR&A. If the confirmation criteria are satisfied then

confirmation agreement is signed and the process is terminated. Otherwise.

Written notice is delivered to the employee.

13
 START

RECEIVE REQUISITION FROM DEPT.

SENDS VACANCY NOTICE TO EMPLOYMENT EXCHANGE

COLLECTIO
N OF CV

NEWS
YES OWN NO CONSUL NO PAPER
DATABAN TANTS ADV.
KK
SHORTLIST BY
DEPT.
YES

INTERVIEW SCHEDULING

HOLD INTERVIEW

SELECT CANDIDATE
ACCEPT
NO
ANCE
SALARY NEGOTIATION
OF
SALARY
OFFER LETTER & MEDICAL YES
TEST LETTER
MEDIC
PRE-JOINING MEDICAL RECEIPT OF REPORT AL
TEST NO
FITNES
S
FIX DATE OF JOINING
(SUBJECT OF MEDICAL
FITNESS) YES
MD
APPT. LETTER SIGNED BY MD AVAILABL SIGNED BY DIR.
E NO F& A

ISSUE APPT. LETTER &

INFOSYS DIRECTIVE YES

NOTICE OF JOINING

JOINING FORMALITIES

VACANCY FILL NOTICE

UPDATING HRIS & JOINING PROBATION
TO EXCHANGE OFFICE
DATABASE PERIOD

HR SENDS ‘REPORT ON
PROBATION’ FORM TO DEPT.

CONFIRMA
DEPARTMENT FILLS FORM & TION WRITTEN TO
SUBMIT BACK TO HR & A CRITERIA NO EMPLOYEE
SATISFIED
CONFIRMATION AGREEMENT
YES
END
Recruitment programmes can miss the ideal in many ways:

• By failing to attract an adequate applicant pool;

• By under/over selling the organization;

• By inadequately screening applicants before they enter the selection

process.

15
AIM & OBJECTIVES

• Aim

• Objectives

16
 AIM

To study the Recruitment Process of MCC PTA India Corp. Pvt. Ltd.

OBJECTIVES

1. To study the recruitment policy of MCC PTA India Corp. Pvt. Ltd.

2. To understand the recruitment policies of MCC PTA India Corp. Pvt. Ltd.

3. To identify the potential job applicants in MCC PTA India Corp. Pvt. Ltd.

17
METHODOLOGY

• Primary Data

• Secondary Data

• IT Tool

18
 PRIMARY DATA

In primary data collection, I collect the data myself using methods such as
interviews, questionnaires. The key point here is that the data I collect is unique
to me and my research and, until I publish, no one else has access to it. There
are many methods of collecting primary data and the main methods include:

• Questionnaires

• Interviews

Interviews

Interviewing is a technique that is primarily used to gain an understanding of

the underlying reasons and motivations for people’s attitudes, preferences or
behaviour. Interviews can be undertaken on a personal one-to-one basis or in a
group. In this process serious approach by respondent resulting in accurate
information but it is a time-consuming process.

Questionnaires

Questionnaires are a popular means of collecting data, but are difficult to design
and often require many rewrites before an acceptable questionnaire is produced.
This process can be used as a method in its own right or as a basis for
interviewing or a telephone survey also can be posted, e-mailed or faxed. Here
we choose a fixed number of sample respondents. They are chosen and asked
19
the questions randomly. Their responses are recorded and analyzed one by one.
These responses helped me a lot to do my project successfully and effectively.

Here, in case of MCC PTA India Corp. Private Limited we choose a number of
HR and recruiting personnels who usually do recruitment and collect their
responses on the basis of following questionnaires. After collecting their
responses those are analyzed and finally we get some about the nature of
recruitment process of MCC PTA India Corp. Private Limited.

20
 Questionnaires

1. When do you usually recruit people?

2. What medium do you follow to recruit?

3. Do you recruit from campus?

4. Do you prefer fresher or experience candidates?

5. What is the recruitment process?

6. What are the parameters do you mention as part of the Manpower

Requisition Form?

7. What is your company hierarchy?

8. In which level do recruit most number of candidates?

9. What is the attrition rate of your organization?

10. Explain the selection process.

 21

SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics
or financial) or qualitative data (usually words or text). Quantitative data may
often be presented in tabular or graphical form. There are many sources of data
and most people tend to underestimate the number of sources and the amount of
data within each of these sources.

Sources can be classified as:

 Paper-based sources – books, journals, periodicals, abstracts, indexes,

newspapers and magazines.
 Electronic sources– CD-ROMs, on-line databases, Internet, videos and
broadcasts.
 22

IT TOOL

For this project I have used IT tool like:

• MS Word
• Website

STATISTICAL TOOL

For this project the statistical tools I have used are:

 • Bar Chart
• Pie Chart
• Line Diagram
• Column Chart

Now we analyze those data which I get through my research by applying those
questionnaires.

23

Analysis of Primary Data

1. According to my survey I found that MCC PTA India Corp. Pvt. Ltd.
recruits people as per their organizational manpower requirement. Like
when there is need of additional manpower or when replacement needed.

2. I found in my research that generally recruiters of MCC PTA India Corp.

Pvt. Ltd. Use their own database for recruiting people. Otherwise they go
through consultants, select the best possible candidates provided by
different consultancies.

3. Normally MCC PTA India Corp. Pvt. Ltd. does not recruit people from
campuses because they prefer experienced candidates. Numbers of
fresher candidates are greater than the experienced candidates in
campuses. So, this company prefer not to go through campus recruitment.
 4. As we mentioned earlier that MCC PTA India Corp. Pvt. Ltd. usually
prefer experienced candidates.

5. The recruitment process of MCC PTA India Corp. Pvt. Ltd., we discussed
earlier. So, there is no need to discuss it again.

6. The parameters which are parts of Manpower Requisition Form are like

- How do they recruit?

24

-Which medium they use to recruit people?

-What is their recruitment policy?
-Organization hierarchy, required qualification and experience for
candidates of different levels.

-What attitude, approach, job knowledge, communication skill they

demand from candidates?
7. Organization level M5-Senior VP

VP- Vice president M4- VP

GM- General Manager
DGM- Deputy General Manager M3- GM

Mg- Manager
M2- DGM

M1- Senior Mg.

 M0- Add Sr.
Mg.

E4- Manager

E3- Deputy Mg.

E2- Sr.
Executive

E1- Executive

25
8. I have found in my research that MCC PTA India Corp. Pvt. Ltd. recruits
most number of people for the position of Executive, Senior Executive and
Deputy Manager posts.

9. The attrition rate of MCC PTA India Corp. Pvt. Ltd. is around 8% to 10%.

10. Ultimately I find that MCC PTA India Corp. Pvt. Ltd. recruits people
through the panel interview process followed by pre-hearing medical test. Panel
interview is for judging and evaluating people according
26
PROFILE OF THE ORGANISATION
(ORGANIZATION WHERE THIS
PROJECT DEVELOPS)
ACADEMIC INSTITUTION PROFILE
 27
ABOUT COMPANY

Mitsubishi Chemical Corporation (MCC), a Fortune 500 giant, is Japan’s

largest diversified chemical company. It is one of the top 10 Chemical
Companies of the world. It is also the world’s second largest producer of
Purified Terephthalic Acid (PTA) and began selling the imported chemical in
India in the early 90’s. The Haldia plant commenced commercial production of
PTA in April, 2000.

They value human resources and therefore, provide with some of the best
welfare facilities to their employees. Apart from that; various sports and cultural
events are held throughout the year for entertainment of the employees and their
family members.
 28

ABOUT INSTITUTION

Institute of Business Management is a management institute under affiliation of

Jadavpur University and approved by AICTE. It is a study centre of All India
Management Association, New Delhi.

The All India Management Association (AIMA) is an apex body of professional

management with active support of the Govt. Of India since 1957. It conducts
management courses across India through it study centres. It is approved by
AICTE and Distance Education Council, Ministry of HRD, Govt. Of India.
 29

FINDINGS

• MCC PTA India Corp. Private Limited recruits people only at the time of

vacancy.

• In MCC PTA India Corp. Private Limited, the main sources of recruitment

are --- Their own databases & Consultancies.

• Normally they do not recruit from campuses.

• There is no E-recruitment facility in MCC PTA India Corp. Private Limited.

• In recruitment they prefer Hons. Graduate with post graduate degree in

respective fields

• MCC PTA India Corp. Private Limited prefers experienced candidates than

freshers.

• Generally they recruit people for Executives, Sr. Executives, and Deputy

Manager positions.
• The selection process of MCC PTA India Corp. Private Limited is --------

Panel Interview followed by pre-hearing Medical Test.

• In MCC PTA India Corp. Private Limited the attrition rate is around 8%-

10%.

30

RECOMMENDATION

After completion of the study it is revealed that the MCC PTA India Corp.
Private Limited presently using their own database and outside consultancies as
their recruitment sources. As they prefer usually experienced candidates for
their organization, so they choose not to go for campus recruitment.
There is no E-recruitment facility in MCC PTA India Corp. Private Limited.
But sometimes they also go for newspaper advertisements for recruiting people
to fill up their vacancies.
 31

CONCLUSION

In concluding the project as undertaken, on Recruitment Strategy with special

reference to the same as existed in MCC PTA India Corp. Private Limited, it is
stated that recruitment is the process of searching for and obtaining applications
so as to build a pool of job seekers from whom the right people for the right
jobs may be selected. The purpose of recruitment is to build a pool of
applicants. Recruitment represents the first contact of a company makes with
potential employees. Recruitment done well with result in better selection.
In this connection I want to say that the existing recruitment process of MCC
PTA India Corp. Private Limited is an excellent one. But after doing the survey
I will say that they can make some modification in that process. Like; use of
their internal sources, E-recruitment etc. But I don’t have to say much about
these. After all it depends on the organization- their structure, strategies,
policies.
 32

APPENDIX

• Reference Websites

• Bibliography

• Magazines & Journals

 33

Reference Websites:-
I have completed this project with the help of various websites.
First of all, the website of the company that is www.mcpi.co.in,that has given
me the various types of information about the company.
Some of the websites has given me information about some recruitment
consultancies. These are --
1. http://www.aima-ind.org
2. http://www.google.co.in
3. http://www.timesofindia.indiatimes.com
4. http:// www.articlebase.com

Bibliography:-

1. Human Resource Management by Ivancevich.

2. Human Resource Management by ICFAI University.

3. Human Resource management by Robert L. Mathis, John H. Jackson.

4. Human Resource and Personnel Management by K.Aswathappa.

Magazines & Journals:-

1. Business World
2. HRM Review
3. Business Today

34